AI Prompts for ChatGPT for Feedback

I need to give feedback to [PERSON'S NAME OR ROLE] about something I observed recently. Here is what happened: [DESCRIBE THE SITUATION IN YOUR OWN WORDS]. Help me separate the observable behaviour from my interpretation of it. What specifically did they do or say? What was the impact on [THE TEAM / PROJECT / CLIENT / ME]? I want to give feedback about the behaviour and impact, not my feelings or assumptions about their intent. Give me two or three precise sentences I could use as the foundation for the conversation.

I am considering giving feedback to [PERSON'S NAME] about [THE ISSUE]. Here are the specific examples I have noticed: [LIST TWO OR THREE EXAMPLES WITH BRIEF CONTEXT]. Help me assess whether this looks like a consistent pattern or a situational issue. If it is a pattern, how should I frame it? If it is more situational, what context should I acknowledge? I want to give feedback that is fair and accurate, not feedback that overstates a problem.

I need to give feedback to [PERSON'S NAME] about [BRIEF DESCRIPTION OF THE ISSUE]. Here is some relevant context: they are [SENIORITY LEVEL / RELATIONSHIP TO YOU], the issue is [SENSITIVE / STRAIGHTFORWARD], and we work [REMOTELY / IN PERSON / HYBRID]. Help me think through whether this feedback should be delivered in writing, in a live conversation, or both. What are the tradeoffs? What would you recommend given this situation and why?

I need to give difficult feedback to [PERSON'S NAME] about [THE ISSUE]. Based on past interactions, I expect they might respond by [HOW YOU EXPECT THEM TO REACT: E.G., GETTING DEFENSIVE, DISMISSING IT, DEFLECTING TO OTHERS, GOING QUIET]. Help me prepare for this. How should I open the conversation? What should I say if they become defensive? How do I stay firm on the substance of the feedback while remaining respectful and curious about their perspective? Give me a short framework and a few specific phrases I can use.

I am about to give feedback to [PERSON'S NAME] about [THE ISSUE]. Help me get clear on what I actually want from this conversation. Is the goal: a specific behaviour change, acknowledgement, a shared plan, or something else? If my goal is [STATE YOUR GOAL], what does a successful outcome of this conversation look like? What would I need to say to make that outcome more likely? Help me clarify my intent so I go into the conversation focused on the right thing.

Write a performance review comment for [EMPLOYEE NAME], who is a [JOB TITLE]. This period they demonstrated particular strength in [TWO OR THREE AREAS]. A specific example of their impact: [DESCRIBE A CONCRETE SITUATION AND RESULT]. The comment should recognise what they did well with specific evidence, name the impact on the team or business, and include one forward-looking observation about where their strengths could create even more value. Keep it to three to five sentences.

Write a performance review comment for [EMPLOYEE NAME], who is a [JOB TITLE]. This period they struggled with [THE AREA THAT NEEDS IMPROVEMENT]. A specific example: [DESCRIBE WHAT HAPPENED AND THE IMPACT]. The comment should name the specific behaviour or gap, describe the impact clearly without exaggerating it, and point toward what improvement would look like. It should be honest but constructive, not vague or harsh. Three to five sentences.

Here are my rough notes for [EMPLOYEE NAME]'s performance review: [PASTE YOUR DRAFT NOTES OR BULLET POINTS]. Rewrite these as polished performance review comments that replace any generic phrases (like "great team player" or "hard worker") with specific observed behaviours and their actual impact. If my notes are too vague, flag which areas need a concrete example from me before you can make them specific. Output the final comments ready to paste into the review form.

Write a balanced performance review for [EMPLOYEE NAME], a [JOB TITLE], covering both what they did well and where they should grow. Strengths to highlight: [YOUR NOTES ON STRENGTHS AND EXAMPLES]. Growth areas to address: [YOUR NOTES ON GAPS AND EXAMPLES]. The tone should be fair and direct. Do not soften the growth areas to the point where they are unrecognisable, and do not overstate the strengths. Each section should be two to four sentences with specific evidence.

Help me write a self-assessment for my own performance review. My role is [YOUR JOB TITLE] at [COMPANY NAME]. This period my main focus areas were [TWO OR THREE PRIORITIES]. The strongest thing I delivered was [SPECIFIC ACHIEVEMENT WITH CONTEXT AND RESULT]. An area I am actively working to improve is [YOUR HONEST GROWTH AREA AND WHAT YOU ARE DOING ABOUT IT]. Write a first-person self-assessment that is honest and specific, not overly humble or self-promotional. Target length: 200 to 300 words.

Write a short Slack message giving positive feedback to [PERSON'S NAME] about [WHAT THEY DID]. The message should feel genuine rather than performative. It should name specifically what they did, not just say "great job". It should also mention why it mattered, for example what it made possible or how it affected the team. Keep it to two to four sentences and make sure it does not sound like a formal review comment dropped into chat.

I want to give [PERSON'S NAME] quick feedback about [WHAT THEY DID] right after it happened. I do not want to make it feel like a big moment or cause embarrassment, but I do want it to land. Write a short, direct way to say this in a one-on-one conversation or quick message. The feedback is: [DESCRIBE WHAT YOU WANT TO SAY]. Keep it to two to three sentences, do not pad it with praise if it does not fit naturally, and do not use the word "feedback" as a preamble.

I need to give feedback on [TYPE OF DELIVERABLE: E.G., A PRESENTATION, REPORT, EMAIL, DOCUMENT] produced by [PERSON'S NAME]. Here is what I want to communicate: [YOUR HONEST ASSESSMENT, INCLUDING WHAT WORKED AND WHAT NEEDS WORK]. Rewrite this as clear, specific written feedback they can act on. For each criticism, make sure there is a clear direction attached. For the positives, be specific about what worked and why. Do not use a "feedback sandwich" structure unless it genuinely fits. Aim for directness over diplomatic padding.

I have a one-on-one with [PERSON'S NAME] scheduled for [DATE] and I want to use it to give feedback about [THE ISSUE]. Help me plan the conversation. How should I open it? What is the most important thing I want them to understand? What question should I ask them after I share my observations? How should I close the conversation so we have a shared next step? Give me a brief conversation outline I can use as a guide, not a script.

I have been frustrated by [DESCRIBE THE SITUATION: WHAT HAPPENED, HOW OFTEN, AND THE IMPACT ON YOU OR THE TEAM]. I want to address it as feedback, not as a complaint. Help me reframe what I am experiencing as an observation about a specific behaviour and its impact. What is the neutral, factual way to describe what I observed? What is the impact I could describe without overstating it? And what would I like to see done differently? Give me a short, clean version of this feedback I could deliver directly.

I need to communicate a performance improvement plan (PIP) to [EMPLOYEE NAME], who is a [JOB TITLE]. The areas of concern are: [LIST THE SPECIFIC PERFORMANCE GAPS]. The expectations for improvement are: [WHAT THEY NEED TO DO AND BY WHEN]. Help me plan and write the key parts of this conversation: how to open it clearly, how to state the concerns without ambiguity, how to explain the support they will receive, and how to close with the consequences of continued underperformance and the path to success. I need this to be clear, fair, and documented.

I need to write 360 feedback for [PERSON'S NAME], who is a [JOB TITLE]. I work with them as their [PEER / DIRECT REPORT / CROSS-FUNCTIONAL PARTNER]. Here is my honest assessment: strengths I have observed: [YOUR NOTES]. Areas I think they could improve: [YOUR NOTES]. Specific example: [ONE CONCRETE SITUATION]. Write polished 360 feedback that is direct and useful, not vague or overly softened. The improvement feedback should be specific enough that they know what to change, even if the response is anonymous.

I want to share feedback with my manager, [THEIR NAME], about [THE ISSUE]. Here is the situation: [DESCRIBE WHAT YOU HAVE OBSERVED AND HOW IT HAS AFFECTED YOUR WORK]. Help me write this feedback in a way that is direct and constructive without being adversarial. I want to focus on the specific behaviour and its impact on me and the team, not on a broader critique of them as a person. The tone should be respectful but honest. Write a version I could share in writing or use as notes for a conversation.

I gave feedback to [PERSON'S NAME] about [THE ISSUE] and they responded with [DESCRIBE THEIR REACTION: E.G., DENIED IT HAPPENED, BLAMED OTHERS, SAID IT WAS UNFAIR, BECAME QUIET AND SHUT DOWN]. I want to stay in the conversation without getting defensive myself or backing away from the substance of the feedback. Help me write two or three responses I could use to acknowledge their reaction, restate my observation without escalating, and move the conversation toward something productive. Give me language I can actually say in the moment.

I need to write a farewell or parting feedback message for [PERSON'S NAME], who is [LEAVING THE TEAM / MOVING TO ANOTHER ROLE / LEAVING THE COMPANY]. I want to recognise their specific contributions honestly. Here is what I want to say: [YOUR THOUGHTS, INCLUDING BOTH GENUINE STRENGTHS AND ANYTHING FORWARD-LOOKING YOU WANT TO OFFER]. Write a message that is warm and specific, does not overstate things, and leaves them with something genuinely useful to carry forward. Suitable for sharing in a team channel or sending directly.