It Is Time to Get Over the Sandwich Method of Feedback

A feedback sandwich is almost a cliched method of wrapping the bad filling in the good crust.But that is not the reason for which we need to get over it. Rather, we need to discard a feedback sandwich because it does no good. However, there is every possibility that it distorts your integrity and image as a leader. Being a boss or leader, you must be aware of the Sandwich method of feedback.

When you say something positive just for the sake of it before saying some criticizing statements (negative) about an employee or teammate’s work, and then normalize it again by saying a positive comment, you just made a feedback sandwich.

You must be wondering what is wrong about this method? Well, do you think your team is naive enough to distinguish between a sincere compliment and a fake one?

They are not!

When you do this, even the criticism part is looked at as less sincere. While leading the ProofHub team for all these years, feedback sessions have been a regular thing and my experiences have led to some major understanding of the feedback process. I am going to reflect on my introspections on the damage done by the sandwich method and also discuss the right approach to feedback.

The first thing you have to understand is that you need to take a diplomatic route in the feedback process if your relationship with your employees is not transparent and honest enough. If you have been having honest interactions year long with your team, there is less probability of your criticism being taken negatively.

Secondly, your tone matters. There is a difference between being critical and being disrespectful and sarcastic. You can point out people firmly yet respectfully. Your tone will represent your intentions and your attitude as a leader. It will decide how your team perceives your feedback.

The next important factor is the orientation. Do let your team know your core intentions behind the feedback session. Tell them how it is important for the growth of the organization as well as the individual growth of the employees. 

Over the years, I have seen feedback sessions being a great success if feedback flows in both ways. By that I mean, you don’t only give analysis and judgements of employee performance but also be open to receiving feedback from them as well. 

But if you have been highly unapproachable and authoritative for the entire year, you cannot expect them to hurl their hearts out on the feedback day.

Therefore, it becomes important to develop bonding with your team. It is not binding on you to act according to the feedback given by your employees. Rather, it matters because it helps you build perspective. You understand the concerns, problems and thought processes of your employees which you can refer to for policy-making in the future.  And you never know this might open ways to some great ideas or epiphanies for you to follow. 

Rare are the leaders who understand how the right management of teams give them useful insight into an employee’s year-long contribution, loopholes and potential areas of improvement. We at ProofHub feel super blessed as ProofHub helps in keeping the managers updated as to when deadlines are being missed often and analysis of employee workload and performance.

Get clear visibility on your team performance with ProofHub. Try now.  

I would like to wind up saying that the right intentions always have the right impact. Great leaders rise above superficial ways of dealing with their teams and adopt an honest approach. Therefore, say it out clearly, honestly, transparently and with respect. This way, you will see your team performance, as well as bonding, becoming better.

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Author Bio:

Sandeep Kashyap is the Founder and CEO of ProofHub — a leading project management software. He’s one person always on a lookout for innovative ideas about filling the communication gap between groups, teams, and organisations. You’ll find him saying, “Let’s go!” instead of “Go!” many times a day. That’s what makes him write about leadership in a way people are inspired to dream more, learn more, do more, and become more. For more inspirational articles follow him on Linkedin.