What is the feedback sandwich method?

The feedback sandwich method is a way for managers to give negative feedback to their employees without causing issues. The method is done by sandwiching the negative feedback with positive assessments.

The feedback sandwich may take the following form:

• Start off by praising something the employee has done well. For example, if their sales have been good, you may mention this at the beginning of the conversation.
• You may then talk about something that was lacking in their performance. For example, if their sales reports are being handed in late, this is when you may mention this issue.
• At the end of the conversation, you may praise them again for a job well done. Again, you may mention their stellar sales if this was something they have done well.

By following the above steps, managers are able to use the feedback sandwich method to deliver negative reviews without making employees upset. 

Related: Progressive Discipline: Verbal and Written Warnings

Pros and cons of the feedback sandwich method

As with everything in life, the feedback sandwich method has both positives and negatives.

Here are some of the pros:

• It can ease the sting of hearing bad news making the employee more receptive to criticism.
• The method encourages specificity in the feedback as you have to find specific things that are both positive and negative about the employee’s performance.
• It can help you learn how to be critical, which is not always an easy skill to acquire.
• The meeting will end on a positive note which is always a good way to finish a meeting.

All in all, the feedback sandwich can be a very positive experience for both the manager and employee when done in the correct manner. Keep reading for tips on how to apply the feedback sandwich method in your company.

All of that being said, there are a few pitfalls of the sandwich method that you should be aware of. The following are the cons of the feedback sandwich:

• By having positives and negatives all in one conversation, some employees might get confused about what the actual message was or what it is they have to work on.
• The method can give employees the wrong impression about the criticism, and they might not take it seriously.
• Employees can start to distrust positive feedback, thinking that it is simply being said as a lead for negative criticism.

These cons of the feedback sandwich method are important to know but can be avoided if applied in the correct manner. 

Related: Conflict Management Styles: A Guide for Managers

Seven tips for the feedback sandwich method

Here are seven helpful tips on how to perform the feedback sandwich method.

1.     Be specific about feedback

When giving feedback to employees, try to be as specific as possible. This is the same for either positive or negative assessments in the feedback sandwich. The reason this is so important is that it will allow the employee to know exactly what they need to improve. By being specific in your feedback, you will avoid confusion and will hopefully be able to see improvements quickly.

2.     Get straight to the point

When applying the feedback sandwich method, try to get straight to the point. Taking too much time talking about other issues will confuse the employee when it comes to them acting on what you want to change. If you start to wander off-topic, the employee might not even realize that you are giving them critical feedback and the improvements you need may not happen.

3.     Give advice on how to improve

Without giving advice on how to improve their performance an employee could leave the conversation not knowing what they need to do in order to do better next time. For example, if you were to tell an employee that they need to improve their sales without any advice on how to do so, they may not be able to achieve that goal. Instead, give them a bit of advice on how to achieve what you want them to so that you are sure to get the results you are looking for.

4.     Be brief

When giving a feedback sandwich to an employee, try not to talk too much. When people talk a lot, the main point of what they are saying can easily be lost on the listener. An employee might have a hard time following the point of the feedback and could leave the meeting not knowing what the feedback was actually telling them. You want the message within the feedback sandwich to be obvious so that the employee knows exactly what went wrong and how to improve for next time.

5.     Be objective

When having a meeting with an employee about their performance, it is a good idea to keep “I” statements to a minimum. Statements such as, “I feel as though you could improve your sales” make the feedback seem less important. The employee might think that it is just your opinion rather than something they have to act on.

Instead, saying something like, “You need to improve your sales numbers” is more direct. The employee will not be able to misinterpret what you are actually trying to get them to do and the message is clear.

6.     Focus on the individual

This piece of advice goes along with the above and is about being objective. Sometimes when giving feedback to employees, managers can skirt the issue by bringing others into the feedback. For example, if you were to say “Your coworkers think that you are not selling enough product” then you could be causing a problem. This type of statement could easily cause conflict in the office and is not explaining to the employee what they need to improve.

Also, by bringing up the coworkers, the employee might think this is not something that you as their manager believe and they may decide not to act on the issue. Make sure that it is clear when giving feedback that the issue is something the employee must improve and be as direct as possible when talking to them.

7.     Give feedback at an appropriate time

Try to give feedback as soon as you notice an issue with an employee. If an employee is working on a project, but you can see that they are going in the wrong direction, give them this feedback right away. Waiting until the project is finished will mean delays in projects getting done and the employee will essentially have to do twice the work.

This is also important in behaviour issues like tardiness. If an employee is allowed to be late for work for a while before you say anything, then they may not understand that this is an actual issue. By giving feedback to employees as soon as you spot an issue, you will get better performance from your employees and there will be less confusion about what the expectations are.

The above seven tips on how to perform the feedback sandwich method may help make your employee assessments easier for you and your employees. You may have an easier time making sure people are performing at their optimal level while your employees will have clear objectives on how to make improvements.

By using the feedback sandwich method you may be able to give criticism without causing undue stress on your employees and you may get the improvements you need.

Related: Improve Company Culture Through 360º Feedback Training