Pronto Pollo Scone Fillings

Our articles on “Positive Feedback” and “Constructive Feedback” show how (and why) to praise employees for what they’re doing right … and redirect them when what they’re doing isn’t yet quite right. Here we describe how and why to combine the two types of feedback.

Even if you avoid criticizing and you give constructive feedback in the most benevolent way, it’s not as much fun for the employee as receiving positive feedback. So, it might be helpful to:

Begin the session with positive feedback.
Then, give the constructive feedback, and
End the conversation with more positive feedback.

What do you think this is called? That’s right – the Sandwich Technique. That is, the constructive feedback is sandwiched between two layers of positive feedback.

If you choose to use the sandwich technique, be careful with your transition from positive to constructive feedback. Avoid words like but or however. Why do you think we say that?

Yes, but or however would tend to undercut the sincerity (and desired feel-good impact) of your positive feedback.

Instead, end the positive statement with a period. And begin a new sentence with the constructive feedback. Or use phrases like: To improve on this, What concerns me is, At the same time.

What do you think might be a potential disadvantage to the sandwich technique?

Well, if you always precede your constructive feedback with positive feedback, whenever you simply want to give positive feedback, your employees will be waiting in fear for the other shoe to drop!

What we prefer is the Open Sandwich. That is:

Start right out with the constructive feedback. [Remember, you're not balling them out. You don't need to cushion the blow.]
Then finish off the conversation with positive feedback.

The closing positive feedback puts the redirect into the perspective of the employee’s overall performance. In effect, what you’re communicating is: You are a good [or great] employee. Of course you’re not perfect. None of us is.

For example:

Initial Constructive Feedback

When you accomplish all the tasks yourself… behavior

…your coworkers feel excluded and don’t learn. impact

Does that make sense to you? inquiry

I’d like you to involve your teammates in some of the tasks in your project. expectation

What are some tasks you could get others to work on? inquiry

Closing Positive Feedback

You’re willingness to accomplish so much… behavior

…is a real asset to this team and will serve you well in your career impact

I’m really glad to have you on the team. Thanks for all your hard work! appreciatio

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