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Report Cards for the Working World: Getting Ready for Mid-Year Reviews

Report Cards for the Working World: Getting Ready for Mid-Year Reviews

Report Cards for the Working World: Getting Ready for Mid-Year Reviews

By Shaun Bernstein

June is not just report card time for students and teachers. It’s also the time for mid-year reviews, which have become an effective way to take the pulse of your workplace, and determine how you and your team are going to achieve even greater success in the second half of the year.

Here are a few tips to make mid-year reviews run smoothly and effectively for both you and your team.

1. Take a look backwards – Reviews are a time to revisit previous reviews and conversations, and determine the current status of goals that had been previously set. The conversation becomes far more productive with specific goals and tasks to address and an analysis of visible and tangible results.

2. Make it a conversation – Mid-year reviews don’t have to be stuffy, and they really should not be. Keep the meeting a conversation between you and the team member, where you’re both able to speak openly and exchange ideas. Find out what parts of the role your employees enjoy most, and see if there are more opportunities for them in those areas. It may be handy to prepare a topic list in order to keep the meeting structured, but structured does not necessarily equal uptight.

3. Be ready to hear ideas – Employees may be coming to the table with an agenda in mind, possibly or a promotion or salary increase. They may be coming to the review with new ideas for the business, and new strategies for success in the coming months. While not guaranteed, they may also be prepared to make a case for their strong performance over the past six months. Be prepared to listen to what they bring forward, and ensure they at least know they’re being heard.

4. Keep an open mind – These reviews are an opportunity to gauge high performers, and offer constructive feedback to employees who could use a boost. Not all feedback may be positive, but using open ended questions and being willing to engage can help create a positive learning experience. These reviews are a tremendous opportunity to curtail problematic performance habits, and ensure employees are back on the road to success.

5. End on a high note – Even if feedback may be difficult, be sure the meeting does not end with ‘doom and gloom.’ This is not about pointing fingers, but a chance to steer the team on the road to success. Ending the meeting with something encouraging will have both parties walking away feeling good about the discussion.

For help with performance reviews in your organization, contact us for more information.

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