When the Feedback Sandwich has gone bad ..! Anyone who has - TopicsExpress

When the Feedback Sandwich has gone bad ..! Anyone who has had any type of supervisory or front line leadership training, or has even taken a basic management course, has heard the old adage about (negative) performance feedback. That is, you need to use a “sandwich” approach when providing feedback to your employee(s). The ‘rule’ states that you start by providing a positive message or positive piece of feedback first when having the performance discussion with the employee in question. You then follow this up with the constructive piece of feedback, or in other words, the ‘negative’ piece, and then close or sandwich your discussion with another piece of positive feedback. Generally speaking, when you are dealing with good to great performers, this approach can probably work a lot of the time. If you are doing your job as a coach and manager, you are providing regular feedback anyway and you are able to make your point about the constructive feedback while sandwiching it around a couple pieces of positive feedback. The problem starts when you are dealing with chronically underperforming employees and/ or employees that aren’t responding to your message(s) and this is when you know that the feedback sandwich has gone bad. Let’s dig into this a bit deeper. Say you have an underperforming employee. Maybe they are fairly new to your organization or team, or perhaps they have had a chronic issue with not performing but have gotten by due to managerial changes, organization changes, etc. Regardless, they are on your hands now and you need to deal with them. If they are underperforming on critical elements of their job, you need to deal with this stat. If they are providing poor customer service, making errors in their code, or not balancing the books, etc. than those are all critical performance issues and you should not be utilizing the sandwich approach when having discussions with your employee. You need to sit that employee down, identify (objectively and...

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