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In society, people often blame others for mistakes or misjudged actions, even when they are the ones at fault. Unfortunately, this is something that also occurs in the workplace. In this article, we look at why focusing on problem-solving rather than apportioning blame helps to cultivate a more positive and productive working environment, not only in teams but in organizations as a whole.
It’s Rude to Point
If it is acceptable in an organization, department or team to point directly at others when mistakes are made or when things go wrong, then a blame culture is prevalent within it. In this kind of environment, an atmosphere of negativity and suspicion is likely to develop amongst people who should all be working together towards shared aims and objectives.
Characteristics of a blame culture include:
- Colleagues accusing each other of making mistakes that they themselves have made or had a degree of responsibility for.
- Time being wasted by employees trying to ‘back-cover’ mistakes so that they will not be held accountable for them.
- No attempts being made to establish the root cause of why things have gone wrong (e.g. lack of training or inadequate resources).
- Employees being made to feel bad due to their perceived ‘incompetence’, rather than being offered support and guidance.
There are a number of reasons why people do not own up to their mistakes and look to pass the liability on to others. It could be that they:
- Are scared of the reaction from their managers
- Fear that they will look foolish in front of their colleagues
- Don’t want to be seen to be doing a ‘bad job’
How Blame Cultures are Created
Unfortunately, blame cultures are often created by people in positions of power. If managers routinely assign blame, pick fault or ‘hire and fire’, then others may develop a defensive or hostile mentality. The end result of this is likely to be inward-looking and self-centered employees, whose focus is removed from the customers they should be committed to providing a service to.
Blame cultures can also quash a number of the factors that help an organization to prosper:
- Delegating tasks and empowering others to make decisions is an excellent way of developing people. However, if they feel that they will get into trouble for the slightest error, they are likely to pass any decision-making back to their manager. Not only does this prevent any development opportunities, but it slows down the achievement of goals.
- A measured amount of risk-taking helps to move organizations forward. If people fear the repercussions of something going wrong, they’ll be less inclined to try out new techniques or approaches. Creativity and innovation, a mandatory element of any forward-thinking organization, will be stifled and a ‘by the book’ mentality will thrive.
- Initiative is something that should be encouraged in all staff. However, in a blame culture, employees will feel compelled to seek authority for even the most trivial things, even if they know what the best course of action is. This will lead to frustration for the manager, employee and, potentially, the customer.
- High levels of morale and motivation are essential for employees to not only perform at their best, but to also want to stay with an organization. Operating within a blame culture will not inspire anyone, nor help them to develop any long-term loyalty.
It Is Better to Cultivate a Problem-Solving Culture
The reverse of a blame culture is a problem-solving culture. Here, the focus is not on apportioning blame, but on looking forward and resolving issues. The phrase ‘problem-solving’ is used to help regard obstacles and challenges as opportunities for improvement. No one is reprimanded or made to feel small because they made a mistake but, instead, are given the necessary guidance and support to learn from the experience.
The advantages of a problem-solving culture over a blame culture are numerous:
- Initiative and integrity amongst employees is promoted. As a result, their confidence and contribution to the organization will grow.
- The taking of reasonable risks and trying new ways of carrying out tasks is encouraged. Therefore, the opportunity to increase efficiency and effectiveness is created.
- People will work as a team, rather than as a loose assembly of self-centered and suspicious individuals.
- The ability to be honest and admit to a mistake without fear of reprisal will make for a much happier and more productive working environment.
- Empowering staff and trusting them to do a good job enables managers to focus on the future and not have their time taken up by routine tasks.
Factors to Consider
No culture is without its faults but a problem-solving culture has more to commend it than a blame culture. However, there needs to be a balance between problem-solving and decision-making – don’t take so long making decisions that opportunities are lost or deadlines are missed.
Additionally, you should be aware that while it is commendable to delegate and empower, you need to do it appropriately. Team members should, if necessary, be upskilled or trained to do what is being asked of them. They should also be competent in their dealings with customers and clients. Brief them on their levels of authority and highlight the occasions when they do actually need to consult you.
Be Aware of Your Influence
The dominant culture in your organization might be one of assigning blame but if you hold a degree of influence within your team or department, use it positively to make changes. Consider the above information and think about what you can do to foster a positive and pro-active mindset within your colleagues, ensuring that they work together for the benefit of your organization.
