Mid-Year Reviews are an opportunity to get a pulse check on how your direct reports are progressing in their goals, identify any areas where they may need help, and offer valuable feedback on their performance so far this year. Now that it’s time to start holding these review sessions with your direct reports, we wanted to offer some small tips and reminders that all people leaders can rely on to make their reviews as helpful to their employees as possible.
Written Feedback
Especially for leaders who have many direct reports to review, it can be tempting to keep written feedback short and sweet. However, one-line sentences will not suffice as helpful, actionable feedback to employees. Be detailed with areas where you have seen the employee perform well, add in some specific items with room for improvement, and follow up with a positive to show gratitude for their effort. Additionally, avoid using terms like “good,” “excellent,” or “bad” since they are too general. Instead, offer specific guidelines on changes you’d like to see.
In-Person Meetings
When you hold your in-person meeting with the employee to go over your review, use the same feedback that you wrote on the form to guide the conversation. Take notes as you complete the feedback form so you can remember what you wrote. Spend time with the employee, asking if they have any ideas on how they can improve or questions regarding the items you mentioned in the review. If you know of any classes that are related to the areas of improvement noted by you or the employee, be sure to suggest those to the employee at this time.
Items to Remember
This is a dedicated time to have an open and supportive discussion with your employees. So, take time with them, be detailed and organized, and—if there is any negative feedback—always open with a positive, discuss the areas that need improvement, and end with another positive. These conversations should leave the employee with a clear idea of how they’re doing well in their role and how they can do even better. That clarity can only come through thoughtful, intentional feedback from their supervisor.
If you have any questions about how else you can create effective feedback in your Mid-Year Reviews, reach out to the HR team: Faith Jackson, Michelle Haight, and Katherine Carlson.
