Imagine you’re a football player and it is only after your team has lost the last game of the season that your coach tells you the different ways you could have improved during the game. Naturally, this would be incredibly frustrating.
This is a similar scenario if you only conduct employee performance reviews at the end of the year.
Aside from managers having weekly one-on-one meetings, mid-year check-ins can serve as your halftime locker room chat with your employees about how they can put points on the board while there is still time on the clock.
Why Have Mid-Year Check-Ins?
When conducted effectively, mid-year check-ins are far more than just another meeting. It is a time for managers to meet with their direct reports to discuss their progress, goals, current challenges and support needs.
When employees feel heard and supported during these check-ins, it can help improve your overall retention, as it allows team members to express their concerns before they start looking for a new role. Don’t just focus on an employee’s performance during this meeting. Talk to them about how they feel about their team and the company as a whole, as this can help identify cultural issues that can be addressed.
Additionally, team members are more likely to stay with an organization that is invested in their personal and professional success. Mid-year check-ins are a chance to discuss employees’ career goals and identify those with leadership potential. Even those who don’t wish to move into management positions should be presented with opportunities to hone their skills.
These check-ins can also address any issues with constructive feedback and tangible next steps that they can implement during the second half of the year.
Do The Prep Work
One of the keys to successful mid-year check-ins is preparing well in advance. If neither party has put much thought into the discussion beforehand, it will be short, vague and not a good use of either individual’s time.
Having a form that both the manager and the employee fill out is one way to prompt them to consider different aspects of their experience during the first half of the year.
Managers should look at the team member’s set goals and the progress they’ve made towards them, specific examples of where they’ve excelled and if there are any areas that need improvement. Employees should think about achievements they’re particularly proud of, roadblocks they’re struggling with and where they’d like to advance in their career.
Providing an agenda can also help ensure meaningful preparation. A potential agenda could include:
- Company culture and morale
- Overall performance and feedback
- Goal progress and support needed
- Long-term career prep
- Next steps
Depending on how your business handles raises, be clear from the start if compensation will be a part of the conversation, so employees aren’t disappointed if pay isn’t discussed.
During the Meeting
It will take time from your schedule, but if you opt to have mid-year check-ins, make sure the meetings are long enough for a worthwhile discussion. A 10-minute chat squeezed in at the end of a busy day will send the wrong message to employees.
Start the meeting by checking on how the team member is actually doing and take note if they are showing signs of burnout or stress. Express your appreciation for the work they have done and highlight their strengths before pointing out any areas of improvement.
Feedback should flow both ways during a mid-year check-in. Managers should ask thoughtful, open-ended questions and listen to the team member’s input.
Career development should be a major focus of your mid-year check-in conversations, as this resonates with employees that you see potential in them. According to LinkedIn’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their learning and development.
Once a goal or a struggle has been identified, work to outline next steps so the employee has a plan for how to proceed for the rest of the year.
After the Meeting
To ensure your mid-year check-ins are worthwhile, document the key points from the discussion and the next steps agreed upon so they can be reviewed during the next regular one-on-one. Accountability is critical to ensure these discussions actually result in true progress.
Similarly, make a point to act on any feedback provided by the team member. If an employee shares how unhappy they are on a specific crew, and you fail to take any action or explain why nothing can be done at this time, the team member will quickly learn there’s no point in providing their input.
Your employees should leave their mid-year check-in knowing how they’re doing, energized about where they’re going and secure in the knowledge your company is invested in them reaching their goals.
Possible Questions to Ask During Mid-Year Check-Ins
Below are some of the questions you can consider incorporating into your mid-year check-ins.
- Do you feel like your work is noticed and appreciated?
- Do you feel comfortable speaking up if you see a problem with safety, quality or efficiency?
- What accomplishments are you most proud of this year?
- What parts of your role feel the most rewarding?
- Is there a role in the company you’d like to learn more about?
- Are there any goals we need to adjust for the second half of the year?
- What part of your job has been the most frustrating?
- Are there any obstacles outside of your control that are affecting your ability to succeed?
- How can I better support your success?
- As your manager, what is one thing I should start, stop or continue doing?
- Is there anything you were hoping I would ask that I didn’t?
