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Is every employee necessarily at fault?

Yes, potentially, as soon as a certain level of performance is required of them without granting them the corresponding decision-making power.

If they do not apply the best practice rules, then they are at fault for not respecting those rules.
If they do apply them, they are at fault for lack of performance.
The problem is that the effectiveness of best practice rules is assumed but practically never demonstrated or even verified.

An alternative form of this double bind is: management makes the decisions, yet at the same time, middle managers and operational staff are held accountable for achieving the expected result, i.e., for ensuring that these decisions prove to be good.

No one can be held responsible for the quality of decisions they did not make, or for methods that contradict their field experience. This seems obvious, yet the corporate world constantly contradicts this basic principle. Therefore, the foundation of constructive social dialogue must begin by resolving this contradiction; everything else is merely diversion.

To escape this deadly contradiction, it is necessary to resolutely apply problem solving.

To deepen

See the question 'What do best practices represent in the world of work?'

To escape this dilemma, see 'What shapes the workplace atmosphere?',
also see 'What is Lean production?',
and finally 'What conditions must be met to produce sound reasoning? Problem solving.'.

Regarding diversions, see the question 'Why are small gestures for the planet dangerous?'.