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Getting proper credit

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Question: I have been immensely enriched with the advice to my previous queries. Now, I have another.

I work in coordination with a two-member team and supervise their performance and productivity. I am very driven and committed in keeping my deadlines and completing projects, so I sometimes initiate the reports and tasks they are supposed to do, so that it gets done and things run smoothly.

While that mission is accomplished, when it’s time for the reports to be presented, the credit goes to the wrong people for having got it done, and they look so efficient and with it, while I know for a fact—based on various other incidents—that they would not have done them otherwise.

I would not like to see things come to a standstill or get messy because these aspects are ignored, so I get them going, but I would like the management to know it is my initiative that got it going, not anyone else's. If someone reminded likewise, I would surely bring it up at some point and mention their name so they get the credit, but that never happens here. What do you suggest?  -- Anonymous


Often times, as admin support we provide support to our fellow assistants - creating a team effort. You state that sometimes you intitiate projects. Perhaps, your coworkers have become comfortable w/ you taking the lead. Perhaps, you are more outspoken or assertive & have become accustom to taking the lead & maybe aren't affording them the opportunity to do so...? For the next project, try meeting w/them & soliciting their opinions for accomplishing the task. Sit back & allow THEM to plan the project. They may have valuable suggestions & haven't had the opportunity to express it, just yielding to your lead.
As far as getting credit is concerned, get together a portfolio of the reports that you have created & implimented & provide them for your boss for review time. This will show your efforts in supporting your team, as a whole. In the meantime, try to examine your attitude & motives. You can supervise & be driven & committed, but watch that you're not being controlling. Work as a TEAM & the attitude & efforts of others may change.

I work for a manager that is a great procrastinator. I often start the project and sometimes complete the entire project without recognition. I get satisfaction in knowing that I did a great job and that the experience of completing the upper level task will assist me in my new position.

Effective delegation is a skill that employees value in their manager/supervisor and is probably one of the hardest to learn. As the supervisor of the other admins, if it is their responsibility to get the reports completed, it is your responsibility to see that they do the work - not you. On rare occasions it may be necessary for you to do the work - but the others will not learn the responsibility if you keep doing the work for them - and let them get the credit!

Sounds like it is time to regroup. Let your manager know what the situation has been in the past and how you are planning to put things back on track. Explain to the other admins they are now accountable for getting the reports done when required and as required. Then stick to it. Send corrections back to them. You will probably need to "micro-manage" for a couple of sessions, but eventually they will do the work the way it needs to be done and your workload will lighten.

Keep a couple of points in mind, though - they need to do the work correctly - they do not need to do the work the way you would do it!

It's like teaching the kids to wash dishes....

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