You probably heard about the sandwich method of giving feedback. First, you give someone positive feedback then slip in the actual criticism and close with the sandwich with another positive comment.
The only problem with this method? It does not feel or sound genuine.
There is no need to cushion your criticism with unnecessary praise – it just ends up confusing people.
Is there a better way? There are two reasons why you would give feedback to someone on your team:
Feedback To Improve Behavior
If you observe a behavior that needs to be improved, have a candid conversation with the person right away.
Even if they are angry or upset and that is part of the destructive behavioral pattern you want to address, don’t wait until they have cooled down and forgotten about it.
- Be calm.
- State the behavior and the negative impact it has having on you and the people around.
- Suggest alternative behaviors. This is important because it shows that you understand the emotional impact that is leading to the negative behavior and you are willing to help the person find alternate ways to express that emotion.
Feedback To Reinforce Positive Behavior
If someone is on the right track and they are showing improvements in a behavior that you have previously addressed, then give them a little encouragement.
Give them a nudge and let them know that their efforts are already having a positive effect. But be truthful. Candid conversations are far more effective than using techniques and methods to get a desired outcome.
Finally, be willing to learn how to receive feedback just as much as you want others to change their behaviors.
Sheevaun Moran is a business advisor, master coach, quantum energy thought leader and the founder of Energetic Solutions. She uses business principles with energetic techniques to help more than 25,000 entrepreneurs, CEOs and leaders bring instant focus and shifts to clarity, purpose, and profits.
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