Feedback: The Sandwich Nobody Wants to Eat Wrong ??

Let’s talk about feedback. Ah, the word alone might conjure a mix of emotions—nervousness, excitement, dread, or perhaps empowerment. It’s one of those terms in the workplace that can feel heavy with expectation and often fraught with missteps. You’ve probably heard of the so-called “feedback sandwich,” a classic method of delivering feedback that sounds simple enough: start with a compliment, present the critique, and wrap it up with another positive note. Voila! You’ve made a feedback sandwich. But what happens when this culinary metaphor goes awry? Spoiler alert: it can end up being a sandwich that nobody wants to eat.

Understanding the Feedback Sandwich

Let’s dig into the formula of the feedback sandwich. At first glance, it sounds like a straightforward recipe—a layer of positivity, a slice of constructive criticism, and a dash of encouragement. But just like any good sandwich, the ingredients matter. It’s not about slapping together whatever you find in the fridge. If the bread is stale or the filling is meager, it’s not going to be appetizing. Likewise, a feedback sandwich that is too fluffy and lacking concrete substance won’t satiate the growth appetite of the recipient.

The Problem with Generic Compliments

“Great teamwork” might sound encouraging, but it’s about as useful as plain bread. What does that even mean? It leaves the recipient confused, wondering what specifically they did well. Imagine if that same compliment morphed into something more specific: “Your coordination on the X project made all the difference in our ability to hit deadlines and maintain high quality in our deliverables.” Can you feel the difference? Suddenly, not only do they know they did something right, but they can also replicate that success in the future.

Specificity in feedback is crucial. It transforms a vague compliment into a tangible acknowledgment of hard work.

Focus on Behavior, Not Personality

Next on the menu is what you critique. When preparing feedback, it’s vital to steer clear of personal attacks or insinuations about a person's character. The goal should never be to make someone feel like they are failing as a person—because that’s not true. Instead, focus on behavior. For instance, instead of saying, “You’re disorganized,” try “I noticed that some of the documents for the presentation were missing, and it affected the flow.” This way, you’re highlighting a specific action that can be changed, rather than making a broad judgment about their innate characteristics. This shift makes a world of difference in how the feedback is received. It invites improvement rather than defensiveness.

The Clarity of Actionable Steps

What comes next in our feedback sandwich is equally important: the closure. Often, feedback ends with vague phrases like, “Keep up the good work!” while everyone is left wondering what “good work” really looks like. If you want to be effective, whatever feedback you give should be followed by clear, actionable steps that the person can take.

For instance, instead of saying, “I’d like to see you do better next time,” you could offer, “Try drafting an agenda before the next meeting so that we can stay on track.” This specific guidance not only shows that you’re invested in their growth but also provides a clear path forward. It’s a guiding light that empowers them to take ownership of improvement, rather than leaving them in the dark, floundering around without direction.

The Lesson: Honesty and Tact Make for the Best Ingredients

At the end of the day, feedback isn’t about fluff; it’s about fueling growth with honesty and tact. Your mission should always be to foster an environment where feedback is viewed as a gift rather than a burden. When done correctly, your feedback sandwich won’t be something your colleagues dread to bite into. Instead, it’ll be a fulfilling meal they look forward to, rich with insights and opportunities for growth.

So, the next time you find yourself worried about delivering feedback, remember that it’s an essential part of development. With a pinch of specificity, a sprinkle of behavior-focused insights, and a good dose of actionable suggestions, you’ll create a feedback sandwich that everyone wants to eat—one that sustains and nurtures everyone’s growth journey.

Let’s ditch the stale sandwiches and whip up something hearty, satisfying, and genuinely beneficial! Who’s ready to take a big bite? ???

Stay tuned for next edition of Eye See Growth as we explore the role of HR practices for the next generation of the workforce!

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