According to Gallup, 80% of employees who receive meaningful feedback are fully engaged. The keyword here is meaningful. Feedback isn’t just about delivering critiques or praises – it’s a powerful tool for fostering growth, engagement, and clarity. Yet, many leaders view feedback as a daunting task, often avoiding critical conversations for fear of demoralizing employees or risking turnover. But by avoiding these discussions, they miss the opportunity to empower and motivate their teams.  

To maximize its impact, feedback must be both clear and actionable, helping employees understand their strengths and areas for growth. As leaders, our words matter, but our actions and the way we deliver feedback speak even louder. Self-accountability is key – if we want our teams to embrace growth, we must model it by approaching feedback with authenticity and purpose.  

The Feedback Sandwich: Why It’s Time to Ditch It  

Traditionally, many leaders have relied on the “feedback sandwich” approach, where constructive feedback is sandwiched between two layers of positive comments. While this method aims to soften the blow of criticism, it often leads to mixed messages. Adam Grant, organizational psychologist and author, highlights the cognitive bias known as the recency effect, where individuals are more likely to remember the last piece of information they receive.  

When using the feedback sandwich, employees often leave the conversation remembering the final praise, overshadowing the constructive feedback that’s buried in the middle. This dilutes the intended message, leaving employees unclear about what needs improvement. Worse, it can erode trust, as employees may start to anticipate the “hidden critique” whenever positive feedback is given.  

Grant advocates for more direct and transparent feedback. He argues that candour, when paired with respect, fosters trust and drives performance. Leaders must move away from outdated techniques and focus on delivering feedback that is both meaningful and impactful.  

Why Meaningful Feedback Matters  

In today’s competitive labour market, retaining top talent requires more than competitive salaries and perks. Employees need to feel valued, seen, and supported. Meaningful feedback does exactly that – it provides clarity on expectations, reinforces positive behaviours, and offers actionable steps for improvement.  

Meaningful feedback also drives engagement. When employees understand how their contributions impact the organization, they feel more connected to their work and the broader mission. They’re more likely to take ownership of their roles and strive for excellence.  

However, feedback isn’t just about addressing what’s wrong. It’s equally important to recognize and reinforce what’s going well. Striking the right balance between constructive and positive feedback creates a culture where employees feel motivated to grow and excel.  

Delivering Constructive Feedback: Six Steps for Success  

To make feedback impactful, leaders need a structured approach. Here’s a six-step process for delivering constructive feedback effectively:  

1. Prepare Them for the Conversation  

• Objective: Let the individual know the purpose of the discussion in advance.  
• Benefit: Minimizes surprise and defensiveness, creating a more open and receptive environment.  

2. Base Feedback on Observations  

• Objective: Provide feedback rooted in specific, factual observations rather than hearsay.  
• Benefit: Grounds the conversation in reality, enhancing credibility and making it easier for the recipient to accept and act upon.  

3. Describe the Impact  

• Objective: Explain how specific behaviours affect the team, project, or organization.  
• Benefit: Links feedback to larger goals, making it more relevant and meaningful.  

4. Listen Actively  

• Objective: Encourage the individual to share their perspective.  
• Benefit: Fosters understanding and may reveal underlying challenges or insights that the leader wasn’t aware of.  

5. Empower Solutions  

• Objective: Allow the individual to propose solutions or action steps.  
• Benefit: Encourages ownership and accountability, promoting sustainable growth and problem-solving skills.  

6. Follow Up  

• Objective: Regularly check in to offer support and monitor progress.  
• Benefit: Reinforces positive changes and ensures that improvements are sustained over time.  

Reinforcing Excellence: Positive Feedback in Three Steps  

Positive feedback is just as critical as constructive feedback. However, it’s often overlooked, despite its power to boost morale and reinforce desirable behaviours. Here’s a simple three-step process for giving effective positive feedback:  

1. Provide Clear Observations 

• Objective: Highlight specific actions or behaviours that were exceptional.  
• Benefit: Clarity ensures that employees know exactly what they did well and can replicate it.  

2. Describe the Impact  

• Objective: Explain the positive effects of their actions on the team, project, or organization.  
• Benefit: Demonstrates the value of their contributions, increasing engagement and satisfaction.  

3. Express Gratitude  

• Objective: Acknowledge their efforts with genuine appreciation.  
• Benefit: People thrive on feeling valued. A simple “thank you” can go a long way in boosting motivation and reinforcing positive behaviours.  

The Power of Feedback in Today’s Workplace  

In today’s dynamic workplace, feedback is more important than ever. The labour market is challenging, with employees seeking not only financial security but also growth opportunities and meaningful connections. Leaders who provide clear, actionable, and consistent feedback foster an environment of trust, respect, and continuous improvement.  

Gallup’s findings underscore this – employees who receive meaningful feedback are not only more engaged but also more likely to stay and thrive within the organization. By moving away from the feedback sandwich and adopting more direct and impactful methods, leaders can create a culture of openness and growth.  

Feedback, when done right, becomes a tool for empowerment. It helps individuals understand their strengths, address their weaknesses, and align their efforts with the organization’s goals. More importantly, it signals that leaders are invested in their team’s success, laying the foundation for a thriving and engaged workforce.  

Transforming Feedback into a Competitive Advantage  

Feedback isn’t a box to check – it’s a powerful tool to drive engagement, build trust, and inspire growth. By ditching the outdated feedback sandwich and embracing direct, structured conversations, leaders can create a culture of openness and continuous improvement.  It’s time to stop fearing feedback and start using it to fuel success.

Explore this topic further by attending Ditch the Sandwich Approach: Rethinking the Feedback Formula at HR Conference & Expo 2025.

Sofia Arisheh, founder of Upskill Consulting Inc., is committed to transforming workplaces with practical and people-centered HR solutions. With over 15 years of experience across diverse industries, she is a trusted expert in redefining feedback and performance systems to empower teams and drive growth. Armed with a Bachelor’s in Psychology, a Post-Baccalaureate Diploma in HR Management, and certifications as a Certified Professional in HR (CPHR), Associate Certified Coach (ACC), and Strength Deployment Inventory (SDI) Practitioner – along with an unwavering passion for action – Sofia delivers impactful training, coaching, and consulting that cuts through corporate fluff and achieves lasting results.