The world of business holds an entirely different view when it comes to the concept of mistakes made by employees. Blame culture is common in office politics and one often passes on his mistakes to others. When workload increases and something goes wrong, placing the blame on other becomes easy. Instead of identifying the mistake and making improvements, people are blamed for the mistakes. Increasing complexity of finger pointing can often make it impossible to determine what actually went wrong in the first place and thus resulting in poor interpersonal relations and overall job satisfaction levels. Today, people live in a blame culture where spinning circumstances to personal advantage, taking credit at the expense of others, shifting blame is a common trait.
- Discouraging blame culture
An important aspect to discourage blame culture is to ask for “What” and “How” the mistake has been made rather than “Who” made it. It is acceptable that bosses are concerned about the mistakes being made by their employees, but question should be,” how did it happen and what can we do?” Resorting of blame culture creates a sense of discord within an organization and it fails to achieve its maximum potential.
- Firing the non-performers
While blame culture is simply not encouraged in any organization, at the same time, the non-performers cannot be left unidentified. Loopholes in the performance of a company can be reduced to the minimum with firing of employees who are not accomplishing their tasks. Blaming employees for dishonesty, non-performance and unethical behavior are understandable but thriving entirely on blame culture can erode their trust and teamwork, and stifle creativity.
To sum up,
- Blame cultures are viral and ensure that are removed as possible
- Make sure that your culture reflects “How To” instead of “Who did it?”
- Try not to break your own rules!!
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