Managers, CEO, HR managers, and team leaders have long been told that the sandwich feedback is the best way to deliver criticism. However, recent research has shown that this method of praise-criticism-praise does more harm than good. This is because it sounds insincere and isn’t focused on finding a solution. The purpose of feedback is to let the recipient know about the negative impact of their behaviour and how they can improve. So, what’s the best way to deliver criticism? Keep reading to find out.
The Sandwich Feedback Method
The sandwich feedback method starts with a compliment, followed by criticism, and then ends with another compliment. The thinking behind this method is that the recipient will be more likely to accept the criticism if it’s sandwiched between two compliments. However, this method often backfires because it sounds insincere and artificial. Additionally, it doesn’t focus on finding a solution, which means that the recipient is unlikely to make any changes based on the feedback.
A better solution: the Pyramid Feedback Method
The pyramid feedback method is a more direct approach to criticism that doesn’t sugarcoat the message. It starts with a statement of the problem, followed by a discussion of the impact of that problem. Finally, it ends with a suggestion for how the problem can be fixed. This method is less likely to cause defensiveness because it doesn’t come across as being fake or insincere. Additionally, it’s more likely to result in actual change because it focuses on finding a solution instead of just pointing out what’s wrong.
When delivering criticism, it’s important to avoid sounding fake or insincere. The sandwich feedback method fails in this regard because it comes across as being manufactured and artificial. Additionally, this method doesn’t focus on finding a solution. The pyramid feedback method is a better option because it’s more direct and focuses on finding a solution.
By Vasco de Matos Ramos
Vasco Ramos 
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