Great Leaders Have Stars. But Never Favorites.

I have come across several articles in the last week or so that have promoted the idea that leaders need to have favorite employees.

The rationale was that some individuals do such a great job and possess such a great attitude, work ethic, and willingness to help others that they actually earn the designation of “favorite.”

I get it.

As leaders, we should celebrate the people who consistently go above and beyond. Excellence in performance should be rewarded. A great attitude should matter. Being reliable should matter. When someone goes out of their way to help the team, it’s appropriate to show them appreciation.

But at what point does celebrating your best employees turn into your other employees feeling overlooked?

I believe that is where leaders can get into trouble.

Your best employees should be recognized for their performance, but your new employees should also be given the chance to develop. Your average employees should know that they can grow. Even your bad employees should know that one bad season doesn’t condemn them to future failure.

Your employees are watching how you treat others.

They see whom you give access to in conversations. They see whom you assign the best projects to. They see whom you forgive easily and whom you judge quickly. They see whether opportunities are truly earned or simply given to the “favorites” again.

Once employees think the leader has already picked the winners and losers, they will stop striving.

Why bust your tail if someone you perceive as the leader’s favorite is always going to get the opportunity?

Why propose an idea if you think the leader will only listen to the people in his or her inner circle?

Why try to improve when you feel like no one is paying attention?

This isn’t to say that every employee deserves the same prize. Fair leadership is not treating every employee like their performance is equal.

It’s making sure every employee knows what great performance looks like and believing they can achieve it.

Maybe that new employee isn’t ready for a big opportunity yet, but what strength haven’t you found in that person yet?

Maybe that quiet employee doesn’t talk much, but what would happen if that employee helped keep everyone calm during a stressful time?

Maybe that struggling employee just needs someone to train them or coach them or give them a different type of assignment to succeed.

Maybe that average performer just needs one leader to believe they are capable of more than they are giving themselves credit for.

Leaders, stop only focusing on the people who are already shining the brightest.

Our jobs are not just to reward star employees, but to help develop more stars.

That means we have to ask the right questions.

Who is improving?

Who is putting in the effort?

Who has a strength that we are not taking advantage of?

Whom are you overlooking that needs a little encouragement?

Whom do you know that is ready for “the next step” but might just need a small opportunity to prove themselves?

Great leaders raise the bar. They don’t lower it just so more people can reach it.

Great leaders have stars. But they never have favorites.