How should a supervisor handle a crew member who complains about favoritism in work assignments?

The selection of asking the worker for examples to clarify misunderstandings is the most effective response, as it encourages open communication and helps identify specific issues. By inviting the crew member to provide concrete examples of perceived favoritism, the supervisor can gain a better understanding of the situation and address any potential misunderstandings that may exist. This approach fosters a supportive environment where employees feel heard and valued, which can help resolve tensions and improve team dynamics.

Engaging in a dialogue allows the supervisor to clarify the reasoning behind work assignments and can illuminate any biases or misperceptions that may be present. This not only aids in addressing the individual’s concerns but also demonstrates the supervisor's commitment to fairness and transparency within the team. By taking this proactive step, the supervisor can work towards building trust and mitigating any negative feelings related to favoritism.

In contrast, other approaches may not yield the same constructive results. Denying the complaint outright would dismiss the individual’s feelings and concerns, likely leading to further dissatisfaction. Simply explaining what is wrong with the worker's performance might shift the focus away from the core issue of favoritism, neglecting the emotional aspect of the complaint. Promising to be more careful with future assignments may come off as insincere if not backed by genuine understanding