For some, feedback may seem a lot like going to the dentist.  It happens once a year and we dread it or avoid it as long as possible (despite espousing its benefits to others!).  

But then, there's others who embrace feedback, seek it out and seemingly thrive on it.  

The big difference between these two types of attitudes to feedback is in their mindset. Let's look at some prevalent mindsets around feedback that are holding people back from being the best they can be in the workplace (and beyond).

Ask a group of managers for their tips on providing effective feedback, and the ‘sandwich’ method is often put forward as a winning approach. The premise of this technique is that if a person needs to deliver some "negative" feedback to somebody else they should sandwich it between two pieces of positive feedback, to cushion the impact.

I asked several groups of managers why they advocate the use of the feedback sandwich.  The most common responses included:

“Some people won’t be able to handle the negative feedback so it is easier for them if you start and end with the positives”.

“If you are delivering negative feedback you want to finish on a positive note so that the person leaves the conversation feeling motivated”.

The intention behind people’s use of the sandwich feedback method is admirable – maintaining the esteem of team members is important.  Very few people perform at their best when demoralised or anxious.

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AuthorMichael Sleap
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