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This gets more nuanced when it comes to project managers. They often function as “the face” on behalf of the team to the client. I’ve been in that position earlier in my career, and I remember the pressure to deliver. It’s tempting to accept praise and move on. But it takes humility and awareness to say, “Thank you, but I couldn’t have done it without Joe, Jim, and Sally. ” Looking back, I wish I had embraced that mindset sooner. There were times when hierarchy shaped who got credit, and times I assumed people knew their value without me saying it. I was wrong. Now, I make it a habit to pause and reflect: Did I acknowledge everyone? Did I say it out loud? How can I celebrate each contributor so that they feel seen? It’s a small shift, but it’s changed everything. When people feel valued, the whole team performs better – and the wins that much more meaningful. My advice to fellow leaders: Call out the contributions of your field techs, analysts, advisors, and support staff. Name names. Be specific. Say it in the moment and say it out loud among their peers and senior management. Ultimately, leadership isn’t about standing out, it’s about lifting others up and making sure no one’s contribution goes unseen. Somshekhar (Som) Kundral, PE, BCEE, is vice president and project director at SCS Engineers. Contact him at skundral@ scsengineers.com.
SOM KUNDRAL , from page 3
but people will never forget how you made them feel.” When we fail to recognize someone’s contributions, we risk making them feel invisible. And no one should feel that way when they’ve helped make something great happen. “When we fail to recognize someone’s contributions, we risk making them feel invisible. And no one should feel that way when they’ve helped make something great happen.” The data backs this up. A Harvard Business Review study (Tsedal Neeley, 2015) found that recognition is a stronger driver of employee engagement than even compensation. As leaders, we help shape the workplace culture. If we want high performing, connected teams, we must start by truly seeing and acknowledging the value each person brings. I’ll admit, I’ve sometimes defaulted to a generic, “Great job, team!” in the rush of back-to-back deadlines. But that’s not enough. A specific, sincere acknowledgment (“Your late-night data crunching saved us” or “Your timely reporting helped us nail the client presentation”) carries far more weight. I’ve seen how much it matters. When someone hears that their work made a difference, you can see it in their posture, in their eyes. It’s not about praise for praise’s sake. It’s about truth and respect.
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THE ZWEIG LETTER JULY 28, 2025, ISSUE 1595
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