Typically, a sandwich can be a nice way to take a break, but it’s not the best approach when it comes to performance management.
So, what are we discussing?
We’re referring to the commonly used feedback method which involves placing a slice of praise at the beginning and the end, with the constructive feedback in the middle. It’s a method that is popular not only in professional settings but also in family interactions, as parents and teachers use it. Many of us probably follow the same pattern. Why? Because it’s easy to deliver and tends to be well-received. However, if we take a closer look at this technique, we find that our feedback doesn’t quite have the flavor we expect.
Why isn’t it the best approach?
The first issue is that while individuals anticipate the real feedback , the positive comments can go unnoticed. When someone hears praise during a feedback session, they brace themselves for the downside, making the initial compliment feel less genuine, as if it’s merely a way to cushion the criticism.
The second problem is that even if you are sincere with your positive remarks, you might overshadow the negative points. People often remember what is said at the beginning and end of a conversation, not the details in the middle. When you start and finish with positive feedback, it’s all too easy for the criticism to be forgotten.
So, how can effective feedback be delivered?
Feedback needs to be constructive, and this can be done by including the following:
A) Foster a transparent dialogue rather than a one-sided conversation aimed at shaping perceptions. If something isn’t working, it just isn’t. This doesn’t mean being harsh or disrespectful, but rather collaborating with the recipient to identify what’s working and what isn’t, and agreeing on how to address it.
B) Clarify why you are giving the feedback. It may not be as straightforward as it seems, but beginning with a simple statement like, “I’m sharing these thoughts because…” makes the conversation easier since people are generally more receptive to criticism when they believe it’s meant to be supportive and when they understand the rationale behind it.
C) Leave your ego at the door. Negative feedback can sometimes make individuals feel inferior. By leveling the playing field, you make it feel less intimidating. Remember, “I’m not perfect either—I’m working on improving, too.”
D) Check if the person is open to feedback. It’s not a given that everyone is ready to hear what we have to say. But by employing a polite and supportive approach, it becomes much harder for them to decline. When individuals take ownership of the choice to receive feedback, they tend to be less defensive and more engaged in the conversation.
