Rethinking Feedback: Why the "Feedback Sandwich" Falls Flat
Feedback is like a compass, guiding us toward growth and improvement in our professional lives. However, not all feedback is created equal. Imagine this scenario: you're in a meeting, and your boss starts off by praising your skills, then slips in a critique, only to end with more praise. This technique, known as the "feedback sandwich" or "crap sandwich," is as unappetizing as it sounds.
Let's break down why this approach isn't as effective as it seems:
1. Perceived Manipulation: Employees value authenticity in feedback. The feedback sandwich, however, can feel like a manipulative tactic. When criticism is sandwiched between compliments, it can come across as insincere, leading to feelings of distrust.
2. Brain's Response to Threats: Our brains are wired to detect threats. When faced with negative feedback, even if sandwiched between positives, our brains may perceive it as a threat and overlook the positive aspects entirely. This means the constructive feedback might not hit home as intended.
3. Missed Constructive Feedback: By focusing too much on the positive, the constructive criticism in the middle often gets overlooked. This "halo effect" can diminish the impact of the feedback and prevent individuals from fully addressing areas for improvement.
4. Positive-to-Negative Ratio: Effective feedback requires a balance. Research suggests a ratio of 5 to 1, meaning for every piece of negative feedback, there should be five positive ones. The feedback sandwich, however, doesn't adhere to this ratio.
So, what's a better approach? Consider these steps:
1. Set the Stage: Ask if it's okay to give feedback to prepare the recipient's mind.
2. Be Specific: Use data and examples to provide clear, actionable feedback.
3. Share the Impact: Explain how the behavior or action impacted you or the team.
4. Engage in Dialogue: End with a question to encourage a two-way conversation and understanding.
Below is an example of using this approach. Instead of a sandwich, it could look like this:
"Joan, do you have a moment to talk about the last project management meeting? When you were reviewing some past-due tasks, I noticed you cut people short when they were explaining their barriers. My observation was the entire group got quiet after one person was cut short. As a result, the team interaction came to a halt. Was that your intention?"
By adopting a more direct and thoughtful approach to feedback, you can create a culture of openness, trust, and continuous improvement in your organization.
For more information on how to give effective feedback, please view this video.
Rebecca Johnson
Certified Executive Coach
Organization Development Consultant
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