Same same is not always fair.
Managers need to stop playing samesie samesie, and pretending their team are young children fighting over cake. And they need to carry that attitude into their culture. I’ve seen employees grouse about benefits they themselves won’t use because they, too, are playing samesie samesie. Some people will take parental leave, others will never have children. Some will avail themselves of training stipends and take evening classes while others will not. Some will need extended medical leave or FMLA protection and others will enjoy rude good health. Benefits or rewards don’t have to be consumed equally to be of value.
Which often means naming this exact thing. I use the story of a coach wanting to bring snacks for a kids sports team. If she likes peanut butter and jelly, she might bring PB&J for the whole team. She won’t have the time or inclination to make a different snack for each kid, that’s not practical. But she could and should have an option for children who don’t like, or might be allergic, to peanut butter. Which she could easily ascertain with a show of hands. “I’ll be bringing PB&J sandwiches, and I can also bring either oranges or grapes – can you raise your hands if you would prefer grapes? Who would like oranges?”
Easy, right?
