askST Jobs: My boss takes credit for my ideas and achievements. What can I do?

It can be disheartening when one's efforts go unnoticed, particularly when their manager claims the credit. Before reacting, employees should evaluate if it's an isolated occurrence or a pattern, as managers might unintentionally overlook individual contributions, according to Melinda Ng, who runs a career consultancy. To ensure their efforts are acknowledged, employees should document their ideas, work, and results via email, project updates, and meeting summaries.

Furthermore, they should look for opportunities to showcase their own work. Ng suggested that employees could discuss their career aspirations privately with their manager, expressing their desire for greater visibility of their contributions, such as: "I'm delighted the project was successful. I would appreciate the chance to present my part directly."

If their contributions continue to be misrepresented despite raising their concerns, employees can approach their HR department or their manager's superior with concrete evidence, especially if their performance review or career progression is impacted. Ng emphasized that achieving good work and ensuring others recognize your contributions are distinct goals; career growth relies on both delivering quality work and effectively communicating its value.

David Leong, the managing director of PeopleWorldwide Consulting, pointed out that bosses who take credit for their employees' work raise concerns about leadership integrity, organizational trust, and fairness in performance evaluations. He claimed that a good leader accepts responsibility for failures and shares credit for successes, whereas a poor leader does the opposite.

Leong also cautioned that employees should consider the long-term consequences of working under a manager who continuously takes credit for their achievements and hinders their visibility. If such behavior impacts their career trajectory, they might need to assess whether the organization provides future growth opportunities. However, leaving should be a deliberate career choice rather than an emotional response, especially if finding another job is difficult.

Leong urged employees not to mistake being valued by their boss for being visible to the organization; the former secures the current job, while the latter determines future career prospects.