Team feedback vs. individual feedback

I've noticed something on teams I've been part of: when there's misalignment, the best managers start with direct, private feedback to that individual rather than immediately jumping to team feedback or a new process.

Unlike in software, where we want to generalize solutions, with people, we don't always need to solve for the general case when it's really about a specific person.

That said, team feedback and process changes absolutely have their place—when you're seeing a pattern.

The progression that seems to work for me: individual feedback first, then team feedback if it's broader, then process change if it's truly systemic. And making sure each step is fully understood before escalating.