Mid year reviews are a like the half-time huddle of your performance Superbowl. If your company doesn’t require them, do them anyway. If your boss doesn’t have one 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 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?