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What should you do in your mid-year performance review?

Introduction


The mid-year performance review is the perfect opportunity for both employees and managers to reflect on their progress, discuss achievements, and address challenges. Employees and managers also get the opportunity to understand each other's take on the company direction and align their goals for the rest of the year.


In this blog post, we are hoping to shed some light on essential points for both employees and managers to consider during the mid-year review performance process. Let's get started right away!


For Employees:


Let’s begin with what employees should do during their mid-year performance review to make the most out of it.


1. Seek Feedback:


Initiating conversations with colleagues whom you closely collaborate with to gather their feedback demonstrates a proactive approach and establishes trust within the team. This proactive attitude leaves a positive impression on your manager, highlighting your importance to the company. However, it is crucial to value and embrace constructive criticism, using it to work towards goals that align with the company's vision.


According to a 2018 people management survey done by Predictive Success Corporation, employees rated their satisfaction with feedback at an average of 6.5 out of 10, indicating that they desire more frequent and comprehensive feedback. This finding suggests that employees have specific expectations from their managers, including not only honest feedback but also the manner in which it is delivered.


2. Discuss Current Projects:


It’s always important to let your manager know the projects you’re actively taking part in as they may not be aware of the full scope of your work due to having to manage an entire team of people with different responsibilities. Letting your manager know about the tasks you are currently working on can create an environment to showcase your commitment to meeting project milestones, challenges you’ve faced, accomplishments you’ve gained and your future plans for these projects. This gives your manager the opportunity to actively engage you in this time to help you correct your mistakes or help you better plan out the rest of the projects if you’ve been facing many challenges. This also helps both parties understand the extent of responsibilities each party bears in these projects.


3. Highlight Underutilized Skills:


First of all, identify skills and talents that you possess but have not been utilized. Communicate with your manager about your underutilized skills that can be better utilized in the future if you are confident in these skills. Mention how you think you can better contribute in areas you’ve never been involved in but feel like you can be a better asset to the company to achieve their objectives much effectively and efficiently.


4. Talk About Tasks Outside Your Job Description:


If you have been taking on additional responsibilities, which are not a part of your scope of work, and you feel like it’s slowing you down in achieving other projects which you can effectively contribute to, raise this to your manager at your mid-year performance review. They can help you prioritize your work better and let you get the freedom to do what you’re most confident in.


5.Training and Tools:


If you require any additional tools or training, let your manager know in what aspects you want these to be executed. By speaking about getting training, it demonstrates a growth mindset and willingness to invest in self-improvement. Bringing in this topic at your review can help your manager trust you better and be confident in you as a good employee.


6. Reflect on Performance:


Engage in a constructive conversation about your overall performance to date. Discuss areas where you have excelled and areas that may need improvement. Be open to feedback and demonstrate a willingness to learn and grow.


7. Articulate Your Goals:


Clearly express your aspirations and ambitions within the company. Discuss your long-term career goals and seek guidance on how you can achieve them. This demonstrates your commitment to personal and professional growth while aligning your aspirations with the organization's objectives.


8. Express Gratitude:


Conclude the review by expressing gratitude to your supervisor for their time and the opportunity to have an open dialogue. Show appreciation for their guidance and support throughout the year.


For Managers:


In a survey done by Bersin & Associates, 70% of companies are reconsidering their performance strategy. Let’s talk about what managers can do to ensure that the mid-year performance review meeting is productive.


1. Schedule a Meeting:


Initiate a mid-year performance review meeting with your employee to provide feedback and discuss their progress. Set aside dedicated time to conduct a thorough and meaningful evaluation.


2. Prepare for the Review:


Review the employee's performance record, goals, and any previous feedback. Collect relevant data and documentation to support your observations and facilitate a constructive discussion.


3. Discuss Performance:


Provide constructive feedback on the employee's performance, acknowledging their achievements and areas for improvement. Be specific and offer actionable suggestions for development.


According to a survey done by Zenger and Folkman, 69% of employees say they would work harder if they felt their efforts were better recognized.


4. Assist with Prioritization:


Assess the employee's workload and help them prioritize tasks effectively. Discuss any difficulties they may be facing and offer guidance on how to manage their daily responsibilities efficiently.


A survey revealed that approximately 50% of employees express a strong agreement in understanding their work expectations. Therefore, it is crucial to provide clear guidance to your employees regarding the projects and tasks you want them to focus on.


5. Ask About Roadblocks:


Encourage the employee to share any challenges or roadblocks they have encountered. Listen actively, ask probing questions, and offer support or resources to help overcome these obstacles.


6. Assess Learning from Mistakes:


Inquire about any instances where the employee encountered difficulties or made mistakes. Discuss what they learned from these experiences and how they plan to avoid similar issues in the future. This promotes a growth-oriented mindset.


7. Performance Rating:


Ask the employee to rate their own performance on a scale of 1-10. Use this self-assessment as a starting point for a deeper discussion on strengths, areas for improvement, and potential growth opportunities.


Conclusion


The mid-year performance review is an important milestone for employees and managers alike. By following these guidelines, employees can effectively present their progress, discuss aspirations, and seek feedback and support. Managers, on the other hand, can provide valuable insights, offer guidance, and align goals to ensure the employee's success. Together, this collaborative process can lead to enhanced performance and professional development.


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