Performance Review Guidelines
Designing Performance Review Guidelines for Leadership Roles
This prompt helps HR teams develop tailored performance review guidelines for leadership roles, focusing on evaluating strategic impact, team management, and alignment with organizational goals. It ensures that leaders receive actionable feedback to enhance their effectiveness.
Responsible:
HR/Recruiting
Accountable, Informed or Consulted:
HR, Leadership
THE PREP
Creating effective prompts involves tailoring them with detailed, relevant information and uploading documents that provide the best context. Prompts act as a framework to guide the response, but specificity and customization ensure the most accurate and helpful results. Use these prep tips to get the most out of this prompt:
Collaborate with executives to define the leadership competencies critical to organizational success.
Identify metrics and success stories that illustrate effective leadership within the company.
Prepare evaluation templates that include leadership-specific goals and criteria.
THE PROMPT
Help create performance review guidelines specifically for leadership roles, such as [specific role, e.g., VP of Engineering] at [specific software startup]. Focus on:
Strategic Impact: Recommending evaluation criteria, such as, ‘Assess how effectively leaders align team objectives with company goals, drive innovation, and contribute to overall business growth.’
Team Management: Suggesting methods to evaluate, like, ‘Review how leaders mentor and develop their teams, resolve conflicts, and foster a positive and inclusive work environment.’
Decision-Making and Problem-Solving: Including metrics, such as, ‘Evaluate the leader’s ability to make informed, timely decisions and manage complex challenges effectively.’
Communication and Collaboration: Proposing criteria, like, ‘Assess how well leaders communicate with stakeholders, align cross-functional teams, and facilitate productive discussions.’
Feedback and Development Plans: Recommending follow-up strategies, such as, ‘Encourage leaders to reflect on feedback and create actionable development plans to address identified gaps.’
Provide a structured set of performance review guidelines that enables meaningful evaluations for leadership roles and supports continuous improvement. If additional details about organizational priorities or leadership expectations are needed, ask clarifying questions to refine the guidelines.
Bonus Add-On Prompts
Propose strategies for integrating peer and team feedback into leadership performance reviews.
Suggest methods for aligning leadership evaluations with long-term strategic goals.
Highlight techniques for assessing emotional intelligence and its impact on team performance.
Use AI responsibly by verifying its outputs, as it may occasionally generate inaccurate or incomplete information. Treat AI as a tool to support your decision-making, ensuring human oversight and professional judgment for critical or sensitive use cases.
SUGGESTIONS TO IMPROVE
Focus on different levels of leadership, such as team leads versus executives.
Include tips for addressing leadership challenges unique to startups or high-growth environments.
Propose ways to incorporate stakeholder feedback into the review process.
Highlight tools like Lattice or 15Five for collecting and analyzing leadership feedback.
Add suggestions for creating leadership development plans based on review outcomes.
WHEN TO USE
During performance cycles for managers and executives.
To align leadership performance with strategic and cultural goals.
When refining leadership evaluations to provide actionable insights.
WHEN NOT TO USE
For non-leadership roles or individual contributors.
If the company lacks a defined leadership development strategy.