Don't Ever Use the Sandwich Method to Give Feedback Again

If you’re like a million other people managers you’ve probably been disappointed by the effectiveness of the “Sandwich Method”. You know the one…we’ve all been taught that if you have to give a staff member feedback on something they aren’t doing well, or on poor behavior the best way to deliver that message is to ‘sandwich’ it between two positive messages. It goes something like:

• Tell them what they are doing well
• Then tell them what you really want to tell them
• Then give them some positive feedback to send them on their way feeling good about themselves

And we’ve all been disappointed by the results. 

They might begin to get belligerent during the positive part of the conversation because they are waiting for the other shoe to drop and start to subconsciously force the issue.

OR

They obsess over the negative message (even if it’s not that bad) and completely ignore the positive feedback.

OR

They participate in the entire conversation and walk away thinking, “Two great things to one bad - I’m doing okay!”

Although the Sandwich Method is still taught in most new manager training courses it’s widely been proven not to work. 

Sue Langley, a Neuro Leadership expert I know, once told me that it doesn’t work because, “The human brain cannot process two conflicting emotions at the same time.” 

Eureka! I’d never thought of that before but it makes so much sense!!!

She advises (and I now teach) that to be effective, praise must be given by itself - as should any feedback on sub-standard performance or behavior.

And they both should be delivered in the same way. I’ve invented a little saying to help the managers and business owners I work with remember the model.

I say, “Tell it to the EAR”:

• What was the Event
• What Action on their part was (praise-worthy or sub-standard)
• What was the Result (or consequence) of what they did to deserve praise or the performance management conversation.

So next time you have to give feedback to someone on your team, don’t think about lunch - tell it to the EAR to make sure they really listen and understand.

Feedback is the first of the 5 FOCUSed Conversations that we teach in our Mind Reading for Managers program.

Schedule a 30 minute call with me 

Schedule a 30 minute call with me to discuss whether the 5 FOCUSed Conversations for Greater Employee Engagement and Productivity could help you:

• Save time and money by decreasing your employee turnover / churn
• Increase employee engagement, motivation, performance and productivity
• Ditch your annual performance review​s / appraisals while INCREASING employee motivation and productivity & DECREASING your own workload & stress
• Avoid those ‘sweaty palms’ conversations when you have to confront your employee on poor performance or behavior
• Better manage both your ‘day job’ and your team 

Delivery methods for the program:

• In house - for groups of up to 15
• First ever public, online course launching in January 2017 (with Early Bird Rates available) - for individuals or small groups of managers from 1 organization
• Train the Trainer and license the content for delivery by internal trainers - for large organizations

Client Testimonial

“The quality of your program is excellent and equal to anything I have seen in the market. However, it is your commitment, professionalism, and passion that was far beyond my expectations and what made the experience such a positive one for all. You have established an excellent rapport with the Foodco team, so much so that they think of you as one of the staff!“ 

Serge Infanti

Managing Director, Foodco Pty, Ltd (Muffin Break, Jamaica Blue, Dreamy Donuts)