Beware of the Sh#t Sandwich!

If you’ve ever attended a management communication workshop, you may have come across the concept of the “feedback sandwich.”

At INTERACT, we refer to it as the “Sh#t Sandwich.”

The idea behind this technique is that when giving constructive feedback, managers should sandwich the criticism between two pieces of positive feedback: start with some praise, then provide the critical feedback, and finish with more praise. The rationale is that people are more likely to accept negative feedback when it is accompanied by an acknowledgment of what they are doing well.

However, the sh#t sandwich has several significant problems. Once employees catch on to this method, they might begin anticipating criticism every time a conversation opens with praise. This can make the praise itself seem insincere or even insulting—like hiding a pill in a piece of sausage to trick a dog into swallowing it.

Additionally, this approach can dilute the manager’s actual message, watering down the critical feedback. Many managers also worry so much about being tactful that they end up being unclear, leaving them frustrated when their feedback doesn't have the desired effect. Consequently, employees miss out on crucial messages about what needs to change.

As a corporate role-play actor, I often encounter managers who express frustration about an employee's behaviour, believing they have been direct about the issue. Yet, when I inquired about what they actually said, it turned out they were not direct at all.

By promoting the sandwich technique, we reinforce a culture where criticism is something to be avoided. In reality, managers need to view it as a normal and less emotionally charged part of their relationships with employees. This will encourage them to provide feedback more frequently and transparently.

At INTERACT, we teach managers to normalize feedback—making it a regular aspect of their conversations with employees. This approach does require more effort, and it does not have a catchy name like the “feedback sandwich.” However, it will significantly reduce the awkwardness and tension in these discussions and increase the likelihood that the feedback will be understood and retained.

If you’d like to know more, please contact us for a chat.

Practice makes you 60% better!

Be honest: when you have a challenging conversation ahead, how much time do you spend practising it? I mean really practising—sitting down, speaking out loud, positioning your hands as you want them, and using the appropriate tone of voice—as opposed to just thinking about how to approach it. I spent nearly ten years in sales, and I used to rehearse my negotiation skills in my car. While I was mentally preparing, I realized that wasn’t real practice. You truly need to say it out loud and act it out. Take it from someone who has spent a lot of time rehearsing like an actor. There are two forms of long-term memory to consider: 1. **Explicit Memory**: This type stores facts, events, people, places, and objects. 2. **Implicit Memory**: This retains perceptual and motor skills, such as riding a bike or typing on a keyboard. To recall explicit memories—like the script of your message—you need to consciously focus on the process of retrieval, which can be challenging. In contrast, implicit m...

Assessing Job Applicants using Actors

Nearly two third of major companies in Australia solely use psycho-metrics in the hiring process as an indicator or candidate competency. But more HR professionals and corporate recruiters are coming up with different ways to assess job applicants and get the best people on board. Using professional role play actors for role play interviews has recently been a famous choice to choose candidates in the field of Sales, Marketing, Management and Service. It turns out to be a quick, effective and revealing way of testing candidates on their suitability for a specific position. This is not only because the scenarios reflect common work situations, but also because it allows a candidate to demonstrate their ability to perform under pressure. While competencies may also be tested within a competency based interview , it is necessary that job applicants demonstrate them throughout the recruitment process, or you could suspect that they are merely saying that t...

Actions Speak Louder Than Words

We often perceive Leadership Communication as a purely verbal and intellectual exercise, but that’s not the complete picture. Leadership Communication is less about the words you use and more about how you convey them. As you present your message, your physical presence plays a crucial role. Your body sends its own signals through gestures and tone of voice, which can differ significantly from your spoken words. Unfortunately, it’s often your body language that resonates more with your colleagues. This brings us to a fundamental truth: when it comes to body language, actions do speak louder than words. Your body language can either enhance or undermine your Leadership Communication. Your eyes, mouth, hands, head, and various body movements all provide insights into your mental state. While gestures can emphasize your points, excessive or exaggerated movements may come across as overbearing or aggressive when your intention was simply to appear "strong." Certain gestures, like...

INTERACT WA

Search This Blog