In the world of professional feedback, the sandwich method has long been a staple. It suggests starting with something positive, slipping in the constructive criticism, and wrapping it up with another positive note. While this method has gained popularity, behavioural scientists and anyone on the receiving end of this feedback method know that it often leaves you .. well, wanting for more.
Adam Grant, professor of management and psychology at The Wharton School of the University of Pennsylvania, provides compelling reasons to ditch this method completely.
For starters, the phrasing and tone make a big difference to how you intend the feedback to sound, to how it comes across - what you mean to say and what they hear can be entirely different things. People are also sceptical of praise if it's being used to sugar coat criticism. This will lead them to be defensive as opposed to collaborative. Psychological research also demonstrates that, even if the individual receiving feedback actually hears it the way you intended it, human beings tend to pay attention to the first and last things they hear (a.k.a primacy and recency effect) which essentially means that the ‘meaty’ information you wanted them to act upon is largely ignored.
From the Sandwich Method to the Pizza Feedback Method
So, what if there's a more effective way to deliver feedback? Tim Ludwig argues that “The feedback sandwich should be a pizza” explaining that individuals receiving feedback prefer to get straight to the point. However, there may be more to get out of the ‘Pizza Metaphor’ for those looking for a visual guide on how to prepare to give feedback that is both honest and impactful.
1. The Crust: Setting the Foundation
Let’s imagine that the pizza base is the foundation for your feedback. You may wish to summarise the current state of affairs, acknowledge the real efforts and achievements of the individual and explain where this sits holistically vis-a-vis your expectations or any goals you had agreed upon. This foundation needs to convey a sense of trust and a genuine intent to help the person grow which sets the tone of the feedback being contained and given in context. Keep in mind that two things can co-exist. So a person can be working really hard, while at the same time not be reaching expectations.
2. The Toppings: Key Feedback Points
Now, let's talk about the toppings - the heart of any good pizza. Just like too many toppings can overwhelm the taste buds, bombarding someone with a laundry list of feedback can dilute the impact and ends up discouraging them rather than encouraging them to address the issues. Instead, focus on a few crucial points that are directly relevant to the current stage of development. Whether it's highlighting achievements or addressing areas for improvement, ensure that your toppings are carefully selected and meaningful.
For example, commend the employee for their dedication and hard work, and then address specific areas where improvement or adjustments are needed. By concentrating on a select few key points, you ensure that your feedback is clear, concise, and most importantly, actionable.
3. The Bake: Taking Action
Now that the toppings are in place, it's time to bake - the actionable step in the Pizza Method. Transition the conversation to what happens next. Now that the person has heard your feedback, ask them the following questions:
- What do they think about it?
- What support do they feel is required?
- What steps can be taken to implement the feedback and enhance performance?
This phase is all about collaboration and forward momentum. Discuss potential strategies for improvement, check whether assistance is required, and encourage the individual to take an active role in their own development. By engaging in a constructive dialogue about the future, you’re not only guiding the person towards improvement but also fostering a sense of ownership and responsibility.
4. The Result: A Feedback Feast 😊
In the realm of professional feedback, the Pizza Method emerges as a dynamic alternative to the conventional sandwich approach. By laying a positive foundation, highlighting key feedback points, and steering the conversation toward actionable steps, this method offers a more nuanced and effective way to guide personal and organisational growth.
Let's bid farewell to the familiar sandwich and welcome the richness of a feedback experience that leaves everyone satisfied and poised for success!
Interested in learning more about different feedback methods? Contact our team at info@thechangeagent.eu
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