Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.

The “Blame Game” is one of the root causes of developing unhealthy work culture. Since the dawn of the time, we have entrusted unnoticed causes to effects that we cannot describe.

All too often, something goes erroneous at a workplace, and the finger pointing begins. It does not matter who the players are and even it does not matter what the circumstances are.

What is important is that once the issue ascends, every Tom, Dick, and Harry falls into the “Blame Game” mode.

According to the industry spectators and business leaders, the blame game is a severe issue leading to toxic work culture – mostly instigating many of the difficulties one experience at the workplace.

Therefore, it is imperative for leaders to contemplate the answers of following questions wisely.

  • How are you blamed and credited? And,
  • How you as a manager deal with the dynamics of blame and credit around you?

Keep an eye on following blame game signs at your workplace

– Frequent attempts to cover mistakes instead fixing them.

– A general nonexistence of accountability on the team.

– Little side conversations (or hallway gossip) always put the integrity of the organization at risk.

– The lack of commitment to the requirements of the organization/client or the excellence of the work.

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So how we deal with the toxic work culture of blame? Here are a few tactics that one can adopt to cultivate the better work environment.

5 Strategies to put the Brakes on Blame Game at Workplace

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1. Be Strategic.

It is not easy to work with difficult boss or co-workers but still you need to figure out the productive responses. Always remember, sharing credit may benefit you in the long run, while fighting for recognition and credit could be self-defeating.

2. Emphasis on the Future Instead Of the Past.

A lot of to be learned from the past (mistakes and experiences) events. However, revising the past issues or actions can be counterproductive if it centers on assigning blame. Think like a smart leader and focus on what needs to be done now and in the future. Never use the “feedback” as the understatement for blame.

3. One Step Back and Two Step Forward.

If one finds him/herself in the middle of “blame game” or “credit grabbing” scenarios, instantly adopt the one step back and two step forward strategy. The first thing to do is take a pause. Try to get some perspective on the situation on what is going on, while adjusting your emotions.

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4. Build Up Relationship with Those People Who Do Not Throw Others Under the Bus.

Better leaders, teammates and subordinates are those who have a balanced perspective on “blame and credit” game. It is crucial for employers to hire such candidates who seem self-aware and open to evaluating and discussing their performance.  Similarly, when managing the existing employees, it is important consistently to reinforce the message of shared collaboration and accountability.

5. Develop your Skills, Network and Knowledge.

The more you grow your knowledge and expertise, the more you make yourself indispensable to an organization. And, more likely you will not become the target of unwarranted blaming.

At times, the blame game can be painful – when we unethically reprimand for problems that clearly not one person’s responsibility or when we do not receive the credit we deserve. Nonetheless, we do have a choice in “how we respond”.

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