Sandwich feedback, also known as the “feedback sandwich” or “praise-criticism-praise” method, is a popular communication technique used to deliver constructive criticism or negative feedback in a less confrontational and more palatable way.
The idea is to “sandwich” the negative feedback between two layers of positive feedback or praise.
The typical structure is:
- Positive Comment/Praise (The Top Slice): Start by acknowledging something positive the person has done well, or express appreciation for their efforts or a specific strength. This sets a positive tone and makes the recipient more receptive.
- Constructive Criticism/Negative Feedback (The Filling): Deliver the actual feedback regarding areas for improvement. This should be specific, actionable, and focused on behavior or outcomes, not personal traits.
- Another Positive Comment/Encouragement (The Bottom Slice): End with another positive comment, an expression of confidence, encouragement, or a reminder of their strengths. This helps to leave the person feeling motivated rather than demoralized.
How to Effectively Give Sandwich Feedback?
If you choose to use the sandwich feedback method, here’s how to do it effectively:
- Be Genuine with Your Praise: The positive comments must be sincere and specific. If the praise feels forced or generic, the entire method loses its credibility.
- Instead of: “You’re doing great.”
- Try: “I really appreciate how you took the initiative on the Q2 report and got it in ahead of schedule.”
- Focus on Behavior, Not Personality: When delivering the constructive feedback, describe the specific action or behavior that needs to change, not the person’s character.
- Instead of: “You’re so disorganized.”
- Try: “I’ve noticed that some of your project files are not consistently saved in the shared drive, which makes it difficult for others to find them quickly.”
- Be Specific and Provide Examples: Vague feedback is unhelpful. Use concrete examples to illustrate your points for both praise and criticism.
- Instead of: “Your presentations aren’t good.”
- Try: “During your last presentation, I noticed that the slides had a lot of text, which made them difficult to read from the back of the room.”
- Keep it Concise: Don’t overload the sandwich with too many points. Focus on one or two key areas for improvement.
- Offer Solutions or Support: Where possible, suggest ways to improve or offer your support. This shows you’re invested in their growth.
- Instead of: “You need to improve your time management.”
- Try: “To help with time management, perhaps we could look into some online tools or I could share some strategies that have worked for me.”
- Maintain a Positive and Supportive Tone: Your non-verbal cues (body language, facial expressions) should align with the supportive nature of the feedback.
- Ensure a Two-Way Conversation: While delivering the feedback, allow the recipient to respond, ask questions, or provide their perspective.
- Follow Up: Check in later to see if there have been improvements or if they need further support.
Examples of Sandwich Feedback
Example 1: Project Management
- Praise: “Sarah, I really commend your dedication to getting the client proposal out on time. Your commitment to meeting deadlines, even under pressure, is genuinely appreciated.”
- Criticism: “However, I’ve noticed that some of the documentation for the project milestones hasn’t been as detailed as it could be, which has led to a few misunderstandings within the team. For instance, the last stakeholder update lacked specific dates for the next phase.”
- Praise/Encouragement: “Overall, you’re doing an excellent job leading this project. If we can refine the documentation process, it will significantly improve team clarity and efficiency. I have full confidence you can nail this.”
Example 2: Public Speaking
- Praise: “Mark, your presentation yesterday had some really strong points, especially your opening hook which immediately grabbed everyone’s attention. Your research was clearly thorough.”
- Criticism: “One area for improvement I noted was that you tended to rush through some of the slides, particularly the data heavy ones, which made it a bit challenging for the audience to fully absorb the information. Also, maintaining eye contact with more members of the audience could enhance engagement.”
- Praise/Encouragement: “You have a natural presence when you speak, and with a slight adjustment to your pacing and eye contact, your next presentation will be even more impactful. Keep up the great work on your content preparation!”
Criticisms and Alternatives to Sandwich Feedback
While popular, sandwich feedback is not without its critics. Common criticisms of the sandwich feedback method include:
- It can feel insincere or manipulative: If the positive comments aren’t genuine or are just seen as a “buffer,” recipients can quickly catch on and feel like they’re being played.
- The “filling” gets lost: People might only hear the praise and miss the critical message, or they might discount the praise because they know criticism is coming.
- It can dilute the message: The core message about improvement might not be taken seriously because it’s wrapped in too much niceness.
- It can be time-consuming: For frequent feedback, it might not always be the most efficient method.
- It can foster a fear of praise: If every positive comment is followed by criticism, people might start to dread hearing praise.
Alternatives to Sandwich Feedback
Given the criticisms, many communication experts advocate for more direct and honest approaches, while still maintaining empathy.
- Direct and Specific Feedback:
- Structure: State the area for improvement directly, provide specific examples, explain the impact, and discuss solutions.
- Example: “Sarah, I noticed that the documentation for the project milestones hasn’t been as detailed as it needs to be, which has led to some misunderstandings within the team. For instance, the last stakeholder update lacked specific dates for the next phase. This impacts team clarity. How can we ensure we’re consistently adding all necessary details?”
- Start with Impact/Consequence:
- Structure: Begin by explaining the impact of the behavior, then the behavior itself, and then discuss solutions.
- Example: “Mark, the audience seemed to struggle to absorb some of the data in your last presentation because you rushed through those slides and didn’t make consistent eye contact. This made it difficult for them to fully engage. What are your thoughts on pacing yourself more and scanning the room during your next presentation?”
- “Praise in Public, Criticize in Private”:
- Concept: Publicly acknowledge achievements and positive contributions, and address areas for improvement privately in a one-on-one setting. This preserves the individual’s dignity.
- Feedforward:
- Concept: Focus entirely on future actions and improvements rather than dwelling on past mistakes. It’s forward-looking and constructive.
- Example: “Mark, for your next presentation, I’d like you to focus on slowing down when you present data and making sure you maintain eye contact across the entire audience. What strategies could you use to achieve this?”
- DESC Method (Describe, Express, Specify, Consequence):
- Describe: Describe the specific behavior without judgment.
- Express: Express your feelings or concerns about the behavior.
- Specify: Specify what you would like to see happen.
- Consequence: State the positive consequences of the desired change (or negative consequences of not changing).
- Regular, Ongoing Feedback:
- Concept: Instead of saving up feedback for formal sessions, provide it frequently and in real-time. This makes it less of a “big deal” and more integrated into daily work.
Sandwich feedback can be a useful tool, particularly for those who are highly sensitive to criticism or for managers who are new to giving feedback.
However, it’s crucial to use it genuinely and to be aware of its potential pitfalls.
For more mature relationships and environments, or when directness is valued, alternatives that are more specific, actionable, and less veiled may be more effective in fostering true growth and continuous improvement.
The best approach often depends on the individual, the context, and the organizational culture.
