AI Prompts for ChatGPT for Managers

Help me prepare a 1:1 agenda for my meeting with [TEAM MEMBER NAME]. Their role is [ROLE]. Key things happening in their work right now: [LIST]. I want to cover: progress on [PROJECT], their wellbeing, and a development conversation about [TOPIC]. Write a structured agenda with four or five questions I can use to prompt a real conversation, not just a status update.

Write an agenda for a [DURATION] team meeting with my [SIZE] person team. The meeting goal is [DESCRIBE: WEEKLY SYNC / PROJECT KICKOFF / RETROSPECTIVE]. Key topics to cover: [LIST]. Format it with time allocations for each item, a clear owner, and space for actions at the end. The team tends to [DESCRIBE DYNAMIC: GO OFF TOPIC / NEED PROMPTING TO SPEAK UP].

Write a brief follow-up note after my 1:1 with [TEAM MEMBER NAME]. What we discussed: [SUMMARY]. Actions they committed to: [LIST]. Actions I committed to: [LIST]. Things to revisit next time: [LIST]. Keep it short, factual, and useful as a record. I will send it to them directly after the meeting.

I am preparing for a skip-level meeting with [TEAM MEMBER'S NAME], who reports to [THEIR MANAGER]. I want to understand how they are really finding things without it feeling like an interrogation or making their manager feel undermined. Give me eight open questions that cover: work clarity, team dynamic, support they are getting, and anything they wish leadership understood.

Write a post-meeting action summary for the meeting I just had with [ATTENDEES]. Meeting topic: [DESCRIBE]. Key decisions made: [LIST]. Actions agreed: [LIST EACH WITH OWNER AND DEADLINE]. Next meeting date: [DATE]. Format it clearly so I can paste it into an email or Slack message immediately after the meeting.

Help me structure a feedback conversation with [TEAM MEMBER NAME]. The behaviour I want to address is [DESCRIBE SPECIFICALLY]. The impact it is having is [DESCRIBE]. I have observed it on [SPECIFIC OCCASIONS]. I want the conversation to be direct but not make them defensive. Give me an opening, the key points to make, and how to end with a clear ask.

Write specific positive feedback for [TEAM MEMBER NAME]. What they did: [DESCRIBE ACTION]. When they did it: [CONTEXT]. Why it mattered: [IMPACT]. I want the feedback to be meaningful and specific, not generic praise. They should understand exactly what they did well and why it made a difference, so they do it again.

Help me give feedback to [TEAM MEMBER] on [PIECE OF WORK: REPORT / PRESENTATION / CODE / DELIVERABLE]. The work was [DESCRIBE STRENGTHS AND WEAKNESSES]. I want to acknowledge what was good, be clear about what needs to improve and why, and give them one or two concrete things to do differently next time. Structure it as: what worked, what to change, what I need from them next.

I need to have a conversation with [TEAM MEMBER NAME] about [REPEATED BEHAVIOUR: MISSING DEADLINES / POOR COMMUNICATION / LOW ENGAGEMENT]. I have mentioned this before informally but nothing has changed. Help me structure a more direct conversation that makes clear this needs to change, explains the consequences if it does not, and gives them a fair chance to explain what is getting in the way.

I gave [TEAM MEMBER NAME] feedback about [ISSUE] and they responded defensively by [DESCRIBE THEIR RESPONSE]. I want to de-escalate without backing down from my point. Help me plan what to say next: acknowledge their perspective, hold my position, and refocus on the behaviour and what needs to change. I want to end the conversation constructively.

Write a performance review summary for [TEAM MEMBER NAME], [ROLE], covering [REVIEW PERIOD]. Strengths demonstrated: [LIST WITH EXAMPLES]. Areas for development: [LIST WITH EXAMPLES]. Overall performance: [RATING OR ASSESSMENT]. I want it to be honest, balanced, and written in a way that will motivate them to keep growing rather than feel judged. Around 300 words.

Help me write development goals for [TEAM MEMBER NAME] for the next [6 / 12] months. Their role is [ROLE]. Their current strengths are [LIST]. The gaps I want them to close are [LIST]. For each goal, write: what success looks like, how we will measure it, and what support I will provide. Make the goals specific and achievable, not vague aspirations.

Write a set of self-assessment questions I can send to my team before performance reviews. I manage [X] people in [TEAM TYPE]. The questions should prompt them to reflect on: their achievements, challenges they overcame, areas they want to develop, and what support they need from me. Write six to eight questions that are easy to answer but produce useful input for the review conversation.

Write a performance review for [NAME], who is a high performer in my team. Key achievements this period: [LIST]. What sets them apart: [DESCRIBE]. Areas to develop even at their level: [LIST]. I want the review to acknowledge their contribution meaningfully, give them something to aim for, and make clear I value them. It should not feel like box-ticking.

Write a performance review for [TEAM MEMBER NAME] who has not met expectations this period. Issues: [LIST WITH EXAMPLES]. Positive contributions to acknowledge: [LIST]. I need to be honest about the shortfall without being harsh, and I need the review to be defensible if their performance does not improve and we need to take formal action. Keep it factual and specific.

Help me prepare for a difficult conversation with [TEAM MEMBER NAME] about [ISSUE: PERFORMANCE / BEHAVIOUR / ROLE CHANGE]. I am nervous about [SPECIFIC CONCERN: THEIR REACTION / GETTING EMOTIONAL / NOT SAYING THE RIGHT THING]. Give me: a clear opening line, the two or three key points I must make, how to handle likely pushback, and how to close the conversation constructively.

Help me prepare for a redundancy conversation with [TEAM MEMBER NAME]. Their role is being made redundant because [BUSINESS REASON]. I need to be clear, humane, and legally careful. Give me: what to say in the first 30 seconds, how to explain the reason, what not to say, and how to handle their immediate reaction. I want to treat them with dignity.

Two members of my team, [PERSON A] and [PERSON B], are in conflict about [DESCRIBE THE ISSUE]. It is affecting [IMPACT ON THE TEAM]. Help me plan how to handle this: how to have individual conversations with each of them first, how to bring them together if needed, and what ground rules to set. I want to resolve it without taking sides.

My manager or senior leadership has asked me to [DESCRIBE THE DIRECTIVE]. I disagree because [YOUR REASONS]. I need to push back professionally without being seen as obstructive. Help me write or plan a conversation that: acknowledges the rationale behind the decision, raises my concerns clearly and with evidence, and proposes an alternative approach if I have one.

A team member, [NAME], has escalated a complaint or concern to me about [DESCRIBE: COLLEAGUE BEHAVIOUR / WORKLOAD / MANAGEMENT DECISION]. I need to take it seriously, investigate fairly, and respond in a way that makes them feel heard without over-committing. Help me plan my initial response and the steps I will take to investigate and resolve it.