What is the best way to give negative and posetive feedbacks to the learners?

In my experience, the best way is not to denigrate him no matter what he has done and to show him gently and listen to him.

Giving effective feedback to learners is crucial for their growth and development. Here are some best practices for providing both negative and positive feedback: Positive Feedback Be Specific: Highlight specific actions or behaviors that were effective. Instead of saying "Good job," say "Your analysis of the data was insightful and well-reasoned." Encourage Continued Effort: Reinforce the idea that their hard work is appreciated. For example, "Your dedication to improving your writing skills is evident." Connect to Goals: Show how their achievements align with their learning goals. "Your presentation skills have improved significantly, which is important for your career aspirations in public speaking." Celebrate Milestones: Recognize progress, no matter how small. "You've made great strides in your understanding of the topic since last week." Negative Feedback Be Constructive: Focus on the behavior, not the individual. Use phrases like "This approach could be improved" instead of "You're doing this wrong." Provide Context: Explain why the feedback is important. "Avoiding these errors will help you convey your message more clearly to your audience." Suggest Solutions: Offer practical steps for improvement. "Consider breaking your essay into smaller sections to organize your thoughts more effectively." Encourage Dialogue: Allow learners to share their thoughts or ask questions about the feedback. This can foster a collaborative environment for improvement. Balance with Positives: Follow up negative feedback with positive comments. This helps maintain motivation and shows that you recognize their strengths. Additional Tips Timing Matters: Provide feedback promptly while the experience is still fresh. Private Setting: Deliver negative feedback in a private setting to avoid embarrassment. Regular Check-ins: Incorporate feedback as part of regular discussions, rather than waiting for formal assessments. By following these strategies, you can create a supportive environment that encourages growth and learning.

When giving feedback to learners, it’s important to be both constructive and encouraging. For positive feedback, be specific, sincere, and highlight the learner’s strengths to motivate them. For negative feedback, focus on the behavior rather than the person, provide actionable suggestions, and ensure the tone is supportive. Start with something positive, then address areas for improvement, and end with encouragement. This approach helps learners feel valued and empowered to grow, fostering a positive learning environment.

the best way to give Feedback is, it should be constructive, with highlighting learner's work and point out the possible improvements.

To encourage do better so that they don't give up when something that is doing is too hard to get good results that they expected to get it

To manage an employee causing a negative stir, first gather facts and specific examples of their behavior's impact. Address the issue privately, focusing on the behavior, not the person, and listen to their perspective. Set clear expectations for improvement, provide support such as training or mentoring, and schedule follow-ups to track progress. Document all interactions, involve HR if needed, and communicate with the team to maintain trust and morale. If the behavior persists, take formal disciplinary action per company policy.

For positive feedback, be specific, encouraging, and connect it to growth. For negative feedback, focus on the behavior, offer clear, actionable advice, and balance with positive points. Always aim to support and guide the learner toward improvement.

Give him advice, training ,support and encouragement

Don't give concertation for the effect. Do frist and wait for the result untill you will get the good things

If an employee is causing issues, it’s best to deal with it quickly and privately. Sit down with them, explain what’s going on, and give them a chance to share their side. Be clear about what needs to change and offer help if they need it, like training or extra support. Keep checking in to see if things are improving, and if not, follow your company’s steps for handling behavior problems. Most importantly, keep the conversation open and create a positive atmosphere at work.

rs. 2. Have a Private Conversation: • Choose the Right Time and Place: Schedule a private meeting in a neutral, comfortable setting. • Be Direct but Empathetic: Address the behavior directly, focusing on specific incidents. Use “I” statements (e.g., “I noticed that…”) to avoid sounding accusatory. • Listen Actively: Give the employee a chance to explain their perspective. There might be underlying issues you’re unaware of. 3. Set Clear Expectations: • Define Acceptable Behavior: Clearly outline what behavior is expected and why their current behavior is problematic. • Outline Consequences: Explain the potential consequences if the behavior continues, but focus on the desire to see