How do you handle favouritism in your team?

Not a miserable condition that does not hurt them others

لا أشجع على هذا المرض المنتشر كثيرا ، بل يجب التوظيف والعمل على أساس الخبرة العلمية و العملية

Please be positive.
No need to waste time on handling favoritism.
It is natural thing that your subordinate will be your favorite if execute your orders as per demand and your higher will be your favorite if accept your work as you done.
A good worker should be naturally favorite of his higher ups.
No one who deny orders can be favorite of any one

من الممكن فى الواقع التعامل مع فرد من أفراد الفريق بمحسوبية ولكن ليست محسوبية بدون كفاءة وقدرة على إثبات الذات فى الفريق وهذه المعاملة يجب أن يشوبها العدالة بين أفراد الفريق المتكافئين فى القدرات حتى لا يتم تفكك الفريق أو قلة كفائته لشعورة بالظلم أو عدم العدالة بين أفرادة فترقية فرد عديم الكفاءة داخل الفريق أو إعطاءه فرصة لا يستحقها بناءا على معرفة شخصية فقط سيؤدى الى انهيار كفاءة الفريق وعدم تحقيق أهدافه لعدم وجود تعاون فعلى لتحقيق إنجازات لتساوى الشخص الناجح بالفاشل فالمدير الناجح هو الذى يقيم أفراد الفريق وفقا للكفاءة ويحقق العدالة المتوازنة حتى يحصل على أفضل النتائج مع وجود هذه المحسوبية

اولا / اذا وجدت المحسوبيه والغي تقديم الكفاءه تأكد انه لن ينجح مشروع حتى لو استمر سيستمر اما ضعيفا او سينتهى فى اقرب وقت ثانيا / اذا وجدت المحسوبيه يجب بث روح التعاون فى الفريق والمساعده بالدعم الفنى والمادى حتى يكون الفريق اجمع على درجات متقاربه من الكفاءه المهنيه ومن هنا نبدا بأزالة المحسوبيه حتى لا تنتشر الفتنه بين الفريق كاملا فهنا لن ينجح المشروع او يستمر وبالتدريب سيظهر من لديها كفاءه ومن لديه محسوبيه وعندئذا يجب القضاء على المحسوبيه نهائيا وذلك بتولية الاشخاص ذات الكفاءه العاليه القياده والاشخاص ذات المحسوبيه ينقولون لمنصب مهنى اقل او الاقصاء من الخدمه ان كان يوجد ضرر على المؤسسه او تركهم ان كان يوجد منهماستفاده

Favoritism between your team is more or less like favoritism between your children.
It is not going to be productive and it will cause you many problems in the long run.
A good manager will have started to distinguish the different skills that his team have and or need to develop.
If there is someone who is clearly better at some tasks than the rest then you should put him in charge of those tasks and make others learn from him/her.
If you cannot identify any good traits or skills in one of your employees then you need to rethink whether that employee should be part of your team.
You should fear Allah in how you treat people and not give someone a raise just because you like them or because they smile at you more than others or because you enjoy their sense of humor.
You must be fair as one must be fair amongst his children.
I say the word children here not in a condescending manner, as in I am not better than them nor am I smarter than them...
but rather I was put in charge of them and because of that I am responsible for them and their growth and their improvement..
One thing a person cannot do is divorce or fire his children.
This is not the case with employees.
If there is one who is negatively effecting the team with their attitude or there slow work or their behavior then you need to make the tough decision of removing them from their team and making them work alone, or giving them a warning in the hope that their behavior improves.
Or firing them and letting someone else more qualified and with better team skills join the team.
I was once put in the situation where I inherited from the person who's job I filled an employee that I despised.
I am human and like other humans sometimes you meet someone that rubs you the wrong way.
I kept giving that person chances and putting myself in check because everytime I came to fire them I asked myself...
are you doing it because they are a bad worker or because you don't like them? And each time I noticed that some part of me personally didn't like him...
so I stopped myself from firing him and in the end created a department just for him where he didn't supervise anyone but himself.
His performance improved drastically and other people who used to be his underlings didn't have to deal with his lack of ability in managing people.
One should be careful in this issue of favoritism because emotions can blind one's decisions and you might like someone but in the end they could be wrecking havoc in your team and causing your productivity to decline.

No favouritism in Team work .
Equality is important.
preference according to performance.

الاستماع والتشاور وترتيب الامور على قدر المستطاع ثم ابراز الدلائل وعليها يتم حسم الامر المشار اليه

Setting Targets for each Individual.

Favouritism is often mistaken as giving the right team member a task you know they can complete, not just because they dress well or are friends.

There are two kinds of favoritisms in working environment (whether we want to accept it or not):

a. Favoritism to someone's social behavior and appearance

b. Favoritism to somenone's professional abilities.

The first one, is totally unacceptable to me. It drives to discrimination, to wrong task-giving, to false results and in general in a non-professional behavior and manners.

The second one, is something that just happens during day-to-day cooperation and collaboration. If someone is more efficient, more accurate or/and more hands-on, then the favoritism to his/her professional abilities, is something that just comes up and there is nothing to blame.

But, showing off this favoritism may cause real trouble in team's orderly and smooth operations. Afther all, it's all about human's behaviors and reactions and we ought to be very careful.