HEADLINES

• Mid-year reviews don't have the added complexity of compensation reviews 
• Mid-year reviews allow you to step back and revisit the "big picture" 
• You also have to deal with the "business at hand"
• The mid-year review can make or break the FY performance review 

THE BIG PICTURE

From time-to-time you have to take a step back. It's the only way to reorientate, realign & recommit. 

It's easy to lose site of the big picture when you're focused on the day-to-day.

The big picture is what fuels motivation.

You have your "big picture" and employees have theirs. 

• Your "big picture" - your mission, vision, values & standards. By reaffirming your big picture, you're explaining to the employee your motives. 

• Their "big picture" - their aspirations, interests & plans. By rehearing their big picture, you better understand their motives. 

THE BUSINESS AT HAND 

There're are things you can do now that will make the dreaded FY performance review much easier. 

These are the topics that need to be formally discussed and documented. 

1. Employee feedback to you
2. Your feedback to employee 
3. Your expectations of the employee 
4. Joint, 6-month goal setting 
5. Joint planning

BEST PRACTICES 

1. Schedule in advance - set aside enough time 
2. Set later in day - early afternoon works well 
3. Use an agenda - include the big picture & business at hand  
4. Virtual meetings - face-to-face is best, but have cameras on if virtual 
5. Use agenda - explain why the big picture is important
6. Listen more than talk - encourage employee feedback 
7. Take notes - the more detailed your follow-up the better 
8. Document meeting outcomes - share w/employee