Mid-year is the best time to catch up on your team—not just to measure progress, but to encourage growth and set expectations for the rest of the year.

Unlike end-of-year evaluations, mid-year performance reviews focus on the future. They help establish wins, uncover obstacles, and permit open communication regarding development.

1. Come Prepared

Reflect on goals and progress from earlier in the year, highlighting key triumphs and difficulties. Invite your employee in prepared as well—this produces a more balanced, meaningful conversation.

2. Publish a Pre-Agenda

Publish a general agenda in advance so that your team member has knowledge of what is going to take place and can prepare completely. Topics to discuss: wellbeing, performance, targets for development, and future goals.

3. Begin with a Wellbeing Check

Before diving into metrics, check in on how your employee is really doing. A quick, sincere question can reveal how stress at work or personally may be affecting engagement and performance. This shows you care more than just for the job.

4. Highlight Wins and Areas to Improve

Celebrate successes, but also take time to explore the full picture. Open-ended prompts about achievements, proud moments, challenges, and needed support help shift the focus from judgment to continuous improvement.

5. Realign Goals if Needed

Use this moment to ensure goals are still achievable. If priorities or business needs have changed, align expectations accordingly. Work together on new objectives that fit current realities or unlock their potential.

6. Close With Next Steps

End the session with a plan for the rest of the year. Lastly, ask them for comments on how you can better serve them in the future.

Mid-year performance reviews are a chance to build momentum. By focusing on growth, wellbeing, and alignment, you create a meaningful experience that supports your team and strengthens your organization.

Make the most of this moment—it can set the tone for a stronger finish to the year.