That depends, of course, on whether or not you still want to eat meat. Either way, every burger has a unique quality. I have to admit, in a different context, but now I have your attention. The hamburger, or the sandwich, is the most powerful way to give feedback.

Feedback wants to improve people.

Feedback should build someone up. For example, you have seen the person trying to get better and improve skills and results, but it didn’t work. Or make the wrong choices under stress because it becomes too much to handle.

The traditional, or rather old-fashioned, approach is to yell loudly at that person they did something wrong, and you won’t accept it a second time. Or this one: Your team does something you don’t want them to do, and full of anger, you shout: ‘it’s a disaster.’ Let me tell you, this behavior will only make things worse. Because, although you make think so, what you said is no feedback but an insult. Even more so because you refuse to offer a solution and to show respect, the person or team will only get more insecure and repeat these mistakes more often.

How to give feedback?

So what is a good way? Well, it’s a layered approach, starting with a positive note. Because there is always something good a person or a team is doing, pay that compliment first, it has to be genuine, sincere, and authentic. Then address the thing you’d like to improve (this is the meaty thing, the item in the middle) and the something you like that they will do better next time they are in the same situation. Ask how they see it and what’s their opinion about this. Then (the bottom layer) find an approach to solve this together and ask if they will try this. After this, you need to give them confidence, and you’ll see it works.

And then, after the match, the presentation, product launch, quality meeting, visit of an international, a surgical operation, an audit that went well. So now you can treat the person or team on a hamburger, vegan or not.