The Feedback Fix: Ditch the Sandwich and Build a Culture of Trust

^The art of giving feedback, especially for those new to leadership, can feel like navigating a minefield. It's natural to feel anxious about how your words might be received, and the impact they could have on your working relationships. But in today's fast-paced, ever-evolving work environment, feedback is not just important, it's essential.

In a world where change is the only constant, leaders need a clear picture of what's working and what isn't. They need the unfiltered perspectives of their team members to make informed decisions and adapt their strategies effectively.

For employees, constructive feedback is a lifeline. It's a chance to understand their strengths and areas for improvement, to feel valued and heard, and to grow both personally and professionally.

But here's the catch: feedback, like any powerful tool, can be used constructively or destructively. When delivered thoughtfully, it can inspire, motivate, and bridge the gap between potential and performance. But when handled carelessly, it can create resentment, defensiveness, and a breakdown in trust.

Reframing Feedback

Let's move beyond the traditional view of feedback as a performance evaluation. Instead, let's see it as a catalyst for growth, a two-way street where both leaders and employees can learn and develop.

For new leaders, mastering the art of feedback is about more than just pointing out mistakes. It's about creating a culture of open communication, where everyone feels safe to share their thoughts and ideas. It's about recognizing achievements, fostering professional development, and building trust with your team.

Five Strategies for Thoughtful Feedback

So, how can you provide feedback that's not just constructive, but also empowering and motivating? Here are five strategies to consider:

1. A Skill, Not a Talent

Effective feedback isn't something you're born with; it's a skill honed through practice and dedication. Research shows that training in feedback techniques can significantly improve leaders' ability to deliver constructive criticism and foster positive outcomes. So, invest in your development by reading articles, watching videos, or even attending formal training sessions. Observe experienced leaders and learn from their techniques.

Remember, practice makes perfect. Start by giving feedback in low-stakes situations to build your confidence and refine your approach. Reflect on your experiences and identify areas for improvement. Over time, you'll develop a natural and impactful feedback style.

2. Intentions Matter

Your intentions play a crucial role in how your feedback is received. If your motive is to criticize or belittle, it will likely trigger defensiveness and resentment. However, if your intention is to genuinely help the recipient improve, your message will be more likely to resonate and inspire action.

Research in psychology supports this. Studies have shown that when people perceive feedback as being motivated by a desire to help them learn and grow, they're more likely to accept it and act on it.

So, before giving feedback, take a moment to check your intentions. Ask yourself: "Am I trying to help this person improve, or am I simply venting my frustration?" If your motives aren't pure, it's best to postpone the conversation until you're in a more constructive mindset.

3. Choose the Right Moment

Delivering feedback at the wrong time or in the wrong setting can significantly diminish its effectiveness. Imagine receiving critical feedback in front of your colleagues or during a high-stress situation. It's unlikely to be well-received.

Neuroscience tells us that our brains are more receptive to feedback when we're in a calm and relaxed state. So, choose a time when both you and the recipient are free from distractions and stress.

Additionally, provide feedback while the context is still fresh in everyone's mind. This ensures clarity and avoids misunderstandings.

Example:

Don't: "Hey, remember that presentation you gave last month? I think you could have done a better job with the visuals."
Do: "I wanted to chat about the presentation you gave yesterday. I think the content was great, but the visuals could have been more impactful. Let's brainstorm some ideas for next time."

4. Focus on Behavior, Not Identity

Feedback that focuses on personal traits or abilities can trigger defensiveness and hinder growth. Instead, focus on specific behaviors or actions that can be improved. This approach encourages a growth mindset and empowers the recipient to take action.

Research in psychology has shown that feedback is most effective when it's specific, actionable, and focused on behavior rather than personality.

Example:

Don't: "You're not a very good communicator."
Do: "During the meeting yesterday, I noticed you interrupted your colleagues a few times. It might be helpful to practice active listening and allowing others to finish their thoughts before sharing your own."

5. Create a Two-Way Street

Feedback shouldn't be a one-way street. Encourage your team members to share their thoughts and perspectives with you. This not only helps you improve as a leader but also fosters a culture of open communication and trust.

When seeking feedback, acknowledge the courage it takes for someone to share their honest opinions. Be receptive, listen actively, and express gratitude for their insights.

Remember, feedback is a gift that offers an opportunity for growth and development. By embracing it with humility and openness, you can create a workplace where everyone feels valued, heard, and empowered to reach their full potential.

Tips for New Leaders

While the five strategies we've discussed provide a solid foundation for giving and receiving feedback, let's go a step further. Here are some unconventional tips to help new leaders truly master the art of feedback and create a thriving feedback culture within their teams.

1. The "Feedback Sandwich" is Stale

The traditional "feedback sandwich" approach, where you sandwich negative feedback between two layers of positive feedback, is often seen as insincere and manipulative. It can also dilute the impact of your message and leave the recipient confused about the key takeaway.

Instead, embrace directness and honesty. Be clear about the areas for improvement while maintaining a respectful and supportive tone. Research shows that people appreciate direct feedback, as long as it's delivered with empathy and a genuine desire to help them grow.

Example:

Don't: "You're doing a great job overall, but I think you could improve your time management skills. Otherwise, keep up the good work!"
Do: "I've noticed that you've missed a few deadlines recently. I understand that things can get hectic, but it's important to prioritize your tasks and manage your time effectively. Let's work together to create a plan that helps you stay on track."

2. Ask, Don't Tell

Instead of simply telling someone what they did wrong, ask questions that encourage them to reflect on their own performance. This approach empowers them to take ownership of their development and discover their own solutions.

Studies have shown that self-generated insights are often more powerful and long-lasting than those imposed from the outside. By asking open-ended questions, you stimulate critical thinking and create a collaborative environment where learning and growth can thrive.

Example:

Don't: "You need to be more organized."
Do: "How do you feel about your current organizational system? Are there any areas where you feel you could improve? What strategies have you tried in the past that have worked well for you?"

3. Celebrate Small Wins

Don't wait for annual reviews to give positive feedback. Recognizing and celebrating achievements, no matter how small, can significantly boost morale and motivation. Research in positive psychology highlights the importance of positive reinforcement in fostering a sense of accomplishment and encouraging continued effort.

Make it a habit to acknowledge your team members' contributions regularly. A simple "thank you" or a public shout-out can go a long way in creating a positive and supportive work environment.

4. Make it a Conversation

Feedback shouldn't be a monologue. Encourage dialogue and create a space where employees feel comfortable sharing their perspectives and asking questions. This fosters a sense of mutual respect and collaboration, making the feedback process more meaningful and productive.

Research shows that two-way communication enhances understanding and promotes buy-in. When employees feel heard and understood, they're more likely to accept feedback and take action.

5. Lead by Example

As a leader, be open to receiving feedback yourself. This demonstrates humility and creates a culture where feedback is seen as a valuable tool for everyone, not just a management prerogative.

Studies have shown that leaders who actively seek feedback are perceived as more effective, trustworthy, and approachable. By embracing vulnerability and showing a willingness to learn and grow, you set a powerful example for your team.

Nurturing a Feedback-Rich Culture

Giving and receiving feedback is an ongoing process, not a one-time event. By fostering a culture of open communication and continuous learning, you can create a workplace where feedback is embraced as a tool for growth and development.

Remember, effective feedback isn't just about correcting mistakes; it's about unlocking potential, building trust, and inspiring your team to achieve their best. So, take a deep breath, embrace the challenge, and start nurturing a feedback-rich culture in your workplace today.

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A study suggests weekend catch-up sleep may reduce heart disease risk by 20%, but neurologists warn it takes four days to recover from just one hour of lost sleep.

^The allure of the weekend sleep binge is undeniable—after a grueling week of early mornings and late nights, the idea that a long, restful sleep on Saturday and Sunday can undo the damage seems like the perfect solution.

But let’s challenge this notion with an analogy: If you’re running a marathon, can you expect to cross the finish line if you only sprint for the last mile?

Similarly, expecting weekend sleep to fix a week’s worth of sleep deprivation is like hoping a band-aid will heal a broken bone.

Sleep More on Weekends, Save Your Heart?

Can Weekend Sleep Recovery Reduce Heart Disease Risk by 20%?

Source: https://www.researchgate.net/figure/Relationship-of-10-year-ASCVD-risk-score-with-sleep-duration-across-the-assembled-cohort_fig2_353962357

A groundbreaking 14-year study from China’s State Key Laboratory of Infectious Disease recently sent shockwaves through the health world. Their findings revealed that those who indulged in weekend sleep “recovery” had a 20% lower risk of heart attacks and strokes compared to those who consistently underslept.

At first glance, this seems like a game-changer. After all, if an extra few hours on Saturday can mitigate the week’s damage, then we’ve found the holy grail of sleep hacks—right?

Unfortunately, that’s where the promise ends and the pitfalls begin.

Sleep Is a Long-Term Investment, Not a Short-Term Fix

Think of sleep like compounding interest—it works best when invested consistently over time. While the Chinese study brings promising results, it leaves a critical question unanswered: how sustainable is this approach?

The National Sleep Foundation's research offers a sobering reality check. It takes longer to recover from sleep debt than previously thought—catching up on lost sleep requires more than a weekend lie-in. According to their findings, even one hour of lost sleep can take several days to recover from. If you’re sleep-deprived for five days, two extra days won’t be nearly enough.

Source: https://www.sciencedirect.com/science/article/abs/pii/S1389945720303348

Moreover, recent insights from Dr. Eve Van Cauter, a leading researcher in sleep and metabolic health at the University of Chicago, highlight the detrimental effects of irregular sleep patterns. Her team found that shifting sleep schedules on weekends disrupts the circadian rhythm and leads to what’s known as "social jetlag"—a phenomenon where your body clock gets misaligned. Social jetlag contributes to higher rates of obesity, insulin resistance, and cardiovascular risk—negating any potential short-term gains from weekend catch-up sleep.

Simplifying a Complex Issue

Let’s introduce a central metaphor that captures this paradox: “buttonification.” Buttonification refers to the belief that complex, systemic problems can be fixed with a simple, one-time action—a quick push of a button. In the case of sleep, weekend recovery is a buttonification attempt. It simplifies the intricate science of sleep into a hack, offering a temporary solution to a chronic problem.

The reality is more nuanced. Sleep is not just about hours; it’s about quality, regularity, and the body’s hormonal balance. Cortisol, for example, plays a pivotal role. When sleep-deprived, your body produces more cortisol, a stress hormone linked to inflammation, blood clotting, and ultimately heart attacks. While a weekend of sleep might reduce cortisol levels temporarily, it doesn’t reverse the long-term cardiovascular damage caused by chronic sleep deprivation.

Real-World Consequences

Source: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2845795/

Let’s talk numbers. According to a comprehensive review by the European Society of Cardiology, sleeping fewer than six hours per night increases the risk of fatal heart disease by 48%. This statistic alone underscores the dangers of underestimating sleep's role in cardiovascular health. More importantly, irregular sleep patterns—like those encouraged by weekend lie-ins—only exacerbate this risk.

Take Sweden’s Stress Research Institute as another case study. Their analysis of over 43,000 participants showed that those who slept inconsistently, oscillating between short weekday sleep and long weekend sleep, had a 30% higher risk of cardiovascular incidents than those who maintained a regular 7–8 hour sleep pattern. The stark takeaway? Irregular sleep may do more harm than good, even if the total hours balance out.

Unpacking the Sleep-Heart Health Equation

To fully grasp why catch-up sleep fails, we need to delve into the sleep-heart health connection. Sleep deprivation triggers the sympathetic nervous system—the body’s "fight or flight" response—which keeps your heart rate elevated and your blood pressure high. Over time, this increases atherosclerosis (the buildup of plaque in the arteries), leading to heart disease.

Yet, it’s not just the quantity of sleep that matters. Harvard Medical School’s 2022 study on sleep fragmentation showed that disruptions in sleep architecture—even brief awakenings during sleep—can accelerate arterial stiffening and contribute to hypertension. Weekend sleep-ins may restore quantity, but they do little to improve the quality or consistency needed for long-term heart health.

The Evolution of Sleep Hygiene

So, how do we evolve past the buttonification of sleep? It starts with a mindset shift—sleep is not an indulgence but a necessity. We must prioritize consistent, high-quality sleep throughout the week, not just on weekends. Practical strategies like sleep hygiene practices, including maintaining a consistent bedtime, reducing screen time, and optimizing your environment for better sleep, can yield more sustainable results than hoping for a weekend miracle.

The American Academy of Sleep Medicine recommends at least 7–8 hours of sleep per night, on a consistent schedule, as the gold standard for cardiovascular protection. Their research indicates that reducing sleep variability—not just total hours—may lower the risk of metabolic syndrome by up to 25%.

The False Security of Catch-Up Sleep

As tempting as the promise of weekend recovery may seem, it’s a false security. Just like financial health, sleep health requires consistency, not shortcuts. The science is clear: while weekend catch-up sleep might offer short-term relief, it’s not a sustainable solution for long-term cardiovascular protection.

In a world obsessed with productivity hacks and shortcuts, sleep is the one area where no shortcuts exist. The path forward? Prioritize regular, sufficient sleep—not just for your heart but for your overall well-being. It’s time we stop trying to fix systemic health problems with a quick button and start recognizing that sleep is an investment in our future.

^We are in the midst of layoff season. While the world is shocked to see large internet companies like Meta and Twitter fire employees, the Indian startup scene has also suffered. So, what led to this, what is happening now, and what is yet to come? ‍

Race to Mass Layoffs?

Adding to the difficulties in Silicon Valley is the possibility that Amazon will announce layoffs that will affect up to 10,000 workers. Following Microsoft, Twitter, Snap, Meta, and Twitter, Amazon is the next big tech company to lay off employees. There has also been a decrease in recruiting at Apple and other companies.

In the wake of fears of a worldwide recession, technology companies, traditionally large spenders, are now turning to cost-cutting.

Mass Firings: What Led to This?

From January 1 to June 1, 2022, the market capitalization of the top 30 technology companies decreased by $4.3 trillion. These 30 companies represent the majority of the value of the global tech market.

At least $5–6 trillion was lost in the global listed tech market as a whole. The top 30 businesses account for $4.3 trillion of this. In actuality, the combined contribution of Apple and Microsoft to this market value decline is close to $1 trillion.

From June to August 18, the market value of the top 30 tech companies experienced a $900 billion recovery.

What's the situation in India?

Many edtech companies have let go of employees, including Byju's and Unacademy. It was reported that Unacademy had laid off 1,150 employees, while Byju's laid off 550 employees, not far behind Vedantu, which had laid off 624 employees.

Meanwhile, MFine laid off 600 workers, Ola fired 500 people, and Cars24 reported 600 job losses. In all cases, layoffs were caused by tighter monetary policies and a correction in the stock market.

How About the Attrition Rate?

In addition to layoffs, IT organizations have experienced high attrition rates. Labor costs and the cost of acquiring talent led to squeezed operating margins for all IT majors during the previous quarter.

During the first quarter of FY23, Indian IT companies spent, on average, 57% of sales on employee salaries, with some, like Infosys, raising their top performers by one or two digits. TCS's attrition rate for Q4 of FY22 was 19.7%, much higher than Infosys's 17.4%.

In Q4FY22, HCL Technologies experienced an increase in attrition from 21.9% to 23.8%. However, Wipro has managed to keep attrition rates relatively stable, dropping from 23.8% to 23.3% between April and June.

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