{"id":7728,"date":"2021-01-12T18:24:02","date_gmt":"2021-01-12T23:24:02","guid":{"rendered":"https:\/\/www.managementcenter.org\/?post_type=resources&p=7728"},"modified":"2025-08-28T18:28:55","modified_gmt":"2025-08-28T18:28:55","slug":"eval-scripts-tough-times","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/eval-scripts-tough-times\/","title":{"rendered":"Managing Uncertainty: What to Say in Evaluations"},"content":{"rendered":"\n

Struggling with the exact language to use when giving feedback in performance evaluations during a crisis or tough times? Check out our samples below!<\/p>\n\n\n\n

Situation<\/strong><\/th>What to Say<\/strong><\/th><\/tr><\/thead>
The low performer falling further off track, or the solid performer who had some dips

Consider the way the current crisis is amplifying prior challenges; distinguish what might have warranted corrective action before and what\u2019s new, so you can define concrete support to mitigate those impacts before any tough decisions. Do a bias check<\/a> around your decision.<\/mark><\/td>		\u201cThis has been a tough year and I know you\u2019ve experienced the impacts of that. We\u2019ve already discussed that there have been issues with [name the area that needs improvement<\/em>], which are resulting in [impacts<\/em>]. I know those were exacerbated by extenuating circumstances, so let\u2019s make a realistic plan for getting back on track. What I’d like to see from you over the next [time frame<\/em>] is some improvement in [what needs to change<\/em>]. What do you think of that? What support do you need from me? We\u2019ll check back in by [set date<\/em>].\u201d<\/td><\/tr>
The high performer who\u2019s dipped this year

Emphasize inherent value (with or without the superhero cape), note where they met or exceeded expectations, acknowledge where they dipped, and co-craft new expectations and a plan for the year ahead. <\/mark><\/td>		\u201cGiven everything that\u2019s happened this year, I don\u2019t expect anyone to perform at the same level as they did pre-pandemic. In a lot of ways, you upheld your previous standard: [list track record qualities<\/em>]. For the areas that you struggled a bit, let\u2019s talk about more realistic expectations moving forward and figure out what support you need to meet them.\u201d<\/td><\/tr>
The team member who\u2019s giving it 200%

Reset your expectations of excellence to create breathing room; commend enthusiasm while preventing burnout; set the bar high, but not too high. <\/mark><\/td>		\u201cYou went above and beyond during an extraordinary year. You excelled at [XYZ<\/em>]. As you move into the next quarter, let’s agree to prioritize your personal well-being and sustainability, and focus on the three roles that bring you the most growth and generate the highest impact: [name them<\/em>].\u201d<\/td><\/tr>
The solid performer who\u2019s rising to the occasion

Commend improvement over past performance; recognize contribution to the whole, especially in a year when others reasonably needed to step back. <\/mark><\/td>		\u201cThis was a devastating year, and you really stepped up to [help colleagues learn, keep team morale up, redesign our outreach approach, etc.<\/em>]. Your effort benefited the whole team at a time when we needed it most. What do you need to keep up your effectiveness and sustainability this year?\u201d<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

Learn how to activate your team\u2019s full potential<\/strong> by enrolling in our<\/em> Ace Performance Management<\/a> training package! Gain the confidence and strategies you need to develop your team\u2019s skills, distinguish growth areas from performance problems, give better feedback, and create great team culture. Grab your spot today!<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? Check out our samples.<\/p>\n","protected":false},"author":14,"featured_media":10399,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[51],"topic":[41],"collection":[25,69],"class_list":["post-7728","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-tool-template","topic-investing-in-people","collection-managing-uncertainty","collection-performance-evaluations"],"acf":[],"yoast_head":"\nManaging Uncertainty: What to Say in Evaluations - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/eval-scripts-tough-times\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Managing Uncertainty: What to Say in Evaluations - The Management Center\" \/>\n<meta property=\"og:description\" content=\"Struggling with the exact language to use when giving feedback for your 2020 performance evaluations? 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