Nothing will destroy the morale in your business faster than the “Blamer”. You know this guy, right? When something goes wrong, their first instinct is to blame others. Pointing fingers. Shifting the focus away from themselves, and accentuating the fact that THEY were not responsible for the error. Correct in fact, or not, the intention is there: It’s somebody else’s fault.
The amount of damage a single blamer can inflict on your entire organization far outweighs whatever benefit they might bring to the table., it doesn’t matter WHO they are. This is why it is important not to hire blamers to begin with.
When conducting your interviews, an important question to ask might be, “Tell me about a time when a project you were working on failed. What happened, what did you do, what did you learn?” Listen carefully. Don’t get lost in the project itself. If you hear a lot of words like, ” they”, and “my teammates”, and “a colleague” during the assessment of what went wrong, you may be dealing with a blamer. If the person spends a short time accepting responsibility for the problem, and instead talks more about what he did to solve the problem, you might have team player on your hands.