Thankfully, for those of us who work at Javlin, problems and mistakes aren’t fodder for ridicule. It’s understood—firmly rooted in specialty finance—that our business is complex and more prone to human error. Thus Javlin’s methodical approach to evaluating investment risk. Nonetheless, when learning opportunities arise, no one gets thrown under the proverbial bus.
Recently, we looked into just how toxic the blame-heavy workplace can get…from a business perspective. How does a blame-heavy culture impact growth, cost, etc.? It didn’t take much digging; an organization that’s perfected the blame game is one where fear of failure, of confrontation, and of difficult tasks runs rampant. All areas of a business can suffer.
Alina Tugend, who writes the Shortcuts column for The New York Times and who wrote “Better By Mistake” says, “Research shows that people in the workplace tend to copy blaming as a behavior, whether consciously or unconsciously, thus perpetuating the problem.” She added, “Conversely, when people see others taking responsibility for their mistakes or failures, they copy that, creating a better overall work environment.”
Tugend goes on to point out a few signs indicating a culture of blame—all of which are cracks in a dam:
- A general lack of accountability.
- Hesitancy to admit mistakes, or frequent attempts to cover them up.
- An overall lack of commitment to excellence.
- Frequent “whispers in the hallway” or gossip.
NOTE: To reiterate Tugend’s point, blaming is different from holding people accountable. Accountability is vital to any company’s success, and is rich at Javlin. We set 90-day goals and hold each other accountable on a weekly basis.
To learn more about Javlin’s culture or to inquire about job opportunities, complete the form on our Careers page.
Learn from Mistakes (#26, Javlin Equation) // Blame erodes while learning builds. We learn from our mistakes. Identify the mishap, write out and share the details, learn from it, and then move on. Try not to make the same mistake again.