Nobody likes a finger being pointed at them and being blamed for something. However, people often tend to blame others in the workplace and more so, when faced with a tough situation (such as recessionary pressures or the fear of losing one’s job).
Blaming other people at work, especially publically, can have more harmful effects than you think. According to a recent study (Journal of Experimental Social Psychology, Stanford University and USC Marshall), publicly blaming others dramatically increases the likelihood that the practice will become viral. This is because when we see others protecting their egos, we become defensive too and we then try to protect our own self-image by blaming others for our mistakes, which may feel good in the moment. However, in the long run, such behavior could hurt one’s reputation and be destructive to an organisation as a whole. When public blaming becomes common practice – especially by leaders – its effects on an organization can be insidious and withering: Individuals who are fearful of being blamed for something become less willing to take risks, are less innovative or creative and are less likely to learn from their mistakes.
Here are a few suggestions for handling the blame-game better:
- Assign blame when necessary but do so in private
- Offer praise in public to create a positive attitude in the workplace
- Lead by example – as a manager make it a point to publically acknowledge your mistakes and show how you learned from them
Sources and references: Sandbox Advisors, Journal of Experimental Social Psychology, Stanford University and USC Marshall
