What has worked for me is to document my achievements on LinkedIn and continue to work with more team members at my different work places. Ultimately do not let it get to you but rather focus on producing your best so that when you apply for another company, they can see a star that you are and it will be easy to move from that toxic environment and GROW.

These situations can happen to anyone. I would start by documenting my contributions carefully. As a straightforward person, I’d have an honest, private conversation with the team member to address my concerns. If the behavior continues, I would escalate it to management with evidence, staying calm and professional to maintain a positive atmosphere.

Unfortunately, it's a common problem in many companies; Well, in my opinion, these are some ways: 1-Stay Calm and Assess the Situation 2-Address the Issue Directly 3-Document Your Contributions 4-Involve Management if Necessary 5-Promote a Collaborative Environment By approaching the situation thoughtfully and assertively , you can address the issue of credit-taking while maintaining professionalism and fostering a positive work environment.

When you create processes, facilitate meeting/training, have verbal conversations- make sure you are documenting your contributions. Some people will take credit for your work without hesitation & on purpose, but there are some people who resonate with your thoughts, ideas, trainings and then paraphrase what you provided in to their own understanding and can actually feel as if they came up with the concept, idea, training on their own. Open & honest conversations and siting your work goes a long way in keeping your credit.

If a colleague takes credit for my work then i need to improve my branding upon presentations , projects and stop sharing my work casually. Guarding my intellectual space is not my right but an obligation. So without creating any animosity i shall start blocking that person's attempts to take false credits . For all insensitive tasks i may forge work partnerships with other colleagues . Bypassing and directly reporting to our immediate superior will also be an effective way to deal with this mean practice .

I believe the most constructive approach would be to have a private discussion with your colleague to share your concerns. In doing so, you can also offer your support to help them develop their own initiatives, giving them a chance to grow and take ownership of their work. This way, they can feel fully empowered to create something meaningful for which they can take full credit, rather than relying on efforts that originated from others.

I've dealt with credit-takers, but it hardly bothers me. As the actual contributor, I know the process inside out. My strategy? Focus on delivering quality, documenting details, and building strong relationships. Genuine contributors shine through their work; credit-seekers fade away.

Para enfrentar a situação em que um membro da equipe recebe crédito pelo seu trabalho, inicie uma conversa privada e assertiva com a pessoa envolvida. Explique como o comportamento afeta sua moral e produtividade. Em seguida, documente suas contribuições para ter um registro claro. Leve a questão ao supervisor, se necessário, com evidências concretas. Promova uma cultura de reconhecimento justo no local de trabalho para evitar futuros mal-entendidos.

If a teammate takes credit for your work, start by keeping a record of your contributions. Next, have a private chat with them to share your feelings. If it doesn’t stop, talk to your manager and show them the proof. It’s important to stand up for yourself and ensure your work is recognized.

- Gather Facts: Note specific instances to keep the discussion fact-based. - Choose a Private Setting: Approach them calmly in private. - Express Concerns Clearly: Mention examples, like, “I noticed you presented my work without acknowledging my part.” - Emphasize Teamwork: Suggest that sharing credit improves team morale. - Listen and Seek Agreement: Hear their side and propose a plan to ensure everyone’s contributions are recognized.