You submitted what you thought was a masterful report to your boss over three weeks ago. The report analyzes current department productivity and recommends several steps that you think will improve employee output without increasing individual workloads.
"Brilliant," you thought. But you haven't heard a word from your boss. Did you overstep your boundaries by making recommendations that might imply that she has not been doing a good job? Did you overwhelm her with your ideas? You'd like some feedback. In your last email to her, you asked if she had read your report. So far, you've received no reply. Then yesterday, you overheard the company vice president talk about some productivity changes in your department. The changes were ones that you had recommended in your report. Now, you're worried that your boss submitted your report to senior management and will take full credit for your terrific ideas. What, if anything, should you do? Should you confront your boss about this? Develop a solution to this sticky situation and present it on the Discussion Board. Explain your rationale.
Thank you for using the Jiskha Homework Help Forum. It is a very good rule with any written communication to keep a copy (or even the original if you suspect something like this might happen) in safe place so you could verify the date you wrote and delivered this and to whom. Especially in film, play scripts plagerism happens often and not necessarily immediately. You may have read of the author that had to prove 20 years later that the script claimed by another person was in reality his.
Rather than an email, with no response, try to make an appointment with that boss so you can determine what actually happened, face to face (or "eye to eye.") You might even have a small tape recorder with you to record the conversation. It will be legal if one person knows the taping is being done.
Of course, you don't want to be accusatory just say you are doing a "follow up" since you had heard nothing?
Keeping copies or the original of everything you write is an excellent idea, as SraJMcGin recommended. (We've all heard of papers that teachers and professors have misplaced or lost.)
I also agree that you should make an appointment with the boss as a "follow-up" about your report. However, I wouldn't recommend using a small tape recorder, although you could take notes by hand. Keep this meeting low key and non-threatening. You could also ask if your boss has any improvements to suggest for the report. By all means, don't mention what you overheard from the vice president.
By keeping this meeting low-key, you've alerted your boss that you still are concerned about your report. If some of your suggestions become company policy (and they may not), then you might be in a position to claim ownership of these ideas. But remember, your boss is still your boss, and you want to maintain a good relationship with her. Passing on a subordinate's ideas is not an uncommon practice in business and government.
1. Assess the situation:
Take a step back and analyze the situation objectively. Consider the possible reasons your boss hasn't responded to your email or acknowledged your report. It's important to remain calm and not jump to conclusions.
2. Determine your intentions:
Reflect on why you initially shared the report with your boss. Was it solely for recognition, or was it to genuinely improve department productivity? By understanding your intentions, you can better approach the situation professionally.
3. Document your involvement:
Compile evidence of your involvement in the report's recommendations. This may include drafts, emails, or any other written communication that shows your contribution. Having a record of your ideas and suggestions will support your case if needed.
4. Request a meeting:
Instead of confronting your boss directly, request a meeting to discuss the status of your report and its recommendations. Politely request feedback and updates on the proposed changes. This approach allows for open communication without immediately assuming negative intent.
5. Prepare for the meeting:
Before the meeting, organize your thoughts, questions, and evidence. Prepare a summary of your report, emphasizing the key recommendations and their potential impact on productivity. This will help you explain your rationale and ensure your points are clear during the discussion.
6. Remain professional:
During the meeting, maintain a professional and respectful demeanor. Focus on discussing the content of your report and the potential benefits it can bring to the department. Avoid making assumptions or accusing your boss of taking credit for your ideas until you have concrete evidence.
7. Express your concerns:
If appropriate, express your concerns calmly and objectively. Share that you overheard the conversation about the productivity changes, which align with your report's recommendations. Acknowledge your intention to contribute to the team's success and seek clarification on your boss's involvement in sharing the report with senior management.
8. Seek clarification:
Politely ask your boss for clarification on their role in submitting the report and if they are planning to take credit for your ideas. Give them the opportunity to explain their actions, as there might be a valid reason for their lack of response or acknowledgment.
9. Request recognition:
If it becomes apparent that your boss intends to take credit for your ideas, respectfully ask for recognition or co-credit for your contributions. Emphasize the importance of acknowledging and valuing each team member's input and encourage a collaborative work environment.
10. Evaluate next steps:
Based on your boss's response and the outcome of the meeting, evaluate your options moving forward. This may include discussing the situation with HR, seeking advice from a mentor, or determining whether to escalate the matter to higher management. Ultimately, choose a path that protects your interests while maintaining professionalism and teamwork.
In this situation, it's important to approach the situation calmly and professionally to ensure the best possible outcome. Here is a step-by-step solution to address this sticky situation:
1. Evaluate the situation: Before taking any action, assess the situation objectively. Have you received any feedback or acknowledgment from your boss prior to this incident? Are there any factors beyond their control that may have delayed their response to your report? Understanding the circumstances can help you gain perspective.
2. Stay calm and composed: It's natural to feel frustrated or upset about potentially being overlooked, but it's essential to control your emotions. Approach the situation with a level head to avoid damaging professional relationships.
3. Seek a meeting with your boss: Request a meeting with your boss to discuss your concerns. When requesting the meeting, focus on wanting to understand their perspective and gain feedback on the report's recommendations. Avoid accusing or assuming negative intent.
4. Prepare for the meeting: Prior to the meeting, revisit your report and remind yourself of the key points and recommendations you made. Consider potential reasons why your boss may not have responded yet. It's also helpful to gather any evidence, such as emails or other communication, that demonstrates your involvement and contribution to the report.
5. Communicate openly and respectfully: During the meeting, express your desire to receive feedback on your report and understand the next steps. Avoid being confrontational. Instead, approach the conversation from a collaborative standpoint, seeking clarification and input.
6. Listen actively and keep an open mind: During the meeting, actively listen to your boss's perspective and explanations. They may provide insights that you weren't initially aware of or have valid reasons for not responding promptly.
7. Share your concerns tactfully: If you feel like your boss may have submitted your report without crediting you, express your concerns calmly and respectfully. Use "I" statements to emphasize how it made you feel rather than accusing your boss directly. For example, say, "I was surprised to hear that some of my recommendations were being implemented without any communication. I was hoping to be involved in that process."
8. Focus on collaboration and recognition: Instead of accusing your boss of taking credit, shift the conversation towards collaboration and recognition. Suggest ways to work together on the implementation of the recommendations and how to ensure proper acknowledgment for your work. Emphasize that you want the best outcome for the department and the company as a whole.
9. Document and follow up: After the meeting, document the discussion and any agreements made. Send a follow-up email summarizing the main points and any actionable items that resulted from the meeting. This will ensure that everyone is on the same page and help maintain accountability.
Remember, it's important to handle this situation professionally, maintaining open communication and focusing on collaboration rather than conflict. Keep in mind that you may discover valid reasons for the delay or miscommunication, and seek a positive resolution that benefits both you and the department.