Credit for work stolen, should I address it?

[redfathom]

I am the Executive Assistant for a small software company (80 employees).

 

My companies HR department has two people and the new hire orientation process was not very thorough so I suggested to them that we improve it. I had at this time started to type up a new hire packet with information on dress code, benefits (not including helath which is already cover by HR) e-mail configuration policy, expense reports ect. It's about 22 pages and HR contributed four of those themselves, the rest I put together. I should add, the four pages they added three of them were done by other people not in HR.

 

Well, yesterday we had an all staff meeting and my bosses thanked HR for revamping the orientation process and said they shared it with our corporate office and that it was great.

 

I was kind of pissed because I was the one who got the ball rolling on revamping the orientation process and the one who did most of the packet.

 

Today the lady in HR asked me if I had a copy of the orientation wlecome packet because she has a new employee starting today. She said the HR Manager is out and did not send it to her (i sent him a copy yesterday). I said, well of course I do, I made it. So now I am supposed to send it to her.

 

Should I bring up the fact that they stole 100% credit for it. Should I bring it up to them or my bosses?

[tanbark813]

I don't know if bringing it up would be worth it. Can you put your name on it somewhere as the author?

[redfathom]

Hmm...Well, I would but I already sent out copies to the HR staff. I was thinking about putting something in there that said: "F this place" HAHA. Just in the middle of a paragraph somewhere.

[Trialbyfire]

Did you retain your initial email to the HR staff?

[redfathom]

I did. And if you look up the properties it will show that I created it.

[Trialbyfire]

One thing to keep in mind are the synergies between your bosses and the HR manager. If the HR manager is a buddy, you have issues.

 

Okay, you have three courses of action or you can mix and match:

 

1) Resend your initial email to the same HR recipients again with the original documents/package enclosed while making reference to your conversation with the HR lady. You can cc in one or more of your bosses.

 

2) Send a one on one email to the HR lady but ensure that you have an offline discussion with the HR manager stating that he/she owes you one, since upper management liked it so much. This way, you can build your own internal alliance network, while doing the team player thing.

 

3) Have an offline conversation with one of your bosses and tell them that this was your package.

 

Option 1, is very "in your face". I wouldn't recommend it since your average executive gets far too many emails and doesn't want to read more.

[Art_Critic]

3) Have an offline conversation with one of your bosses and tell them that this was your package.

 

This is what I would suggest too.. I also would also suggest that you remove the word Stolen from your vocabulary.

No reason to finger point to straighten this out.

 

It is possible that they just stood by and let your boss not knowly give credit to the wrong set of persons.

by removing any resentment and the word stolen from your vocabulary you will look professional to your boss.

 

Keep it light.. Bring it up in the fashion of " .. hey.. I have something I wanted to talk to you about.. on the so and so project I wanted you to know that I did the brunt of the legwork on it.. and go from there..

 

No finger pointing...just resolution

[Trialbyfire]

No reason to finger point to straighten this out.

Good advice. Address the issue, don't criticize the person. Ensures that it's at a distance but gets the message across.

[Moose]

Being in the position I'm in now I can tell you that I know full well who should be credited with any and all work that goes past my desk. I can literally tell who's done what by the style, format, wording and prep. that it took to complete the task(s).

 

If someone, especially an assistant, came to me wanting credit because they felt they weren't being recogonized.....it would piss me off.

 

Chances are, they know it was you and they may even be waiting to see if you're a Team Player or more concerned about personal praise.....(I've done this before).....

[Trialbyfire]

Moose, you may want to clarify how many staff are employed within your firm and how many are within your realm of responsibility.

 

One thing I learned in upper management is that you never really know what's going on, no matter how much information is coming to you and who your sources are. Check, check and recheck, no matter how much you trust your informants.

[Art_Critic]

Being in the position I'm in now I can tell you that I know full well who should be credited with any and all work that goes past my desk. I can literally tell who's done what by the style, format, wording and prep. that it took to complete the task(s).

 

If someone, especially an assistant, came to me wanting credit because they felt they weren't being recogonized.....it would piss me off.

 

Chances are, they know it was you and they may even be waiting to see if you're a Team Player or more concerned about personal praise.....(I've done this before).....

 

You know Moose your thoughts came to me first off as well...

As a boss myself I would know..

But as a boss I also understand the need for a pat on the back for a job well done..

 

But... I thought about it and it seems to me that the boss did not give the OP the task.. that he took it on himself to refine the process and it is quite possible that his boss has no idea that he had a big hand in it.

 

I think the boss thinks the HR did the task and it wasn't given to everyone as a team effort.. if it was then I would suggest that moose is right and that the teamwork spirit would be broken if you talked with your boss

 

That is why I changed from my first thought and posted that I think he should have a sidebar with his boss..

A good boss would be more than willing to listen and not pass teamwork judgement on that person for getting credit where credit is due.

[Moose]

Moose, you may want to clarify how many staff are employed within your firm and how many are within your realm of responsibility.

There are a total of 38, 37 of which report directly to me.

One thing I learned in upper management is that you never really know what's going on, no matter how much information is coming to you and who your sources are.

If that's the case in your situation, I might suggest more synergy training / meetings within your organization.....not meaning to say you aren't doing your job, but upper management should always have a grasp on everything.

But as a boss I also understand the need for a pat on the back for a job well done..

That is rare, and I'm glad you and I share this opinion.

That is why I changed from my first thought and posted that I think he should have a sidebar with his boss..

Can I suggest a more tactful plan? It may not be too late for this situation....

 

Put together an email for all of HR and attache' a copy of your packet. Copy your boss and others in management. In the email simply put a statement in there saying you've received requests for the original copy that you had put together.

 

You may want to mention how long it took and the resources you've used, explaining to them that you're open to suggestions and criticism as well.

 

This way, you won't come off as looking for individual praise, but it'll look more like you're trying to involve the company as a whole....you Team Leader you!!!

[Trialbyfire]

If that's the case in your situation, I might suggest more synergy training / meetings within your organization.....not meaning to say you aren't doing your job, but upper management should always have a grasp on everything.

No doubt about the bolded portion. Whether you do or not remains to be seen.

 

The reason I stress verification of information for upper management is also reliant on the number of staff you have within your area(s) of responsibility. The synergies within a small firm with 40 staff will differ from one with 1000 staff. Double the 40 staff and you're looking at redfathom's situation. The larger the firm, the more distance between upper management and the line staff.

[jerbear]

Avoid the email or "gripe" documentation for now. Do verbally address the issue as the others have noted. You don't want to leave an audit trail unless you need to. Use option 3 first before #2.

 

Since you are the exec assistant, how well do you know the exec?

 

If you know the mood of the exec then great; "work" with the HR lady before going to an exec. The properties is just a small part of the equation, it comes up as they delegated it to you. I suggest the other routes first.

[lindya]

Should I bring up the fact that they stole 100% credit for it. Should I bring it up to them or my bosses?

 

I'm with everyone who urged you not to talk about people "stealing" credit.

 

Perhaps you should approach your line manager and tell them how much you enjoyed working on that particular project. You could add that you were glad the outcome had been well received and that you'd like to increase your involvement in this type of work as it's evidently something you're good at.

 

If your boss responds by saying that credit should go to HR rather than to you, then I think you have cause to let it be known more formally that this was, in fact, your piece of work.

 

People should be encouraged to participate in the tasks they have a talent for. By refusing to acknowledge their involvement, bosses discourage such participation - and that doesn't benefit either the individual or the organisation.