Mid-Year Review

Mid-year review should be the time for employees and managers to reflect on what has been accomplished so far and what needs to be done. But often, it is either a painful exercise or a tick-in-the-box. Combining elements of both goal-setting and feedback, we suggest these principles and processes for mid-year reviews, which will help you do justice to these conversations in future

Principle of DOORS:

Development Focus: Ensure the review centers on professional growth and skill enhancement, rather than just evaluating past performance.

Ownership of Goals: Emphasise the importance of taking responsibility for personal and team goals, fostering a sense of accountability.

Outperformance Intent: Encourage aiming beyond mere targets to achieve exceptional performance and drive the team forward.

Reflective Conversation: Promote open discussions that allow for introspection and constructive dialogue on past experiences and future directions.

Simplicity of Process: Keep the process straightforward to ensure clarity and effectiveness in setting and tracking goals.

Process to Follow – Plan, Prepare, Participate, Progress: To ensure an effective mid-year review, follow a structured process that emphasises thoughtful preparation, active participation, and ongoing progress. Here’s a detailed look at each step in this process.

PLAN

• Take one to two weeks’ notice to schedule.

• Ask to think about successes, roadblocks and support required.

• Revisit goals that were agreed upon.

PREPARE

• Review performance goals, comparing them with results.

• Identify critical incidents that stood out as outstanding or inadequate.

• Seek inputs from stakeholders for a holistic perspective.

PARTICIPATE

• Ask for verbal self-assessment. Share your insights with data.

• Reinforce successes and discuss causes and solutions to issues.

• Agree on changes required to goals or resources.

• Summarise success, issues, solutions and commitments.

PROGRESS

• Reflect on what else you could do to support your team member.

• Follow up on agreements on support and committed resources.

• Schedule follow-up calls or discussions to stay on track.

By incorporating these principles and following a structured process, mid-year reviews can be transformed into valuable opportunities for growth and improved performance.

Turn the painful mid-year review to a tool that leads your team to out-performance