It’s amazing how riled up people get when things feel unfair at work.
This week, two clients. Very different situations, same sting.
One had done her job—well—and was undermined for it. The other was told she wasn’t meeting expectations and would be finishing up. The decision didn’t surprise her. The way it was handled did.
What they shared was this: fairness went missing. And I doubt either workplace would be proud of its impact.
When Advice is Undermined
The first client gave professional advice. It was considered, appropriate and exactly what her role called for.
But her colleague didn’t want to hear it. Instead of addressing it directly, they went to the CEO. And the CEO backed them—without question, without conversation.
She described it as a boys’ club. Not just the dynamic, but the protection it offered. They looked after their own.
She’s now trying to hold on to what she knows is true: that she did her job properly. That she can’t control how others choose to respond. But when the right thing is ignored—and you’re being undermined—it takes effort to stay grounded. Especially when no one else acknowledges it.
When Process is Ignored
The second client had reached the end of her probation. She was told she wouldn’t be continuing. That wasn’t unexpected—she knew it wasn’t the right fit.
What upset her was the way it was done.
They didn’t ask for her input. And that’s their policy. Plus, they made no mention of the work she’d done recently that she felt reflected what she was capable of. Did they even know?
She wasn’t under the illusion that it would change the outcome. But not being seen at her best made the rest feel worse.
What she wanted was simple: to be seen fairly and for them to follow their own policy.
Why it Matters
These moments aren’t just about hurt feelings. They cut deeper because they involve professional identity, fairness and dignity.
Procedural justice—the fairness of the process itself—matters because it shapes how people interpret the outcome. The research shows that when procedures are consistent, ethical, based on accurate information and open to correction, people are more likely to accept even decisions that go against them.
It also influences trust in leadership, organisational commitment and willingness to cooperate—even more than the outcome itself.
That’s why these moments matter. It’s not just about what happened. It’s about how.
What Helps
It’s understandable that you’d want to hurt them as much as they’ve hurt you. It makes sense that you can’t easily let this go. But they won’t help. What will is pausing to think about what’s next for you.
A useful idea comes from Acceptance and Commitment Therapy (ACT). It suggests you don’t need to wait until you feel better to take meaningful action. You can be disappointed, frustrated—even hurt—and still act in line with your values.
And then there’s the brilliant 5th century BCE military strategist, Sun Tzu. He wrote:
He will win who knows when to fight and when not to fight.
Sometimes it’s worth challenging what happened. Sometimes it’s not. Either way, the first step is naming it:
That wasn’t right.
From there, you can decide what deserves your attention—and what doesn’t.
When the System Doesn’t Hold
Procedural fairness signals that people and their contributions are taken seriously. It shows that decisions aren’t arbitrary—and that people matter, even when the answer is no.
When it’s absent, trust in the process fades—and with it, the willingness to fully engage.
And over time, it can drag the culture with it.
What Procedural Fairness Requires of Leaders
Fairness isn’t about softening the blow. It’s about giving people confidence that the process was sound.
That means decisions are made using consistent standards. That they’re informed. That they’re open to review. And that the rules don’t shift depending on who’s involved.
As a leader, that’s what you’re aiming for. Not just a fair outcome—but a fair process that shows people you care.
You won’t always get agreement. But if the process holds, you’re far more likely to retain respect. And that matters more.
Image from Pexels
