Claude Prompts for Performance Reviews That Aren't Generic

[Paste notes from year — 1:1s, projects, peer feedback]. Write a performance review draft for [employee]. Include: summary paragraph, strengths with specific examples (2-3), growth areas with specific examples (2-3), goals achievement vs commitment, calibration notes for HR. Specific over generic. Use my voice from notes — not corporate-speak.

Help me articulate [employee]'s strength. I'll describe what they do well. Output: name the strength precisely (not "great team player"), describe the behavior with examples, why it matters for the role, where it could compound if developed. Make it concrete enough that another manager would recognize it.

Help me write a growth area for [employee]. The behavior: [describe]. Why it matters: [describe]. Output the feedback: name behavior specifically, impact (concrete examples), what better looks like, what support I'll give, my belief in their ability to grow. Honest but not harsh.

[Employee] committed to [goals at start of year]. Outcomes: [describe]. Write the goals section: per goal, what was committed, what was delivered, gap or over-delivery, what we learned about goal-setting + scope. Don't penalize stretch goals not fully hit if reach was real.

[Paste 360 feedback — peer, report, cross-functional]. Synthesize for [employee]'s review. Output: themes (2-3 strengths, 2-3 growth areas), where feedback converges (high-confidence signal), where it diverges (context-dependent or rater-bias-dependent), what's actionable. Don't average — interpret.

I'm going into calibration with [team]. My ratings: [list]. Help me prep: rationale for each rating (1-2 sentences each), where I might face pushback, who I want to advocate harder for, where I'm willing to compromise, where I'm not (and why). Anticipate other managers' arguments.

HR is pushing back on my [rating] for [employee]. HR's reason: [describe]. Help me respond: their concern reframed in best light, my evidence + rationale, where I might be wrong (steel-man their case), where I'm clearly right (hold the line), compromise option if any. Professional disagreement.

Help me write my self-review. Year accomplishments: [list]. Challenges: [list]. Output: structured by review form headers, self-honest about strengths, self-honest about gaps (without false modesty), specific examples, alignment with role + level expectations, my goals for next year. Confident not arrogant; honest not self-deprecating.

My manager's review of me said [paste section]. I disagree with [specific point]. Help me respond professionally: acknowledge their perspective, present my counter-evidence specifically, ask question rather than declare ("can you share examples of X?"), propose path forward. Disagree without burning bridges.

I'm up for promotion to [next level]. Help me build the case. Output: [next level] expectations vs my current behavior with examples, scope of impact (broader than role), peer ratings or feedback supporting, gaps to acknowledge (don't pretend they don't exist), specific commitment if promoted. 1 page.

[Employee] is underperforming. Help me write the review honestly. Output: clear statement of where performance falls short, specific examples (not vague feelings), expected vs actual, support I've given, what improvement looks like, timeline (formal PIP if needed), my belief about whether they can succeed in role. Honest path — saving face hurts both of us.

[Employee] is a strong performer but has plateaued. Help me write the review: acknowledge sustained excellence, name the plateau without being mean, what the next ceiling looks like + why they haven't reached it (capability? interest? scope?), the choice ahead (push for next level vs settle here long-term).

[Employee] joined [N months ago]. Help me write a partial-year review. Output: ramp progress vs expectations at this tenure, what they're doing well, what to watch for next 6 months, projects ahead, how I'll support, mutual fit assessment. Don't rate as if they had full year — different baseline.

[Manager I oversee] is up for review. Help me assess: their team's outcomes (lagging indicator), their team health (1:1 satisfaction, retention, growth), upward feedback signal, peer feedback, executive presence, leadership of leaders skills. Different from IC review — measured by team's output, not their own.