Workplace feedback part 2 — the sandwich method
Within our mediation practice, we see every day how poor communication can lead to cooperation problems. The way in which feedback is given and received often plays a major role in this.
A classic feedback method that is used in practice by many people - consciously or unconsciously - is the “sandwich method”. Negative (or: constructive) feedback (the “siege”) is packaged between two positive compliments or messages (the “sandwiches”). The aim of this method is to mitigate negative feedback.
Linking negative feedback to positive feedback, however, can lead to ambiguity and doubts on the part of the recipient: “What is the purpose of the feedback giver? Isn't it the feedback giver used to do the negative feedback? Are the compliments genuine? '
Below, we provide a number of tips for effectively combining positive and negative feedback:
- It's important to be specific — don't just substantiate the negative feedback with examples, but also compliment it; don't get stuck in generalities.
- Only give a compliment if you really mean it. The recipient senses it when the giver is not being sincere. If there are no positives, stick to constructive, honest feedback.
- Give more positive feedback without linking it to negative feedback. If positive feedback is always combined with negative feedback, the recipient will attach less value to the positive feedback (and, by the way, to the negative feedback). In the eyes of the recipient, the compliment is only given as a packaging for the negative feedback.
- End on a positive note, focused on the future. What else can the recipient do? How can the feedback provider support him at home? This has the most effect if the recipient actively thinks about this themselves.