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performance reviews

Mid-Year Reviews: They’re Coming


The mid-year review is important because it’s an opportunity for employees to review successes and discuss any challenges affecting work performance at the mid-point of the performance management annual cycle.

Your manager/supervisor is responsible for telling you what you are expected to achieve at work and how you are expected to achieve it. It is also his or her responsibility to monitor your work, tell you when you’re doing well, and intervene to coach and assist you if you are not meeting expectations.

The questions below are intended to help you get the most out of your mid-year review conversations with your manager and supervisor. You are encouraged to use these questions to make note of key points to discuss at the meeting. The aim of this preparation is to make the mid-year review conversation as productive as possible for both parties.

Questions to Consider

  • How do you see your overall progress in achieving the work objectives and core competencies of your performance agreement?
    • Where are you doing well?
    • Where do you feel you need direction and support?
  • What accomplishments are the most significant for you or are the ones you are most proud of?
  • What do you find most rewarding or motivating about your job and the work you do? What makes your work meaningful?
  • Are there times when you’ve had difficulty achieving your work objectives or demonstrating the core competencies in your work?
    • If so, when? What would you do differently if you had the opportunity to revisit these occasions?
  • Where do you see room for improvement in your performance, and what would it take for you to be able to make changes?
    • What are you willing to do to address any challenges you have identified?
  • Are there barriers or issues that make it difficult for you to do your work well?
    • If yes, what are you doing to overcome them? Is there anything your manager or supervisor could do to help that is within his or her control? Is there anything your work colleagues could do?
  • What is your most valuable contribution to team objectives? What habits or approaches make you less effective within the team?
  • What, specifically, is the most important thing your manager or supervisor could do to help you reach your full potential?
  • What adjustments, if any, would you want to make to your learning and development plan at this point in the year?
  • What does your manager or supervisor need to know that would make this the most productive conversation possible for both of you? How can you convey this information effectively?

For more information, you can also check out the The Employee’s Kit on “What to Expect From Your Manager or Supervisor in Performance Management” here.

Adapted from here.

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