Responsibility and Blame in the Workplace: When is a Boss at Fault?

In any professional environment, it is a common question: when an employee makes a mistake, is it the boss's fault? This article explores the nuances of responsibility, training, and accountability in the workplace. Whether the mistake is a direct result of poor training or a decision not to follow protocol, understanding the roles of both bosses and employees can help prevent future issues.

The Role of Training and Expectations

Leaders assume the responsibility of ensuring their employees are well-trained and equipped to handle their tasks (1). However, even with thorough training, employees may still make errors. There are two key scenarios to consider: mistakes due to follow-through of training and mistakes in situations that were not covered in training. While the boss might have overlooked a critical aspect in training, employees sometimes disregard correct procedures as well (2).

Realistic Expectations and Unrealistic Demands

Bosses often set unrealistic expectations, particularly when they haven't personally performed the job they are asking others to do (3). These expectations can be passed down from higher-ups, adding further layers of pressure. Moreover, bosses may succumb to external pressures, such as deadlines or performance metrics, without fully understanding the day-to-day realities of their employees' roles.

Recurring Mistakes and Accountability

When an employee repeats a mistake despite corrections, it may not solely be the boss's fault (4). There could be underlying issues at play that need to be addressed. Employees might be hesitant to discuss these issues, assuming they will resolve on their own. It is crucial for bosses to create an environment where issues can be openly discussed and addressed.

Legal and Ethical Obligations

From a legal perspective, employers are always liable for any damages or injuries caused by their employees (5). This responsibility places a heavy burden on managers to provide adequate training and clear expectations. Employees, on the other hand, are expected to accept and implement this training. In cases where unforeseeable circumstances arise, both parties share no fault.

Employee Accountability and Procedural Compliance

Employees must understand and follow procedures diligently (6). Mistakes can often be prevented through proper double-checking and adherence to guidelines. A real-world example from the author's experience highlights the importance of this principle. In a past role at a typing pool, an employee insisted that proofreading was not her responsibility despite the clear expectations and the potential consequences of errors.

This article aims to provide clarity on the complex relationship between bosses and employees. By fostering a culture of accountability, mutual respect, and open communication, organizations can minimize errors and improve overall performance.