Have you ever felt threatened by someone on your crew?

As a manager, your role is to help your employees make the most meaningful impact, but sometimes, there can be this underlying fear that if they are too successful, you won't seem as necessary.  While it's understandable, as human beings, to feel competitive with others, if you allow those concerns to manifest in adverse behaviors toward your high-performing employees, from taking credit for their achievements to not providing enough recognition and even looking for reasons to insulting and criticizing them: it can be very transcendent.  Employees may end up with extremely low morale, feeling resentful, and ultimately choosing to jump ship.  A human resources survey showed that workers rank bosses taking credit for their work as the number one most unacceptable work behavior, and recent findings from Betterworks revealed that most dissatisfied employees choose to leave their jobs because of their employees' behavior. Bosses.

Ironically, managers who have the confidence and foresight to let their team members shine and who effectively give employees credit for their achievements end up being considered the strongest leaders and the most desirable managers.

So, how should you navigate your team members' successes?

Register yourself

If you ever find that you are taking more than your share of credit for your team members' work, not mentioning their names when highlighting your team's impact, not communicating with them about their accomplishments, or never letting them know. Allows being the ones presenting.  It's excellent work. Honestly, ask yourself why.  Whether it's insecurity, competitiveness, or simply a lack of awareness, please take a moment to consider where it's coming from so you can effectively address the root of the problem.

Next, remember that you have your title and position for a reason.  You were chosen as someone who could lead others and help them grow, so when someone on your team succeeds, it's a sign that you're doing your job well.  It may result from your practical guidance or understanding of giving them the space and property they need to reach their full potential.  Regardless, his achievements reflect his ability to lead.  So, recognize that you belong in the seat you're in and allow yourself to celebrate your team members' victories genuinely.

 Show appreciation

 According to a recent Gallup study, employees are four times more likely to be engaged at work if they feel strongly that they receive the correct recognition.  So, don't just assume that your employees know that you think they did something extraordinary;  be sure to say something.  Whether by communicating with them privately or recognizing them in a one-on-one meeting, mention your team members' accomplishments.

Remember, it's always great to hear “good job” and “good job,” but for your employee to feel valued and reinforce effective behavior from him, you need to recognize what he did well.  For example, saying something like, "I know there were a lot of people who weighed in on this project, so I want you to know that you did a great job analyzing all the different opinions and coming up with amazing results."

 Be intentional with credit

While there are no limits on how many people can be recognized for contributing to a positive outcome, credit quickly dissipates.  It loses its effect when everyone, even those who played no role, understands it.  That's why it's essential to pay attention to who contributed what and offer thoughtful, personal recognition.  Do your best to highlight each individual's value to make your message resonate.

 Let them shine

Whether sending a message in a broader team channel or giving a thoughtful shout-out in a group meeting, do your best to recognize your team members' achievements in larger forums.  Not only does this ensure that your employees feel that their contributions are valued and appreciated, but it also conveys to them and others that you are a confident leader and excited to celebrate your team members' successes.  Similarly, where relevant, allow your team members to showcase their achievements in larger forums.  Ask them if they would like to present their work at a team-wide meeting to explain their processes and results so that others can openly acknowledge its impact.

Be consistent

When you help a team member achieve something great, it is valid to recognize your guidance and contributions to your superiors. Make sure you also hold yourself accountable when the opposite happens.  Strong leaders can realize their responsibility when their team members fall short, so when someone on your team makes a mistake, do your best to recognize what you could have done differently and the steps you plan to take to make sure. That the same error does not occur again…