Submitted by SC91 on
Basically one of my directs is a computer exbert and he said he could make a spreadsheet to help with monitoring progress so I told my boss that I would give the sheet I made (I lied to get credit). Anyway I took this direct into a meeting and said he was being very inappropreate towards me and he said "when" and I said "just ingeneral" and he said "forget this" and he then left the meeting. I gave him his space for a week and then I spoke to him about the spreadsheet and he said "well incase you dont know, its not in my job description to help you and I dont help people who speak to me like that". I had to explain to my boss why the spreadsheet wasent coming because I had only seen it on the directs computer so I had nothing to give in (I did it in a meeting with 4 other people who do my job). My boss called us into a meeting and basically my boss had the spreadsheet my direct showed me and said "(my colleage) has helped (my direct) make this spreadsheet which we will use from monday and I have credited them both with an extra day off and will be adding it to their records". One of my colleages is his friend and this was the person who had the spreadsheet.
Do you think I can do anything about this?
So, to recap, you took
So, to recap, you took credit for work that wasn't yours, got caught, accused your direct of acting inappropriately when he wasn't, and now you're upset that he and your colleague got a day off? Am I getting this right?
I'm tempted to ask "Where do you work?" so I can make sure I never inadvertantly end up working for you!
Dude, really - lying is BAD form. As a manager, you are tasked with getting your direct reports ready to move up to the next level. By lying and stealing their work, you're essentially "stepping on the little people" to climb the corporate ladder and it's not looked upon well in the least - above or below you.
In that situation, I would have said "DR, thanks for coming up with this spreadsheet. Let's get together to review how you built it in greater detail so that I can better understand the methodology. I won't have to keep coming to you for updates if I can do them myself."
To your boss, it's as simple as saying "Boss, DR and I have been working on this spreadsheet to monitor the progress." There's nothing wrong with giving credit to one of your DR's for something they've done. Skilled managers can be fantastic publicists for their DR's and as far as everyone in the company is concerned, you're the manager that develops teams filled with rock stars. The better you help them look, the better you look as a talent developer.
Instead, what you've done is shot yourself in the foot, poisoned the relationship with this DR - if not the entire team because trust me, they're talking to each other - and possibly ended up with egg on your face to your own boss. Certainly not your finest moment, wouldn't you agree?
Moving forward, I don't think it would hurt to apologize to your DR for your actions (see the MT podcast on apologies before attempting to apologize on your own.) I'd also apologize to your own boss for your actions and commit to being more ethical and straightforward in the future.
If you can't bring yourself to admit to your shameful actions to your DR's or your boss, at the very least, you should learn from this and never again try to steal someone else's work or lie about its origins. "There's no 'I' in 'TEAM'!" after all.
DiSC profile: 7-2-1-5
The acting inappropriately thing with unconnected with the spreadsheet. Im upset because they got the reward and didnt even mention me. my colleague had no right to deal with my direct
The team already dont like me and my direct who made the spreadsheet is now under the manager who got the credit .
Managing effectively is very hard, much more so than it appears.
Moreover, there are no quick fixes. We make mistakes.
Good management takes time, and it can be learned. Manager Tools is just that: a set of tools, which, applied over time, will make you much more effective manager. Did I mention that it takes time?
Start with the basics. Don't rush it. The basics are here: http://www.manager-tools.com/manager-tools-basics
What do you think you should have been rewarded for?
DiSC profile: 7-2-1-5
for encouraging him to make it
The scales balance.
Do you see "failure to get rewarded for encouraging your DR to make the document" as related in any way to "taking credit for the creation of the document"?
The DR got the reward (a day off) because he did the work (making the spreadsheet.) He did something good so he gets something good. 1 = 1
You didn't get the reward (a day off) because your inappropriate actions (taking credit / lying) offset anything positive you might have done (encouraging the DR to do something.) You did something morally wrong (subtract) and something positive (add) so you got no reward (net effect). 1-1 = 0
DiSC profile: 7-2-1-5
learn from it
Yes, your direct shouldn't have reacted badly when you pulled him up about acting inappropriately. But you set the lowest level of expected behaviour. While bosses regularly obtain rewards for others actions, they do give them the credit.
In your position I would sit tight shut up and hope that people forget.
Did you apologise to the direct for taking credit? It could help build bridges.
You are being given a hard time by contributors to MT because of your honesty. You could have hidden the first part (and been given wrong advice).