Anyone that has ever managed people or has had to report to someone else has probably been hit with the Oreo Cookie Approach as I like to call it. Most managers tend to mix the good with the bad when coaching a subordinate. We start out with a positive, add some negative and then finish off with some more positive.......thus the Oreo Cookie (Good-Bad-Good). I don't believe this is the best approach and here's why. If it becomes part of your regular routine then everyone knows it is coming. It becomes predictable and the negative can and often does outweigh the positive leaving the whole discussion to end on a sour note.
Research shows that the #1 reason people don't like their job is because they don't like or respect their supervisor. It is up to the supervisor to create and foster an environment conducive to positive two way feedback. The only way to create this environment is to turn coaching discussions into 1) positive feedback sessions or 2) opportunity sessions. Positive feedback sessions speak for themselves. The only things covered in these meetings are positive comments, feedback, and praise. Opportunity sessions on the other hand are geared towards identifying reluctances, areas for improvement, stretch goals and developmental opportunities. Address behaviors, give immediate feedback after the behavior and make the feedback worthwhile.
My best advice is to take every opportunity to communicate positive feedback and think long and hard before you jump into an opportunity session. If you are consistent you can help build a long lasting employee/employer relationship that is based on a solid foundation of effective communication.
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