Providing effective feedback is a crucial part of leadership and team development. Managers recognize that their teams need feedback to improve and succeed, but many deliver it in ways that are ineffective, outdated, or even detrimental to performance.
According to Kevin Higgins, author of Engage Me: Strategies From The Sales Effectiveness Source two of the most common yet flawed feedback methods are the sandwich and the seagull approaches. Neither fosters engagement, development, or improvement. Instead, feedback should be a two-way conversation that promotes self-discovery, confidence, and skill-building.
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Avoiding Common Feedback Pitfalls
1. The Sandwich Feedback Method (Why It Doesn’t Work)
The sandwich method involves presenting positive feedback, slipping in negative feedback in the middle, and then closing with another positive remark. While this structure may seem balanced, it often backfires because employees tend to focus primarily on negative feedback and disregard the positive elements altogether. Additionally, this approach can come across as formulaic and insincere, diminishing the impact of constructive criticism. Over time, employees may even begin to anticipate the pattern, making the feedback feel less meaningful and less likely to drive real improvement. Rather than fostering genuine conversations, the sandwich method can create a barrier to open communication and reduce the effectiveness of performance discussions.
- It dilutes the message – The negative feedback gets lost between the positives, making it ineffective.
- It feels inauthentic – Employees may perceive the approach as forced or insincere.
- It discourages honest conversations – Team members might anticipate the structure and focus only on the negative, dismissing the positives.
2. The Seagull Feedback Method (Why It’s Even Worse)
The seagull method occurs when a manager abruptly delivers negative feedback without any prior engagement, constructive dialogue, or follow-up. This approach can feel impersonal and harsh, as the manager simply states what went wrong and then moves on, leaving employees feeling unsupported and uncertain about how to improve. Without context, coaching, or an opportunity for discussion, this method creates an atmosphere of fear rather than growth. Employees may begin to dread interactions with their manager, fearing they will be criticized without any guidance on how to improve, ultimately leading to disengagement and decreased morale.
- It’s demoralizing – Negative feedback without guidance can create frustration and disengagement.
- It lacks clarity – Employees don’t receive actionable steps for improvement.
- It damages relationships – A one-sided critique erodes trust between managers and their teams.
The Four-Step Formula for Effective Feedback
To foster real growth, feedback must be a two-way conversation where employees take part in their own development. Follow these four simple steps:
1. Ask the Performer What They Did Well
Encouraging self-reflection is a powerful tool in feedback. Begin by asking the employee what they believe they did well. This not only helps them recognize their strengths but also builds self-awareness and reinforces confidence. By identifying their own positive contributions, employees take ownership of their success, making feedback a more engaging and productive process.
2. Add What You Feel They Did Well
Once the employee has shared their perspective, the manager should validate and expand on their self-assessment. Highlighting specific achievements and recognizing their efforts boosts morale and motivation. Providing reinforcement from a leadership perspective ensures that employees understand the value of their contributions and encourages them to continue performing well.
3. Ask the Performer What They Will Do Differently Next Time
Encouraging employees to reflect on what they can improve fosters self-discovery and growth. Instead of immediately pointing out areas for improvement, prompting the employee to identify adjustments allows them to take ownership of their development. This process makes feedback more meaningful and lasting, as employees actively engage in their own progress.
4. Add Your Suggestions for Improvement
After the employee has reflected on areas for improvement, the manager should provide additional guidance with clear, actionable, and realistic suggestions. Reinforcing development in a supportive manner ensures that employees receive constructive feedback without feeling discouraged. This step is crucial for skill-building while maintaining confidence in their ability to improve.
Balancing Confidence and Skill Development
Not all employees will require equal time in each step. Tailor your approach based on their needs:
- Low-confidence employees need more time in steps 1 and 2 to build self-belief.
- Highly confident but under-skilled employees need more focus on steps 3 and 4 to refine their abilities.
- Balanced employees should receive a mix of reinforcement and constructive feedback to ensure continued growth.
Embedding Effective Feedback in Your Workplace Culture
Making this four-step method part of your organizational culture creates an engaged and self-sufficient team. Over time, team members will:
- Develop the ability to self-assess and adjust their performance daily.
- Foster a workplace where feedback is seen as a tool for improvement, not criticism.
- Improve communication, trust, and professional relationships.
Frequently Asked Questions (FAQ)
1. How often should feedback be given to employees?
Feedback should be given regularly, not just during annual reviews or performance evaluations. Providing ongoing feedback—both positive and constructive—helps employees stay engaged, improve their skills, and feel valued in their roles. Ideally, managers should incorporate feedback into daily or weekly interactions.
2. What if an employee reacts negatively to feedback?
It's important to approach feedback with empathy and professionalism. If an employee reacts negatively, listen to their concerns, acknowledge their feelings, and provide reassurance. Encourage a two-way dialogue to understand their perspective and reinforce that the goal is development and improvement, not criticism.
3. How can managers encourage a culture of feedback?
Managers can foster a feedback-friendly culture by setting the example—actively seeking feedback themselves, providing timely and constructive input, and creating an open environment where employees feel safe to give and receive feedback. Recognizing and rewarding employees who embrace feedback helps reinforce its value.
Final Thoughts: Make Effective Feedback Common Practice
While these four steps may seem like common sense, they are not yet common practice in many workplaces. Shifting away from outdated methods like the sandwich or seagull approach ensures that feedback is both meaningful and effective. By embedding these principles into daily interactions, managers can cultivate a culture of continuous improvement, confidence, and accountability.
