Most workplace communication advice teaches managers to rely on the classic “feedback sandwich.” Start with praise, slide in the criticism, and end with something positive. It sounds polished, but in real conversations it often feels scripted. On the Road2Wellbeing podcast, Bill Belanger, CEO of Healbright, explained that this method can actually weaken trust because people can sense when feedback is softened or disguised.
Many employees want direct, respectful and clear communication. They want feedback they can act on, not a carefully arranged mix of compliments and corrections. This is especially true today as organizations focus more on emotional well-being, psychological safety and effective communication skills. Bill shared that authentic feedback is more impactful than any structured formula because it addresses what people are actually feeling instead of masking it.
Why the feedback sandwich falls short
The feedback sandwich is meant to prevent discomfort, but it often creates confusion. Employees may focus too much on the praise, miss the real point or wonder if the compliment was genuine. When criticism is tucked between positives, it loses clarity. Bill noted that this pattern also teaches employees to brace themselves every time they hear something nice from a manager, which damages long-term trust.
In modern workplaces that prioritize transparency and employee well-being, authenticity has become a core leadership skill. Clear communication helps people understand expectations, improve performance and strengthen relationships. When leaders skip over emotions or soften every hard message, the impact of feedback is diluted.
The power of naming emotions
One of the most helpful insights Bill shared was the value of acknowledging emotions directly. Instead of avoiding discomfort, effective managers notice it and bring it into the conversation with empathy.
Statements like:
“It looks like this caught you off guard.”
“You seem frustrated. Let’s talk through what’s coming up for you.”
“I know this is difficult to hear.”
These simple observations release tension. They help employees feel seen, which lowers defensiveness and improves understanding. Bill explained that performance conversations often carry nervous energy, but pretending the tension does not exist makes the moment heavier. When managers call it out with care, the conversation becomes more productive.
This approach builds psychological safety. Employees feel comfortable expressing what they truly think, which leads to better communication, more honest problem-solving and healthier team dynamics.
Why authenticity leads to better outcomes
Authentic feedback strengthens relationships because it shows employees that leaders are willing to have real conversations. It signals respect. It also helps employees process information without trying to decode hidden messages.
Teams function better when communication is straightforward. Employees want to know how they are performing, where they can improve and what support they have. When managers are consistent and honest, employees trust that the goal is growth, not judgment.
Bill emphasized that authenticity also builds emotional resilience. When employees know that feedback is delivered with care, not avoidance, they are more open to hearing difficult messages.
Keep appreciation separate from feedback
Another insight from the conversation was that appreciation should not be used to cushion criticism. Positive reinforcement is important, but it loses meaning when tied directly to corrective feedback.
Instead, leaders should express gratitude in its own space. Small gestures like a spontaneous thank-you note, a quick message acknowledging an effort or a moment of public recognition help employees feel valued. These independent touchpoints create emotional equity, making future feedback easier to receive because employees already feel supported.
This approach also helps managers stay consistent with recognition, instead of reserving praise for moments when criticism is coming.
Practical steps for delivering feedback that sticks
To make feedback more effective and human-centered, managers can focus on:
Being clear and direct about the behavior or outcome.
Naming emotions when they appear.
Asking employees how they feel about the feedback.
Offering support and resources for improvement.
Scheduling separate moments for appreciation.
This process encourages meaningful communication and reduces anxiety around performance conversations.
Wellness360: Helping Organizations Build Better Communication and Culture
Healthy communication is essential for employee well-being, and Wellness360 helps organizations strengthen trust, engagement and workplace culture. With tools for wellness challenges, behavior tracking, employee engagement and emotional well-being resources, Wellness360 supports HR teams in building workplaces where feedback, recognition and connection feel natural.
Create a workplace where communication supports both performance and well-being.
Book a free Wellness360 demo today.
FAQs
- How can managers make feedback more effective?
Focus on clarity, empathy and authenticity instead of formulas. Acknowledge emotions and offer actionable guidance. - Why should appreciation be separate from criticism?
Recognition is more meaningful when it stands alone. Mixing it with criticism can feel forced and reduce impact. - What makes feedback authentic?
Authentic feedback is honest, grounded in empathy and delivered with the goal of helping the employee grow.
