The Mid Year Performance Review Discussion
Employee performance reviews are important for every business, but their effectiveness depends on how they’re conducted. The discussion is the most important aspect of any performance review. They can empower your employees to reach new heights – or they could drive them away from your company.
Here are some things to consider during your mid year review discussion:
- Conduct a quick retention interview along with the performance discussion. For example, simply ask how your employee perceives his/her work environment, and how challenged and satisfied they feel working there. Too often, organisations wait until the exit interview to gather this feedback, but you can make a difference before you lose the talent!
- Give your employee the opportunity to describe their deliverables against each objective and other projects. They should be able to articulate what they’ve done in the first half of the year, and how that has contributed to their stated goals and objectives.
- Ensure that the key priorities are clear, and that they’re aligned to the end of year objectives. This is an opportunity for both of you to discuss changes or “course corrections” to ensure the employee is successful for their end of year review.
- Listen carefully to both the content and context of the message being delivered.
- Both parties will get much more out of the discussion if there’s honesty and transparency. Being too polite will not drive performance. Nor will berating and humiliating the employee.
- Clarify how you will support your employee and commit to it.
Don’t forget to include behaviours to the conversation, it’s not just about what we’ve achieved it’s also about how we achieve it – Our behaviours.
Written by Sahar Habib
Founder of Coach Wilson