I have a peer manager who often takes the credit for successes other staff members have achieved and it is starting to become an issue my and their own staff.
[b]A little background...[/b]
This person (let's call them Jane) and I both report to the same manager and we are in the same (technical) department and therefore peers.
Recently, one of my staff members was managing a project of which Jane was the sponsor. My staff member ended up really driving this project, undertaking the majority of the work (along with other team members) and saw it through to completion.
Now that it is ready to be launched to the business, Jane appears to be going out of her way to avoid mentioning any names and giving credit where I believe it is due. The launch email itself mentions and thanks no-one for the great success of this project. Another example; on the user guide developed by my staff member, we placed "Prepared by: Person Name" at the bottom of the cover sheet (which we do with all our documents.) Jane asked for this to be removed.
Even though it's small, it has a big effect on my staff member and other staff in the department who know the work put into this project.
My "skip" manager (upwards that is), knows who has been working on this and is aware of most of what is happening here and agrees that credit should be given where credit is due.
[b]What to do?[/b]
Is there any advice out there on how I might approach Jane and our manager on this? I feel that something needs to be said and some corrective action needs to occur. Jane is very defensive and will always defend when someone tries to discuss an alternative approach to her.
It's a difficult and demoralising situation. It is one thing being recognised for your work by your own manager, but another thing when you are given kudos and promoted to the rest of the organisation for your contribution.