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.

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.

MAKE THEM COMFORTABLE AND ENCOURAGE THEM TO ASK QUESTIONS , NO QUESTION IS A STUPID QUESTION

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.

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.

Giving feedback to learners in a way that motivates and guides improvement is essential. Here’s an approach that balances both positive and negative feedback effectively:

### 1. **Start with the Positive (The "Sandwich" Method)**
- Begin with specific positive feedback. Highlight what they’re doing well and how it’s contributing to their learning. This builds their confidence and makes them more receptive to constructive feedback.
- Example: “You’ve done a great job organizing your thoughts and presenting your ideas clearly. It really shows your dedication.”

### 2. **Be Specific and Objective with Negative Feedback**
- Address specific behaviors or aspects that need improvement rather than making general statements. Focus on actions, not personality, so the learner understands what to improve without feeling criticized.
- Example: “One area to work on is expanding on your ideas with examples. This can help make your explanations even clearer.”

### 3. **Use a Growth-Oriented Tone**
- Frame negative feedback as an opportunity for growth rather than as a failure. This can motivate learners to see the feedback as part of their improvement journey.
- Example: “By adding more examples, you’ll strengthen your communication skills and make a bigger impact on your audience.”

### 4. **Provide Actionable Suggestions**
- Give specific advice on how they can improve. Concrete steps make feedback more practical and less overwhelming.
- Example: “For your next presentation, try to include one or two examples for each main point. This will make your points more relatable and memorable.”

### 5. **Encourage Self-Reflection**
- Ask the learner to reflect on what they think went well and what could be improved. This builds critical thinking and gives them ownership of their progress.
- Example: “What part of your work do you feel the most confident about? Is there anything you’d like to do differently next time?”

### 6. **End with Encouragement**
- Conclude with positive reinforcement. Remind them of their strengths and progress, which keeps them motivated to tackle any areas for improvement.
- Example: “You’ve already made a lot of progress, and with a few adjustments, you’ll see even more improvement. Keep up the great work!”

This approach not only helps learners accept and act on feedback but also builds their confidence and encourages a growth mindset. It maintains a supportive environment where they feel empowered to improve.

Be honest and sincere. we are ofter aware of our underperformance,so the feedback should not be a surprise

first meeting with the guy and understnd his problem than give him solution in a technical and moral support if needed as well

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