In company where I am employed they blamed me for infrastructure costing without proofs ideally making me down as due to my practices something went wrong.
I made a technical statement mistake which I corrected in short span of time making the code base stable.
At company some folks without proofs made negative sentiments on me describing that it was all my mistake but I am confident that it was not my mistake and was their internal sql query which was executing being stuck in architecture repeating again and again.
I kept quite and ignored the demotivation and continued working with my pace.
What do you suggest, how will overcome this situations.
Everyone has to go through this at some point of time.
Are the people who are making negative sentiments about you your peers or your leaders & managers?
If it’s your peers, don’t worry much, this time will pass soon and your great work will bring your work in right perspective.
If it’s your leaders, there seems to be something wrong with the culture and practices of your org. They should have done a real “RCA” of this event instead of blaming fingers on you.
In any case, things going wrong is an equal possibility of anything we do at work.
How we learn from it, how quickly can we role back, how quickly can we document these issues so that others don’t fall into it is important.
I wish you mental peace and hope that it all turns out to be a positive experience in the long run.
I’m sorry to hear you were blamed for something, @testnsolve.
I’m a big fan of the Prime Directive which can be read outloud at the start of a retrospective, post-mortem or any session where people are reviewing something that has gone wrong.
“Regardless of what we discover, we understand and truly believe that everyone did the best job they could, given what they knew at the time, their skills and abilities, the resources available, and the situation at hand.”
Perhaps you might find an opportunity to experiment with it at some point in the future. It’s helped me in my career at times when a finger-pointing blame game had started to creep into our delivery teams. It would ground us and remind each other that we were all trying our best. It would often highlight a communication misunderstanding or a training gap.
I’m sorry you’re in such a negative situation. I think Rahul has given you some good advice, in terms of whether the negative sentiment comes from peers or leadership / management.
I think I’d seek to turn this into a positive. Taking into account the Prime Directive Simon referenced, I would initiate a post-mortem into the incident, with the goal being not to find out who to blame instead of you, but to learn where things could be done differently, so this kind of thing doesn’t happen again. I’d frame it as an opportunity for learning and improvement, and see what company values I could use to support the activity, such as failing fast, learning from the past, creating a supportive environment, etc.
If you find it difficult to do these kinds of things when you feel like you’re in the centre of it all, either try to imagine that someone else was getting the blame and think of how you’d support them, or ask a trusted ally to help get the ball rolling, or to moderate, for example.
It’s never easy to experience such a situation you have been put through.
If you’re not at fault, it’s important to stay focused on getting your work done and also maintain our professionalism. People may comment, and while it can be difficult, it often reveals more about them than it does about you.
If there was indeed a mistake on your part, that’s okay too. Everyone makes mistakes and that’s a natural part of learning and growth. Blame doesn’t solve problems, instead, identifying the root cause and working together as a team to find solutions should be the priority.
If the team culture leans toward blame rather than collaboration, it may be a sign of deeper issues within the team dynamics/culture that need to be addressed.
