Feedback is an important motivator in learning. If a participant is doing well, you should tell them so, and reward them with the compliment. If they're not doing well, you should identify the areas they need to improve in, and help them to overcome their weaknesses.

The feedback 'sandwich'

If you need to give a learner negative feedback, start with something good they've done, then tell them the problem, then end on something good. This 'sandwiches' the negative comment in between two positives, which helps to lessen the dent to their confidence.

Be sensitive

Be aware that sometimes learners take criticism personally, and feel like they're being singled out. Try to help them see that their mistakes and your corrections are a normal part of the learning process, and that there's no need to feel embarrassed or discouraged.

If a serious problem arises with a participant, it's often best to take them away from the rest of the group before you deal with it, so that you can openly talk about the issues without the risk of them losing face in front of their workmates.

Be honest

Don't shy away from giving negative feedback when you have to. As the trainer, it's your responsibility to draw the best out of your learners, and make them work hard to achieve their optimum performance. The only way you can do this is to correct their mistakes as they go, and point out the areas where they need to improve their results.

Check their understanding

Feedback works both ways. Always check that they have understood you properly and are clear about what they need to do to get a better result or further refine their skills.