If you have ever been at the receiving end of the blame game, you know it is not a fun “game” at all.
But you may have been the “scapegoater”, rather than the scapegoat.
Or you may have found the blame culture when you came into the company. Everybody talks about how your predecessor made a mess of things. Will you adopt the culture, using it as an excuse for any failings on your part or will you create your own culture of problem-solving?
When our ego, reputation or job is on the line, it is almost natural to want to shift the blame onto someone else: the predecessor, the supplier, the client, the weather, traffic, anybody or anything but yourself.
It may be due to fear of criticism and repercussions, a refusal to acknowledge our own flaws, or it may just be easier to blame someone else, especially if they are not present to defend themselves.
Blaming a predecessor is the most common form of the blame game. In some cases, a predecessor who left two or three years ago is still being blamed for current problems. But blaming a predecessor will only get you so far. Sooner or later, this tendency reveals more about you than about your predecessor.
In a workplace culture of blame, a lot of time and effort is spent on either proving that someone else is responsible or defending oneself against the accusation. It breeds an environment of mistrust and suspicion, as everyone looks for someone to blame while covering their own back. Employees may feel management is out to get them, while management may feel that employees are not pulling their weight. Such a toxic workplace environment results in lack of teamwork, employee dissatisfaction and reduced productivity.
Whether you are a team leader or team member, you can break the culture:
1. Take responsibility - own up to your mistakes and do not attempt to conceal them if they have not yet been discovered. This takes strength of character. A good employer will recognize in you the values necessary for a trusted and treasured employee.
2. Avoid public shaming. It is just as bad as the blame game. Reprimanding an employee in front of others will usually trigger a defensive response from him as he tries to regain his dignity. If a supervisor is criticized in front of his subordinates, it not only embarrasses him, but also undermines his authority.
One is more likely to acknowledge and apologize for his mistakes in a private setting.
3. If you are in a position to do so, create an environment in which employees feel safe to admit and learn from their mistakes. Mistakes can be brought up in public with the goal of being constructive. Focus more on making sure the problem does not arise again, and less on whose fault it is.
4. Encourage your team members not only to give feedback, but also to speak up about ideas and potential risks. When an employee’s suggestion is acted upon, give credit where it is due. Do not ever shoot down an employee’s idea as not viable, only for it to resurface in the future as someone else’s innovative idea.
5. Help your employees or team members to grow by providing employee training and encouraging them to pursue courses that are in line with their roles and interests. Some companies are reluctant to train employees because they fear the employees will quit after being trained, or they may just be cutting company costs. However, this is a wise investment. By optimizing employee strengths, you increase their confidence and skills, thus increasing their productivity. Employees are inclined to be loyal to a company that is interested in their professional and personal growth.
Breaking the blame culture does not mean there is to be no accountability. This would be swinging to the other extreme. Company policies and procedures are to be reasonably enforced. When handled properly, discipline in the workplace will not be viewed as punishment for mistakes. It is a corrective tool that helps employees improve their performance and contributes to productivity and efficiency in the office.
Of course, it may not be possible to satisfy every single employee in the company. But creating a human culture fosters an environment of teamwork in the company. Satisfied employees make productive employees.
Thank you for reading!
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