“Ben got promoted because he takes the boss fishing,”
The remark stunned me. I had been in the organization
several months and noticed that Ben was smart and the hardest worker in our
group. Did he really get ahead because he did our branch chief off-duty favors?
I heard gripes similar to Freddie’s many times throughout my
career. The woman who applied for and completed a management course got a
supervisor’s position but her peers said she was just lucky to have taken that
course at the right time. The person who worked hard to help the boss achieve his
goals was said to be brown-nosing. With few exceptions, those promotions were actually
the result of diligence and preparation, not favoritism.
The psychology of comparing our efforts to others’ is well
known – we humans see our own hard work and ability as key to the good things
we achieve, but tend to see others’ achievements as the product of luck or
favoritism. Our own failures we see as bad luck or adversity, but we see others’
failures as their own fault. It’s a natural human instinct that we have to
overcome in ourselves and learn to manage in others.
A twinge of jealousy at a co-worker’s success is natural.
Don’t worry about it but don’t let it contaminate your comments or your work.
Saying out loud that someone else’s success is undeserved damages you, not
them. Let it go.
Credit for good ideas and good work is a tricky subject. We
want and deserve credit for our contributions, but seldom are we good judges of
our own contributions. Memory is selective – everyone remembers offering a good
idea if it succeeds but no one remembers even endorsing it if it fails. Even if
it was your idea originally, pointing out that fact doesn’t endear you to
anyone but does makes you seem insecure. I found that people who are most
concerned about getting credit are usually the least deserving of it and often
wind up harming, rather than helping their careers.
Your boss will often claim credit for your contributions.
Let her. First, as your supervisor she is responsible for both your successes
and your screw-ups, so get used to that. She may chew on you in private, but a
good supervisor will defend you to others when you fail. A great one will
shoulder the blame in public. Sometimes it’s politically important that a boss
get more credit for an accomplishment in order to give it the significance it
needs for wider acceptance. Sometimes she needs the credit in order to advance
you and your organization.
People generally know who did the good work. If you get an
insecure supervisor or co-worker who consistently claims credit for success but
puts blame for failure on you, observe what happens. Do others in the
organization recognize your contributions? If you are in an organization or
with a supervisor that consistently undervalues your true contributions, you
are in the wrong place. Leave it. If it happens everywhere you work, you may
have a distorted view of yourself.
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