TEAMWORK & When to Give Feedback in a Group and When to Do It One-on-One

… Give feedback in a team setting when:

  • One or more team members are experiencing negative consequences caused by other team members.
  • Team members are the source of the feedback.
  • The issue involves most of the team.

… Give feedback one-on-one when:

  • Other team members are not being affected by the behavior and have no information to provide.
  • You want to help the team member prepare for receiving team feedback or coach the team member after receiving feedback from other team members.

… Underlying this approach is the principle that team members are accountable for giving feedback directly to those with whom they are interdependent. Apart from team members doing their own work, this is the most basic form of team accountability. Leaders are continually exhorting their employees to work as a team and to be accountable to the team. But, if you always provide the feedback, you take away the opportunity for your direct reports to develop this essential skill, and you undermine the accountability required to function as a team.

If you’re thinking that it makes sense to give feedback on team issues in a team setting, but you’re concerned that your team doesn’t have the skills to do this, you’re not alone. Many leaders share this concern. You can begin changing this by talking with your team about how you expect team members to be accountable to each other — not just to you or the larger organization. If you share your expectations for your direct reports, agree on how you’ll work together, and give your team the skills to meet the agreed-upon expectation, you’ll find that problems get addressed sooner, fewer issues land on your own desk, and your team becomes a more productive, cohesive unit.

Read more at … https://hbr.org/2015/08/when-to-give-feedback-in-a-group-and-when-to-do-it-one-on-one