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.

Managing an employee who's causing a negative stir requires a careful and balanced approach to address the issue while maintaining team morale and productivity. Here’s a step-by-step guide:

  1.  Identify the Root Cause
   -  Listen to the Employee : Hold a private, non-confrontational meeting to understand their perspective. There could be underlying issues such as personal struggles, lack of engagement, or misunderstandings.
   -  Observe Behavior : Gather concrete examples of their behavior and how it's affecting others.

  2.  Assess the Impact
   - Evaluate the impact of their behavior on the team and the workplace. Is it affecting morale, productivity, or creating tension? This will help you frame the conversation and gauge the severity.

  3.  Provide Constructive Feedback
   -  Be Specific : Focus on the behavior, not the person. Provide examples of how their actions are causing disruption.
   -  Communicate Expectations : Clarify the company's values and what is expected in terms of behavior and performance.
   -  Use "I" Statements  : This can prevent defensiveness (e.g., “I’ve noticed…” instead of “You are…”).

 4.  Set Clear Boundaries and Goals 
   -  Action Plan : Create a plan that outlines the steps for improvement, including specific, measurable goals.
   -  Consequences : Be clear about what will happen if the behavior continues, but focus on positive reinforcement for improvement.

 5.  Monitor Progress
   -  Check-in Regularly : Hold follow-up meetings to monitor the employee’s progress and provide feedback.
   -  Recognize Positive Change : If the employee makes improvements, acknowledge them to reinforce the desired behavior.

  6. Involve HR (If Necessary)
   - If the behavior persists or escalates, involve HR for mediation or more formal disciplinary action. They can help navigate legal and procedural steps if needed.

  7. Maintain Team Morale
   - While addressing the issue, be transparent with your team (without breaching confidentiality). Reinforce a culture of open communication, respect, and collaboration.

By taking a balanced approach—offering support while being firm about expectations—you can help the employee course-correct and minimize disruption to the team.

Sometimes assigning them to another type of work for some time

Take the time to listen to him and ask him to explain it to me

The best way to give feedback is to be specific, timely, and balanced. For positive feedback, highlight what the learner did well and how it contributed to their success. For negative feedback, focus on constructive criticism, offer actionable steps for improvement, and maintain a supportive tone to encourage growth.

feedback isn't always negative.don't persistently focus on what isn't working or isn't being done right

To encourage them to do good work be honest

The best approach is to handle the situation professionally and calmly. First, observe the behavior and collect feedback from colleagues to ensure you fully understand the issue. Then, schedule a private meeting with the employee to discuss their actions without being accusatory. Use an open dialogue to identify any underlying issues they may be facing. It's important to be empathetic and listen to their concerns while also setting clear expectations about professional behavior and company culture. If the issue persists, consider implementing a formal improvement plan or, as a last resort, disciplinary action to protect team morale.

By being passionate about the job

one to one discussions for negative feedbacks; announcement within the team in public for positive feedback

First, I apologize to the customer with my sincerest thoughts

Start by providing feedback on specific strengths or positive aspects of the person to whom you will be providing feedback. ...Then clarify the specific areas that need improvement or those in which some changes need to be made.End your feedback with a positive comment, such as encouragement or praise.

After that, I will take the necessary action with the chef who prepared the food