Scapegoating culture.

9 Comments

1. AnonymousJuly 22,2022 at 3:33PM UTC

   You can choose to go with the culture or set boundaries and create a better culture, even if it’s just for your team. If you hate this kind of politics don’t participate. Take responsibility where needed and don’t put up with the garbage others try to pass to you. Easier said than done, but it won’t stop until you and others stop it.

2. AnonymousJuly 22,2022 at 4:48PM UTC

   Don't copy it.

   Walk the walk, say little in the way of negativity and lift everyone up.

   You praise your team and others. Don't get defensive and lead with positive proactive action.

3. AnonymousJuly 22,2022 at 6:22PM UTC

   I was a project manager for several years managing my own team and often my project management team would get blamed by other departments who had their own stake in the projects. Documentation - make it very clear who the blame falls on. If the blame does not fall on your team, go back to email trails and say "this ball was in their park and they were supposed to finish part by X time". If they refuse to acknowledge it was their bad, escalate it to their department head or to upper management.

4. AnonymousJuly 22,2022 at 8:00PM UTC

   Thank you. This is exactly that situation.

5. AnonymousJuly 23,2022 at 5:09AM UTC

   It comes down to an issue of accountability. They're scared if they admit they mess up, it means that it could cost them their job. It also indicates a further issue with the company culture itself - where there's a level of fear if you screw up, you're out of a job next day. Or it may not be company culture, but a culmination of bad experiences prior to this company for them.

6. AnonymousJuly 22,2022 at 7:22PM UTC

   if you do not have personnel that you are assigned to specifically manage, just focus on self preservation.

   Sometimes when you go above and beyond to protect others it can backfire with blowback, especially if someone doing the pointing is in a hire hierarchy. and if you ever become a target, are you so sure that the very people you try to stand up and protect will do the same for you? Marinate on that for a moment. Stop trying to fight a scapegoat environment. It is up to leadership to set the tone for the culture and environment they want to run and if it remains toxic they will continue to lose valuable people like yourself.

   Instead, take this time to figure out what do you want in a career and what kind of environment do you want to be in and start applying and striving for that. Conserve your energy and channel it into applying for positions in environments that are more conducive to an environment you find more acceptable. You do not have to stay there.....so start planning your exit strategy.

7. Crystal HowellJuly 23,2022 at 12:36PM UTC

   When the buck is passed, if to your group, defend with documentation and logic as to how they failed, call out the groups flaws as an educational experience for all.

8. Tanika (Nika) Vasquez - (she/her)July 23,2022 at 1:01PM UTC

   I agree with Crystal. I would stick to the facts and have documentation that shows that your team acted accordingly. I would prompt the discussion to see if others feel that way you do. Maybe you can team up and have each other's back.

9. AnonymousJuly 24,2022 at 5:23PM UTC

   As others have said, document the assignment responsibilities and interactions.
   You don’t want to badmouth other departments, but you must stand up for your team in a positive and respectful way. In addition, model and instill collegiality within your group and in your relationships with other departments.

   As others have noted, admit if you are genuinely at fault and proactively correct any errors that originated in your department.

   Finally, I am wondering why this is happening at your company? Are there any organizational or process changes that can be made to clarify responsibilities and minimize the scapegoating?

   If the scapegoating is encouraged by senior leadership, you might not want to stay at this company long term.