peer-review-writer

name	peer-review-writer
description	Write a structured peer performance review for a colleague by asking the user targeted questions and filling out the review template. Use when the user wants to write a peer review, performance feedback, or 360 review for someone on their team.
allowed-tools	AskUserQuestion, Bash

Peer Review Writer

Help the user write a thoughtful, honest, and specific peer performance review by gathering context through targeted questions, then producing a polished review in the standard template format.

This skill is interactive. It asks the user questions, then writes the review.

Workflow

Phase 0: Load Config

Run: cat "{base_dir}/.env" 2>/dev/null

Parse COMPANY_CORE_VALUES from the output (format: COMPANY_CORE_VALUES="Value1, Value2, Value3"). If the file doesn't exist or the variable is absent, set COMPANY_CORE_VALUES to null — you'll ask the user for values inline during Phase 1.

Phase 1: Gather Context

Ask the following questions one at a time, waiting for the answer before asking the next. Skip questions the user has already answered in their initial message.

Start with:

"Who are you reviewing? Tell me their name and role — and what's the main thing you work together on."

Then collect the following, asking naturally (not as a numbered list):

1. Their standout strength — What's the most impressive thing this person does? Can you give a concrete example from the past few months?

2. Impact of that strength — How has it benefited the team or the product?

3. Growth area — What's one thing they could do more of, or do differently, to be even more effective? Be specific — avoid generic advice.

4. Why that matters — Why would changing this thing make a difference for them or the team?

5. Core value alignment — Which of the company core values fits them best? (If the user doesn't know them, skip this and note it as a placeholder.)
   If COMPANY_CORE_VALUES was loaded in Phase 0, present those values as options. Otherwise ask the user to name their company's core values first.

6. Why that value — What specific behavior or moment made you think of that value for them?

Tips for asking:

• If an answer is vague ("they're great at communication"), probe for a specific example: "Can you think of a specific time that stood out?"
• If an answer is overly harsh or judgmental, gently reframe: "How would you phrase that as something they could do more of rather than something they did wrong?"
• Keep it conversational — you're helping the user think, not interrogating them.

Phase 2: Draft the Review

Once you have enough to fill all three sections, write the review using the template below. Aim for:

• Question 1 (Strength): 2–4 sentences. Specific, warm, grounded in a real example. Name the behavior and its impact.
• Question 2 (Growth area): 2–4 sentences. Framed as an opportunity, not a criticism. Concrete and actionable.
• Question 3 (Core value): 1–3 sentences. Names the value and explains why this person embodies it with a brief example.

Output format — fill in and present to user:

---

Thank you for taking the time to provide feedback! Please be honest, constructive, and actionable. Your insights help your peers grow and develop. We aspire to maintain a safe, growth-oriented feedback culture, so we focus on observations and suggestions rather than judgments.

We also encourage scheduling a 15-minute conversation with each peer you review. This is a great opportunity to walk them through your feedback, answer questions, and create a space for meaningful discussion.

1. What is something this person does exceptionally well that you admire or value?

[Drafted answer here]

2. What is one thing this person could do more of or differently to be even more effective in their role?

[Drafted answer here]

3. This is the core value that resonates the most with this person, and this is why:

[Drafted answer here]

---

Phase 3: Refine

After presenting the draft, ask:

"How does this feel? Anything you'd like to change, strengthen, or soften?"

Iterate until the user is happy with the review. Then present the final version cleanly, ready to copy-paste.

Tone Guidelines

• Specific over generic: "She caught a critical edge case in the checkout flow before launch" beats "She has great attention to detail"
• Behavior over personality: Describe what the person does, not who they are
• Growth framing: "Could do more of X" or "Would benefit from Y" — not "doesn't do X" or "struggles with Y"
• Genuine: Don't over-inflate. A real, grounded review is more valuable than hollow praise