Alastair Wallace argues the praise sandwich doesn't work because people remember the first and last things you say, diluting the criticism in the middle. Real praise is specific: describe what they did, why it mattered, and give concrete examples. Eighty-three percent of employees find genuine praise extremely motivating.
Hi, you ever heard of a praise sandwich? Also known as the shh sandwich. Leaves a bad taste in the mouth, doesn't it? One of the reasons it doesn't work is the primacy recency effect. We're more likely to remember the beginning and the end of any experience or conversation. Also, praise sandwich, bit patronizing, isn't it? Genuine praise is fine on its own. You don't need to counter it with criticism every time. Giving people a hit of happy chemicals, dopamine, in their brain improves the likelihood they will repeat a positive behaviour. 83% of employees surveyed found praise from managers and leaders very or extremely motivating. The trick is to make any feedback absolutely specific about an observed behaviour. What you see and what you hear, and to talk about the impact. For example, "I noticed you stayed late yesterday to finish off the monthly stats report. Thanks, it really helps us get a clear picture of where our product's heading." See what I did there? Start moving beyond just a "well done," "good job." Get your feedback working for you. Catch people doing things right. Noticing and savoring positive events has a big impact. On well-being, and we all want that. Don't forget, like, share, follow for more tips.
