> At PostHog, our approach is to have feedback dinners with the entire team. It gives everyone a chance to share feedback with each other in front of the rest of the team.<p>Yeah, this can’t generally be sound advice. Feedback that can be interpreted as critical is best delivered in private. There may be the rare constellation of individuals who take it very well in a team setting, but that is not a norm. If you have intense amounts of history, trust, emotional intelligence, and communication skills and extremely low ego and office politics this might work — more likely the guy who pushes for this and thinks this works thinks of themselves as emotionally intelligent but actually aren’t and is extremely oblivious to how much damage they are causing to morale and team dynamics.<p>I have heard of similar approaches being used at e.g. Nvidia and elsewhere for top leadership to allow everyone to learn from each others mistakes but there are cultural requirements here, as well as factors including the degree of personal stakes in successful outcomes at the group level, and the nature of the hierarchy and selection/exclusion process for members.<p>What you often do want to encourage (typically through example) is people choosing to celebrate the sharing of individual learnings from failure in group settings. The ability to be vulnerable and take accountability for mistakes while sharing those mistakes in a way others can learn from them can be highly valuable and build trust.