You can find a variety of assessment methods, feedback, and interaction between management and employees. However, this is one of the well-known (for many decades) and most debated methods. We think it has as many opponents as supporters.
The Feedback Sandwich method is when you open your feedback with positive comments, followed by the main message, and then some final positive comments.
It's a longstanding way of communicating constructive criticism. But some critics think it mutes the message or overprotects the recipient. Let's explore it in more detail.
“You delivered an excellent startup presentation today! I'm sure the coverage of your speech was solid, and you provided fantastic cases and instances to prove the points you were making.
Still, it seemed to me that core pitch slides could have been improved a bit. In the future, try to use a branded pitch deck that our designer created to personalize your slides and make them more appealing, with more air on each slide.
To repeat, overall, it's a really amazing job. Once you improve the pitch deck visuals, I believe the audience will be really excited about it.”
Let's arrange this feedback approach in a burger
There is a temptation to hurry towards something more neutral or positive, like providing reassurance or centering on the good points, but explaining the mistakes, or what can be done better is just as important, or even more so, then the good things that have been done. The employee's reaction, or lack of it, will tell you how to proceed with the conversation, go into more details or move on to solving the problem.
Before you begin your performance review, ask yourself whether your objective is to assist the employee emotionally to cope with the downsides, or to take specific steps to improve the situation.
Psychologists believe that 3+ positive comments may overcome the power of just 1 negative comment. In addition, the more surprising or original the praise, the more likely it is to be memorized and appreciated.
An outside look can easily reveal a potential pitfall that you may not have noticed because of your familiarity with your colleague. It's just about an unbiased view.
We hope your company has a feedback system built equally well in the current HR / Talent Acquisition processes as well as in the early stages of the recruitment process.
If you need help and advice in recruiting, providing clear and correct feedback to candidates, we are happy to help you with this. It only takes 15 minutes to get your recruiting process off to a strong and breezy start. Feel free to contact us.
(This piece is based on sources: Russell Weigandt @ Medium, Fellow App Blog, The Hired Guns)
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