July 06, 2018
July 06, 2018
Contributor: Jackie Wiles
Tips for managers on how they and their employees can get the most out of midyear performance reviews.
In the age of informal ongoing feedback and peer feedback, it’s tempting to think there is no place for once-popular midyear reviews, but that’s not so — if managers and employees know how to get the most from them.
Companies traditionally use midyear reviews much like formal year-end reviews, to measure and explain employees’ progress on their goals to date. The process is designed to ensure employees are fully aware of expectations, make any needed updates to objectives or development plans, and prevent surprises at the year-end performance reviews.
Over time, many of these reviews have turned into informal check-ins, as companies see a formal midyear process as repetitive and cumbersome. But midyear meetings, no matter how formal or informal, still have enormous potential value.
“Especially in companies where ongoing feedback has become the norm, it never hurts to remind managers and employees that midyear is a good time to discuss their goals, performance and development,” says Blakeley Hartfelder, Gartner research consultant.
Read more: Unleash the Performance Potential of Your People
For midyear feedback to be useful, it must be actionable. Therefore, managers should be sure to do the following when providing feedback:
Preparing managers is only half of the equation, though. The best companies also help prepare employees by for instance, providing simple do’s and don'ts to employees as they prepare for midyear conversations to make the process more productive and actionable.
Encourage employees to:
Discourage employees from:
This article has been updated from a post originally published in June 2016.
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