Beyond outcomes and procedures, research has shown that employees care about two other types of fairness that have to do with the way they are treated during interactions with others. Informational justice reflects whether managers provide explanations for key decisions. The more detailed and candid managers are with employees, the more fairly treated those employees feel.

It may seem obvious that managers should be honest with their employees and not keep them in the dark about organizational matters; however, many managers are hesitant to share information, particularly bad news. Interpersonal justice reflects whether employees are treated with dignity and respect. Interpersonal justice is unique because it can occur in everyday interactions between managers and employees. This quality allows managers to take advantage of (or miss out on) opportunities to make their employees feel fairly treated.

Some managers may view treating employees politely and respectfully as too soft, and instead choose more aggressive tactics out of a belief that doing so will be more motivating. Although negative emotions may be motivating in some cases, managers sometimes take this too far.