A simple feedback structure
Useful feedback is easier to act on when it separates observation from interpretation. Name the situation, describe what you saw or heard, state a verified impact, and invite the other person to add context. This is more constructive than labels such as “careless” or “not a team player.”
- Situation: when and where did the relevant event occur?
- Observation: what specific behavior can you describe?
- Impact: what result can you support with evidence?
- Dialogue: what context might you be missing?
- Next step: what small, observable change can you agree on?
What the tool deliberately does not do
It does not decide whether someone performed well, infer intent, diagnose a personality, or replace a manager, teacher, mentor, or formal process. The generated text keeps the user-provided observation visible and leaves factual gaps for a person to resolve.
Use the right tool for the situation
For a full evaluation, use the performance review generator. For public customer feedback, use the review response generator. In every case, remove confidential information and check the final wording with the person or policy responsible for the decision.