How to Lead an Effective Mid-year Review: Template & Best Practices

A new job can feel like a new relationship. But when the honeymoon period ends, reality sets in. 

Ideally, that’s also where the mid-year review comes in. Designed to check in on goal progress and tackle roadblocks before it’s too late, these handy performance management tools help keep employees motivated while offering managers a prime opportunity to deliver meaningful feedback.

So why don’t more teams use them? 🤔Let's break down exactly what you need to run mid-year reviews that work.

What is a ‌mid-year review?

A mid-year review is a formal performance evaluation between managers and their direct reports that occurs halfway through the fiscal or calendar year. Managers get the opportunity to assess employee performance and track progress toward goals. And employees get the opportunity to share feedback, discuss challenges, and realign priorities for the rest of the year.

Benefits of adding a mid-year review to your performance management cycle

Done well, mid-year reviews keep everyone on track towards their year-end goals. And at a time when 1 in 4 employers say they have limited visibility into employee satisfaction, they can also be an effective tool for employee engagement and retention.

Positive and consistent feedback has been shown to boost efficiency by 12% by giving employees a clearer sense of direction. And the benefits cut both ways. 

Offering two or more review cycles per year gives managers and team leaders frequent and accurate data, making it easier to break down big goals into manageable chunks and keep team members motivated along the way.

Key benefits of mid-year reviews:

• Provides consistent feedback opportunities
• Keeps teams aligned with year-end and employee development goals
• Increases visibility into employee satisfaction
• Improves engagement and retention
• Gives managers better performance insights
• Makes big goals more manageable
• Maintains team motivation

Mid-year review template

Ready to help team members adjust their action plans and stay on track? Use this template to guide the conversation.

1. Performance Assessment & Achievements

Key Objectives Progress (January-June)

Rate progress on each objective: On Track, At Risk, Behind

Notable Accomplishments

What specific achievements are you most proud of this period?

1. Achievement: _____________________________________________

Impact: ________________________________________________

2. Achievement: _____________________________________________ 

Impact: ________________________________________________

2. Skills Assessment

Rate your confidence level in key competencies (1-5):

• Technical Skills: ___
• Communication: ___
• Leadership: ___
• Problem Solving: ___
• Innovation: ___

3. Growth & Development

Current Challenges

• Biggest obstacle: _________________________________________
• Resources needed: _______________________________________
• Proposed solution: _______________________________________

H2 Goals & Priorities

List 3-5 SMART goals for the remainder of the year:

1. Goal: __________________________________________________ 

Success Metric: _________________________________________ 

Timeline: ______________________________________________

2. Goal: __________________________________________________ 

Success Metric: _________________________________________

Timeline: ______________________________________________

4. Support & Feedback

Manager Support

What specific support would help you succeed?

More frequent 1:1s

Additional training 

Clear priorities

Other: ________________________________________________

Process Improvement

Identify any workflow obstacles:

• Tools/Systems: __________________________________________
• Communication: ________________________________________
• Resources: ____________________________________________

5. Action Items

Action

Owner

Due Date

Signatures & Comments

Employee Comments: _______________________________________

Employee Signature: ______________________ Date: ___________

Manager Comments: ________________________________________

Manager Signature: _______________________ Date: ___________

Next Review Date: _________________________________________

What mid-year review questions should I ask?

When it comes down to it, the success of any performance review largely depends on the questions you ask. These open-ended questions will help spark the right kinds of conversations in your mid-year review.

1. Accomplishments

• Which specific goals or projects have you completed in the first half of this year?
• Can you share an example of how you've grown professionally since January?
• What achievement from the past 6 months are you most proud of?

2. Challenges

• What are the biggest obstacles currently affecting your work?
• Which of your original goals need to be adjusted or require additional resources?
• How do you feel about your career progression and growth opportunities here?
• What skills would you like to develop to better handle your current challenges?

3. Goal-setting

• What are your top 3 priorities for the next 6 months?
• How do you plan to measure success in these priorities?
• What development opportunities would help take you to the next level?
• Are there any new projects or responsibilities you'd like to take on?
• How do your annual goals align with stakeholders and company objectives?

4. Feedback

• What resources or support would help you be more effective in your role?
• In what areas would you like more guidance or feedback from me?
• How can we improve our current work processes or communication?
• What aspects of our team culture help or hinder your success?

How to lead a productive mid-year review meeting

Want a mid-year review that actually works? Skip the paperwork and focus on real dialogue. Here's how to lead a review that drives real progress.

1. Schedule the review in advance

While annual reviews are typically “all business”, there’s room for relaxed conversation in a mid-year review. 

Just be mindful of timing – avoid peak periods that could add stress. Give employees plenty of notice and prep time, especially those who may need extra processing time. By scheduling thoughtfully and providing clear context upfront, you'll help everyone feel more at ease and ready to engage.

Use these sample phrases to kickstart the conversation:

• “I’d love to start by hearing your perspective. How do you feel the year has gone so far?”
• “Before we dive into goals, is there anything on your mind you’d like to bring up?”
• “As we check in at this halfway point, I want this to be a conversation, not just a review, so feel free to guide us wherever it feels most helpful.”

2. Keep it limited to just the relevant parties

A mid-year review works best as a focused, one-on-one conversation. Keep it between you and your employee to build trust and encourage candid discussion. More people in the room can make it feel like an evaluation rather than a supportive check-in.

Bring the focus back with these phrases:

• “This is your space to reflect, ask questions, and be candid. I’m here to listen and support.”
• “We’ll use this time to focus entirely on you: what’s going well, what’s tough, and what you need going forward.”

3. Highlight the wins

Mid-year reviews aren’t just about evaluating the past. They’re about using your employee feedback system to help shape the future. 

Highlighting what an employee is doing well isn’t just encouraging: it gives them a clear signal about what to double down on. Naming and valuing specific behaviors makes them more likely to be repeated. So shine a light on what's working, not just what needs work.

Try out these simple convo-starters to highlight key wins:

• “One thing you’ve done really well is [example]. I’d love to see even more of that in the second half of the year.”
• “I’ve noticed how consistently you’ve [example]. That’s exactly the kind of initiative we want to encourage.”
• “The way you handled [example] is a great model for others. Let’s find ways to give you more opportunities to use that strength.”

4. Discuss areas of improvement

When discussing areas for improvement, be direct but collaborative. Rather than dictating changes, involve the employee in identifying what's holding them back – whether it's unclear expectations, missing skills, or competing priorities. This turns growth into a partnership and shows you're invested in their long-term success.

Experiment with these sample phrases to keep the feedback flowing:

• “Looking back over the past six months, are there any areas where you feel you could have done better or want to grow?”
• “Are there any recurring challenges or feedback you’ve received that you’d like to work on?”
• “Where do you think you’re being underutilized, or where would you like to stretch yourself more?”

5. Execute

Good conversations aren't enough. Without clear action steps, even the best performance appraisal fades into the background. Make your review count by setting specific next steps that keep everyone aligned and accountable. This shows employees you're invested in their growth, not just their evaluation.

When it’s time to set new goals, guide growth with these phrases:

• “How can we turn this feedback into an action plan that feels realistic and useful for you?”
• “Let’s identify one or two things to focus on, and set a check-in to revisit progress in a month or two.”
• “Let’s talk about what support or resources you’ll need to make progress on this.”

Dos and don’ts for mid-year reviews

Mid-year reviews are part of a healthy performance management cycle. But just like with any process, there are some clear do’s and don’ts to consider.

Do:

• Be clear about the outcomes you want to see at the end of the year
• Give employees time to voice concerns over any roadblocks
• Include steps for updating action plans and feedback schedules to help employees stay on track – some experts even recommend an accountability buddy they can connect with on a regular basis (e.g. a weekly check in)
• Send a quick pulse survey asking if employees felt that the mid-year review was clear and supportive

Don’t:

• Forget to connect reviews to company-wide goals
• Fall back on vague feedback to “be a better leader” – drop the corporate speak and break it down to tangible steps
• Don’t overload them with too many objectives or areas of development

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FAQs: Mid-year reviews

Just here for the high points? Here are the top answers to common mid-year review questions:

How should I write a mid-year performance review?

Focus on three key elements:

• Clear and specific examples of what's working well
• Key areas that need development
• Actionable goals for the next 6 months

What questions should I ask in a mid-year review?

Start with open-ended questions that encourage honest dialogue:

• "What achievement are you most proud of this year?"
• "Where do you feel most challenged in your role?"
• "What resources would help you succeed?"
• "How can I better support your growth?"

How long should a mid-year review meeting last?

Aim for 45-60 minutes. This gives you enough time to:

• Review past performance
• Discuss current challenges
• Set future goals
• Address any concerns

Keep in mind that quality conversation matters more than strict timing.

What if an employee disagrees with my assessment?

Use it as an opportunity for growth:

• Listen actively to their perspective
• Ask clarifying questions
• Find common ground
• Document both viewpoints
• Agree on specific next steps

Should I discuss compensation during mid-year reviews?

Only if that’s how your company handles it. Otherwise, it’s better to keep the focus on performance and development so the conversation doesn’t get sidetracked.

How detailed should my documentation be?

Detailed enough that you can track progress and follow up later, but not so long that it turns into a novel. Stick to the highlights and next steps.

What's the best way to deliver constructive feedback?

Be specific and kind. Focus on behaviors, not personal traits, and always pair feedback with a plan for improvement.

How do I conduct mid-year reviews for remote employees?

Try to do it over video so it feels more personal, but give the employee an option to do it by phone if video makes them nervous. Make space for extra check-ins if needed, since you’re probably getting less face time with them throughout the year.

Should I compare employees to their peers during reviews?

Never. Keep the focus on their individual progress; it’s more helpful and way less demoralizing.

What's the best way to follow up after a mid-year review?

Send a quick summary of what you talked about, and set a time to check in again soon. Keeping the momentum going is key.