I scratch your back and You scratch Mine

This thought is about that part of an organization behavior, which is really a grey area – “I scratch your back and You scratch Mine” – Well, sounds like a good idea. Why Grey? Take a look.

Neeraj heads the Marketing of an FMCG organisation. The going has been good, but the latest soap introduction has not had great sales. On a deep dive, he found out that the issue was really with the Sales team which has not been able to achieve the required distribution level as per target. In the weekly review meeting, when Neeraj is questioned on the poor sales performance, he blames it on not so exciting fragrance of the new soap.

Confused? So, this is what the real story is. Ajay, the head of sales is an aggressive individual. Last time when Neeraj highlighted the inefficiency of Sales dept, Ajay made a report of how Neeraj and team had faltered on ensuring that TV advertising started on the committed date. The situation became fairly embarrassing for Neeraj when he was questioned on the poor performance in front of Ajay. Thereafter he chatted up with Ajay and started playing safe with Sales. He scratches Ajay’s back and Ajay scratches his!

Isn’t this what many of us do? Only because we are scared of the back fire, we tolerate the inefficiencies of various individuals in an organization. Have you ever tried to figure out what could be the impact of this silence? You are supporting the growth and settlement of inefficiencies within the system. Because some mistakes are not highlighted on time, the mistakes continue until they become a habit and major reason of discomfiture within all the related teams. You didn’t face any back fire and someone just got away with murder! Isn’t this how we promote mediocrity within the system? Things continue to be the way they are and so do the results. But we keep quiet!

“I Scratch your back and you scratch mine” is a positive statement. It denotes that both of us will be co operative with each other and help each other in the relevant areas. If I am absent for a week, you take care of my work and so will I, when you need leaves. Presence of this concept in any organization is fairly important and this is what makes employees love their colleagues and in turn the organisation. The problem begins when this “friendliness” starts making way for tolerance of sub standard performance.  You want to complain about an issue which is obstructing the smooth flow of your work – but how can you “cheat” your friend by highlighting his mistake? This way, you are not only harming the organization, but also the growth of the individual involved. Also, being open to a back fire also helps you as an individual grow, isn’t it? Ability to admit your mistake and improving yourself and genuine concern for your work are two key ingredients that will help you grow. If you genuinely feel that something is coming in way of your work, you must learn to tackle it with all your dedication.

By this, I do not mean that you should go on a “fault finding” mission and complain about everything that you come across. Excess of anything is bad. The point being made here is that before tolerating any problem with an individual, do not hesitate to be vocal about stating it. Also, not necessary that all complains have to be escalated, but when there is no resolution, Escalation helps. Organizationally, it also means that all of us need to be better prepared to answer some tough questions that can be put to us. This in turn will result in lesser slippages and much better work efficiency.

This article may come across as if I am promoting a blame game culture. I am promoting honesty of thought and actions to help the organization grow out of “mediocrity” and towards better future!

Looking forward to your comments on this one.

PS: You can also reach me out at @agrawalsanjeev on twitter.