New Boss Taking Credit For My Work

Recently, my department got a new director. He was hired from outside our organization and has great credentials and experience. Since he has been in charge, it has become apparent that he is a micro manager, needing to be involved in every step of every process but worse than that? He takes all the credit for all the work that is done! He actually attends management meetings and presents completed projects as if nothing would ever get done if he wasn’t there to do it. I have been in my position for 6 ½ years and I don’t want to look for another job, but I’m not sure I can emotionally handle feeling so undermined and unappreciated for much longer. What can I do?

Dear Undermined, Unappreciated,  Unrecognized,

Dang! This dude is displaying multiple bosshole qualities, all at the same time: taking credit for other’s work, micromanaging, and being a stingy Grinch with basic appreciation. But there is some good news here, too: He’s new to the organization and according to your post, comes to your company with impressive experience and credentials. Being a new hire, there’s a good chance he is  still nervous, being the ‘new director.’ He probably  wants to show measurable, positive impact and impress those who hired him, but doesn’t realize that the fastest route to securing his place as a right-fit hire, is through you and your fellow teammates. 

So here’s your NoBossHolesAllowed™ Play (‘NBA Play’), word- for- word:   

• Get him aside, Say, “ Hey John, I need your help with something. Is this a good time to talk? It’ll take 8-10 minutes, max… “

• “Thanks for sitting down with me. I want to learn more about your expectations and how I, and the whole team, can continuously build trust and produce killer outcomes, together. Tell  me a little bit about how often you want to be kept informed on the status of each of our projects… I want to keep you informed, without you having to make any efforts to followup with me.” See how the wording here is to provide benefit to the Boss? But also solves the micromanaging issues for you!

• Reflectively listen. Repeat, back to him, what he says. “So, what I hear you saying is that you work best when you have hard data and answers for the Senior Directors meeting on Monday’s?  How about if I send you an email on Wednesdays and Fridays, updating you on the status of my top responsibilities?  Would that meet your needs and save you time from having to check in with me? (caution, don’t say, “all the darn time?!”)

• “Also, I wanted to let you know what a great team you have inherited. Each of us are driven to get results and have high levels of trust in one another. We want to get to know you more so that we can quickly grow  trust in us, and we can all look good. I would say that as a team, we thrive on verbal recognition, when it is due. For example, Pat is the rock star for handling the tough process issues. Without that input, we wouldn’t get our jobs done sometimes. Consider giving us a few additional ‘way to go’s’ at our department meetings and of course at the Senior Staff Meetings too.”

• Close by putting all that you agreed to, in writing, in an email. “Thank you for this meeting. It really helps all of us to learn more about what you want and how we can work best together. I will put everything we agreed to in a short email and get it to you today. And if there is ever anything you would like to discuss with me about my work, pull me aside, shoot straight,  and I’ll get it done.”

What you have done here is known as ‘managing up’ or teaching your manager  how you want to be managed.

Let us know how it goes, and if this ‘NBA Play’ was a winner!