Boost Team Performance: Essential Mid-Year Review Strategies for Managers in 2024
Peter Walmsley
May 24, 2024
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4 minutes
As we reach the mid-point of the year, many organizations encourage managers to conduct mid-year reviews with their team members. These reviews are a crucial time to evaluate progress, track goals, and set the tone for the rest of the year. However, in my experience, this process can be inconsistent and often takes too long to complete. Managers frequently postpone these conversations to address operational issues they deem more urgent.
Yet, in today’s world, what could be more important than checking in with your team, providing feedback, and ensuring they stay on track for the remainder of the year? Employees face numerous pressures both in and out of work, making it essential for managers to engage and retain critical talent.
Unfortunately, many employees still do not have regular one-on-one meetings with their managers, let alone mid-year reviews, and they receive little or no performance feedback until the end of the year. The BetterWorks 2024 Global HR Research Report revealed that 1 in 5 respondents never have one-on-one meetings with their manager, and up to 2 in 5 employees lack regular conversations or feedback, stifling their growth.
Effective Manager Strategies
Whether or not your organization has a formal mid-year review process, I recommend that all managers take a few minutes over the next few weeks to reflect on these key questions:
Do I hold regular one-on-one meetings with my team, or do I frequently cancel them? Am I committed to making these meetings happen?
When was the last time I provided feedback to any of my team members?
When did we last discuss their individual career development?
What can I do in the second half of the year to support and guide my team effectively?
Managers should make a habit of having regular one-on-one meetings with their team members, avoiding cancellations except in dire emergencies, and rescheduling promptly. Show your commitment to your team by focusing on these five key questions during your next one-on-one:
These questions can be adapted for regular one-on-ones, and even a simple "How are you doing?" can elicit valuable responses. Above all, listen actively and resist the urge to interrupt. Make it an open discussion.
Inclusive Feedback Process
Managers often ask how they can quickly gather feedback on their employees without a formal process in place. I recommend a method I’ve used for years, especially around mid-year review time:
In summary, the mid-year is an excellent time to refocus with your team, helping them perform their best in the months ahead. By listening, understanding their performance, offering support and guidance, discussing development, and sharing feedback, you can significantly boost their engagement and commitment. Regular one-on-ones and asking key questions don’t take as long as you might think but can make a significant difference.