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Who’s to blame when employees fail?



”Is it always the employees fault, or is it management’s fault for not providing the right environment for the employee to succeed, and not realising that they are not the right fit for the company in the interviewing process?”

Let’s say you get fired from your job. Who’s fault is it? Is it your fault for not doing your job well or is it management and the corporation that failed you, the employee? All relationships are complex; in fact, any interaction between two human beings is complex. Add deadlines, skill acquisition, budget restraints and other related human interactions into the mix and what you have is a recipe for a far-from-perfect relationship. To be honest, if business and professional relationships were marriages, divorce lawyers would probably rule the world.
Is this a fair picture, is it always the employees fault or is it management’s fault for not providing the right environment for the employee to succeed and or not realizing that the person is not the right fit for the company during the interviewing process. The way I look at it is that there are always Three (3) sides to every story.

  1. The side of the employee. When someone is fired, they usually blame the management, blame the company, and blame things outside of their own control. I’ve learned from my experience and realized that as employees, we should look within ourselves and without bias try to see what steps, unless it is a downsizing situation or unjust due to some kind of prejudice, we could have taken to ensure our success and prevent being fired or feeling the need to quit.
  2. The side of management or the corporation. When I was a younger manager, I let my ego get the best of me and as so many managers do I blamed the employee entirely. I blamed them for being lazy, disinterested, or simply not capable of doing the job right. I then began to look within myself and started analyzing my own actions and those of the corporation that I represented. My journey of self-discovery unveiled that it wasn’t the fault of the employee, but it was my fault. I was not providing all of the necessary tools and support that my reps needed to succeed.
  3. The invisible side – the side of the truth The last side is the one that’s hardest to find. It’s the side that very few people are able to truly see. It’s the side of the truth. The truth usually lies somewhere in the middle. All parties involved should take a step back and look objectively at their own actions that may have contributed to someone “not working out”.
    One of the biggest problems is usually a lack of communication and a broken processes.

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