This is a simple tutorial outlying the basic techniques you should use while commenting someones thread.

The Bad

While going through the forums, I see many newcomers making a very big mistake. 1 or 2 word posts, that are meaningless. For instance, I've seen many posts like the ones below

Good anims

The post you gave offers no critique or any real commenting. Now, that post is made even more embarrasing when the following is applied

Good anims
Courtesy?
You shouldn't ask for courtesy when you post such a useless comment. Also, avoid one word posts AT ALL COSTS. No one likes a one word post, which is utterly useless.

Also, here's another bad example of how to critique somones anim,

wow, utterly horrible. the easing, spacing, and physics were disgraceful
You should never OVER critique someones anim. This is a very common mistake, and leaves noone satisfied. The maker of the animation will most times be offronted by your comment, and wont pay any attention to the actual criticism, mainly focusing on how rude you had been.

Here's one more mistake that I see often when people are commenting other peoples animations

Wow, just wow. You are SUCH an amazing animator. You're so awesome, I wish I was like you. 4 stars, just stupendous!

courtesy?
No one likes a suck up. You should never just say how awesome someone's anim is, even if you don't have any criticism to give, because the animator will no longer regard you as a competant peer, but as an adolescent who needs to idolize something, and therefore won't take you seriously. This is made more obvious with the courtesy at the end.

The Good

When commenting someones animation, you should always consider some important things. Look at the animation and see how it affects you. Don't focus mainly on mistakes, but see where the animation takes you, through your mind and senses. Sometimes animations don't necessarily need to be well animated to be good (search "pivotmasterDX" on youtube). Pay attention to plot and humor, as well as originality while watching the animation.

Then, think of a way to NICELY critique the animation. If it is, indeed, so horrible that it defies any good criticism, leave the thread IMMEDIATELY. If you can't say anything nice, Don't say anything at all

Here's an example of a decent comment

Cool anim man. Nice and original, and I liked the humor. Work on easing and physics.
That's a good comment. A normal comment, to be sure. There is something wrong with it though, The good nature of the comment is slightly soured by it's downward note. Maybe we should reverse the order?

Your easing and physics were pretty bad. However it was very original
Not really any better. Here's why. The animator doesn't see anything good about that comment when he reads it. It seems that the badness of the easing and physics overpowers the originality, and may feel discouraged. This is not however a bad comment per se, but you might want to avoid posting like this.

I've found the most ideal way to comment is a technique called "The compliment sandwich". Here's how it's done.

Great job man! Loved how original it was. The physics and easing were a bit off though, but the humor was great. Class job!
Here's how the comment works. He immediately sees a positive response. This prepares him for the criticism, which is put in a nice, precise way. He then reads the ending and is reasurred of what he's done right, and also what he needs to work on, without being offronted.


Bolt: ^^ <3
Bari - Or as I like to refer to it. Praise, correct, praise. PCP!!!

Doesn't he look delicious? lolololololol

*Various spelling mistakes fixed by Cheeser the dictionary slut

Chimaera's Addition 02.12.09

Okay, I'm going to go against what was stated above, the whole compliment sandwhich idea, which was most likely taken from that Family Guy episode. In business that's called a Shit Sandwhich, becuase that's all it is, shit.

Take this example from a business website.

Common Mistake 1: Praise is substantial and obscures the criticism
Consider the following case. Surya was the head of a committee that organized the annual family picnic at his company. The committee exceeded the picnic budget by 35%. Surya’s boss uses the sandwich technique to criticize him for his failure to control expenditure.

Praise: “Surya, our management was very impressed with the attendance at our annual family picnic. The weather was great. The catered food was excellent. The activities for children were wonderful. You even organized contests for children and family.”
Criticism: “By the way, you overspent by 35%. You should check your expenses and try to be within budget.”
Praise: “I understand you worked very hard to coordinate the logistics. I congratulate you for doing a remarkable job leading the committee and for your enthusiasm. Thank you for a job well done.”
In the above example, the praise is substantial and obscures the criticism. Surya may neglect the criticism since the criticism is insignificant— therefore, lost—when sandwiched between “heavy layers of praise.”

Common Mistake 2: Praise is trivial or just-for-sake and serves no function
Suppose that Charlie led a brainstorming meeting for a new product. One of his new fresh-from-college employees proposed an idea that was not practicable. Charlie was annoyed with the idea and responded, “That is a stupid idea. You are thoughtless. You have been here for less than a week. I don’t think you are knowledgeable enough to contribute to our discussions here.”

Janet, Charlie’s boss, observed this interaction. After the meeting, she wanted to criticize Charlie for condemning the new employee in the presence of several other employees. Janet recalled the sandwich feedback technique she had learnt. However, she could not conceive praise for Charlie. Hastily, she stated something trivial just for the sake of paving the way to her criticism.

Praise: “Charlie, good job organizing the meeting.”
Criticism: “I noticed that you openly called the new employee’s idea “foolish” and dismissed his idea. Don’t you realize he is fresh from college? Did you see his reaction? He felt dejected and showed no enthusiasm during the rest of the meeting. He was probably there to meet many people from our department and learn how we manage projects. How can you expect him to feel happy about joining your team? I have noticed that you jump to criticize other people’s ideas in meetings. Look, a good manager encourages participation in meetings. I think you should apologize to the new employee. [Pause]”
Praise: “Hmm … anyway. Good meeting. I liked your flowchart.”
As in the above example, for the sake of sandwiching their criticism, managers tend to offer unrelated—often trivial—praises when faced with the challenge of criticizing their employees. Such praise is inconsequential and, therefore, defeats the purpose of the sandwich technique.

Common Mistake 3: Employees get tuned in to the praise-criticism-praise pattern
Once managers learn and use the sandwich feedback technique a few times, employees recognize the praise-criticism-praise pattern. Employees realize that the managers offer criticism after initiating their conversations with praise. Subsequently they learn to discount this praise since such praise is just a lead-in to the criticism.

Conclusions: Sandwich feedback is often ineffective
Frequently, from the mistakes explained above, the sandwich technique amounts to undercutting praise with criticism. A praise followed by criticism undermines the positive impact of praise and weakens the significance of the corrective feedback.

Sandwich feedback is perhaps best used to help new managers develop feedback skills: to provide affirmative feedback to encourage employees to repeat desired behaviors and to offer corrective feedback to influence change. Once managers are at ease with giving feedback, they can focus on discussing what their employees do right and defer offering corrective feedback for other conversations.

Effective feedback is timely, relevant and forthright
So the question is, what is good feedback, well I'm glad you asked, the below links should help:
http://www.manager-tools.com/2005/07/gi ... e-feedback
http://www.rightattitudes.com/2008/02/

Now this is just me playing Devil's advocate and offerring another way to perform feedback, it's up to you to decide which one you prefer.