Mid-Year Performance Reviews: When Good Intentions Go Wrong

1. 1Prepare for the review by gathering specific examples of employee performance
2. 2Ask open-ended questions to encourage genuine dialogue
3. 3Listen actively to employee concerns and feedback
4. 4Provide constructive feedback that is focused on development
5. 5Set clear goals and expectations for the next review period
6. 6Follow up on the discussion to ensure progress and provide ongoing support

Managers and team leaders benefit from this approach as it helps to build trust and improve communication with their team members, leading to better performance and growth

💡 Genuine dialogue is key to effective performance reviews, not scripted feedback

💡 Ditch the script and have a real conversation in your mid-year performance reviews #performanceReviews #teamDevelopment