MYTH: My manager tries to play down my achievements.
FACT: Either the manager is feeling threatened or he wants to give due credit to the others involved.
People who have great skills and produce great results are always in demand. But-sometimes, even such people go ‘,into a trough—they feel let down, or think that they are not :being rewarded suitably, or even that their climb up the ladder is being blocked by their managers. It happens that a person once had a dominating presence in his team and used to get the lion’s share of the credit for achievements of the team, but then a manager comes along and thinks that due credit should be given to all those involved; then this employee might feel let down and that he is no longer important to the team.
Another situation rises where someone is considered as a probable successor to the manager. In such cases, the manager might feel threatened. More so, when the managers superior starts taking decisions by consulting directly with the manager-to-be. Then there are chances that the manager might play down the contributions of the subordinate. He may even start grooming a few team members to dilute the person’s dominance. Worse, he could even become unnecessarily critical of the person.
An employee should pay utmost attention .not to bypass. the manager, and try to work through him. That said, he should have his communication channels open with the manager’s superiors and peers too, so that his. position on any relevant issue is known to the people who matter. When such communications take place, the manager’s superior ought to assure the Manager that nothing is bypassing him.
WHAT CAN YOU DO AS THE EMPLOYEE? Make sure that your manager is aware of all your contributions. If you think you have not been getting due credit, then ask the reason for it. Then you might be surprised to find out .other aspects which your manager might have gathered from your colleagues. if you stiff feel that he has not given you the credit due to you, then approach your manager’s manager and teil him your side of the Story. Be prepared to find ,that the chances of your, manager’s superior reversing the decision are bleak, but at. least you will be heard. This will also help you in future, as the manager will be more careful in similar situations. If you are convinced that your manager is putting obstacles in your way, then do let your manager’s manager know, citing instances. If he senses there’s truth in your points, then your case might become strong and the right message, might go to your manager. But if nothing works out, you .should look at joining a new team.
WHAT CAN YOU DO AS THE MANAGER? Be clear about your expectations and Set appropriate criteria while judging the Contribution of your team members. Be upfront if you find that a subordinate has .been taking unnecessary credit for someone else’s work. Promote a fair work environment. In case of any controversy, update your manager and seek help. You should also be supportive of your subordinates’ approaching your superior. Are you feeling threatened by your subordinates superior skills? if so, then remove this doubt from your mind. You could also do one of these three things: give this person autonomy to carry out some work; get him to report directly to your manager; or suggest a transfer.
