Opinions expressed by entrepreneurs’ colleagues are their very own.
Giving good feedback is greater than just expressing your thoughts. It is a skill that balances care, honesty and suggestions. In fact, the way you provide feedback is the same as feedback. On OsterlinkWe see first hand how professionals, especially in fast environments, corresponding to the restaurant industry, develop when communication is brilliant, constructive and just.
One of the common approaches is the “compliment sandwich”, which mixes positive and critical feedback. While some reject it as ineffective and even manipulative, when they are used appropriately, but if done appropriately, it could facilitate the facilitating constructive feedback – and for your team. So how can leaders fully use this technique? Let’s break it down.
1. Open with special appreciation
Avoid general compliments while starting a conversation. Try to begin with something specific for worker performance. This shows that you just concentrate and value their contributions.
This approach does not profit the employees themselves. Exercise honesty as an alternative of passive flattery forces you to reflect on the strengths of individuals, even when falls appear. Thanks to this, you build trust and credibility, giving them the idea that you just are attentive and honest.
Showing real recognition also serves as a helpful self -mutilation for leaders. It enables approach fastidiously, especially when emotions work high. This “delay” prevents knee criticism, which might result in conflicts and promotes a more thoughtful assessment.
If you may’t come up with anything positive, take a step back and try again. Having a too critical way of considering can do more harm than good.
2. Discuss areas of improvement and how you can take motion
A standard misunderstanding about the compliment sandwich is that the central part allows leaders to criticize severely because they have already received compliments. Remember: as a leader we do not criticize – we advise improvements.
The middle part does not apply to you. Instead of indicating what you do not like, provide specific, clear actions for them to enhance. Then explain the advantages of this variation. The border of this part well can positively affect employees. He directs them towards a clear path as an alternative of leaving them with confused or discouraged negative feedback.
When employees see that you would like to help, they shall be encouraged to work and profit.
3. close, building a rush
By completing feedback, do not add only one other compliment. Connect it to the previous point, showing how you can fix the problem could be based on their strengths and potentials.
This step strengthens your faith in employees’ ability to enhance, while focusing on what they will and have to work. It also creates a sense of teamwork – you help them see that their strengths and skills are the tools themselves that they will use to effectively move around the problem.
Instead of empty praise, this last “edge” combines all feedback and puts your professionalism and worker development in the foreground.
4. Keep balance
The compliment sandwich gets bad rap because it is often used improperly. Most leaders attempt to weigh positive and negative and finally reload their opinions. Then the message is lost along the way.
To get your opinion, make sure your praise and suggestions are balance. Do not overdo it because you risk the sound of an insincere or misleading. A goal for natural flow: sufficient positivity to build recognition and confidence before criticism, but not so much that the foremost point is drowned.
Studies showed again and again that individuals are more open to constructive criticism when they do not feel attacked or judged. What’s more, when they will say you are authentic. Maintain this accuracy and focus on helping them in development.
It’s not about you
The compliment sandwich only works when you accept that the world does not rotate around you. When the feedback pertains to your preferences and disregards the well -being of employees, it loses power. More importantly, you lose respect and influence. Effective feedback must take into account the growth and prosperity of employees, not only their very own.
You can practice it by avoiding the use of “I like” and “I don’t like” when providing feedback. This helps to take objectivity. People are inclined to rely on selfish leaders. The sooner you get rid of this language, the higher.
Stick to how a person can improve and lead him to success. Keep the headlight light on them, not you. Constructive feedback is never personal; It’s for all advantages.
How you convey the opinions of your organization’s culture and how employees perceive your leadership. The compliment sandwich is not about softening the blow – it is about supporting cooperation that helps people learn and succeed without intimidation. Mastering this technique of feedback means that you can transform a difficult task of transferring feedback into an intelligent tool that may assist you and your teams, while building stronger connections.