It’s June, the time of year when some companies conduct midyear performance reviews. These reviews are gaining in popularity because they give managers an opportunity to talk with employees about their progress and their performance thus far. Midyear reviews are a way of building better relationships between supervisors and employees and for making adjustments, so there are no surprises at the end of the year. Midyear reviews create a culture that emphasizes feedback and communication.
As part of this discussion about performance, the supervisor can provide praise to the employee for exceptional work and talk to them about any problems with performance. Supervisor and employee can talk about any obstacles that have arisen during the course of the year and how to deal with these challenges.
Progress Toward Goals
They can talk about the progress the employee is making toward work goals and whether these goals need to be adjusted, more specifically, what goals have been accomplished, what still needs to be done, and how the employee’s progress compares to expectations set at the beginning of the year. Are there any goals that are no longer important and can be eliminated?
They can also plan out the employee’s work for the remainder of the year, what to prioritize, how to approach the work and discuss any new goals that need to be set because of changing conditions.
Discussing Job Satisfaction
Finally, a midyear review provides the opportunity to talk about the employee’s job satisfaction and their morale and discuss ways of improving the situation if there are problems. This is particularly important for high-performing employees. The midyear review gives a supervisor an opportunity to get a sense of how engaged top performers are and to plan new assignments that will challenge and interest the person. It is also an opportunity to discuss the employee’s career path and professional development.
And with at-risk employees, the midyear review offers a similar opportunity to give the person feedback if their performance is subpar. It is an appropriate time to talk with the employee about their performance and what can be done to improve it before the situation becomes more serious.
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