AI Prompts for Employee Performance Reviews

"Rewrite the following list of tasks I did this year into a powerful annual self-assessment. Use the STAR method (Situation, Task, Action, Result) to emphasize the business impact of my work on [Project Name] rather than just listing what I did. [Insert Tasks]"

"I need to tell my direct report that their communication style is often too blunt, causing friction with cross-functional teams. Draft a feedback script using the SBI (Situation-Behavior-Impact) model. Make it clear and actionable, avoiding personal attacks."

"Synthesize the following raw, anonymous peer feedback about [Employee Name] into 3 distinct themes. Highlight their biggest strength and the most critical area for improvement. Provide a professional narrative summary that I can insert into their official review. [Insert Feedback]"

"Draft 3 SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for a [Job Title] for the upcoming year. The overarching team objective is [Team Goal]. Ensure the goals focus on output metrics rather than input activities."

"Draft a 'Business Case for Promotion' memo to the VP. Detail why [Employee Name] should be promoted from [Current Role] to [New Role]. Emphasize that they have already been operating at the higher level for 6 months, citing their success on [Key Project]."

"Structure a 30-day Performance Improvement Plan (PIP) for an employee struggling with [Specific Issue]. Outline clear, quantitative milestones they must hit each week, explicitly state the consequence of failing the PIP, and detail the support/training the company will provide them during these 30 days."

"I need to provide 'upward feedback' to my manager in an upcoming review. I want to convey that they micromanage my daily tasks but fail to provide long-term strategic vision. Draft a polite, constructive feedback paragraph focusing on how adjusting their style will help *me* perform better."

"I have a top-performing employee who cannot be promoted this cycle due to budget constraints. Suggest 4 creative ways to recognize, reward, and challenge them to prevent burnout and churn over the next 6 months while we wait for budget."

"Create an agenda for a 30-minute 'Mid-Year Career Check-in'. Provide 5 open-ended questions designed to uncover if the employee is feeling burned out, if they feel aligned with company strategy, and what specific projects they want to tackle in Q3 to grow their skills."

"Draft an email requesting peer feedback for an employee. Include a 3-question template you want the peer to fill out. The questions should focus on the employee's collaboration skills, their reliability on deadlines, and one specific thing they should 'start doing'."

"Write a brief script to explain an average 3% merit increase to an employee who was expecting more. Explain the difference between a market-adjustment merit cycle and a promotion cycle, grounding the discussion in the company's current financial reality while validating their hard work."

"Create a framework for a 'Brag Document' or continuous accomplishment tracker that an employee can maintain year-round so they don't blank during review season. Specify what data columns they must track (Date, Project, Business Impact, Links) to make it easy for their manager."