Performance Review Coach

Problem to Solve

Performance reviews often fail not because of missing metrics, but because managers lack a usable conversation structure in the moment: vague openings, generic feedback, interrogatory follow-ups, and weak recovery when employees resist. Performance Review Coach turns performance data + review goal into an actionable script, covering three goal types: A. improvement, B. development, and C. retention.

How It Works

The skill first constrains the input, asking for the employee, role, score, core commentary, and goal. If the data is incomplete, it prompts for specific examples, the gap against goals, and likely self-perception. The output typically includes:
- Pre-review checklist: positive examples, SBI improvement examples, anticipated reactions, and follow-up checkpoints
- Staged talking script: opening, core feedback, probing questions, and consensus, with timing adjusted for 15/30/45/60 minutes
- Objection handling: first responses and follow-ups for denial, silence, emotion, deflection, and perfunctoriness
- Action plan template: rewrites vague commitments into trackable actions, metrics, dates, and support resources

The key constraint is that feedback must land in Situation-Behavior-Impact, avoiding comparisons such as “look at someone else” or labels such as “you are not paying attention.” Manager talking time is also controlled to prevent the review from becoming a one-way notice.

Boundaries

It fits performance improvement, development discussions, and retention conversations. It does not cover termination interviews that create labor-law risk. Employee personality, organizational context, and prior review notes affect script continuity; the more specific the input, the more usable the output.