Start with evidence, not adjectives
Strong performance reviews describe what happened, what the employee did, and the result. “Communicates well” is vague. A dated example showing how the person clarified a decision, reduced rework, or helped a customer is easier to understand and discuss. Enter only information you can support.
How the generated outline is organized
The draft separates the manager-selected rating, strengths, development areas, and next-period goals. Missing evidence stays visibly marked instead of being invented. Treat those prompts as a checklist before the review conversation.
- Use two or three examples from across the full review period.
- Connect outcomes to the role's documented expectations.
- Describe behavior and impact without guessing at intent or personality.
- Define a measurable next step, deadline, and support needed.
- Apply the same standard consistently across comparable roles.
Keep human review in the process
Writing assistance cannot perform calibration, investigate disputed facts, or apply your organization's policies. A manager or HR reviewer should check the final text for accuracy, proportionality, privacy, and bias. Employment decisions should never rely solely on generated wording.
Prepare for the conversation
Share concrete examples, invite the employee's perspective, and agree on what progress will look like. Use the constructive feedback generator to draft a narrower behavior-focused conversation, or the review response tool for external customer feedback.