The BEST feedback approach, Beyond the Conventional "SANDWICH method" – PART3 of feedback series

We all have heard and given feedback using this popular “conventional-sandwich mechanism”: a compliment, followed by criticism and ending with another layer of compliment. Isn’t it?

Contents hide

1) Introduction

2) Dissecting the Conventional Sandwich Feedback Mechanism

2.1) Layer 1: A dose of Positivity

2.2) Layer 2: Core meaty Critique

2.3) Layer 3: The identity crisis of the last layer

3) The Problem with the Conventional Sandwich Feedback: Its an Emotional Rollercoaster

3.1) 1. Get lost in layers of emotions

3.2) 2. Sub-optimal diluted message

3.3) 3. Confused recipient on urgency to correct

4) An Alternative Powerful Approach: The Skewed-Sandwich Feedback

But is this conventional, age-old recipe – “praise-critique-praise” feedback sandwich really the golden ticket to constructive feedback? In this article, let’s dissect through the sandwich layers and explore why this seemingly wholesome approach might not be the best recipe for actionable feedback.

Introduction

Feedback is the cornerstone and lifeline of personal and professional growth. It serves as a compass, guiding us toward betterment, growth and progression, no matter if it’s in the workplace, academia, or our personal lives.

In engineering terms, a feedback mechanism is a fundamental concept that plays a crucial role in maintaining and regulating the system’s performance.

It involves the process of continuously monitoring the output of a system and feeding this information back to the input, to enable the system to adjust and produce desired, improvised output.

Similarly, feedback is also required for humans to improve our performance. It is the North Star that steers us towards betterment and growth. It’s the gentle nudge that helps us course-correct when we veer off track and the warm pat on the back that acknowledges our victories.

Understanding the psychology behind effective feedback is crucial for crafting meaningful corrective actions. People crave genuine connection and a sense of improvement. No matter if you’re a seasoned professional or just starting your career, the way feedback is delivered can significantly impact your journey.

There are several feedback mechanisms. You can read about them in the other article – PART2 of feedback series.

However, one approach that has been widely used since many years, and continues to be in use even till date is the “Sandwich Feedback Mechanism.”

Dissecting the Conventional Sandwich Feedback Mechanism

Imagine biting into a sandwich—crispy on the outside, succulent in the middle. Now, apply this analogy to feedback. The ‘filling’ is the constructive criticism that is sandwiched between the ‘bread’ on either side, trying to create a positive space at the start and end of the feedback process.

The idea is to make the feedback experience more conducive and encourage improvement actions, resulting in better growth aligned with the goal.

Layer 1: A dose of Positivity

The first layer of the sandwich is the compliment, often intended to create a positive atmosphere before delivering critical feedback. This is an important layer, as it boosts confidence and morale. Starting with a compliment uplifts the individual’s spirits.

By leading with praise, the feedback provider establishes a warm rapport with the receiver, making them more involved in a constructive dialogue. It reinforces to the recipient that the feedback is intended to refine rather than devalue.

Layer 2: Core meaty Critique

Criticism, like spicy mustard tang, is a crucial element in the feedback sandwich. On its own, the tangy flavour is usually not appealing. However, it’s the crux, the meat of the sandwich.

This portion should offer actionable, tangible suggestions for improvement, ensuring that the recipient has a clear understanding of what needs attention.

And working on this feedback, the expected outcome is an enable the receiver, to improvise on his personality, and style of working.

Layer 3: The identity crisis of the last layer

This is an overdose of Positivity to wrap up the feedback. The intent is to keep the recipient happy and close the discussion on a positive note.

Now that we’ve dissected and understood the components of conventional sandwich feedback let’s explore why this classic approach falls short of delivering effective, impactful feedback.

The Problem with the Conventional Sandwich Feedback: Its an Emotional Rollercoaster

Many managers and leaders extensively use this approach, thinking it softens the blow of criticism and encourages a more receptive response. But it’s NOT.

Imagine you’ve baked a cake, and someone tells you it’s delicious. Great, you’re pleased! But then they point out that the centre is undercooked, and immediately after, they praise the icing. How do you process this?

The overall message becomes muddled, and the urgency to address the undercooked centre might get lost in the sweetness of the icing compliment.

Let’s take another example. Imagine you are eager for appraisal feedback from your manager. The first slice of the sandwich arrives – a compliment, a pat on the back for the things that went well. With such nice, good words, you are now high on confidence and have most likely started basking in the glory of achievements.

Then comes the meaty layer – the critique, the core of the matter. Areas for improvement, the nitty-gritty details that need attention. Just as you’re grappling with the criticism, here comes the final slice of the sandwich – another positive note to cushion the blow.

You leave the meeting feeling a bit fuller, a tad confused, and with a lingering taste of ambiguity.

Below are the key issues-

1. Get lost in layers of emotions

The sandwich analogy, while charming, can get overwhelming for the receiver. Caught between the layers of praise and criticism, the actual feedback gets lost in layers of emotions and touchpoints.

While running through the emotional rollercoaster feedback, the receiver often misses the crucial feedback nestled in the middle. It’s like trying to savour the taste of a particular ingredient in a sandwich but getting overwhelmed by the combination of flavours at multiple touchpoints.

2. Sub-optimal diluted message

Our human memory often remembers the first and last things we hear in a conversation. Thus, the highly cushioned praise layers at the start & end, dilute the constructive criticism.

There is a high risk that individuals leave the feedback session fixating on the positives while overlooking the actionable insights and the crucial areas for improvement. The meaty feedback gets muddled.

Just as too many condiments can dilute the flavour of the main ingredients in a sandwich, excessive praise might overshadow the need for improvement. It’s like having a sandwich with too much bread, leaving you searching for the core substance.

3. Confused recipient on urgency to correct

With subdued messages and mixed emotions, the recipient fails to understand if it’s a minor hiccup or a glaring problem that needs immediate attention. The danger here is that the second compliment overshadows the urgency of addressing the core issue. It leads to uncertainty about the severity of the issue at hand.

Although the conventional sandwich method may feel more uncomfortable for the giver, it dilutes the critical message, which is the core intent of growth feedback. The problem lies in its deceptive simplicity.

Thus, the conventional sandwich often leaves the recipient wandering through a dense fog of ambiguity of actionable items, the exact areas that need improvement. It’s like giving someone a treasure map without marking the location of the buried treasure. You know it’s there somewhere, but finding it becomes a tedious task.

An Alternative Powerful Approach: The Skewed-Sandwich Feedback

Constructive feedback should be a roadmap, a clear set of directions guiding towards improvement. It should be a continuous flow of insights and guidance.

The conventional sandwich often obscures the path, making the journey towards growth more challenging. It resembles a confusing maze more than a clear roadmap for improvement.

That does not mean, to rip off the positive layers completely, at the start and end, and deliver only the meaty improvement areas.

Let’s be honest; nobody enjoys being criticized. But effective feedback, like a well-seasoned meal, requires a balance of flavours. However, when constructive criticism is muted, it loses its potential to spark growth. Think of it as trying to improve a dish without knowing which ingredients need adjustment.

But fear not, there is a more refined approach, a method that I have discovered and applied extensively. And every time, it has amazed me with wonderful results. I fondly call it “Skewed-Sandwich Feedback” – the secret sauce for fostering growth.

Skewed-sandwich feedback is a more tailored and effective approach, where the 1st layer is just moderate sized & the 3rd layer is completely downsized, and the middle layer is bulged, with purpose.

The magic happens with the juicy meat of the middle layer. 2nd layer is where constructive criticism, valuable insights, and guidance come together to form a robust core. Increase the substance here; make it meaty enough to provide substantial direction without overwhelming the recipient.

The beauty of the Skewed-Sandwich Feedback lies in its balance. It has just enough Positivity to motivate, sufficient criticism to inspire growth, and a concise closing for clarity. We want that critical feedback to spark motivation, not drown in a sea of niceties. By skewing the layers, we strike a balance, ensuring the message gets through without losing its impact.

This feedback method doesn’t just deliver a critique, but a nice experience too. It leaves the recipient not overwhelmed but invigorated, ready to take on the challenges ahead. It’s not just feedback; it’s a personalized journey, a roadmap leading towards excellence.

Action points

One might think about completely taking off the 1st and 3rd layers and delivering core feedback alone. No, absolutely NOT.

Suppose Critical feedback is not supported with a sprinkle of Positivity; it will not lead to enough motivation to fire the ignition. So, follow the below steps:

Keep the 1st layer, of positivity, just moderate.
Increase the middle layer, as it is the meat of the feedback.
Limit the 3rd layer to not more than two sentences covering the summary of improvement actions.

A conducive closure, with just the sprinkled Positivity, will help to look at critical feedback and start implementing it. It leaves the recipient with a comfortable and amicable feeling to return for further discussions/clarity on actions.

For specifics on how to effectively deliver the meaty middle layer of feedback – refer to the article, PART4 of Feedback series.

Conclusion

Giving feedback is a highly responsible act. It can either make or break a person’s morale and motivation to improve. So, for all leaders and managers, it is a highly sensitive skill to master and demands an apt blend of positivity and constructive criticism.

While the traditional sandwich method might seem easier, appealing, comforting and a familiar choice. However, the reality is that it leads to confusion, undermines the impact of your feedback, and decreases levels of progressive improvement.

Thus, follow the skewed-sandwich approach, that offers a fresh, powerful chance to savour the richness of constructive feedback without too much unnecessary, misleading distraction.

In the world of feedback, thoughtful, direct, and authentic feedback can inspire continuous growth and success in the professional realm. Your colleagues, friends, or subordinates will savour the difference and thank you for a more fulfilling feedback experience.

So, the next time you offer feedback, instead of relying on the regular, conventional sandwich approach, consider a more nuanced and tailored Skew-feedback approach for the best, most efficient results.