Have you ever felt threatened by someone on your crew?

 As a manager, your role is to help your employees make a meaningful impact. However, sometimes, there can be an underlying fear that you will only seem as necessary if they are successful. While it's understandable to feel competitive with others as human beings, if you allow those concerns to manifest in adverse behaviors toward your high-performing employees, such as taking credit for their achievements, not providing enough recognition, or even looking for reasons to insult and criticize them, it can be very damaging. This can lead to low morale, resentment, and employees ultimately choosing to leave their jobs. A human resources survey showed that workers rank bosses taking credit for their work as the most unacceptable work behavior. Recent findings from Betterworks revealed that most dissatisfied employees leave their jobs because of their bosses' behavior.

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

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

 Register yourself

Suppose you ever find yourself taking more than your fair 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 present. In that case, it's essential to reflect on why. It could be due to insecurity, competitiveness, or lack of awareness. Taking a moment to consider the root of the problem will help you effectively address it.

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 important to give your employees specific feedback to make them feel valued and reinforce positive behavior. Simply saying "good job" isn't enough. For example, you could say, "I know there were many different opinions on this project, but you did a great job analyzing them all and coming up with amazing results." This kind of specific recognition can make a big difference."

 Be intentional with credit.

Although there are no restrictions on recognizing multiple individuals for their contributions to a positive outcome, the impact of acknowledgment diminishes rapidly. Recognition loses effectiveness when everyone comprehends it, including those who did not contribute. Hence, it is crucial to meticulously note each person's specific contributions and provide sincere, personalized recognition. Strive to emphasize each individual's value to ensure your message has a lasting impact.

  Let them shine

"Whether sending a message in a team channel or giving a shout-out in a group meeting, acknowledge your team members' accomplishments in public forums. This not only helps your employees feel that their efforts are recognized and valued, but it also shows that you are a confident leader who is enthusiastic about celebrating your team members' successes. Similarly, give your team members opportunities to present their achievements in relevant public forums. Ask if they would like to share their work at a team-wide meeting, explaining their processes and results so that others can openly recognize its impact."

 Be consistent

When you help a team member achieve something great, it is essential to acknowledge your guidance and contributions to your superiors. It's also important to hold yourself accountable when the opposite happens. Strong leaders understand 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. Take steps to ensure the same error does not occur again.