How should I navigate a workplace where my supervisor treats others poorly but is friendly toward me?

This is an uncomfortable position because your positive relationship with your supervisor may conflict with what you are witnessing. You can appreciate being treated well without ignoring conduct that harms your coworkers. Start by separating firsthand observations from rumors or interpretations. Keep private, factual notes about significant incidents you personally witness, including the date, what was said or done, who was present, and any effect on work. Avoid labels such as “bullying” in your notes; specific behavior is more useful.

You can also support coworkers without speaking for them. Check in privately with a simple statement such as, “I noticed that interaction seemed difficult. Are you okay?” Listen, maintain appropriate confidentiality, and ask what support they want. Do not promise to keep something secret if it involves an immediate safety concern. If you feel safe addressing the supervisor, focus on the behavior and its workplace effect: “The way that feedback was delivered seemed to shut down the discussion. Could we handle concerns privately and more specifically next time?” Using your comparatively good relationship may help, but you are not responsible for reforming the manager alone.

If the conduct continues, review your employer’s reporting policy and consider raising the pattern with human resources, another manager, or an ethics channel. Report only what you observed and preserve relevant records lawfully. General mistreatment is not automatically unlawful under federal law. However, conduct may raise discrimination or harassment concerns when it is connected to a protected characteristic and is sufficiently severe or pervasive, and a person affected by the environment does not have to be the direct target. Federal protections may also cover good-faith opposition to suspected discrimination or participation in an internal investigation, although they do not prevent discipline for unrelated legitimate reasons. If you observe threats, discrimination, retaliation, or employment actions tied to the conduct, seek prompt guidance from the appropriate internal office, government agency, union representative if applicable, or a licensed employment attorney. Deadlines and protections vary by situation, so confirm current official guidance rather than waiting for the problem to resolve itself.