“I have an employee who blames others when things go wrong. They’re otherwise productive, and I’d like to keep them, but it’s creating tension with the team. How do I address this without losing a valuable employee?”
Blaming Doesn’t Belong in Your Business
Blaming doesn’t solve problems—it creates them. When an employee shifts responsibility to others, it:
- Distracts from finding real solutions.
- Allows mistakes to repeat, costing you time, money, and trust.
- Erodes team morale and creates tension.
As a small business owner, you’ve worked hard to build your team. You need everyone rowing in the same direction. Allowing blaming behavior to continue isn’t just unfair to the team—it’s bad for the business.
Why Do Employees Blame Others?
Blaming often comes from a place of fear or insecurity. It’s self-protection. The employee may worry about repercussions or feel pressure to appear perfect.
The good news? You can address this behavior while keeping a valuable employee. But it will take clear expectations, persistence, and a plan for accountability.
A Step-by-Step Plan to Address Blaming Behavior with Employees
Step 1: Look at Your Workplace Culture
Blame often thrives in cultures where employees fear mistakes. Ask yourself:
- What happens when mistakes occur? Are they treated as learning opportunities or as failures?
- How does leadership respond? Is there a “gotcha” mentality, or do managers work with employees to find solutions?
If there’s room for improvement, focus on creating a culture where:
- Mistakes are met with curiosity, not criticism.
- Team members feel safe owning up to their part in a problem.
- The focus is on solutions, not assigning blame.
💡 Pro Tip: Your leadership sets the tone. When you own your mistakes, your team will feel safer owning theirs.
Step 2: Address the Individual Employee
If the culture is strong but the blaming continues, it’s time to focus on the employee. Blaming often stems from personal insecurities or a fear of failure. These behaviors can become deeply ingrained habits, but the good news is that habits can change with the right guidance. It’s essential to approach the individual with empathy, making it clear that your goal is to help them grow, not to punish them. By addressing the behavior directly and providing constructive feedback, you can guide the employee toward accountability and strengthen their role within the team.
Step 3: Have a One-on-One Conversation
This is where the real work begins. Meet with the employee privately to address the behavior:
- Describe what you’ve observed. Be specific about the behavior. For example:
“I noticed in yesterday’s meeting, you said the late delivery was the shipping team’s fault, but we both know there were additional factors.” - Set clear expectations. Explain the preferred behavior:
“Instead of assigning blame, I need you to focus on identifying what went wrong and what we can do differently next time.” - Acknowledge their fear. Reassure them that mistakes are part of the process:
“Mistakes happen. What matters is how we fix them, not who we can blame.”
💡 Pro Tip: Keep the conversation focused on solutions. Blaming may feel like self-protection, but accountability builds trust.
Step 4: Redirect the Blame Habit
Some employees blame because they feel uncomfortable admitting fault. Help them shift their mindset with these techniques:
- Stop excuses in their tracks. If they begin to blame others during your conversation, calmly redirect:
“Let’s pause. I need you to think about your role in the situation and suggest what you could do differently next time.” - Focus on learning, not perfection. Say something like:
“You’re not in trouble for making a mistake. What matters is how we grow from it.”
Step 5: Be Persistent
Blaming is often a deeply ingrained habit, and change takes time. You’ll need to correct the behavior every time it happens. It’s a lot of work, but as a small business owner, the long-term benefits outweigh the effort.
- Reinforce positive behavior when they take responsibility.
- Acknowledge progress, even if it’s small.
- Remind them that accountability makes the team—and the business—stronger.
How SMB Owners Can Build a Blame-Free Culture
Your team looks to you for leadership. Here’s how to create an environment where accountability thrives and blaming can’t take root:
- Normalize mistakes. Treat mistakes as opportunities to learn and improve.
- Focus on root causes. Encourage your team to ask, “Why did this happen?” rather than, “Whose fault is it?”
- Reward accountability. Recognize and praise employees who own their mistakes and take steps to prevent future problems.
💡 Pro Tip: Accountability isn’t about pointing fingers—it’s about working together to move the business forward.
When to Draw the Line
While most employees can change with support, there may be times when an individual refuses to take accountability. If blaming behavior persists despite your best efforts, it might be time to consider letting them go.
Ask yourself:
- Is this behavior undermining the team’s trust and morale?
- Is the cost of keeping this employee greater than the value they bring?
Letting go of someone is never easy, but your priority as an SMB owner is the health of your business and your team.
Final Thoughts: Leadership Requires Courage
As a small business owner, addressing blaming behavior isn’t just about fixing one employee—it’s about setting a standard for accountability and teamwork.
Yes, it takes effort and persistence. But when you create a culture where mistakes are opportunities to learn, and accountability is celebrated, your business becomes stronger, your team becomes more resilient, and you’ll spend less time putting out fires.
Remember: leadership is about courage. Courage to have hard conversations. Courage to address the behavior. And courage to build a workplace where your team feels safe to own their mistakes and grow.
Struggling with team dynamics? Let us help you build a stronger, more accountable team. Schedule a Free Consultation Today
