AI Prompts for Performance Review Writing

I need to write a performance review for [EMPLOYEE NAME], who is a [JOB TITLE]. Here are my rough notes from the past year: [PASTE NOTES]. Organize this into a structured list of achievements, grouped by category: delivery, collaboration, technical skill, and initiative. Flag any area where I have no concrete evidence and need to gather more before the review.

I am preparing my own self-review for the period [DATE RANGE]. Help me build an evidence log from this summary of my work: [PASTE SUMMARY OF PROJECTS/TASKS]. For each item, suggest the strongest way to frame it as a contribution and identify which company value or competency it demonstrates.

I am writing a performance review for [EMPLOYEE NAME] and I realize my evidence is uneven. Here is what I have: [PASTE NOTES]. Identify which competencies I have strong evidence for and which I am missing. For the gaps, suggest specific questions I can ask the employee or peers before finalizing my assessment.

I received feedback from peers and stakeholders about [EMPLOYEE NAME]. Here is the raw input: [PASTE FEEDBACK]. Identify the three strongest recurring themes, both positive and developmental. Write a two-sentence summary for each theme that I can use in the formal review.

Our team had the following goals this year: [PASTE TEAM GOALS]. Here are [EMPLOYEE NAME]'s key contributions: [PASTE CONTRIBUTIONS]. Show me how each contribution maps to a specific team or company goal. For any goal that is not well-covered, note it so I can address it in the development section.

Write a two-paragraph overall performance summary for [EMPLOYEE NAME], a [JOB TITLE] at [COMPANY]. The summary should be specific, not generic. Here are the key facts: [PASTE KEY POINTS]. The first paragraph covers strengths with evidence. The second covers development areas with the same specificity. Avoid phrases like "team player" or "hard worker" without proof.

Write the strengths section of a performance review for [EMPLOYEE NAME]. I want to highlight three specific strengths: [STRENGTH 1], [STRENGTH 2], [STRENGTH 3]. For each one, write two sentences: the first names the strength and the second gives a concrete example from this review period: [PASTE EXAMPLES].

I need to write the development areas section for [EMPLOYEE NAME]. The main areas I want to address are: [LIST AREAS]. Write this section so it is honest and clear without being punishing. Each development area should include: what the gap is, why it matters for the role, and one specific behavior or action that would demonstrate improvement.

I need to assign a performance rating to [EMPLOYEE NAME] on a scale of [RATING SCALE] and justify it in writing. Here is a summary of their performance: [PASTE SUMMARY]. Write a two-to-three sentence justification for the rating I am considering giving: [RATING]. The justification should make clear why this rating is accurate and what would need to change for a higher rating.

Here is a draft of a performance review section: [PASTE DRAFT]. Rewrite it to be more specific and concrete. Remove all vague phrases like "shows potential," "needs improvement in communication," and "generally performs well." Replace each one with language that references actual behaviors, situations, or outcomes from the review period.

Write three development goals for [EMPLOYEE NAME] based on the following areas for growth: [PASTE AREAS]. Each goal should be specific, measurable, achievable within [TIMEFRAME], relevant to their role as [JOB TITLE], and time-bound. For each goal, include one concrete action they can take in the first 30 days to make progress.

I want to include a career growth section in [EMPLOYEE NAME]'s review. Their current role is [CURRENT ROLE] and they have expressed interest in [CAREER ASPIRATION]. Write a brief career development plan that names two to three concrete steps toward that goal, each with a realistic timeline and a resource or action they can take to make progress.

I am writing development goals for a [JOB TITLE] whose technical skills need growth in [SPECIFIC AREA]. Write three specific, actionable goals that would meaningfully close this gap over the next [TIMEFRAME]. For each goal, suggest one resource, tool, or practice activity that supports it.

I am writing goals for [EMPLOYEE NAME], who is performing at a high level and needs stretch objectives, not remediation goals. Their role is [JOB TITLE] and their strengths are [STRENGTHS]. Write three ambitious but realistic goals that would push their development, maintain their engagement, and prepare them for [NEXT LEVEL ROLE OR RESPONSIBILITY].

I want to set goals for [EMPLOYEE NAME] that explicitly build toward the criteria for a promotion to [TARGET LEVEL]. The promotion criteria are: [PASTE CRITERIA]. Write three goals directly tied to the most important gaps between their current performance and promotion readiness, with milestones I can check quarterly.

I have written a performance review for [EMPLOYEE NAME] and now need to prepare for the delivery conversation. The key messages I need to communicate are: [PASTE KEY POINTS]. Write a set of talking points for the meeting that lead with the overall rating, cover strengths with specifics, present development areas constructively, and close with goals. Keep it to the points I can cover in a 30-minute meeting.

I need to deliver a challenging review to [EMPLOYEE NAME]. The main issues are: [DESCRIBE ISSUES]. Help me prepare talking points that are honest and direct without being demoralizing. Include how to open the conversation, how to present the development areas clearly, how to handle defensiveness or pushback, and how to close with a forward-looking plan.

I am delivering a [RATING] performance rating to [EMPLOYEE NAME] and I want to be prepared for their reaction. Write a short script I can use to present the rating: state it clearly, explain the reasoning in two or three sentences, and transition into the development conversation without making it feel like a judgment.

The employee rated themselves higher than I did in several areas. The gaps are: [DESCRIBE GAPS]. Help me prepare for this conversation. I need talking points that acknowledge their self-assessment, explain my reasoning with specific evidence, and reach a fair conclusion without the conversation becoming adversarial.

I just completed a performance review conversation with [EMPLOYEE NAME]. Write a follow-up email that summarizes the key points from the conversation: the overall rating, the two or three main strengths discussed, the development areas we agreed on, and the goals we set. Keep it brief and use it as a written record of what was said.