Focus on action, not manipulation

When you want to give praise, deliberately single out one person to make others envious and resentful. But instead of directing that resentment toward the boss, you shift it onto another employee. This redirects the employees' frustration away from leadership and turns it into conflict among themselves, leaving them with no time or mental energy to challenge the boss. Your role then becomes simply that of a peacemaker—acting as the referee who manages employees' emotions.

Transforming from the focal point of conflict opposed by all employees into a mediator leads to two possible outcomes: either both sides appreciate and respect you, or—in the worst-case scenario—both sides resent and despise you.
If you focus on getting things done, you won't need to rely on political maneuvering.