5 ways to make Mid-Year Reviews work for your business

For many businesses, October means Mid-Year Reviews.  It’s half-way through the financial year and it always has that ‘back to school’ feeling where people focus on setting new goals.

But why bother? Critics would say that they’re time consuming, can be awkward, and distract you from business delivery.  But we think that with a little preparation, it can be a great chance to refocus and encourage your team and ensure everyone is on track to deliver.

Here’s our 5 ways to make mid-year reviews work for you:

  1. Prepare your approach –  Prepare some notes beforehand and focus on 3 keys messages you want your employee to remember. Using a basic template will keep your conversation on track. If you’re giving feedback on behaviour either positive or negative, always use recent examples which are more compelling than vague perceptions.
  2. Be realistic but firm  Mid-year reviews are key opportunities for your staff. If they’re doing well, they need encouragement to build on this and you can push them to achieve even more. If they’re struggling, they may need new objectives and deadlines to help them back on track. A good mid-year conversation can save you pain at the end of year, or in difficult disciplinary/capability conversations.
  3. Have something up your sleeve – Anticipate where the discussion may take you. They might ask for a salary increase? A change to deadlines? A new way of working? Be clear what your expectations are if they are to see their requests become a reality.
  4. Allow time for their ideas – your employees are often best placed to suggest improvements and  ideas that could make a big difference to your business. Whether it’s a small process improvement that could save your team time, or a big change that will affect everyone – be open to considering their ideas.
  5. Follow up regularly – if you’ve set demanding goals, or had to give a warning about performance then make sure you follow up. Setting a date 1 month in advance is good to keep the momentum going. Keep notes of the discussion and email these to the employee afterwards, so that it can’t be open to interpretation.

For more ideas and bite-size HR tips, follow us on Twitter @bedrockh_hr