Bud Performance Lab

Your year-end calibration, ready with AI in an afternoon.

Free skills for ChatGPT and Claude that prepare performance conversations and the calibration meeting with you. Plus 8 more for the rest of the cycle, from diagnosis to criteria.

Free. Copy any prompt; the pack with all 10 comes with a quick sign-up.

A professional walking down the street with purpose.

Companies that use Bud

  • Tecban
  • Mercedes-Benz
  • General Mills

Calibration season

Start with the two skills that prepare the end of the cycle

Before the meeting, prepare managers for conversations that end in next steps. In the meeting, discuss evidence, not impressions, with no curve or rating quotas.

Start from the work to be done

What do you need to build or fix?

Pick a situation. The Lab shows the skill, what you get and a prompt ready to use.

Not sure where to start?In 5 minutes, 10 questions show where your performance management breaks down first.
HR situations
Selected skillUnderstand

Diagnose the performance system

Find the design or implementation problem that deserves attention first, while keeping the practices that already work.

01
What you getPreliminary diagnosis, gaps and review priorities
When to use it

Performance management is informal, has lost credibility or creates rework, and it is not yet clear where change should start.

Don't paste reviews, ratings, accounts or personal data about employees. Removing names doesn't make a case safe. To try it out, use a fictional case.

Before you start
  • The perceived problem and the decisions the process should support
  • How expectations, conversations and decisions happen today, even without a formal cycle
  • Any change under discussion, such as adopting OKRs or dropping ratings
How it runs
  1. Trace the path from expectations and check-ins to evidence, decisions and feedback.
  2. Separate symptoms from causal hypotheses, without treating a missing document as a missing practice.
  3. Keep what works and flag what a change could make more costly.
  4. Prioritise up to three areas and define how to test the first one.

Each skill includes a usage contract, a referenced method, a delivery template and a fictional example. Outputs are proposals for human review.

Selected skill: Diagnose the performance system. You get: Preliminary diagnosis, gaps and review priorities.

Worked example · Skill 05

See how the Create criteria and rubrics skill works.

The fictional example below shows the starting situation, the questions that guide the work and what the skill produces.

01

Situation

The review form asks people to be “collaborative” but doesn't say what to look for when one team hands work over to another.

02

The skill asks

  • What does the receiving team need to be able to do?
  • What evidence exists in approved systems?
  • What should not count towards the criterion?
03

Ready for discussion

A “quality of handover” criterion

With draft levels, a “not observed” option and a validation plan still to be agreed.

Use it now

Run the work in the assistant you already use.

You don't need to install anything to get started. Installing is for teams that want to reuse the skills.

  1. 1
    Copy the prompt

    Pick the situation and copy the matching skill.

  2. 2
    Protect people

    Use a fictional case or context with no personal data. Reviews and accounts about employees stay out of the chat.

  3. 3
    Review with the decision-makers

    Check assumptions and gaps with HR and with people who know the work before adopting the proposal.

It's the same pack for both tools. Once installed, it appears as Bud People Performance and picks the right workflow for each request.

ChatGPT

Installing skills depends on your interface and plan. If Skills doesn't appear in your account, use the Copy prompt button on this page: it works in any conversation.

How to use skills in ChatGPT
Claude

Open Customise > Skills. Click +, choose Create skill and then Upload a skill. Select bud-people-performance-en.zip without unzipping it, and turn the skill on.

How to use skills in Claude

Performance management with AI

Use AI to design the system, not to assess people.

The skills start from the purpose of the process and what each team is expected to contribute. So the proposal fits your context instead of forcing one model on the whole organisation.

The instructions ask the assistant to show what was provided, what is being assumed and what is still unknown. That makes clear what needs validating before anyone decides.

The skills prepare diagnoses, criteria and plans. They don't rate anyone or recommend promotion, pay or dismissal for real people.

Examples and references don't replace validation in your own organisation. Test the materials with a small group before rolling them out.

Bud platform

Bring performance management into everyday work with Bud.

Bud brings performance and engagement together, with AI agents that help track priorities, support conversations and develop leaders.

Bud screen showing priorities, metrics and the week's activities.