Summary
A mid-year performance review is a conversation that occurs every 6 months. It provides crucial conversations sooner, aligns employees and managers, and sets performance reviews up for success. It is an excellent time to talk through how the employee is meeting- or not meeting- performance expectations and displaying workplace behaviors/core values.
Successful and dynamic company cultures understand that the performance review is just one avenue for offering valuable employee feedback. In organizations where the annual review is the only performance conversation conducted throughout the year, we can expect to see outcomes like higher turnover, lower engagement, and lower workplace satisfaction. Managers can facilitate effective conversation/feedback with their employees in many ways such as one-on-one meetings, 360 feedback, and mid-year reviews.
What is a Mid-Year Review?
A mid-year performance review is a conversation that occurs roughly every 6 months to ensure managers and employees are in alignment with performance expectations. According to Indeed, “Conducting this review can help engage and motivate employees, identifying any problems early so that employers can provide timely support.” The format of the mid-year review varies across organizations. While some take the approach of a more casual check-in conversation, others choose to structure it like a formal but shortened performance review.
To get started with a simple mid-year review template (and more review templates!) check out this free download below!
Benefits of a Mid-Year Review
Regardless of the structure of the mid-year performance review, the benefits of allotting intentional time for managers and employees to discuss performance are all positive. The following list highlights these benefits below.
- Crucial conversations happen sooner– When performance efforts and workplace behaviors are only assessed at the end of a review cycle, it leaves ample room for misalignment and unmet performance standards. Discussing employee goal progress halfway through the year gives managers beneficial insight, allowing any issues to be addressed before it becomes a larger problem. It also allows employees to share any challenges or questions they may have before they are given a final assessment for their efforts.
- Aligns employees and managers– In addition to addressing potential needs, a mid-year review also provides managers and employees dedicated time to ensure they are on the same page. A one-on-one conversation does more than just tackle issues- it fortifies the relationship and adds humanity to the workday activities.
- Sets performance reviews up for success– The performance review should ideally summarize performance and workplace behavior conversations that have been happening all along. Implementing a mid-year performance review gives an opportunity to adjust goals, reestablish expectations, and build rapport so the final performance review is smooth and simple.
What is the Difference Between a Mid-Year and an Annual Performance Review?
Any organization deciding whether or not the mid-year performance review will fit into the company culture may wonder about the major differences it offers in comparison to the annual review. The table below details these differences.
Mid-Year Performance Review | Annual Performance Review |
In-the-moment coaching | Summarization of past performance |
Calibrate and guide performance | Evaluates final performance with ratings/comments |
Ability to reset goals if necessary | Assesses goal progress (or lack thereof) |
More casual conversation | Formal conversation |
Coaching focused on the next 6 months | Coaching focused on long-term career plans (when done well!) |
When done correctly, both the mid-year and annual performance reviews should offer coaching that is in alignment with the organization’s mission/vision, and empower employees to reach their career aspirations. The mid-year review should consider the past 6 months when planning for the upcoming 6 months, while the annual review should ideally spend 20% of the discussion on past performance and 80% of the discussion on future performance and development efforts.
How to Structure a Mid-Year Review
- Review performance objectives and workplace behaviors
The mid-year performance review is an excellent time to talk through how the employee is meeting- or not meeting- performance expectations and displaying the workplace behaviors/core values. Focusing attention on required objectives reaffirms performance expectations and provides the employee with a baseline for all performance efforts. It is also important to address core values as this solidifies what behaviors are most valued at the organization, thereby reinforcing a healthy workplace culture.
- Adjust goals as needed
Reviewing goal progress roughly every 6 months keeps employees accountable and bolsters a renewed sense of ownership. It is easy for the focus on short and long-term goals to be distracted by the daily urgent needs that arise. However, scheduled time to discuss goal progress with managers ensures the employee’s attention is appropriately guided.
- Solicit 360-degree feedback
A common practice amidst the mid-year performance review time is to request 360-degree feedback from the employee’s peers, leaders, clients/customers (if applicable), and to solicit a self-360 assessment. Gathering insight from various perspectives provides employees with more holistic, well-rounded feedback and gives managers more diverse fuel for coaching performance and behaviors.
Mid-Year Performance Reviews Phrase Examples
The following mid-year review phrases reflect examples of manager feedback for employees who are exceeding, meeting, and not meeting performance expectations.
Exceeding Expectations:
- Your performance efforts toward the objectives you are responsible for consistently exceed expectations. In the last 6 months, you have exhibited dedication, tenacity, and leadership . Keep being an example to your team members. Well done!
- Your commitment to your goals in a short timeframe far exceeds expectations for goal progress at this point in the review cycle. Your efforts have gone above and beyond the requirements and I encourage you to keep going!
- It is clear to me and everyone you interact with that your ownership of our company’s core values is clearly displayed. Your words, actions, and decisions reveal your commitment to representing the values that we hold dear. Thank you for being a shining example of what every ABC Corporation team member should strive to be!
Meeting Expectations:
- I am satisfied with your performance within the last 6 months. It is evident that you know what is expected and you have demonstrated a hard work ethic that gets the job done. As a note of encouragement, I have seen what your talents can accomplish, so I would empower you to reach just a bit higher as I know you have aspirations for leadership in the future. I am always here to stretch you to accomplish your goals!
- Your goal progress is right where it needs to be for this stage of the review cycle. It is clear you are headed in the right direction and I know you will meet all goal expectations. As always, I will be here to push you further and encourage you to accomplish more than you thought possible!
- You have displayed an understanding and personal commitment to exhibiting our core values with your team and customers. You have received recognition from your colleagues to prove it! I look forward to your continued embrace of what makes our company special in your work and interactions with others.
Not Meeting Expectations:
- Your performance objectives are not where they need to be at this stage of the review cycle. I have noticed a decline in your work efforts recently and I am committed to working with you to determine a plan of action for the next 6 months. I am here as a trusted resource for any personal or professional challenges you are encountering.
- Your goal progress within these last 6 months is not where I expected you to be. Though I know these are stretch goals, I am confident you can meet and exceed them given your work ethic and strengths I have seen displayed by you in the past. Now that we have established a course of action, let’s plan a 20-minute one-on-one each week for mutual accountability.
- In the last 6 months, there have been a few instances where your behaviors did not align with the core values of our team. Though we all have bad days, we must address these situations quickly and with transparency. You are a valued member of the team, so I am committed to coaching you through what positive workplace behaviors look like.
How WorkDove Enhances Your Mid-Year Reviews
Whether your mid-year reviews are an abbreviated version of the annual performance review or formatted like an informal check-in WorkDove has you covered. Power your mid-year conversation with flexible performance review software that offers customizable questions, automated workflows, and integrated views.
If a one-on-one check-in is more suitable, our performance Check-Ins streamline the process with mid-year templates, employee sentiment pulse checks, and the option to track and monitor goal progress.
Increase employee engagement and satisfaction by setting your employees and managers up for an actionable and successful performance review conversation. Speak with a WorkDove expert today about your mid-year performance review needs!
