Are you dreading six-month employee performance reviews? You’re not alone. It turns out, neither managers or employees find performance reviews to be an effective use of time. Gallup data shows only 2% of chief human resource officers from Fortune 500 companies surveyed strongly agree that their performance management system inspires their employees to improve.
Employees agree, with only one in five reporting that their performance reviews are transparent, fair, or inspire better performance. When mid-year evaluations become rote, they’re not helping you or your employees grow.
When used correctly, mid-year reviews provide valuable opportunities to upskill your team and drive business results. Read this article to learn a simple, step-by-step process for performing effective, inspiring employee reviews.
What is a Mid-Year Review?
A mid-year review is a formal evaluation process between employees and their managers, typically around the middle of the fiscal or calendar year. It serves as a critical checkpoint for assessing an employee’s performance, progress towards goals, and professional development.
A mid-year review may also include a mid-year assessment, which focuses more on key performance indicators (KPIs). This assessment provides a data-driven perspective, helping managers and employees make informed decisions about adjustments needed for the remainder of the year.
Why You Should Conduct Mid-Year Reviews and Assessments
Mid-year reviews and assessments help keep employees and businesses on track toward annual goals. They provide an opportunity to evaluate progress, address challenges, and make necessary adjustments before the end of the year. However, the benefits are only realized with an effective review process.
Mid-Year Performance Review Best Practices
Without proper preparation and a structured process, a performance review fails to inspire employees to meet individual and company goals. To maximize the time spent in the review process and achieve meaningful outcomes, both the employee and the manager or HR leader performing the review should follow these best practices.
Schedule in Advance
Put the review on the calendar a few weeks in advance, so all parties have adequate time to prepare. Share the template the review will follow, as well as any information that needs to be prepared in advance, such as a self-evaluation.
Prepare for the Meeting
Preparation is key to a meaningful discussion. Both managers and employees should come ready to discuss progress, challenges, and future goals.
List Accomplishments
The employee should prepare a list of accomplishments they’ve achieved since their last review. This should go beyond simple task completion, highlighting the strategic impact of the work.
Prior to the review, managers should compile their own assessment of the employee’s accomplishments, drawing from team performance data, project reports, client feedback, and direct observations. They should be prepared to provide context, validate the employee’s self-reported achievements, and offer an objective perspective on the employee’s contributions.
Identify Growth Opportunities
The employee and manager also both need to identify opportunities for growth. Employees should approach this aspect of the review by conducting an honest and thoughtful assessment of their current skills, potential areas for improvement, and long-term career aspirations.
Managers must take an active role in identifying and supporting employee growth opportunities. This requires a strategic approach that balances the individual’s professional aspirations with the organization’s future needs.
Gather Data
Gather data to support the accomplishments and growth opportunities. If possible, accomplishments should include a measurable impact, such as improving email open rates by 7%. Managers should also gather feedback from relevant stakeholders — such as team members, clients, or cross-functional collaborators — to ensure a comprehensive view of the employee’s performance.
Review any previous performance reviews or feedback to track progress on past growth opportunities. This provides a historical context for the employee’s development journey, helping to identify patterns or recurring challenges that need further attention.
By gathering and analyzing this data ahead of time, both the manager and employee can engage in a constructive conversation focused on tangible achievements and clear opportunities for growth.
Create a Comfortable, Professional Meeting Environment
While those glass-walled conference rooms let in lots of light, they aren’t ideal for a performance review. Book a room where you’ll have privacy, ensuring both parties feel comfortable and free from distractions.
Keep the review location neutral rather than in either party’s office. The goal is to create a balanced environment where both manager and employee can discuss feedback openly and productively.
Start with Positivity
Performance reviews can feel intimidating, but they don’t have to. Begin the conversation by highlighting the employee’s strengths and recent accomplishments. Acknowledge their hard work and contributions to set a positive tone for the discussion.
Highlight Employee Performance and Goals
During the review, focus on the employee’s achievements and how they align with both personal and company goals. Showcase specific examples that demonstrate the impact of their work and acknowledge any milestones they’ve reached.
Celebrate the Employee’s Strength
Keeping it positive, take time to acknowledge the strengths and qualities the employee brings to the team. This recognition boosts morale and reinforces the positive behaviors that support the company’s culture.
Encourage Open Communication
While recognizing and celebrating wins matters, employees should leave the review knowing what skills they need to develop to meet personal and professional goals. Be honest when sharing opportunities for growth.
Document the Review
Document the review using your company’s performance review template. This provides a record for both the manager and employee to refer to in the future, ensuring expectations are clear.
Follow Up
After the review, schedule follow-up meetings to check on progress toward the goals set during the performance review. This shows support and commitment to the employee’s development and ensures any issues or concerns are addressed promptly.
Additional Tips for a Successful Mid-Year Employee Performance Review
Enhance the review process with these additional tips.
Be Transparent
Transparency builds trust throughout the performance review process. Share the evaluation criteria and rating system with employees in advance of the review, eliminating any sense of mystery. Explain how decisions about ratings are made and what factors are considered most important.
When delivering feedback during the review, be straightforward about organizational constraints or challenges that might impact the employee’s goals or career progression. This honesty creates a foundation of mutual respect and demonstrates a commitment to fairness in the evaluation process.
Ask The Right Questions
Come prepared with thought-provoking questions that open up a conversation. Ask about specific challenges the employee has overcome, lessons learned from setbacks, or what resources would help them perform at their best.
Questions to ask during a mid-year review include:
- What accomplishments are you most proud of from the past six months?
- What challenges have you faced, and how did you work through them?
- Are there any skills you’d like to develop further?
- How can I better support you in your role?
- What feedback do you have for me or the company?
Provide Balanced Feedback
Effective performance reviews offer a mix of praise and constructive feedback. Balanced feedback helps employees understand their strengths while identifying areas for improvement in a supportive way.
When addressing areas for improvement, provide suggestions for employee growth. For example, if an employee needs to improve their presentation skills, you may suggest they join a public speaking organization.
Accept Feedback
The performance review should be a two-way conversation, with managers demonstrating genuine openness to receiving feedback themselves. Explicitly invite employees to share their thoughts on your management style, communication approach, or resource allocation.
When receiving critical feedback, resist the urge to become defensive or dismissive. Instead, ask clarifying questions, take notes, and commit to specific improvements. This reciprocity transforms the dynamic from evaluation to collaboration and models the growth mindset you want to encourage in your team.
Establish a Future Plan
The end of the review shouldn’t be the end of the conversation. Transform insights from the review into a structured pathway for future growth. Work collaboratively to create a detailed development plan with specific actions, resources, and timelines. Include both short-term objectives (next three months) and longer-term aspirations to provide direction and motivation. The plan should clarify what success looks like, how progress will be measured, and when check-ins will occur, creating accountability and momentum.
Congratulate Success
Celebrate the wins together. Connect individual accomplishments to team and organizational success, helping employees see the meaning in their work.
Be Mindful of Timing
The timing of your performance review can significantly impact its effectiveness. Avoid scheduling reviews during particularly stressful periods, such as major project deadlines or organizational transitions.
Allow sufficient time for the discussion without creating pressure from back-to-back meetings. Pay attention to energy levels throughout the conversation, taking breaks if needed to ensure both parties remain engaged and receptive. Strategic timing demonstrates respect for the importance of the review process and creates space for meaningful dialogue.
Mid-Year Review FAQs
Still have questions regarding mid-year reviews? Read on.
Why is a Mid-Year Review Important?
Mid-year reviews help keep employees and businesses on track toward annual goals, providing an opportunity to course correct if needed.
What’s the Difference Between a Mid-Year Performance Review and a Year-End Review?
A mid-year review is a checkpoint to assess progress, provide feedback, and adjust goals, while a year-end review evaluates overall performance for the entire year, often influencing raises or promotions.
How Do You Write a Mid-Year Performance Review?
Gather performance data, highlight achievements, identify improvement areas, set actionable goals, and provide balanced feedback in a structured and constructive manner. Your organization should have a template you can follow.
What Should You Include in a Mid-Year Performance Review?
Mid-year performance reviews should include key accomplishments, challenges, progress toward goals, skill development opportunities, and actionable feedback for improvement.
What Should You Do after a Mid-Year Review?
Document key takeaways, implement feedback, adjust goals as needed, and create a plan for continued development and success.
How Paycor Helps with Mid-Year Reviews
Paycor Talent Management software empowers managers to stay on top of performance year-round, informing the mid-year and annual review process. It offers customizable, preloaded templates for coaching sessions as well as scorecards for tracking goals, objectives, and key results.
The recognition tool allows managers and peers to recognize great work, celebrate accomplishments, and inspire colleagues. At review time, managers have access to historical performance data from 1:1s, feedback, and goals. The software offers everything you need to manage high-performing teams and create a culture of continuous development. Learn more with a guided software tour.