Ralph put a lot of hours into producing the report. Not only did he do a lot of the slogging work of hunting down background information and making the highly detailed charts, he contributed important insights into the report as well. It was clearly a better piece of work because of his efforts and abilities.
But when he saw the actual document this morning, his name was nowhere to be found. He certainly understood that the project lead would be the author; that’s the way things were done in this business. But the only acknowledgment that the report was not an entirely solo work was a “thanks to the office staff,” for their assistance in producing the report.
Recognition is always important to people. But in today’s dynamic career paths, people need to develop their credentials at every step along the way. Lacking even a shadow of company loyalty to employees, individuals must actively prepare for an ongoing process of position for new opportunities. Having one’s contributions neglected not only hurts emotionally, it has practical implications as well.
Ralph must act. The alternatives are awful: neither quiet resentment nor complaining to friends will be of practical or emotional benefit.
The important conversation is with the project lead. Ralph can explore ways to receive the recognition he desires within the ground rules of the company. The project lead can consider Ralph’s perspective within the need to provide a balanced acknowledgment of all who contribute to a shared product.
What CREW Has to Offer
The forward-looking perspective of CREW heads off exclusion problems.
Second, CREW establishes ground rules for conflict resolution. The background of doing CREW will help Ralph open the conversation with the project lead about his feelings. Both parties are more likely to enter the process in a problem-solving frame of mind.