4 Topics to Bring Up in Your Mid-Year Review
4 Things To Discuss In Your Mid-Year Review
Mid-year performance review season is coming up, and yes, it can feel a little nerve-wracking. But it's also a great chance to take stock, refocus, and revitalize your goals for the rest of the year. Whether you're a manager leading the conversation or an employee prepping for your one-on-one, knowing what to focus on can help things go a lot more smoothly. Here are four key things to bring to the table in your mid-year review.
A performance review is the perfect opportunity to sell yourself and talk about the successes you've had over the past six months. Your manager probably doesn't see everything you do day to day, so this is your chance to shine a light on the goals you've achieved, the projects you've completed, and the kudos you've received from clients or teammates.
Come prepared with examples. Bring a quick rundown of completed goals and projects. Mention any positive feedback you've gotten from coworkers. Even a short Slack message or email saying 'great work' can go a long way. Save them or take a screenshot. These little shoutouts speak volumes.
Your victories can also be linked to the overall objectives of your team or organization. Make sure people can see how your project contributed to a bigger goal, improved a critical metric, or fixed a workflow problem. It proves you're not only doing great work, but work that matters.
If you've been working on a particular skill, describe the progress you've made. This is a good opportunity to reflect on your professional development and share what you've learned since your last performance evaluation.
You can also talk about where you want to improve. Avoid sounding like you've already got everything figured out. Instead, show that you're aware of the areas you're still working on. This doesn't take away from your successes and shows maturity, self-awareness, and a real desire to grow.
If you've struggled with a specific task or skill, share what you took away from the experience. Talk about the steps you're taking to improve. For example, maybe you had trouble managing your time under tight deadlines. You could ask for clearer expectations, try a new scheduling system, or even take a time management class. The point is, it's not a flaw—it's part of the process.
Your boss may come into the meeting prepared to tell you about their plans, but they might also ask you to steer the conversation and share your priorities. That's why it's important to have a few well-defined professional objectives in mind before you go in, whether it's to lead a project, advance in your career, or become an expert in a particular field.
Where do you see yourself in three, six, nine, or twelve months? Start by making some SMART goals. Then, ask your manager if those goals align with theirs. Aligning your objectives with both personal and company goals isn't just a good idea: Gartner research shows it can boost performance by up to 22%. And if you want those goals to stick, write them down and share them. A study conducted by Dr. Gail Matthews, a psychology professor, found that a whopping 76% of participants who documented their goals, made plans to achieve them, and kept a friend updated on their progress actually succeeded.
After setting a general direction, it's time to get more specific. Do you want an increase? Make the request. Are you considering a new role? Say it. Just make sure you have a clear reason to support what you're asking for.
Plus, now is a good time to bring up any issues you've been having with your role, such as feeling stuck, confused, or frustrated; just make sure to frame it as a suggestion for improvement rather than a complaint.
Mid-year reviews are one of the best times to both give and receive feedback. In an ideal world, your manager would naturally acknowledge your efforts and achievements. But if that doesn't happen (or if you want more targeted input), it's totally okay to open up the conversation yourself. Asking for feedback not only helps you grow in your current role, but it can also strengthen your position for future opportunities.
At the same time, feedback isn't a one-way street. A healthy, productive work environment depends on employees feeling empowered to share feedback with their managers, too. In fact, a study by Salesforce revealed that people are 4.6 times more likely to give their best when they know their voice matters.
Before you give your manager feedback, make sure you're well-prepared. Take some time to think about your goals in providing feedback and why you feel compelled to do so. Whatever your goal—better communication, conflict resolution, or praising your manager for a job well done—be clear. You could say something like, 'I've noticed X happening on the team, and I think we could try Y to improve how we work.'
Once you're clear on your message, back it up with specifics. That context helps your feedback land. For example, if you've felt a gap in communication, be ready to share moments where that led to confusion or setbacks. From there, work together to figure out how you can support each other moving forward. If the subject seems particularly delicate, time-consuming, or private, you can suggest a separate discussion.
Bonus tip: Be honest without giving the impression that you're leaving; this will help avoid misunderstandings. Stay focused on your current role and what you want to accomplish, even if your long-term goals take you in a different direction.
To get the most out of your mid-year review, it's important to put in the time to prepare. With the right attitude and focus, the conversation will leave you feeling better, more aligned, and ready for what's next. You've got this!
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