HR’s Guide to Handling Privileged Employees in the Workplace
- cultureasyinc
- Jan 28
- 4 min read
Workplaces are supposed to be fair, but sometimes, certain employees seem to have a golden ticket.
They get special treatment, bend the rules, and somehow always land on their feet — even when they mess up.
As HR professionals, it’s our job to level the playing field and keep the workplace balanced.
So, how do you handle these privileged individuals without causing a full-blown office drama?
Here’s your ultimate guide.
1. Define the Problem (But Keep Your Cool)
When you notice someone getting the VIP treatment, don’t jump to conclusions.
Start by gathering facts. What exactly is happening? Is this person constantly interrupting others in meetings? Do they get away with missing deadlines while everyone else gets grilled?
Collect concrete examples:
Are they monopolizing discussions?
Are they avoiding accountability?
What’s the impact on team morale?
According to Smith and Brown (2023), using data-driven examples helps you stay objective and avoids turning the situation into a personal vendetta.
2. Understand the Source of Their Privilege
Privilege doesn’t just appear out of thin air. It usually has a source. Figure out where it’s coming from:
Top-Down Support: Are they the CEO’s favorite? If so, you might need to have a candid conversation with leadership about fairness. Lee et al. (2024) found that addressing privilege at the source (i.e., leadership) is often the most effective strategy.
Special Skills: Do they have a unique skill set that makes them indispensable? If yes, consider cross-training other team members to reduce dependency.
Social Influence: Are they just really good at making friends in high places? If so, focus on building a more inclusive team culture where everyone’s voice matters.
Understanding the root cause helps you customize your approach.
3. Set Clear Rules (And Stick to Them)
Privilege arises in ambiguity. To combat it, establish clear, transparent policies that apply to everyone.
For example:
Performance Reviews: Use objective criteria to evaluate everyone equally (Garcia, 2020).
Behavioral Policies: Create guidelines that explicitly discourage favoritism or special treatment.
Consequences: Make sure everyone knows what happens if they break the rules — no exceptions.
When rules are clear and enforced consistently, privilege has nowhere to hide.
4. Have That Tough Conversation
Sometimes, you need to address the issue head-on.
Schedule a private meeting with the privileged employee and:
Stick to the facts. (“In the last three team meetings, you’ve interrupted others 15 times.”)
Explain the impact. (“This behavior is affecting team morale and productivity.”)
Set clear expectations. (“Moving forward, we need everyone to respect speaking turns.”)
Lee et al. (2024) emphasize that direct communication, when done professionally, can lead to meaningful behavior change.
5. Build a Supportive Team Culture
Privilege loses its power in a strong, united team.
Create an environment where everyone feels valued:
Training Programs: Offer workshops on teamwork, communication, and inclusivity.
Recognition Systems: Make sure praise and rewards are based on merit, not favoritism.
Feedback Channels: Create safe spaces for employees to voice concerns without fear of retaliation (Johnson, 2021).
When the team feels supported, they’re less likely to tolerate unfair advantages.
6. When Everything Else Fails: Take Disciplinary Action
If the privileged employee continues to disrupt the workplace despite your efforts, it’s time to escalate:
Issue formal warnings.
Document policy violations.
Follow through with consequences.
Disciplinary actions have nothing to do with punishing one person — they’re about sending a message to the entire team that fairness matters.
Real-World Example: Turning the Tide
Imagine a tech company where one developer, let’s call him Alex, constantly misses deadlines but never faces consequences.
The team is frustrated, and productivity is dropping.
What’s next?
HR gathers data on Alex’s missed deadlines and their impact on projects.
HR discovers Alex’s privilege comes from being the only person who knows a critical system.
HR implements cross-training so other developers can handle the system too.
HR and Alex’s manager come together and gets a candid conversation with Alex about expectations.
HR introduces a transparent performance review system.
Result?
Alex will eventually shake up, the team will feel heard, and productivity will increase.
The Role of Higher Management: Your Secret Weapon
When handling with privileged employees, higher management can be your greatest ally — or your biggest hurdle.
It’s crucial to involve leadership early in the process, especially if the privilege stems from their own favoritism or support.
Present them with data, explain the broader impact on team morale and productivity, and propose actionable solutions.
Leadership buy-in not only strengthens your position but also ensures that policies are enforced consistently across the board.
Remember, fairness starts at the top. When higher management champions equality, the rest of the organization follows.
Have you ever dealt with a privileged colleague or team member? What strategies worked — or didn’t work — for you?
Share your story in the comments below!
Sources
Garcia, L. (2020). Effective HR Policies for Modern Organizations. Business Management Review.
Johnson, M. (2021). Workplace Dynamics and Equity. Organizational Studies Journal.
Lee, S., Kim, J., & Park, H. (2024). Leadership Challenges in Diverse Work Environments. Journal of Leadership and Management, 45(1), 23–35.
Smith, R., & Brown, T. (2023). Navigating Power Imbalances at Work. International HR Journal.
Taylor, K. (2022). Building Inclusive Workplaces. Workplace Psychology Today.
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