One of the first things many managers were taught about feedback was the famous sandwich method.

“ Start with a compliment. Deliver the point for improvement. Finish with another compliment.”

For years, this was considered the "right" way to give feedback.

I don't believe the biggest problem was the method itself.

The real problem was that we were taught how to deliver feedback before we understood why feedback matters in the first place.

As an Executive Coach, HR Advisor and Leadership Trainer based in Zurich, I can see the consequences today. People are not comfortable with feedback in the workplace. Others wait until frustration has built up before saying anything. Some only speak up during performance reviews.

I believe feedback is one of the most powerful development tools.

Feedback is not about criticism

Many people associate feedback with criticism.

That is one of the reasons why giving feedback feels uncomfortable.

Good feedback is not about judging someone.

Its purpose is to help people learn, adjust and grow.

The word feedback is often used for very different conversations.

Why managers avoid feedback?

Throughout my coaching sessions and workshops, I hear the same concerns.

My clients or participants tell me:

"I don't want to hurt my colleague." "I'm afraid the employee will react badly."

"I don't know how to say it."

Without feedback, small misunderstandings become bigger issues.

Expectations become unclear.

Performance declines.

Trust slowly erodes.

Great feedback starts long before the conversation

Many managers look for the perfect model.

SBI. COIN. DESC.

These frameworks are useful.

I often use the SBI model myself and like to combine it with Feedforward.

But no framework replaces preparation.

A meaningful feedback conversation begins before you enter the room.

Ask yourself:

• What is my intention?
• What behaviour am I addressing?
• What impact did it have?
• What would success look like next time?

The quality of your preparation will impact the quality of the conversation.

Feedback builds stronger relationships at work

I believe performance and relationships are deeply connected.

People perform better when they receive clear expectations, honest conversations and regular feedback.

Not because feedback makes work harder.

Because feedback makes growth possible.

When feedback becomes regular instead of an annual performance review, teams learn faster, collaborate better and build greater psychological safety.

That is why feedback sits at the heart of healthy workplace relationships.

Want to develop a stronger feedback culture?

I work with leaders and organisations across Switzerland to help managers develop practical leadership skills that strengthen workplace relationships and sustainable performance.

My services include:

• Executive coaching
• Team coaching
• Leadership workshops
• Feedback and difficult conversation training
• HR Advisory

Whether you are an HR leader looking to develop your managers or a business leader wanting to improve your leadership impact, contact me to discuss how we can work together.

I also support growing SMEs as a Fractional HR.

Many small and medium-sized companies do not need a full-time HR Director. They need an experienced HR partner who can help them build the right people practices, support managers, develop performance and feedback cultures, and guide the business through periods of growth or transformation.

Based in Zurich, Switzerland. Supporting organisations across Switzerland and France.

About the author

Shéhérazade Lesueur is a French-speaking Executive Coach, Leadership Trainer and Fractional HR Advisor based in Zurich, Switzerland. She helps leaders strengthen workplace relationships through coaching, leadership development and HR advisory services for growing SMEs.