Sep 7, 2026 · 8 min · 8 segments
***“If you can’t say anything nice, don’t say anything at all.” I bet most of us have heard this phrase at least once. My mom had it down to a look. The problem with that kind of thinking, though, is…
Feedback is the fastest, least expensive way to change behavior quickly in the workplace.
Conventional feedback calls for the compliment sandwich method.
You may have been on the receiving end of this kind of feedback.
The manager begins and ends with praise and slips the feedback into the middle.
Although wildly popular, the sandwich method is ineffective for several reasons.
Why? First, people learn to disregard the praise because it's attached to the criticism.
Second, some people just hear the compliments without the criticism.
And third, it breaks the trust between manager and employee.
There might be a discussion, but there's no real understanding.
It's doubtful the feedback is received, so the problem remains.
I'm not a fan of this method.
I find it patronizing.
I prefer observational feedback.
Observational feedback is defined as an opportunity to assess or reassess a behavior, practice or system to determine if it is effective or needs change.
It's more collaborative because the employee and the manager act as partners to identify the issue and jointly determine what should happen next.
Taking this approach reinforces the idea that each member of the firm is responsible to the team and for the firm's ultimate success.
You work together to resolve issues that affect everyone.
That's how you show respect and cement trust with employees.
Feedback is the fastest, least expensive way to change behavior quickly in the workplace.
Conventional feedback calls for the compliment sandwich method.
You may have been on the receiving end of this kind of feedback.
The manager begins and ends with praise and slips the feedback into the middle.
Although wildly popular, the sandwich method is ineffective for several reasons.
Why? First, people learn to disregard the praise because it's attached to the criticism.
Second, some people just hear the compliments without the criticism.
And third, it breaks the trust between manager and employee.
There might be a discussion, but there's no real understanding.
It's doubtful the feedback is received, so the problem remains.
I'm not a fan of this method.
I find it patronizing.
I prefer observational feedback.
Observational feedback is defined as an opportunity to assess or reassess a behavior, practice or system to determine if it is effective or needs change.
It's more collaborative because the employee and the manager act as partners to identify the issue and jointly determine what should happen next.
Taking this approach reinforces the idea that each member of the firm is responsible to the team and for the firm's ultimate success.
You work together to resolve issues that affect everyone.
That's how you show respect and cement trust with employees.
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