When should you use it?
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The Sandwich Method is helpful when dealing with employees who don't receive negative feedback well. Some people take criticism to heart much more fundamentally than others, and those employees won't benefit from direct negative feedback. It will affect their self-esteem and overall performance in the end, and in this scenario, you both lose. In this case, the Sandwich method is a very beneficial technique.
You are the leader, so it is on you to evaluate how different employees take negative feedback. Others might like the feedback straight and "un-sandwiched" because their perception of criticism is totally different from their colleagues.
What is The Sandwich Method?
It is often used to give employees negative feedback (criticism) less intimidatingly than if you let the negative feedback stand alone. In practice, you give an employee the negative feedback "sandwiched" between two positive feedback points.
For example:
"You did great with the planning of this project. Although, you did forget to mention several important points in your presentation. Despite this, I think the overall presentation went well."
"How can we ensure you include the missing points in a presentation in the future?"
It underlines the importance of your feedback and invites your employee to be a part of the solution instead of you "demanding" something. It will be a much more positive and constructive dialogue where you both leave with a positive mindset.
