Mid-year check-ins are a crucial part of effective performance management. You might be wondering, why are they important? What should you be doing to make the most of them? And, perhaps most importantly, how can you use this opportunity to set yourself up for success? 

While ongoing feedback is essential, the mid-year performance review offers a structured opportunity to regroup, reassess goals, and realign for success. Research from Gallup shows that employees who have regular performance conversations are 3.6 times more likely to be engaged at work[1].

Whether you’re an HR leader, manager, or employee, this guide will help you maximize your mid-year check-ins and set the stage for continued success.

 

What are Mid-Year Check-Ins and Why Do They Matter?

A Mid-Year Check-In is a scheduled review that happens halfway through your company’s review cycle and gives managers and employees an opportunity to “check-in” on progress towards established goals and adjust prior to your big yearly performance evaluation. 

Regular check-ins foster engagement, clarify expectations, and keep employees on track. According to Officevibe, 65% of employees want more feedback than they currently receive[2].

Mid-year check-ins help:

✔ Reflect on progress – Celebrate wins and identify areas for improvement. 

✔ Adjust goals – Ensure objectives remain relevant and achievable. 

✔ Boost engagement – Employees who feel heard are more motivated. 

✔ Support development – Identify training needs and growth opportunities. 

 

Best Practices for Effective Mid-Year Check-Ins 

  1. Embrace Continuous Feedback

First and foremost, remember that performance management isn’t a once-a-year event. Regular feedback is essential. Performance management thrives on ongoing dialogue. Regular check-ins prevent issues from festering and provide timely recognition and correction, making mid-year reviews less daunting. 

Example: Instead of saving feedback for formal reviews, managers can use monthly 1:1s to discuss progress and challenges. 

 

  1. Reflect on Achievements & Challenges

Use this time to reflect on what you’ve accomplished so far. Take a moment to jot down your key achievements and how they align with your goals and the company’s objectives. Use the RAR (Role, Action, Result) framework to structure your thoughts: 

  • Role: What was your responsibility? 
  • Action: What steps did you take? 
  • Result: What was the measurable outcome? 

Example: “Led a cross-functional team to develop a new product feature, resulting in a 15% increase in customer satisfaction scores over the past six months.” 

 

  1. Set (or Adjust) SMART Goals

Mid-year is the perfect time to reassess your goals. Are they still Specific, Measurable, Achievable, Relevant, and Time-bound (SMART)?  

Research from the Harvard Business Review suggests that setting clear and achievable goals can increase employee motivation and performance. Work to ensure your goals align with the company’s direction and career aspirations. 

Example: Original Goal: “Improve customer satisfaction.” 

Adjusted SMART Goal: “Increase Net Promoter Score (NPS) by 10 points by year-end through enhanced support training.” 

 

  1. Exchange Constructive Feedback

Feedback should flow both ways. Employees should feel comfortable discussing: 

  • What’s working well 
  • Where they need support 
  • How leadership can improve 

According to a study by Zenger Folkman, leaders who ask for feedback are seen as more effective[3]. Don’t shy away from discussing challenges or requesting the support you need. 

Tip: Use open-ended check-in questions for employees, like: 

  • “What’s one thing I should start, stop, or continue doing?” 
  • “How can leadership better support your goals?” 

 

  1. Prioritize Professional Development

According to LinkedIn’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their learning and development[4]. Use mid-year check-ins to discuss: 

  • Skills to develop 
  • Training opportunities or resources to help employees advance 
  • Career pathing 

 

Mid-Year Check-In Questions & Examples 

Need inspiration? Here are some mid-year check-in questions to guide discussions: 

For Employees: 

  • What accomplishments are you most proud of this year? 
  • What obstacles have you faced, and how can leadership help? 
  • Do your current goals still align with the company’s priorities? 

For Managers: 

  • How can I better support your success? 
  • What resources or training would help you excel? 
  • Are there any team dynamics we should address? 

 

Key Takeaways for a Successful Mid-Year Review 

Here are some actionable tips to prepare for and make the most of your mid-year check-in: 

✅ Document achievements – Keep a running list of wins. 

✅ Be open to feedback – Growth comes from self-awareness. 

✅ Adjust goals as needed – Stay agile and aligned. 

✅ Focus on development – Invest in skills that drive success. 

✅ Maintain a growth mindset – Challenges are opportunities. 

 

Looking Ahead 

Mid-year check-ins aren’t just a formality—they’re a strategic tool for engagement, productivity, and retention. By fostering open dialogue, refining goals, and supporting development, companies can turn these conversations into a catalyst for success. 

Need help optimizing performance reviews? See how emPerform’s performance management software can streamline check-ins, track progress, and increase employee engagement. Schedule a demo today! 

Sources: 

[1] Gallup – The Power of Performance Partnerships 

[2] Officevibe – State of Employee Engagement 

[3] Forbes – Why Feedback Matters 

[4] LinkedIn – Workplace Learning Report