Constructive feedback helps make for effective leadership, it is essential for fostering growth and development within employees and teams, and one popular technique for delivering such feedback is the "feedback sandwich" method.
Forbes explains the methodology as follows: Imagine a Sandwich: Positive-Negative-Positive. Start the feedback session with positive comments, which reduce anxiety and give the recipient an early “win.” Then, offer comments for improvement. Be very specific. Ending the session on a positive note acts as a call to action - "here is what we need to do going forward".
This approach, therefore, involves presenting constructive feedback between two positive comments, creating a "sandwich" of praise and critique. While the feedback sandwich has its advantages, it also has drawbacks.
The primary advantage of the feedback sandwich is its ability to cushion the blow of criticism. By starting and ending with positive comments, the feedback is framed in a more palatable manner. This can reduce potential feelings of defensiveness on the recipient's part, establishing a more receptive environment to deliver the constructive feedback portion.
This method can help balance the sometimes negative connotations of feedback sessions, helping to ensure that workers do not associate feedback solely with criticism. This balance can foster a more supportive and encouraging work environment. When employees hear positive feedback, they are more likely to feel valued and appreciated.
Starting and ending feedback with positive comments can help build the recipient's confidence. Recognizing employee strengths and achievements can motivate to maintain high-performance levels. This method can be particularly beneficial for new employees or those who may lack confidence, as it reinforces their value to the team.
One of the significant drawbacks of the feedback sandwich is that it can dilute the impact of constructive feedback. When criticism is sandwiched between positive comments, the recipient might overlook feedback on areas that need improvement. This can result in constructive feedback not being considered seriously, undermining the purpose of the feedback.
Employees can often detect when positive comments are used merely to cushion criticism, leading to perceptions of insincerity. If the feedback sandwich is overused or delivered without genuine positive feedback, it can come across as a formulaic or manipulative tactic. This can erode trust and credibility, making employees skeptical of the feedback they receive.
By consistently using the feedback sandwich, managers risk sending a mixed message that mediocrity is acceptable as long as there are some positive aspects to an employee's performance. This method might inadvertently lead employees to believe that their current performance is sufficient and that there is no need for significant improvement. Over time, this can stifle personal and professional growth within individuals and the team.
Given the pros and cons of the feedback sandwich, it is crucial to use this method thoughtfully and strategically. Consider these best practices:
Ensure that the positive comments are genuine and specific. Vague praise can come across as insincere. Instead, highlight specific actions or behaviors that you genuinely appreciate.
While the feedback sandwich involves positive comments, ensure that the constructive feedback is clear, specific, and actionable. Avoid sugar-coating or downplaying the areas for improvement. The goal is to provide balanced feedback that acknowledges strengths while addressing weaknesses directly.
Consider the individual recipient's personality and how they typically respond to feedback. Some employees may respond well to the feedback sandwich, while others might prefer a more direct approach. Tailoring your feedback method to suit the recipient can enhance its effectiveness and ensure that the feedback is well-received.
Should you wish to learn more about the feedback sandwich technique or other tools of constructive feedback to use within your business, contact us here.
