What do you do when your boss shows favoritism?

For help in navigating this tricky workplace scenario, I reached out to several Muse Career Coaches, and their advice is spot-on.

1. Behave Normally. Act as if your boss is not playing favorites.
2. Improve Yourself.
3. Self-Promote.
4. Take Control.
5. Emulate Your Boss.
6. Toss Aside Emotion.
7. Build the Relationship.
8. Find a Mentor.

How do you deal with two employees who don’t like each other?

Here are some tips to help you tactfully turn conflict into consensus between feuding employees.

1. Understand the nature of the conflict.
2. Encourage employees to work it out themselves.
3. Nip it in the bud quickly.
4. Listen to both sides.
5. Determine the real issue, together.
6. Consult your employee handbook.
7. Find a solution.
8. Write it up.

How does a manager resolve conflict between employees?

Focus on effective communication and problem-solving skills via role-playing and scenarios. Maintain open communication. Provide multiple avenues for employees to report problems when they are unable to resolve them on their own. Maintain an open-door policy and encourage employees to come to you with any concerns.

How do you manage team members with different communication needs?

Develop a sense of their communication needs—some individuals prefer daily or frequent interaction and others prefer to engage with their manager infrequently or when guidance is required. Be flexible and adapt to their needs. Work with team members to refresh group and individual goals during the first 30 to 45 days.

How long does it take to manage a new team?

Work with team members to refresh group and individual goals during the first 30 to 45 days. If the team is in a crisis or turnaround situation, accelerate this timetable. The point in time when you assume responsibility for a new team should be a period rich in relationship building and collaboration.

What to do when you take responsibility for a new team?

The point in time when you assume responsibility for a new team should be a period rich in relationship building and collaboration. Resist the urge to assert that you’re the “new sheriff in town,” and use questions to gain context on talent, operations, and opportunities.

How do I get my team involved in the process?

You need your team’s help to succeed and the right way to start out is by making all of your team members a valuable part of the process. You’ll have ample time to make changes as you gain context and credibility. In the beginning, it’s a good practice to observe and ask without judging.