{"id":47246,"date":"2025-11-19T14:04:00","date_gmt":"2025-11-19T14:04:00","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate-2\/lessons\/lesson-1-the-sandwich-technique-4\/"},"modified":"2025-11-19T14:04:00","modified_gmt":"2025-11-19T14:04:00","slug":"lesson-1-the-sandwich-technique-4","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-1-the-sandwich-technique-4\/","title":{"rendered":"Lesson 1: The sandwich technique"},"content":{"rendered":"

\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Lesson 1: Performance and its link to feedback<\/h2>\n

The sandwich technique:
\n<\/h3>\n

\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n

Now, step 6 is the most stressful part.<\/h5>\n
It’s the part where you tell the person that they were not doing well or that they did so badly, we already recommend being assertive in breaking down such news and that’s why we suggested the sandwich technique.<\/h5>\n
The sandwich technique is a way to provide negative feedback by softening the blow but at the same time delivering the feedback. It’s basically a way to deliver feedback while reducing the risk of hurting someone’s feelings.<\/h5>\n

So, how does it work?
\n<\/h3>\n

It’s fairly simple.<\/h5>\n
Just like a sandwich consisting of two pieces of buns and then all the actual meat is in the middle, the sandwich technique for feedback covers the negative feedback in the middle of two positive feedbacks. Another way of looking at it is that it’s a way to pep-talk, coach\/address the elephant in the room, and more pep-talk.<\/h5>\n
Let’s take an example through this part within steps of implementation.<\/h5>\n
Say you have a team member who has a target to reach 100K within 3 months, by the end of month 3, the team member has reached 10K only.
This looks like a seriously needed negative performance appraisal session, let’s see how you can apply it in the sandwich method context when reaching step 6 in the negative performance appraisal steps.<\/h5>\n
\n\n\t\t\t\t\t Step 1, (Encourage\/Positive):
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
You should start by highlighting something good that this person is doing, say something encouraging or positive about them, it could be related to technical outcomes or personal attributes, let’s take personal attributes here, you can say something like:
In case of poor performance discussion:<\/h5>\n
“I appreciate the positive mindset that you nurture in the team when you bring them coffee in the morning, this is a great gesture of yours that I wish to thank you for.”
In case of poor performance discussion:<\/h5>\n
“I appreciate the positive mindset that you nurture in the team when you bring them coffee in the morning, this is a great gesture of yours that I wish to thank you for.”
In case of poor performance discussion:<\/h5>\n
“Thank you for adhering to our check-in policy, I can notice that you’re always on time and have great respect for the work starting hours.”
In case of termination\/dismissal:<\/h5>\n
“Thank you for having a great attendance record, I can notice that you’ve been checking-in and checking-out on time every day.”<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Step 2, (Coach\/Negative):
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Here is where you should mention the negative area or provide them with coaching. This step must be very precise and on-point when it comes to highlighting the issue. It’s always recommended that it would be something tangible. You can mention something like:
In case of poor performance discussion:<\/h5>\n
“However, I can’t help but notice also that you haven’t been reaching the target set for 100K per quarter and this is affecting negatively your record and the team’s.”
In case of poor performance discussion:<\/h5>\n
“However, when it comes to our quarterly target, I’m obligated to highlight that you’ve reached only 10% while you should’ve been at least at 90%.”
In case of termination\/dismissal:<\/h5>\n
“I’m sorry to inform you that you haven’t been reaching the expected target of sales required for the past three months which is leading to an unfortunate decision that I’m obligated to mention, there has been a decision of letting you go.”<\/h5>\n<\/details>\n
\n\n\t\t\t\t\t Step 3, (Encourage\/ Positive):
\n\t\t\t<\/path><\/svg>
\n\t\t\t<\/path><\/svg>
\n\t\t\t\t\t\t<\/summary>\n
Lastly, the conversation ends with another section devoted to positive feedback. The intent of ending with praise is to end on a good note. You can mention something like:
In case of poor performance discussion:<\/h5>\n
“On the positive side, I want to acknowledge the hard work and dedication that you have shown in your role. Your contributions to the team and the company have been invaluable, and we appreciate all that you do.
That being said, I believe that there is still room for improvement, and I am confident that you have the skills and ability to reach the 100K target set for each quarter. Let’s work together to identify any obstacles or challenges that may be preventing you from achieving this goal, and find ways to overcome them. With your commitment and our support, I am confident that we can turn this situation around and achieve even greater success in the future.”
In case of termination\/dismissal:<\/h5>\n
“I want to start by acknowledging the contributions you have made during your time with us. You have been an important part of our team, and we appreciate your hard work and dedication.
I want to assure you that this decision was not taken lightly and is in no way a reflection of your character or work ethic. We believe that you have a lot of potential and talent, and we encourage you to continue to pursue your career goals.
We are committed to providing you with any support and assistance you may need during this transition period, and we wish you all the best in your future endeavors.”<\/h5>\n<\/details>\n
You should start by highlighting something good that this person is doing, say something encouraging or positive about them, it could be related to technical outcomes or personal attributes, let’s take personal attributes here, you can say something like:
In case of poor performance discussion:<\/h5>\n
“I appreciate the positive mindset that you nurture in the team when you bring them coffee in the morning, this is a great gesture of yours that I wish to thank you for.”
In case of poor performance discussion:<\/h5>\n
“I appreciate the positive mindset that you nurture in the team when you bring them coffee in the morning, this is a great gesture of yours that I wish to thank you for.”
In case of poor performance discussion:<\/h5>\n
“Thank you for adhering to our check-in policy, I can notice that you’re always on time and have great respect for the work starting hours.”
In case of termination\/dismissal:<\/h5>\n
“Thank you for having a great attendance record, I can notice that you’ve been checking-in and checking-out on time every day.”<\/h5>\n
Here is where you should mention the negative area or provide them with coaching. This step must be very precise and on-point when it comes to highlighting the issue. It’s always recommended that it would be something tangible. You can mention something like:
In case of poor performance discussion:<\/h5>\n
“However, I can’t help but notice also that you haven’t been reaching the target set for 100K per quarter and this is affecting negatively your record and the team’s.”
In case of poor performance discussion:<\/h5>\n
“However, when it comes to our quarterly target, I’m obligated to highlight that you’ve reached only 10% while you should’ve been at least at 90%.”
In case of termination\/dismissal:<\/h5>\n
“I’m sorry to inform you that you haven’t been reaching the expected target of sales required for the past three months which is leading to an unfortunate decision that I’m obligated to mention, there has been a decision of letting you go.”<\/h5>\n
Lastly, the conversation ends with another section devoted to positive feedback. The intent of ending with praise is to end on a good note. You can mention something like:
In case of poor performance discussion:<\/h5>\n
“On the positive side, I want to acknowledge the hard work and dedication that you have shown in your role. Your contributions to the team and the company have been invaluable, and we appreciate all that you do.
That being said, I believe that there is still room for improvement, and I am confident that you have the skills and ability to reach the 100K target set for each quarter. Let’s work together to identify any obstacles or challenges that may be preventing you from achieving this goal, and find ways to overcome them. With your commitment and our support, I am confident that we can turn this situation around and achieve even greater success in the future.”
In case of termination\/dismissal:<\/h5>\n
“I want to start by acknowledging the contributions you have made during your time with us. You have been an important part of our team, and we appreciate your hard work and dedication.
I want to assure you that this decision was not taken lightly and is in no way a reflection of your character or work ethic. We believe that you have a lot of potential and talent, and we encourage you to continue to pursue your career goals.
We are committed to providing you with any support and assistance you may need during this transition period, and we wish you all the best in your future endeavors.”<\/h5>\n
A note for you, the previous examples for different cases are not a set-in-stone template that you must follow, they are just a reference for you to imagine the situation and one of the ways to handle it but once you understand the idea, you’ll be able to craft your own.<\/h5>\n
The sandwich method has been proven effective in many difficult conversations and the great thing about it is that you can use it in almost any situation whether it’s related to the workplace or personal life.<\/h5>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-47246","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 1: The sandwich technique - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-1-the-sandwich-technique-4\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 1: The sandwich technique - Certifeka-edu\" \/>\n<meta property=\"og:description\" content=\"Lesson 1: Performance and its link to feedback The sandwich technique: Now, step 6 is the most stressful part. 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