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Future Leadership Program - Avoid playing the blame game with your employees.

Updated: Apr 26

The deadline is coming, but the work is still far from expectation, and as a manager, your job is to study any factors that cause this scenario. You and your team are asked to define their tasks, and, before you know it, the "blame game" starts. The discussion begins to heat up until we figure out who's guilty. However, we create malcontent among the colleagues that may be unable to fix soon. Moreover, wasting time pointing fingers rather than examining for solutions is exhausting, and it's far from productive.


Why Blame game Happens

When something shifts into an undesirable outcome and we feel threatened, it's human-natural to find a way to guard ourselves against the case of taking responsibility. We may try to ignore mentioning the issue, fearing that taking responsibility for errors or mistakes could hurt our careers or make us look bad in the public eyes. So, it is understandable that we will choose the most "human" methods, scapegoating and shifting the blame elsewhere.

But this strategy will not help to solve anything. Shifting the blame won't help you complete the task to match the deadline, and it doesn't resolve the issue that drove the delay.

Avoiding the blame game by these easy practices


Specify clear responsibilities and accountability.

When people know strictly what their duties are, it's harder to blame others when things go disfavored, and it's less likely to create unwanted situations in the first place.


Hence, your team members will retain a sense of ownership over their tasks by encouraging accountability among individuals and not by micromanaging and continuous supervision.

Foster openness.

It's best to equip your team with the skill set to deal with potential problems before it becomes undesirable. Request for regular input from your team at your regular meetings (or individually, for people who are less comfortable speaking up in groups).


Talk to the Team

The easiest practice to follow, yet powerful any many situations. To help your team members to comprehend why blame is inefficient and how it can be avoided or conveyed into positive competitive energy for the team in the future.


Learn From Your Mistakes

Ask the team, "What can we discover from this? " You might specify a study in communication, for example. Focus on processes: analyze how you can enhance them and apply these changes to prevent similar problems in the future.


Blame game is undesirable, yet when it occur, severe damage can occur and damp the teamwork deep. However, there are adaptable methods to help your team rise up or even prevent this terrible scenario about happening. ________________________________________________________________

Worrying that you are not have a good enough employee training strategy, Future Leadership Program is here to help! We provides the company with a practical yet handful solution for your employee development strategy:

  • Leadership

  • Culture Development And Sustain

  • Talent Attraction For Team Setup

  • Technology Driver

  • Problem Solving

  • Project Management

  • External Engagement Power

Stay tuned for VSHR further updates about the Future Leadership Program on how we can provide a practical skill sets for your employee development strategy:

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