大多數領導者奉獻了大量的時間和精力來確保他們是公平的。但不可避免的是，一些結果會被某些人認為是公平的，而其他人則認為是不公平的。
不要以為你的决定會自己表白：對你如何以及為什麼要做此決定是透明的。
例如，如果你想要一個公平的晋昇過程，某些能力或風格比其他的更重要，把你的意圖告訴團隊。如果你想平等地分享獎金，要加强每個員工的重要性，就要坦然面對。
記住，作為經理，你有權做出那些決定。如果有人指責你不公平，不要打你自己。只要你仔細考慮業務需求，並盡可能客觀地做出决定，你就完成了你的工作。你將永遠有機會在下一個决定中恢復平衡。Fair Managers Explain How They Make Decisions
Most
managers dedicate significant amounts of time and energy to ensuring they’re
being fair. But it’s inevitable that some outcomes will be perceived as fair by
some and unfair by others.
Don’t
assume your decisions will speak for themselves: Be transparent about how and
why you made the call.
For
example, if you want an equitable promotions process, with certain competencies
or styles counting more than others, make your intentions known to the team. If
you want an equal sharing of bonuses, to reinforce the importance of every
employee, be up front about it.
Remember,
as the manager, you have the discretion to make those calls. And if someone
accuses you of being unfair, don’t beat yourself up. As long as you have
thought carefully about what the business needs, and made your decision as
objectively as possible, you have done your job. You’ll always have an
opportunity to restore balance with the next decision.
