When something goes wrong in tech - a website crashes, a system fails, a project deadline whooshes past - it’s natural to want to understand what happened and why. However tempting it may be to find someone to hold accountable, that instinct undermines one of the most powerful tools in a tech team’s arsenal: the postmortem.

What is a Postmortem?

A postmortem (literally, “after death”) in the tech world is a detailed review of an incident or failure. The goal is to understand how things went wrong, identify the root causes, and develop action items to prevent similar incidents in the future. Postmortems should be collaborative, data-driven, and focused on solutions.

The Poison of Blame

The desire to blame someone when something goes wrong is understandable. We want to hold people accountable and ensure the same mistakes don’t happen again. However, assigning blame in a postmortem is counterproductive for several reasons:

  • Creates Fear: When people fear being blamed or punished, they’re less likely to offer up their full knowledge and insights. This may hinder the process of finding the true root causes.
  • Stifles Innovation: If team members fear repercussions, they’ll play it safe and avoid the kind of risk-taking necessary for innovation.
  • Breeds Resentment: A culture of blame leads to a toxic work environment. People may start to protect themselves against criticism rather than work together towards improvement.

What a Postmortem Should Do

A productive postmortem should focus on these goals:

  • Understanding: Gather all the relevant data and information to fully understand the sequence of events that led to the incident. Use techniques like the “Five Whys” to drill down into root causes.
  • Learning: Turn the information into actionable insights about where systems, processes, or communication could be improved.
  • Sharing: Communicate the findings of the postmortem clearly to the wider team or organization. This openness creates shared knowledge and helps prevent others from making the same mistakes.
  • Preventing Recurrence: Develop concrete recommendations on how to avoid similar problems in the future. These could include technical changes, process improvements, or training.

What NOT to Do in a Postmortem

If you plan to avoid blame in a postmortem, there are some key pitfalls to avoid:

  • Finger-Pointing: Naming and shaming individuals achieves nothing positive. The focus should be on systems and processes, not people.
  • Dwelling on Negativity: While you need to honestly examine what went wrong, don’t stay stuck in a blame spiral. It’s essential to maintain a forward-looking focus on solutions.
  • Playing Politics: A postmortem isn’t about protecting egos or scoring points; it’s about improving systems and workflows.

Embracing a Blameless Culture

Creating a truly blameless postmortem culture takes time and conscious effort. Leaders must set the example by demonstrating vulnerability and openness to feedback. Teams need to develop trust and a sense of psychological safety to share information honestly.

When everyone understands that postmortems are about learning and growth rather than punishment, they become a powerful tool for continuous improvement. In a blameless environment, innovation can flourish, and teams become resilient in the face of challenges.


Remember: The goal of a postmortem is progress, not punishment.