Maintain a log of your work, including emails, reports, and any relevant communications that showcase your contributions. Approach the individual in a private setting to express your feelings about the lack of acknowledgment. Use “I” statements to share how it affects you. If the issue persists, document your findings and present them to a supervisor or HR. Be factual and specific about instances where your work wasn’t acknowledged. Promote practices within your team that acknowledge contributions, such as shout-outs in meetings or collaborative tools for recognition. Reflect on your work and consider if there are ways to improve visibility, such as sharing updates in team meetings or via email.

? Communicating tactfully: Avoid making accusations and instead focus on communicating with the person who didn't give you credit. ? Documenting your contributions: Keep a record of your work and communications. ? Having a private conversation: Schedule a private meeting to discuss your concerns. ? Asking questions: Start by asking questions instead of making accusations. For example, you could ask why they framed something in a certain way. ? Using "I" statements: Use "I" statements to express how their actions make you feel. ? Providing specific examples: Provide specific examples to illustrate your point. ? Involving a supervisor or HR: If necessary, involve a supervisor or HR and present clear evidence of your input.

To address this situation, speak privately with the team member who took credit for your ideas. Stay calm and professional, explaining how you noticed the situation and expressing your concerns. Ask for their perspective to understand if it was intentional or a misunderstanding. Clarify the importance of giving proper credit to everyone’s contributions. If needed, bring the issue up in a team meeting, focusing on fostering a culture of collaboration and fairness. Moving forward, document your ideas and contributions to ensure clarity, and continue to communicate openly to prevent future issues.