We often think of fairness and justice in terms of pay and access to the same opportunities, but it is just as crucial for a manager/leader to be fair in the daily management of their team.
It is easy to set rules on paper and communicate them to employees. But it is much more difficult to ensure that you always follow those rules and apply them, no matter who you are dealing with.
Disciplining problematic employees is often easier, as they provide many opportunities to do so and their behavior disrupts team cohesion and often the respect for your instructions. However, the situation becomes more delicate when it comes to sanctioning an employee you particularly appreciate.
That is where the real challenge lies.
Will you be able to act fairly and treat everyone equally?
If you fail, you risk losing the trust of your team, or triggering whispers accusing you of having favorites.
On the other hand, if you stay true to your principles and that employee is as competent as you believe, they will understand the reason for the sanction and your explanation, ultimately strengthening their trust in you. Maybe not immediately, but certainly in the long term.
Remember: adopting a fair approach helps maintain team cohesion. By witnessing fair treatment, team members will be more inclined to work together toward a common goal, fostering a positive work environment.
Tips
Strategic leadership actions (related to posture, decisions, and team management)
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Limit or avoid participation in non-corporate social activities with employees (to avoid perceived favoritism and maintain professional balance).
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Attend official company events (Christmas party, BBQ, social club activities) to build connections while remaining within an institutional framework.
Legal or HR precautions (aimed at protecting the leader and the organization on legal and administrative levels)
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During disciplinary meetings, ensure the presence of a union representative or a third party to avoid delicate situations and protect both sides.
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Never hold one-on-one meetings with the door closed and blinds drawn when discussing sensitive topics. Meetings for annual reviews or to discuss employee development are acceptable with the door closed.
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Limit all physical contact to a handshake to avoid the risk of inappropriate interpretations.
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Avoid inappropriate jokes, which could be misinterpreted and harm the professional atmosphere.
Social conduct rules (related to managing interactions and perception in an interpersonal context)
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Avoid connecting with employees on social media to preserve the boundary between private and professional life. This is a major trap to avoid to prevent being perceived as having favorites within the team.
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If an employee asks to connect, explain that the refusal is linked to your professional role and not the person.
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Maintain a healthy professional distance in personal interactions to limit rumors and misinterpretations.
Perceptions
You are not your employees’ friend—you are their manager. That doesn’t mean you can’t be friendly, smiling, and open in your conversations with them, but in my opinion, it is important and professional to maintain a small distance to avoid rumors and false interpretations.
Reading my advice, some people might think I’m intense and that these measures are unnecessary. Let’s be clear: I’m someone with a great sense of humor, and I love to laugh and enjoy myself as much at work as in my personal life.
However, it only takes one inappropriate action or comment (real or assumed) to damage a reputation you’ve taken years to build. Personally, I prefer to make that sacrifice and accept that some employees may say I’m too rigid, rather than risk compromising the integrity of my career.
Fairness is a daily commitment
In leadership, fairness is not an abstract concept—it’s a daily commitment.
Every action, every decision, and every interaction is an opportunity to prove that you treat your team with justice, without favoritism or bias.
Yes, it sometimes requires making uncomfortable choices and taking difficult actions, even with employees you like the most. But it is precisely in those moments that your credibility is built… or lost.
A leader who applies the same standards to everyone, while remaining human and respectful, sends a clear message: here, everyone has a chance, and everyone is accountable for their actions.
And this consistency, more than any speech, is what will cement your team’s trust and preserve your reputation over the long term.
In the end, it is better to be seen as rigorous than as unfair—because rigor builds respect, while injustice destroys trust.
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Carl-Michael Tessier, M.Sc., MBA
Coach in high-performance team development and tailored leadership support
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