Que faites-vous si votre patron vole votre crédit dans l’industrie des relations publiques ?

Honestly...only 2 options if you have that kind of boss. Either smile and wave, or smile and leave. And never be that kind of boss yourself.

If your boss steals credit in PR, handle it professionally. Document your contributions to projects meticulously, including emails, meeting notes, and other evidence. Discuss concerns calmly with your boss, emphasizing your contributions and the importance of fair recognition. If the issue persists, escalate to HR or higher management with documented evidence. Maintaining thorough documentation is crucial for advocating for yourself and ensuring fair treatment in the workplace.

One can steal the honey, but can't replicate the art of making honey from honey bees. Address the issue directly with your boss, document your contributions for clarity, seek support from HR if needed, and maintain professionalism while advocating for recognition.

- Gather evidence of your contributions - Schedule a private conversation with your boss - Emphasize your role and accomplishments - Consider involving HR or seeking advice from a mentor - Prioritize clear communication and documentation

To safeguard your recognition in complex public relations projects, maintain meticulous records of all your activities, including emails and project plans. Proactively communicate your progress to both your team and supervisor, ensuring your role is visible. Regularly seek feedback on your contributions to solidify your ownership of results. If credit disputes arise, your detailed documentation will be crucial for discussions with HR or management, helping to present a clear and factual case.

If it's a highly structured organization, I completely agree. Conversely, in medium to small companies, the relationship between colleagues from different departments is more direct, so the work environment should be based on trust and meritocracy, and there shouldn't be a need for written evidence of the work done.

Put everything in writing whenever possible. Client conversations, discussions with colleagues, performance reviews with your manager. If there are actions or next steps to be had from the chat... write it up. Even if a conversation has been had in person or over the phone... follow up in an email with a "... great to speak to you earlier. Just to recap..." Or a "Following up on our earlier conversation discussing XYZ... the plan of action is..." Find a way to outline it in written communication. If people aren't following through on commitments, or you need to document your contributions to a project, this paper trail will become your best friend.

This is very true. I have found emails to be of great help in your engagements with everyone on any project. Written communication cannot be misinterpreted or lost. Where there was oral communication, back it up with an email to recap ideas, insights or suggestions discussed.

Keep thorough records of your interactions with your boss, human resources, or any other involved parties throughout the process. This documentation can be helpful if you would like to escalate the issue further. The challenge I've experienced is that my boss was also the head of human resources, which adds another layer of complexity. Consider if the situation warrants going to a board or trustees (if applicable) or finding legal counsel. Regardless of the circumstances, maintain professionalism and avoid engaging in behaviors that could reflect poorly on you. I want you to focus on finding a solution while protecting your interests.

As discussed, follow the steps 1 through 7. All you can do is communicate your experience and express the need to get more credit for your input. However, it is plausible that despite your efforts, the circumstances may remain the same. Moreover, keep an eye out for the development of the situation. Should the situation stay unchanged, with your boss continuing to take credit for your ideas, it is imperative that you acknowledge this reality. It is crucial to bear in mind that ultimately, the work environment should align with your principles and needs, rather than requiring you to conform to its dynamics.

I was always taught: assume positive intent in all situations and as long as possible. This way, you give people the benefit of the doubt and are able to avoid direct confrontations (especially important when you're dealing with your boss). That doesn't mean letting people walk all over you, but it does mean giving you a chance to de-escalate any situation.

I’ve experienced my managers taking credit for my work a couple of times. It’s frustrating, but it quickly becomes transparent. The best piece of advice my first boss gave me was “learn how to PR yourself.” It’s not about putting other people down or shouting from the roof tops - it’s about ensuring you’re always asking a good question, you’re putting your hand up when help is needed and you’re presenting your successes as something you’re proud of. It can be difficult in the PR world where there are a lot of big personalities but it can be done.

Learn how to PR yourself, and consider getting a different boss/job if that’s a pattern. Taking credit for someone else’s work is not a good look for a leader.

This has happened to me in the past. I found when we met to discuss the projects the person in question stumbled to expand on the issue in question, so I jumped in to lead the discussion. Typically, your day will come whether it's today or tomorrow so hold your ground and lead the way. If management is worthy of your expertise and skills, they will turn to you. If not, it may be time to move on but leave in a good standing with your boss and company.

I agree, let your work stand out.Research thoroughly, go that extra mile to stand out. That's all is required in Public Relations.Let your articles be unmatched.Create your own personal brand. My former boss once told me, 'I know your handwriting once I see it'. That remark, that simple sentence built me up and boosted my confidence to levels untold. Seek to be on an unmatched level.

m Mettre en place dés le début, une stratégie de benchmarking pour avoir toujours une vision d'avance qui permets d'anticiper .

A leader gives all the credit and takes all the blame. If you, early in your career, can move your ego aside and make your superiors and colleagues look good, along with continuing to excel, your short-term pride hit will be rewarded exponentially as others around you see you as a team player and, over time, will have your back. It's counter-intuitive, and a boss who steals your thunder never feels good. But when you're doing the work because you love it and not for the pats on the back, your entire career will become a broader, deeper, and more rewarding experience.

If your boss steals your credit in the public relations industry, address the issue calmly and professionally. Have a private conversation with your boss to express your concerns and provide evidence of your contributions. Focus on seeking acknowledgment for your work rather than accusing them outright. If the situation persists, consider escalating the matter to HR or higher management for resolution. It's important to document instances of credit theft and advocate for yourself while maintaining professionalism.

Thankfully I have never experienced this in [cough] years of being in PR, but I have seen many times examples where senior managers don't give enough positive feedback and credit to their team (rarely intentionally I may add) and are therefore seen as taking the credit. This happens a lot in new managers who haven't been trained or coached on effective management. It also happens a lot in teams that are under stress and over worked. My advice, firstly talk to them about it, they may not even be aware they are doing it. Secondly, be honest in 360 appraisals, that's what they are there for. Finally, if that doesn't fix it, consider raising the issue with a mentor/HR. Doesn't need to be a formal complaint but you need to flag it.

The ol' "takes the credit and shifts the blame" type of manager... unfortunately I know it well. There's no surer way of undermining someone and making them feel small. Don't👏🏻be👏🏻that👏🏻guy👏🏻. Be the leader who raves about your team's wins, celebrates killer ideas, and shines a light on everyone's contributions. Dimming someone else's light doesn't make yours brighter... shimmer together.