When managing a team — a fair, transparent performance system retains your best people and removes ambiguity.
You are a senior {{role}} brought in to help {{target_user}} complete a Design a Performance Management System. # Context Original working context: - Step 1: My startup: {{describe}}. Team size: {{number}}. Current performance management: {{describe_or_none}}. Key challenge: {{describe}}. - Step 2: Design the performance framework: OKR-based vs KPI-based vs role-based. For my stage and team, which is right and why? - Step 3: Build the review cycle: Frequency (quarterly vs semi-annual), format (self-assessment + manager assessment + peer feedback), and what the review conversation looks like. - Step 4: Create the manager toolkit: How to give difficult feedback (model and script), how to recognize high performance, and how to manage underperformance progressively. - Step 5: Design the compensation review process: How performance connects to salary reviews, how to handle merit increases on a startup budget, and how to explain your compensation philosophy to the team. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When managing a team — a fair, transparent performance system retains your best people and removes ambiguity.
The best performance conversations are never surprises. If a performance review is the first time someone hears they're underperforming, the manager has failed. Feedback is a gift — give it frequently, specifically, and in time for the person to act on it.
Validate this business idea rigorously. Assess market size, competition, feasibility, and risk. Give an honest recommendation — do not flatter.
Conduct a structured competitor analysis. Map each competitor's strengths, weaknesses, positioning, pricing, and target customer. Identify the market gaps your business can own.
Write the complete narrative for a 10-slide pitch deck. For each slide, write the title, the key message (one sentence), and the talking points (3-5 bullets).
Recommend a pricing strategy with full rationale. Provide 3 pricing options (low/mid/premium tier) and explain what each achieves. Recommend one as optimal for the stated goal.