“三明治反馈法”：职场沟通的艺术与边界（译作）

      今天浏览到了一篇关于职场沟通方法的英文，颇有新意。现试译如下，希望对您有所帮助。（文题为笔者所添加）

      反馈是个人成长和职业发展的关键环节。然而，如果操作不当，有效传递建设性的意见就会成为一种挑战。但是"三明治反馈法"（又称"赞美三明治"），却是一种经典且实用的技巧，能让反馈双方都更轻松地完成这一过程。

      若想在职场中加速成长，掌握这一方法可能带来显著改变。这种方法将建设性意见包裹在两层正面的反馈意见之间。它确保接收者知道好的进展是什么，而不只是简单地聚焦接收者做得不好的方面。三明治反馈法的过程可以分为三步：管理者或者上级首先用积极的反馈鼓励接收者继续坚持工作中做得好的部分。随后，交流建设性的反馈意见让接收者自我改进。这种反馈目标是精确、可行而且和工作场景关联。然后管理者再以正面反馈结束整个反馈过程。（笔者将上述过程概括为：积极评价开场，具体建议继之，正面鼓励收尾。）

      三明治反馈法是一种高度有用的方法。它能软化批评所带来的打击。通过首尾的积极反馈，更容易让接收者在不感受到攻击的情况下，接受建设性的批评。同样，它也更容易让反馈者提供反馈。正如我们所知，批评是令人难堪的。但当你要给出潜在的负面反馈时，如果你将其包裹在两个表扬之间，那就更容易了。此外，三明治反馈法也能使会议或互动以积极的基调而结束。

      然而，意识到三明治反馈法的局限性也是有必要的。许多人对这种方法是很了解的，但如果使用不当，很容易使其听起来缺乏真诚感或被预知。此外，当反馈成为一种常规操作时，员工可能会开始认为，积极反馈仅仅是对负面情况的粉饰，从而降低了其价值。因此，不应仅仅将积极反馈视为负面情况的缓冲工具。

附：英文原文

    Providing feedback is an essential part of personal and career development. Delivering constructive criticism, however, can be challenging if not done correctly.  One of the most effective and classic methods to make it easier for both the giver and receiver is the feedback sandwich technique, sometimes also referred to as a compliment (赞美) sandwich.

    If you are seeking to enhance your career growth, learning about the feedback sandwich can be a game-changer. This technique involves using constructive feedback wrapped between two layers of positive feedback. Rather than simply focusing on what went wrong, it ensures that the person receiving the feedback also knows what went well. The process can be broken into three parts. A manager or superior starts by providing positive feedback to encourage a person to continue their good work. Afterward, they communicate constructive feedback for the person to improve. This feedback aims to be specific, behavioral, and relevant to the situation.The manager then ends the feedback session with positive feedback.

  The feedback sandwich technique is a highly useful method. It can help soften the blow of criticism. By starting and ending with positive feedback, it’s easier for the recipient to receive the constructive criticism without feeling attacked. Similarly, it is also easier for the giver to offer feedback. As we all know, criticism is awkward, but when you’re giving potentially negative feedback, it’s easier when you’re also serving it up with two compliments. Additionally, it enables the meeting or an interaction to end on a positive note.

  It’s essential to be aware of its limitations, though. Many people are knowledgeable about this technique, which might make it sound insincere or predictable if not done correctly. Also, when feedback becomes a routine, employees can start to perceive positive feedback as simply a form of sugarcoating the negatives, thus reducing its value. Hence, positive feedback should not simply be seen as something to cushion the negative.