OFFICE POLITICS. / FREE FIELD NOTES

FREE • PRINTABLE • UK WORKPLACE LANGUAGE

The Credit-Stealer Kit.

Ten lines for the moment someone quietly makes your work theirs.

Before you say anything: Describe what happened rather than guessing their motive. The useful structure is FACT → POSITION → NEXT: name the contribution and propose a proportionate next action.
01 / THEY SAY “WE BUILT THIS”
“To clarify my part, I built and checked the model; Alex reviewed the assumptions.”

Separate creation from review.

02 / THEY TAKE THE CREDIT IN A PRESENTATION
“I can take the technical question. I developed the analysis and can explain the sensitivity cases.”

Use your knowledge to establish authorship.

03 / YOUR MANAGER RELABELS YOUR RECOMMENDATION
“That's the approach I proposed last week. I've now mapped the implementation and can send it round.”

Link ownership to the next action.

04 / THE CLIENT THANKS SOMEONE ELSE
“Glad it was useful. I led the underlying research and we worked together on the final recommendation.”

Correct without attacking.

05 / YOUR EVIDENCE SLIDE DISAPPEARS
“The assumptions slide was the basis for the estimate. Could we put it back or link to the appendix?”

Ground the request in accuracy.

06 / SOMEONE MINIMISES YOUR ROLE
“I want to be precise about the split: I did the analysis; the team reviewed the conclusions.”

Be specific about contributions.

07 / YOUR IDEA IS REPEATED AS NEW
“Building on that earlier point about fortnightly reporting, I've done the costing and can share it today.”

Keep the discussion on the work.

08 / THEY SAY THEY “HELPED YOU STRUCTURE IT”
“Thanks for the feedback. For clarity, I drafted the recommendation and incorporated your review comments.”

Distinguish feedback from drafting.

09 / THE WORK APPEARS UNDER THE WRONG NAME
“Could we correct the attribution before it circulates more widely? I can send the project history.”

Prefer a factual private correction.

10 / THEY SAY YOU'RE MAKING A FUSS
“I'm not looking for a dispute. I want the contribution recorded accurately so the team knows who to ask.”

Re-anchor the discussion in the purpose.

Practise the line, not the argument.

Say your chosen response aloud three times. Replace the example details with truthful facts from your situation. If it sounds awkward, shorten it.

Serious bullying, discrimination, harassment, retaliation or formal workplace disputes require appropriate records and support, not script-only responses. Acas guidance may help.

Want the other 35 situations?

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