---
title: "How to prepare performance reviews with AI"
description: "Start from the review template, goals and criteria your company already uses, agree with HR which records may be used and how employee data is protected, and tell staff how AI is involved. AI gathers each person’s goals, completed work, feedback received and the manager’s notes from the period, drafts a summary of achievements and development areas tied to specific examples, and flags vague, one-sided or possibly biased wording for the manager to reconsider. The manager writes the final review and decides every rating, the employee sees and can respond to it, HR checks for consistency across teams, and the system never scores, ranks or recommends pay or dismissal on its own."
url: https://lidvizion.ai/answers/how-to-prepare-performance-reviews-with-ai/
site: Lid Vizion
index: https://lidvizion.ai/llms.txt
---

[Direct answers](https://lidvizion.ai/answers/)

# How can managers use AI to prepare fairer, better-evidenced performance reviews in less time without letting software judge their people?

Start from the review template, goals and criteria your company already uses, agree with HR which records may be used and how employee data is protected, and tell staff how AI is involved. AI gathers each person’s goals, completed work, feedback received and the manager’s notes from the period, drafts a summary of achievements and development areas tied to specific examples, and flags vague, one-sided or possibly biased wording for the manager to reconsider. The manager writes the final review and decides every rating, the employee sees and can respond to it, HR checks for consistency across teams, and the system never scores, ranks or recommends pay or dismissal on its own.

## What this means in practice

- Start from the existing template, goals and criteria.
- Agree with HR which records may be used and tell staff how AI helps.
- Draft summaries tied to specific examples and flag vague or biased wording.
- Have the manager write the final review and decide every rating.
- Never let the system score, rank or recommend pay or dismissal.

## How Lid Vizion approaches it

We start with the business decision and operating context, define ownership and measurable milestones, then use configuration, integrations, automation, or custom software only where each earns its place.

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