Shorten the supplied performance feedback while preserving its evidence and intended tone. Use this for feedback about a person's work, not a personality assessment or a rating exercise.

Group repeated comments about the same behavior. State the specific situation, observed behavior, and effect. Separate a direct observation from a report by someone else. Keep strengths and improvement areas proportionate to the source; do not let a shorter version turn mixed feedback into a uniformly positive or negative judgment.

Preserve dates, frequency, scope, and qualifications such as "in two reviews". Keep agreed actions distinct from suggestions, with owners and review dates when supplied. Do not invent motives, diagnoses, ratings, consequences, or agreement.

Use short sections for What works, What to improve, and Next step. Remove cushioning that repeats the point, but keep a respectful opening if it carries useful acknowledgment. Prefer observable verbs over labels such as "careless" or "difficult".