How do you balance positive and negative feedback using the sandwich method?

The sandwich method of giving feedback, also known as the "praise-criticism-praise" method, involves the following steps: first, the provider starts with positive feedback (the first slice of bread); then, they offer constructive criticism or corrective feedback (the filling); and, finally, they conclude with more positive feedback (the second slice of bread). On a deeper level, this approach is designed to soften the impact of the negative feedback and to end the conversation on a positive note. By beginning and ending with positive feedback, the goal is to create a more receptive environment for the person receiving the feedback.

Giving positive feedback motivates students for studying the books ,however delivering negative feedback between two constructive feedback creates some confusion for students as well. May be, receiver cannot understand the message of feedback.

This method makes feedback easier to “digest.” I personally prefer to use this technique for constructive criticism. In putting myself in someone else’s shoes, I would appreciate some positive feedback as well!

The sandwich method is a popular technique used on LinkedIn profiles to enhance visibility. It involves starting and ending your content with key points or calls to action, like the bread in a sandwich, with the main content in the middle. This method can help grab attention and keep readers engaged. When writing about this technique in your article, you can emphasize how it can effectively structure content, increase engagement, and drive desired actions on LinkedIn.

Start with genuine praise, deliver specific and constructive criticism on the feedback subject, then end with an encouraging statement.

It's a bit of a myth that sandwich method works universally. Working across cultures in Asia and Europe, in my experience there are cultural differences that must be considered. Furthermore, studies show that while junior employees prefer more positive feedback, more senior employees ask to get to the point. With experience we understand we all have something to learn and feedback is how we grow. Absolutely recommend the book The Culture Map by Erin Meyer to understand why the sandwich method must be used mindfully.

In my experience adding a solution or workaround to the negative feedback helps as well. Even better if both parties try to come up with a solution together. People will feel that you just want them to improve.

Start with genuine praise, deliver specific feedback, and end with positive reinforcement. Be clear, respectful, and focus on improvement.

The marginal benefit of this method is it encourages at least some positive feedback. The downside is it shows how little positive feedback is being given if that's when you give it. PLEASE, no sandwich! Give positive when its due (as often as possible) and chat through developmental feedback - where changes might be needed - also when due. Then your people won't ignore either the good or bad news. Use CEDAR for both positive and developmental feedback: Context - How important is it? Examples - What happened? Diagnosis - Why did it happen (this step matters a lot) Action - What action do they wish to take? Review - When will you both follow up?

A better approach is to share specific feedback as close to an opportunity as possible. The SBI (situation/behavior/impact) is a simple approach to helppeople understand what was observed and open up a 2-way conversation about how to leverage great contributions or how to take actions for improvement.

The sandwich method softens criticism by starting and ending with positive feedback, potentially making it more acceptable and encouraging receptivity. It can also frame the conversation constructively and end on a positive note.

The sandwich method tends to confuse people, and they walk away not knowing what to think. It softens corrective feedback and minimizes positive feedback. I can see benefits to an open-faced sandwich model. 🤣 identify a positive and then something to work on…

Heard from a fellow Toastmaster earlier this year: "I want more meat and less bread in my feedback sandwich." It's a common downside of the sandwich approach; it tends to bury the actionable parts in layers of well-intended but useless feel-good compliments.

The biggest drawback is the lack of balance when giving feedback: either too many compliments or too many points to improve or insufficient encouragement. I suggest focusing on 1-2 points of praise, 1-2 points to improve, and encouragement to act. Avoid the temptation to defuse any tension by overly focusing on praise. Instead, give a strong positive encouragement that motivates the person to improve.

When using this method people also tend to think - "I gave them positive feedback so I dont need to do this anymore." - This is false, if this is the only time you give positive feedback you got it backwards.

I wouldn't adapt it. I would discard it. Just give more feedback. Positive and negative, as needed. Strive for more positive. Surely if you cannot find someone doing anything right they need not work for you. This method has been shared for years and, while better than no feedback, there is a better way. Start/Stop/Continue Situation/Behavior/Impact Give those a try.

My recommendation would be to openly discuss with the team what feedback is and is not. It's important to highlight that feedback is welcomed both ways and the only intention is to help the team members to grow. Our teams give us time, energy and knowledge. Feed-back is an opportunity to give back the time, the energy and the knowledge.

If there is a complaint or negative feedback from a third party like an other employee. Make sure sit them all together and to discuss the issue.

In my opinion, based on personal experience of having received and given sandwich feedback many times, balancing negative and positive feedback is not a very good idea, as it dilutes both, and sometimes the message is lost between how it is delivered and how it is received. I prefer a direct method i.e. be very specific, be very objective, and do it as quickly as possible (not at appraisal time alone). If it's negative feedback, provide an opportunity for the receiver to give their perspective, propose improvement/corrective actions by themselves, and the feedback giver should be ready to help them move this process forward to avoid the same/similar outcome. Same goes for positive feedback to reinforce the positive behavior and the outcome.

In this day and age, it surprises me that the "sandwich" method is even discussed, other than to provide an example of how NOT to provide feedback. Integrity and authenticity are two of the most important elements of leadership. You can be positive while giving critical feedback. Recognizing opportunity is a good thing, and framing opportunity in a positive way and focusing on how to support someone to develop, needs to become the norm. Consistency in feedback and building relationships with direct reports that foster a growth mindset and embodies trust, negates the need to "sandwich", as the expectation becomes real talk - "What am I doing well, and where can I develop?"

In my experience it’s best to come from a place of caring. If the objective is to be constructive, then the goal is to help. There is no universal way to deliver feedback that will resonate with all people. Be specific, fact/ data based. Focus on the behavior observed versus personal feelings. Ask probing questions to gauge understanding, provide support in any knowledge/ skill gap area. Keep the emphasis on expectations, and an action plan/ path forward.

Ironically we just had a department development day where we pointed out this as a less than effective method of providing feedback. Balanced feedback where a strength and opportunity is provided is much more effective. Telling someone they did something good, then bad, but really it’s all good tells the receiver they should really ignore the constructive feedback in the middle. Words matter as well with feedback. Feedback should never be “negative.” It’s about improving a skill or behavior not punishment.

Agree that the sandwich method needs to go, as it dilutes the message and sends mixed signals about performance. I recognize the need to balance the conversation so that the receiver doesn't feel defeated, but there are more organic ways to do so. Sprinkling in real positive feedback while discussing how to grow works well. For example, focusing on which strengths the person has already and can lean into to improve their weaker areas is a way to naturally discuss positives and negatives together in a way that makes sense.