The First Slice of Bread: Start with Praise So People Are More Receptive to Your Feedback.
Next, deliver the unpleasant message (the criticism)
The Second Slice of Bread: End by Reminding Them How Much You Value Their Strengths, So the Feedback Is About the Work, Not the Person.
This method works for junior staff, but its drawbacks are obvious. The feedback often feels too formal and, if overused, insincere. Mid-level and senior managers will spot the technique immediately, and it often backfires.
Good feedback has to go beyond the feedback sandwich. It usually has these key elements:
- It's genuine and credible
- It comes from the right place: the goal is to help people do better, not worse.
- It's about the work, not the person
- Never humiliate someone in front of their coworkers
- Tailor feedback to each person and their personality
- Be direct, but not harsh. Watering down the critical part of feedback may be worse than giving no feedback at all.
- Feedback should open a conversation, not end it. Be open-minded and encourage people to challenge you.
- Give feedback often. Have a view on everything, whether you like it or not, and let people know what you think.