In every workplace, teamwork is praised — and rightfully so. Collaborative teams get things done, share responsibility, and adapt quickly in a world where no one person can succeed alone. But what happens when “teamwork” is used to mask a deeper issue — when contributions are misattributed, and the wrong people receive the credit?

Over the years, I’ve seen a troubling pattern in some organizations: individuals applying for jobs they aren’t equipped to perform, only to lean heavily on others to meet basic responsibilities. I’ve also seen managers who are either unable — or unwilling — to do the work themselves, but are quick to claim ownership of team accomplishments.

This doesn’t just create frustration. It erodes trust, damages morale, and quietly drives away high performers.

Let’s Talk About Credit

Giving credit where it’s due is about more than praise. It’s about accountability, transparency, and ethical leadership. When someone does the heavy lifting — whether it’s drafting the plan, troubleshooting the system, or staying late to finish the job — their effort deserves recognition. When others step in and claim that work as their own, it creates a false narrative that distorts both performance reviews and advancement opportunities.

Worse, it breeds a culture where visibility is rewarded over actual contribution.

But… What About Being a Team Player?

Being a team player doesn’t mean becoming invisible. Supporting your team, being dependable, and helping others succeed are essential qualities — but they shouldn’t come at the cost of your own professional identity.

When someone consistently steps in to compensate for an unqualified colleague or fill gaps for a disengaged leader, that’s not just teamwork — that’s unsustainable. There’s a difference between collaboration and quiet exploitation.

Being a good teammate should include:

• Setting healthy boundaries,
• Documenting your contributions, and
• Advocating for fair recognition — not just for yourself, but for others too.

What Healthy Leadership Looks Like

Strong leaders don’t hide behind their teams — they elevate them. They give credit, share the spotlight, and develop the people around them. They also know the limits of their own expertise and rely on subject matter experts not as cover, but as collaborators.

In workplaces where leadership is built on ego, talented employees often burn out. In workplaces where leadership is built on service, people thrive.

Final Thought

At the end of the day, integrity still matters. If we want to create workplaces that attract and retain real talent, we need to start with one simple commitment: honor the work, and honor the people who do it. That’s not just good leadership — it’s good humanity.