[12tang]

I’m a manager at my company with over 4 years of experience. I love to help my team and show them new tips and tricks. Teaching has always been an interest of mine. There have been a few occasions though where I have helped this particular employee of mine, with a breakthrough on a project. This is the 3rd time now where she has asked for my help and pawned off the work as her own. I don’t know if I’m wrong in being disappointed in her for taking the sole credit or what. I feel wrong for thinking this way but I also feel it’s wrong for her not to give proper credit where it’s due. There were times when my boss helped me and my bosses superior congratulated me but I immediately spoke up and said that I did it with the help of my boss. I never take full credit if I had help with something, I like to put credit where credit is due, and I let that be known. My question is, should I continue to help this employee? Or do I have this all wrong? I want to keep helping and I love to see my team learning and growing, but the whole not giving credit thing bothers me. Someone please correct me if I’ve got this wrong, and I’ll sweep these feelings under the rug for good!!!

Using Becker self-study
FAR: (82) 175 hours - 1st attempt
BEC: (XX)
AUD: (69) 45hrs of study - 1st attempt
REG: (XX)

[AusNat]

Let it go. Your job as a manager is to help instruct & better the staff. You get your credit when they perform well, develop as accountants and professionals, and have high job satisfaction. Continue to lift people up and set an example, and be proud when your team is praised.

[adaherro]

I guess this kinda depends on the severity of what you found. If you found a million dollar fraud, yeah i'd speak up.

The way how I see it, you're doing your job as a manager and helping your staff. She takes the entire credit, to me, who cares. I think you still shine in the end. They have to learn and by helping her find whatever it is that you found, she now has learned, which is your end goal. You want the spotlight of both of you finding it….I get that. I think you still get the spotlight because in your superiors eyes, you successfully trained your staff well.

If you discontinue you helping your staff, you're not doing your job – I would refrain from doing that.

Again, this all depends on the severity of what you found. Just my 2 cents.

[vbmer]

“Manager” can mean vastly different things at different organizations, but one common thread is that you should help and develop junior employees. If they are direct reports, their performance directly impacts your own performance, so I don't think explicit upward recognition is always necessary. You should talk about your major contributions to staff development in 1-on-1s with your own manager.

[12tang]

Thanks everyone. My intuition is in line with what you all said. I guess I approach things differently when I'm congratulated on things that I received help with. I always let it be known that I wasn't alone on the thing to be congratulated on. These have been side projects issued from the owners. So not a huge deal, I guess it's just how she does it. Like the other day after I helped her, she immediately pulls the owners in her office to show them her glory of accomplishment. She's happy, the owners are happy, that's all that matters… I'll do my best to not let it get to me and I like what you said @Vbmer, about talking about my major contributions to staff development in 1-on-1's with my boss.

Using Becker self-study
FAR: (82) 175 hours - 1st attempt
BEC: (XX)
AUD: (69) 45hrs of study - 1st attempt
REG: (XX)

[DocJ]

“I like to put credit where credit is due”

Well as a manager, there's your first mistake: Thinking that other people will go along with your own sentiments.

The people you manage are gonna do all kinds of ridiculous stuff, often for their own personal gain or just out of their own bitterness towards you or others or the job or whatever else. I mean, so what if you like to give credit where it's due? You need to get out of your own shoes and get in other people's shoes.

It's hard to know what to do in these situations, especially without much context. Is it a minor infraction? One that isn't worth any hassle? Aren't you able to prove your part in the work? Can you prevent it in the future with how you delegate tasks or if you can attach your name to it? Is there a superior you can discuss this with? Are they even smart enough to recognize this is a common problem in workplace environments and know how to handle it accordingly?

I dealt with this for years when a manager of mine overworked me and took credit for literally anything. She was an absolute #$%& who took credit or threw me under the bus. And despite my best efforts and actual proof of all my hard work, nothing changed that toxic environment. All I could do was leave. That's probably what you might have to do if this is getting too serious and hurting you…

Just ask yourself all these questions and more, then work from there.

[Journeyman]

I love these conversations, always I insightful. I spent almost a decade in the Marines and have gone through many growing pains as I tried to become a better leader. First off, as a manager, it doesn’t matter… that answer would be whatever is going to result in increased productivity. As a leader, very different from a manager, your job is to hold yourself to a consistent standard for others to emulate. Continue helping and giving credit, the aggregate of your character and product will be shown in the long-run (as will Her’s). My advice for the future is to have witnesses and make subtle comments about team effort when presenting projects.

[12tang]

@journeyman Semper Fi brotha! When were you in? I served with the Marines from 04-08 in 2/7 with jump platoon. I like these kind of conversations as well. I was privileged to serve under great leaders and if I were to say I had one big takeaway from them, it would be that integrity is everything in this life. Without it, all else fails because people who lack it cannot be trusted. Any of the Marine Corps leadership traits stick out to you as you lead others?

Using Becker self-study
FAR: (82) 175 hours - 1st attempt
BEC: (XX)
AUD: (69) 45hrs of study - 1st attempt
REG: (XX)

[Author]

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