Should all employees be treated the same?

No manager wants to be accused of treating an employee unfairly, so the answer is surely “yes” when it comes to treating everyone in the same way?

Many people would argue it’s all about equality and fair employment practices, but sometimes, implementing a one-size-fits-all approach might not be the most effective solution after all.

To understand why, look back at occasions during your own career when you may have felt aggrieved at the way you were treated.

Perhaps a rule change was implemented that impacted everyone on your team, even though just one person had caused the problem that prompted the upheaval.

Maybe you learned all your coworkers had received the same bonus percentage, when there were significant differences in performance and input.

Although the manager was treating every employee in the same way, some team members might have felt this was unfair.

A blanket approach to management can be inefficient and even lazy. While equitable treatment is vital, this doesn’t necessarily mean treating everyone in exactly the same way.

What is equitable treatment?

Equitable treatment refers to people being treated without discrimination, no matter what their personal situation. It means they will receive the same opportunities to reach objectives, including in the workplace.

As the workforce today is increasingly diverse, ensuring every employee has the same opportunities means team leaders must take a different approach: they must get to know individual members better and understand their strengths and weaknesses.

Taking a blanket approach means the manager won’t know what motivates individuals, nor what kind of reward for exceptional performance will be most appreciated.

A good manager can communicate in a way that will reach every person to help them achieve the best results. This kind of individual attention is different, but remains fair because it gives everyone the same opportunities.

Diverse needs

Providing a suitable working environment for today’s diverse workforce means recognising each person’s unique circumstances.

A standard approach may not cater to all needs, so introducing tailored benefits such as a flexible work schedule and personal development plans can help.

Flexibility means giving employees choices and permitting them to work in ways that meet the business’s needs, as well as their own. Adaptability improves diversity, inclusion and efficiency, leading to greater engagement and better performance.

Recognition and reward

Different roles require different skills and approaches and acknowledging these distinctions is crucial. A good way of devising a fair rewards system is to organise one-to-one meetings with employees to discuss aspirations and find out what makes them tick.

Personal development

An effective way of recognising diversity and treating everyone fairly is to draw up a personal development plan after speaking to each person at length.

Each employee may have different career aspirations and learning styles, so recognising and addressing the differing needs of team members will help improve respect and appreciation within the workplace.

Once discussions have taken place with individual employees, the topic should be added to the senior management team meeting agenda to formulate a plan.

Make your expectations clear

Once you’ve devised a system that recognises diversity in the workforce, make your expectations clear so everyone understands why it’s being implemented.

Ensure people who work remotely are kept in the loop, so it doesn’t cause bad feelings or confusion. Always be transparent about your actions to help people understand why the system is changing.

Finally, when you’ve established the ground rules and told employees about the new system, don’t waver. While you should be aware of everyone’s needs, don’t be perceived as a pushover by letting individuals take advantage of you.

When you achieve the right dynamic, employees will have a greater appreciation and respect for your leadership.