| Office politics are not new anywhere, every | | | | management to establish a positive culture in the |
| office has its own good and bad, but the best | | | | organization by keeping the employees motivated |
| way to keep a good and healthy environment in | | | | and happy rather than making them feel let down |
| the office is to stop looking out for others | | | | or insulted in front of their colleagues. The |
| mistakes or pointing out fingers for a certain | | | | management should start using office mistakes |
| mistake towards an employee or colleague. | | | | for positive gains rather than at pointing fingers. |
| Empathize with him and make your workplace | | | | - A manager should start acknowledging his own |
| more happier and productive by using office | | | | mistakes when he does one, by this the |
| mistakes for positive gains. | | | | employee gets a feeling that mistakes are |
| Blaming others is very common in office politics | | | | acceptable but as long as it is tolerable and within |
| but it may sometimes lead to unwanted results, | | | | a certain limit. By this the employees will be |
| try to be diplomatic and do not make a person | | | | encouraged to accept their own mistakes without |
| embarrassed or feel let down due to his | | | | any hassles. |
| incompetency or non performance. When there is | | | | - If the manager comes across finger pointing, he |
| workload in the office the bosses and the clients | | | | should immediately lay out an inquiry commission |
| tend to become overpowering. It becomes easy | | | | to listen from both the sides. |
| for an employee to point out to others if | | | | You can use the mistakes of your employee in a |
| something goes wrong in such a scenario. That's | | | | positive way, by giving him your support and |
| often termed as blame game in a corporate | | | | enforcing positive orientation in the office. Every |
| culture. Pointing out or blaming other people for a | | | | office has its set goals and targets and when the |
| mistake can become prejudicial in corporate | | | | employees accomplish these goals you should |
| offices. This may lead to discrimination. Banning of | | | | acknowledge their hard work and efforts for |
| the blame game tendency in your office enhances | | | | achieving those goals and reward them |
| interpersonal relationship, job satisfaction and | | | | adequately. If an error occurs in a work flow not |
| increases productivity. You should always make it | | | | only the concerned employee but even his seniors |
| a point of using office mistakes for positive gains | | | | or team leader should be held responsible for that, |
| and create space for improvement. | | | | so that the employee alone does not have to |
| In an organization you come across different | | | | face the plight of being let down in front of his |
| types of people, some employees have a sense | | | | colleagues. |
| of superiority and feel that they cannot make | | | | If there are any deadlines or goals achieved we |
| any kind of mistake in their work. These are the | | | | usually give the credit to team efforts. In the |
| people who often point finger others at others. | | | | same way the errors and mistakes also should be |
| This may be humiliating for the employee who | | | | shared by the team and not only an individual. |
| goes through the brunt of being blamed and get | | | | Using office mistakes for positive gains helps the |
| de-motivated. | | | | employee to get motivated and increases |
| Make your Office Free of Blame Game By Using | | | | productivity. The employees gets a feeling that |
| Office Mistakes For Positive Gains | | | | even though mistakes happen there are ways to |
| - It should be the responsibility of the | | | | work on them. |