What is the Feedback Sandwich?

The concept of the feedback sandwich is an assessment technique in a professional setting designed to deliver constructive criticism aiming to promote the growth of a team member in a safe environment. The essence of a sandwich technique is to leave out the personality of the individual who is on the receiving end and improve their weaknesses.

A unique characteristic of this technique is its structure. It structures feedback by first offering positive input, then addressing areas for improvement and growth, and concluding with additional positive remarks. In other words, this technique consists of three layers.

The intention behind this approach is to ease the impact of the negative critique, making the recipient more receptive to the constructive points and open to changes.

Overview

In this blog post, we will dive into how and why the feedback sandwich method is effective, examining its benefits and potential drawbacks. I will present you with real-world examples and illustrate to you the structure it follows in a professional setting and especially in a workplace environment. In addition, we will explore the underlying principles that make it a favored strategy in communication and management.

Why is Feedback in Professional Settings important?

Providing feedback is essential in every professional setting. It helps individuals, coworkers, and team members understand their strengths and areas for improvement. It also fosters an environment for personal and professional growth and drives overall team performance. The feedback sandwich leverages psychological principles and is one of many methods designed to deliver feedback in a balanced and unbiased way.

The Feedback Sandwich

Elements of the Feedback Sandwich

Imagine a real sandwich and its layers. Proportionally the feedback method is the same. If you leave out the sauce it contains three main components. They are:

1. Positive Feedback: You always start with genuine praise about something that your team member has done well. Even if it is something small, by starting with a positive comment, the recipient will feel appreciated and respected, thus becoming more open and receptive to what is about to come.
2. Constructive Criticism: Mention what is not good and talk about it. Explain why, but always keep in mind that you are addressing the undesired behavior and not the personality or the person you have in front of you. While providing constructive feedback focus on areas the recipient needs to improve. If needed assist him/her with where to get the support they need.
3. Positive Feedback: In this last layer, you need to finish exactly as you started. On a positive note. Conclude with additional positive remarks, reaffirming the individual’s strengths and his/her importance. Do not exaggerate.

Psychological Principles of the Feedback Sandwich

The feedback sandwich, as you can tell so far, is a method of delivering useful feedback by starting and ending with positive comments while placing the area of improvement in the middle. This technique is based on some psychological reasons and principles.

One of the main reasons why this technique is so effective lies in the way it structures the information to be delivered, leveraging cognitive biases like the ”Primacy and Recency Effects”.

These biases mean that our brain is made in such a way, that we tend to remember the first and last (pieces of) information we hear than the information provided in the middle, no matter how much the information in the middle might be significant. Making the whole experience more positive than it would otherwise have been.

By beginning and concluding with feedback that triggers in us positive feelings, like feelings of appreciation and respect, for instance, the feedback sandwich makes the recipient more open and receptive to constructive criticism. Leaving him/her with a positive taste in the mouth, although areas of improvement were pointed out.

Many psychological theories are used in many fields of science and business. This is the same with the feedback sandwich. One psychological theory that is behind feedback ”sandwich” is the theory known as ”Reinforcement Theory”.

The principles of positive reinforcement theory support that when the recipient is presented with a piece of positive information at the beginning and end of the feedback session, then it can help him/her to reduce their defensiveness and anxiety, creating a more open and conducive environment for change.

Studies have also shown that individuals are more likely to accept and act on feedback when they feel appreciated and recognized for their strengths or for who they are.

Benefits of the Feedback Sandwich

Every method or technique, and especially the ones that are based on psychological theories, comes always with some good benefits. One universal characteristic of humans is sensitivity to criticism. Even though lots of the times it might be well meant if not well executed, it will cause more harm than benefit. This is why the feedback sandwich method is so powerful. In this part, I will present you with the most powerful.

1. Makes the recipient more open to Constructive Criticism

When you show your team members that you genuinely appreciate them and accept them as they are, this creates a safe space, but also it is proof that you as an authoritative figure accept them. The last one is so important for the self-integrity of the individual who is at the receiving end, especially for those who still struggle with self-confidence issues.

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This psychological frame is exactly what the sandwich feedback creates. By beginning and ending on a positive note, it softens the impact of constructive criticism. As well as making them feel less defensive and more likely to accept and act upon your recommended suggestions. While sandwich feedback is sometimes accompanied by negative reactions, it helps you in your leading role to mitigate the negative impact it could have on the rest of the team.

The sense of appreciation is another advantage of this method. Not only because it fosters a growth mindset, but also encourages your team member to view constructive criticism as an opportunity for their improvement rather than a personal attack against their integrity.

2. Keeps Morale and Motivation up

Motivation makes people achieve what is considered not achievable. This is exactly what the sandwich method offers when executed in regular sequences and with positive remarks in two layers. It boosts morale, motivation, and recipient’s overall satisfaction.

When constructive criticism is delivered within this context, it’s more likely to be perceived as supportive rather than punitive. This will help the team member maintain their personal growth, keep them willing to improve, and create a positive work environment for the whole team subsequently.

3. Provides Positive Experience

While the nature of this method delivers information in the most painless way, among two positive layers, it makes a recipient open for future evaluation and feedback. This way, trust in you as a manager grows, and over time, the individual in question will be more likely willing to get out of their way just to get your expectations satisfied.

As you can conclude, the feedback sessions are not solely focused on negatives. This smart balance of three layers helps recipients recognize their strengths while understanding areas for their improvement, promoting a well-rounded view of their performance.

4. Enhances Communication

This method has another advantage. It encourages open and balanced communication. In this dialogue, the team member is encouraged to express their feelings as well as ask questions, while at the same time becoming aware of the specific areas needing to improve.

Sandwich Method Feedback Examples

A question you might have now is how this theory practically looks in real life and in professional settings. This is what I will illustrate to you now. So let’s get in:

1. Acknowledge Effort and Offer Improvement

One study found that when an employee’s efforts are not acknowledged, motivation and willingness for improvement drops significantly. Acknowledging your team member’s work is crucial, particularly when they go above and beyond to meet your expectations.

One example of it: “Simon, I was really impressed with the extra hours you put in to finish the department project on time. Additionally, it was good that you worked with Tom, who has been here longer. Furthermore, I saw that the outcomes fell short of my expectations. It could be beneficial to ask for assistance from me or from someone with better knowledge on the subject, next time. Overall, I much appreciate your dedication to providing excellent service and I am confident that you can implement this change.”

2. Caress with The Whip

Let me explain this contradictive title. This implies that after you provide a positive note to the recipient, now is the time to state the area of improvement. Also, do not forget to implement the positive note exit.

One example of it: “Athina hiring you was a wise decision since you have performed exceptional data analysis skills and a client could see that you are among the best in our department. Nevertheless, the data that was provided contained a few errors though. Ask for assistance if you feel that this assignment was overwhelming for you the next time. Anyway, keep up the fantastic job with your captivating skills!”

3. Point out the Good Performance Within a Group

Giving feedback in a group setting may boost its impact, especially when it has to do with team projects. To lessen the effect of the middle layer, you might address areas for improvement when the other team members have left the room. Here’s an illustration. The reason this works is because it is based on ‘‘Group Pressure” principles.

One example of it: “Samantha, you successfully managed not only the project and the team but also the installation of the new software. Your and the team’s effort got the entire system operating, despite the big size of the project. However, one thing I noticed is that following the project’s delivery, there was not a follow-up team meeting. You could consider doing one the next time, to make sure everyone is on the same page. Once more, excellent work.”

4. Provide your Feedback Sandwich in a Written Form

The reason behind this is that auditory stimuli stimulate only one cognitive function in the auditory cortex and is shorter retained in the short memory. But words, and especially short visual presentations, tend to be longer retained in the short memory due to two different cognitively involved processes that take place in the cortex.

Think about it in this way for a second. Which way impacts you more: Somebody randomly wishing you a Merry Christmas (no effort in it) or getting an actual Merry Christmas card? When you realize that they have put an effort into writing that card and sending it to you, you come to appreciate more of what you held of that person and their words in that card.

This cognitive realization, cognitive analysis of what took place behind the postal card, and emotional chain of reaction it causes in you, results in a longer and deeper impact on you over verbal feedback.

Allow me to illustrate how you can demonstrate it:

What are the Limitations of the Feedback Sandwich?

The feedback sandwich method has its limits, just like any other feedback method. There will always be some disadvantages to any approach or methodology, regardless of how many advantages it may have to offer. However, what are they?

1. Mixed Messages and Feelings

The recipient might not be able to comprehend that the main point of the message is constructive criticism, leaving him with confused thoughts and mixed feelings. They might also even discard the medium layer information and just keep the first and the third layer of positive notes. However, it might also go the other way around. They might solely focus on constructive criticism, forgetting about the positive aspect of the feedback sandwich method offers.

2. Danger of Limiting Feedback Information

If the individual only focuses on the positive part of feedback sandwich massaging—which generally happens to people who like to see the world through rose-colored glasses—they will undoubtedly diminish the value of constructive criticism. The idea that they need to develop themselves in certain areas won’t get through to them.

3. It is Not What You Do is How You Do It!

I am sure you have heard this one before. A feedback sandwich’s drawback is that its effectiveness largely depends on how it is executed. Disaster strikes if the constructive criticism you offer is too ambiguous and the positive feedback you give is not grounded in your genuine gratitude for the progress your team member has achieved thus far.

Your positive feedback will be perceived as insincere and superficial, and the entire strategy may backfire, resulting in mistrust or disengagement, which ultimately will create more issues than if it hadn’t been delivered in the first place.

What are the Alternatives to the Feedback Sandwich?

Feedback sandwich hasn’t been the only technique to provide constructive feedback in a professional environment. Far before this popular method, other approaches were used to serve the same purpose. Down below follow some of the most well-known, although one might find them under a different name.

1. 360-Degree Feedback

360-degree feedback is a comprehensive approach that evaluates an individual’s performance inside an organization while fostering their professional development.

For this approach to work, you as the manager must compile data from multiple sources regarding a certain team member’s performance. These multiple sources belong to multiple levels within the organization. They can be peers, subordinates, supervisors, and occasionally even consumers or customers. Stated differently, all the colleagues that the team member or employee interacts with.

If on the other hand, you would like to know more in-depth about ”The Art of: 6 Steps of Effective Feedback” and how to implement the steps correctly, click here.

2. Direct Feedback

Simply and straightforwardly highlighting areas for professional development without any layering is referred to as ”direct constructive feedback. This method, although it has been around for some time now, has the downside, that the recipient may see it as a personal attack. However, precise and empathetic delivery of meaning can be powerful.

3. Future Feedback

As the name implies, this approach is focused on the future. Constructive criticism focuses more on recommendations for the future and what the individual can start implementing from now on to accomplish desired results in the future. Past mistakes are omitted. This method is less daunting and more inspiring.

4. Continuous Check-ins and Feedback

Frequent check-ins and continual constructive feedback are what this method stands for. Frequent assessments are integrated into regular workflow. Instead of being perceived as an unusual tactic or incident, this strategy lowers fear and increases acceptance. This approach also has some weaknesses. One of them is that this approach becomes less significant when all of these check-ins and ongoing feedback occur. Thus, the quality of feedback might loosen.

The Art of Feedback Sandwich Implementation

1. Individual Adjustment

There isn’t a universally applicable way with this method. Since each person is unique, they will all respond differently to constructive criticism. Either they will just hear what they want to hear, or they will exclude information that they deem unnecessary. When giving feedback, you need to take into account the recipient’s perspective, cognitive ability, and personality.

2. Be Precise, Specific, and Elegant

The first essential component of a successful feedback sandwich is how you deliver it. Being ambiguous not only causes the recipient to get confused, but it also damages your credibility in their eyes. It’s important to communicate to your team member exactly what they performed well and where they need to grow.

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You can accomplish this by offering them suggestions, illustrations, or doable strategies. Remember to convey your point with grace. Making the most of constructive criticism is your aim; you shouldn’t be controlling or going after the recipient’s identity.

3. Cultivate an Open and Save Communication

Delivering your critical feedback in a trustworthy, safe investment with open communication is the second crucial element. If the recipient feels unsafe, they will not be receptive out of regard. With open communication in place, they are welcome to express their thoughts and feelings, feeling considered, important, and respected.

Conclusion

Essentially, the feedback sandwich is a well-rounded method of providing feedback by utilizing psychological principles. By understanding the underlying cognitive biases and psychological principles, you in a leading position can more effectively use this method to communicate constructive criticism to your team members and foster their growth, while maintaining a positive and supportive environment and communication.

Ultimately, it is crucial to apply this technique thoughtfully and genuinely to avoid potential pitfalls and maximize its benefits. The feedback sandwich method’s efficacy is contingent upon the mode of delivery. While it offers several benefits, including easing the acceptance of criticism and preserving morale, it also has potential downsides, such as mixed messages and diluted feedback.

Your Takeaway

The feedback sandwich method is an effective technique for giving team members constructive criticism. However, it is not a universally applicable approach. Being precise, understanding, and open to listening is essential when offering feedback, regardless of what method you go for. By creating a supportive environment and adjusting your delivery to suit individual needs and capacities, you will provide feedback that encourages development and progress, which not only benefits your team member, but also the whole team eventually.