Mid-year reviews are the half-time huddle of your performance Superbowl. If your company doesn’t require them, do them anyway. If your boss doesn’t have a mid-year review planned for you, ask for one.
They’re great times to summarize, celebrate, challenge and inspire. If you’re not convinced or need help getting started read last year’s post: How to Conduct a Meaningful Mid-Year Review.
Use this time to ask great questions that inspire deeper thinking and build a meaningful connection.
Voltaire on questions: “Judge a man by his questions rather than his answers.”
Mid-Year Questions to Reflect on Performance
- How are you feeling about the year so far?
- How would you describe what’s happening with this project?
- What are you most of proud of this year?
- What lessons have you learned?
- What new relationships have you fostered?
- How are you different now than you were 6 months ago?
- What new skills have you developed?
- Where are you stuck?
Mid-Year Questions to Challenge and Turnaround
Bono on questions: “We thought that we had the answers, it was the questions we had wrong.”
- Have you ever had an experience like this before? What did you do that helped at that time?
- What patterns do you see?
- What do you think we should do?
- Which habits would you like to change?
- What’s the most important thing you can do to turn this situation around?
- What additional resources do you need?
- How can I best support you?
Mid-Year Questions to Encourage
- What would it look like if?
- What would happen if?
- What’s possible?
Mid-Year Questions to Solicit Feedback
- If you were in my shoes, what would you be doing differently?
- What can I do to better support you and the team?
- What have I done this year that most ticked you off?
- What am I doing that’s most helpful to you?
If you’ve been using your Let’s Grow Leaders MIT Huddle Planner (free for download here), preparing to conduct or receive a mid-year review should be that much easier, with your weekly accomplishments captured in one place.