Question: “My boss recently shifted blame in my direction for some mistakes in a print campaign, when the problem was actually some simple miscommunication between us. She didn’t blame me directly or maliciously; she just conveniently left out some facts when describing the problem to her superiors, and that made her look a little better at my expense. What should my reaction be? How much ‘bad press’ should I be willing to absorb for the sake of helping her out, since helping her out is my job?”
– Daphne, Public Relations Assistant
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The best managers, and people for that matter, own their mistakes. Also, the higher up you go, those managers don’t want you to ask them anything over and over. They depend on YOU to figure it out, although they should be given the option to review whatever they are presenting in plenty of time before in case they do find an error or want changes. Beyond that, blaming you isn’t a good sign and I’d probably keep my eye out for a lateral move.
Remember your boss “didn’t blame you directly or maliciously.” While you may feel some facts were left out when your boss described what happened to her superiors, I expect what happened was a brief overview of the mistake. Most supervisors don’t want a detailed explanation of what happened and everyone’s part in it. They want the mistake corrected and the problem solved.
Move on, and learn from this experience. Working on communication with your own boss is a priority. Clarification is always a good thing – and that should be your reaction.
I made a rather large error once and my manager covered for me. Unfortunately, not every manager would do the same.
This is a sticky one. Your very valuable reputation is at stake. I agree with Melissa. Take the high road initially. If it happens again, then you’ll need to confront her privately. Otherwise it will damage your working relationship when your respect for her erodes and resentment sets in.
I’m sorry you are in this situation. I always ask, ask again, and ask for a third set of eyes to make sure that there is no room for error in something that big. I’ve often felt “thrown under the bus” as well, but clear communication should eliminate the need for placing blame. Sadly, it is our job to protect our bosses and shoulder the responsibility, even if it should be shared and accepted by him/her as well.
I guess the first question really is what caused the mis-communication? And the second question is what will you gain by confronting your boss? From your explanation, you were both responsible for the error.
I would treat this as a learning experience and move on. I find that executives are often quite adept at shifting blame. Sometimes it’s worth pushing back but quite often it is not.
I agree. Oftentimes, we absorb the mistakes of our managers. The only time I would push back is when it will hurt my credibility in the long run. However, there is a way to push back without being confrontational. One of the best ways to push back, or at the very least, let the manager know you’ve been thrown under the bus is to ask probing questions like: Was there something that “I” missed in the implementation of the print campaign? or Did “I” misunderstand any directives in the process and implementation of the print campaign? The word “you” points the finger, and then your manager will become defensive. Bad idea.
One, that allows the manager to explain what happened. Two, it shows that you are attempting to take accountability if in fact you made a mistake. Third, it also lets the manager know that you are well aware that they pushed you under the bus, but all is not lost.
In my experience, being part of the staff/contributor is sometimes taking the blame for a manager, which is part of the political game executives play. And if you want to stay in the loop, the network, the sight/ good graces of upper management, try not to step on the toes of your manager (the one who can and does get you visibility), but also encourage the manager to reveal any challenges that were made, so you can avoid them the next time.
It’s all about planning, seeing ahead, and making your manager look good.
Last note, I’ve also learned not to take anything personally, because once you are emotionally attached to an outcome, then you start being reactive in your decisions.