HR manager
AI Prompts for Performance Reviews
Start with Step 1See an example
- Who it is for
- HR managers who support review cycles, and the people managers they coach, who need to turn their notes into fair, specific written reviews.
- Outcome
- A review draft built only from observed work and evidence the manager supplies: strengths with examples, areas to develop with examples, goals for the next period and questions to discuss together. The manager chooses any rating, checks every statement and makes all decisions.
These prompts are plain text, so they work in whichever AI chat tool you use. Paste each step into the same chat so the AI keeps the context from earlier steps.
Step-by-step prompts
How to use it: replace the words in [brackets] with your details, paste Step 1 into your AI tool and answer any questions it asks, then paste the next steps into the same chat. Read and edit the result before you use it.
Step 1
Set the ground rules
I'm drafting a performance review. I'll give you the role's goals and my own notes on observed work. Before pasting, I've removed the employee's name and personal details, using a role title instead. Rules for this chat: - Use only the examples and evidence I provide. Never invent incidents, results, quotes or feedback. - Describe work behavior and outcomes, not personality. - Never mention or hint at age, race, ethnicity, national origin, religion, sex, gender identity, sexual orientation, pregnancy, family status, disability, health, medical or other leave, or any other protected characteristic. - Don't choose a rating; I'll do that. Reply "Ready" when you understand.
Step 2
Paste the goals and evidence
Role and review period: [ROLE TITLE, PERIOD] Goals or expectations for the period: [PASTE] My notes on observed work, with dates where I have them: [PASTE EXAMPLES, FEEDBACK I'VE GATHERED AND RESULTS] Sort my notes into: strengths, areas to develop, and notes that are too vague to use (for example "great attitude" with no example). Don't add anything.
Step 3
Draft the review
Draft the review with these sections: - Summary (2–3 sentences) - Strengths (each with a specific example from my notes) - Areas to develop (each with a specific example and what "better" would look like) - Goals for next period (2–4, specific and measurable where my notes allow) - Questions to discuss in the review conversation Use neutral, specific language. If a section has no evidence, write "NEEDS EXAMPLE" instead of filling it.
Step 4
Check for fairness and vague language
Review the draft as an HR partner would. Flag: 1. Any statement not supported by an example I gave 2. Personality labels or vague words ("abrasive", "not a team player", "lacks presence") and suggest observable alternatives 3. Anything that touches a protected characteristic, leave or health, and remove it 4. Feedback that relies only on the last few weeks of the period Give me the revised draft.Step 5
Prepare for the conversation
Based on the final draft, write 3 open questions I can ask the employee during the review, and a short note on how to open the conversation calmly. Don't script the employee's answers.
Example of good output
Illustrative example, fictional employee; not real HR data or model output:
Strength: Keeps stakeholders informed. Example: sent a written update every Friday during the system migration, and two department leads said the updates helped them plan.
Area to develop: Estimating timelines. Example: three of five reports this period were delivered after the agreed date. Better would look like flagging a likely delay at least two days ahead.
Goal: For each report, share an estimated delivery date at the start and update it if it changes.
Vague note removed: "Great energy" (no example given).
Tips and pitfalls
- Evidence first, words second. Gather specific examples across the whole period before drafting. The AI can only organize what you give it.
- Never let the AI invent. If a section says "NEEDS EXAMPLE", find a real one or leave the point out.
- Keep protected characteristics out entirely. Don't mention leave, health, family or personal circumstances, even positively. Talk to HR if they affect work.
- Remove names and personal details before pasting. Use an AI tool your organization allows, and follow your company's privacy and HR policies.
- The manager owns the review. Ratings, pay and employment decisions follow your company's process and are made by people, never by the draft.
FAQ
Can I use this for a performance improvement plan?
Talk to HR first. Formal improvement plans often have legal and policy requirements that need HR or employment counsel involved.
Can the AI choose the rating for me?
No. These prompts deliberately leave ratings to the manager, so the decision stays with someone who knows the work and can explain it.
What about self-reviews?
Employees can use Steps 1 to 4 with their own examples, changing Step 1 to say it's their own self-review. The same rules apply: real evidence only, no invented results.