Comments on: Talking to a Credit-Stealing Boss

By: Sher

Sher — Wed, 22 Feb 2023 02:01:05 +0000

Any form is stealing is really bad and punishable by law.

By: Shocked

Shocked — Fri, 06 May 2016 16:47:22 +0000

I’m in a similar situation to Violated right now, which is why I stumbled across this article through a Google search in the first place. I’m happy to see all of the comments disagreeing with your advice. It looks like you need to address the issues in your own office before you would actually be able to help someone else with theirs. Insecure bosses cannot be effective, and it sounds like you were probably not a very effective boss at the moment when you wrote this article. Hope things have gotten better for your staff. Unless you were able to figure out how to change, I’m sure they’ve all moved on to new jobs by now. And your article just reinforces that I also probably have to do the same.

By: private

private — Sat, 23 Apr 2016 15:35:25 +0000

In reply to Speaking_From_Experience. OMG.. yes it happened to me too.. he wrote his requests on the white board behind the closed door, and immediately was wiping them out..to leave no trail, and to leave no responsibility for outcomes of his requests..

By: Titus

Titus — Sat, 23 Apr 2016 11:50:14 +0000

Your analogy of you taking lone credit for your article simply doesn’t apply here. You wrote the article and therefore you deserve the credit for it. On the other hand, if another staff member had written the article for you and you simply published it verbaitim after changing her name to yours .. then the situation would be offensive and wrong.

By: Speaking_From_Experience

Speaking_From_Experience — Tue, 04 Feb 2014 18:49:10 +0000

In reply to Oksana. Oksana, you have impressed me.

By: Oksana

Oksana — Mon, 03 Feb 2014 15:17:21 +0000

In reply to Speaking_From_Experience.

Dear Speaking from Experience: I truly sympathize with your plight. It’s not easy dealing with a boss who lacks integrity, accountability, and respect for thier employee(s).

However, I agree with Melinda’s response on January 30th, to keep a record of your conversations even if your boss chooses to speak behind closed doors and without any witnesses present. You can always send an email to him/her confirming your conversation(s) on such and such a date and time, with a copy to yourself. If they choose to respond in person again, confirm your discussions in writing again. It will eventually become an annoyance to your boss and they will probably object to your style of relating, at which time you can hold your crucial conversation. In the interim, get a bound book that you can’t easily tear out pages from, and log all your conversations with the facts only. You may also want to consider speaking with your HR Manager in confidence, outlining your grievance/concerns and asking them for thier suggestions/recommendations. If it’s a large company they must follow protocol and log concerns of their employees. Best of luck!

By: Speaking_From_Experience

Speaking_From_Experience — Mon, 03 Feb 2014 04:23:21 +0000

In reply to Melinda. It does not always work. My former boss refused to send emails with his requests. He wanted to give his requests only in a closed conference room with no witnesses..I am wondering how to overcome this kind of obstacle...

By: Oksana

Oksana — Sat, 01 Feb 2014 00:21:27 +0000

Dear Mr. Maxfield: In your response to ‘Violated’ regarding the credit-stealing boss, I disagree in part, with your comments. You lean towards the boss’ perspective but, as a ‘boss’ your role is to see both sides. In my opinion, you seem to think that because you hold authority, it is your given right to take advantage of others. It is not your right! Employees need to receive acknowledgment, validation and credit for their contributions, otherwise, they will begin to feel ‘violated’. You yourself, pointed out that you fall into this area with your own support staff. Word of advice, review related stores published on your Crucial Skills site, to gain better understanding of how to relate, deal respectfully and with integrity towards your employees.

By: Dona

Dona — Fri, 31 Jan 2014 20:30:07 +0000

Thankfully, I don’t recall experiencing this situation myself. That said, I do agree with the commenters that were disappointed with the response given by David. I drew a slightly different conclusion or a derivation of what has been offerred. The Manager may be incompetent and trying to cover it up by using the experienced knowledge of her reportee to gain credibility herself within the organization. Maybe it isn’t her intention to sabotage or take away from Violated, that is simply the result of her actions–making it nonetheless just as detrimental and lacking in integrity. Or maybe this is how this Manager has gotten to each new level in her career and sees an end to her means. Whatever is going on, it sounds like a perfect opportunity to hold an accountability conversation.

By: Tani

Tani — Fri, 31 Jan 2014 07:23:35 +0000

Stealing is stealing no matter what, and being in a position of Leadership does NOT make stealing ok. Creative, Intellectual property is still property. Though I understand my best creative efforts should be given in loyalty to my company, that understanding is based on mutuality: the company will also support and recognize my best efforts. When hierarchical, business thinking wherein ONLY management benefits takes over the corporate culture, all bets are off. Management has then broken a mutual trust, and my best creativity will leave with me to another, forward-thinking, socially intelligent company – ASAP. Just because you’re in management doesn’t mean you are the brightest thing going – perhaps just had a few more life benefits (hmmm…white…male….anglo…etc). Think this poor response through again please.