the best mid-year review questions

Great Mid-Year Review Questions

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.

leadership development Karin Hurt and David Dye

Posted in Career & Learning, Communication and tagged , , , , .

Karin Hurt

Karin Hurt, Founder of Let’s Grow Leaders, helps leaders around the world achieve breakthrough results, without losing their soul. A former Verizon Wireless executive, she has over two decades of experience in sales, customer service, and HR. She was recently named on Inc's list of 100 Great Leadership Speakers and American Management Association's 50 Leaders to Watch. She’s the author of 3 books: Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak.

12 Comments

  1. Best advice: If your company doesn’t require them, do it anyway. Big, huge, enormous yes to that. Career and performance check-ins should not only happen annually.

    • Alli, Thanks so much. So agree. We actually did a study in my last job and found that there was a correlation to employee satisfaction only if they were done well. Done as a check-off actually decreased satisfaction.

  2. GREAT questions. When I was in private practice, I once gave my two direct reports a questionaire, with several questions on it: I told them to be candid. I asked:
    1. What are the things I don’t do, you wish I did
    2. Do I communicate to you in a way you understand how much I respect admire and approve of you?
    3. Do I treat you respectfully and as you would like to be treated?
    4. Are there things I could do that would make our relationship better?
    5. Is there anything about my actions that you do not find to be ethical or professional.
    I got great feedback on this. I’m sure it wasn’t completely forthcoming, but it did elicit some areas for me to improve and I took it to heart.

    • Bill, That’s FANTASTIC! Thanks for sharing. You could write a post about that 😉

  3. All organizations should offer mid-year reviews as goals are constantly being reassessed with so much change.

    Love your questions and might add: If you were in my shoes, what would you do?

    Thanks Karin!

    • Terri, Thanks so much. You are so right. There have been times when I’ve actually found my objectives change entirely by year end. Constant communication is vital.

  4. 1. What are some things you have done that call for a celebration?
    2. What can make your work more fun?
    3. What’s your intent for the next six months?
    4. What new things if done can add greater meaning to your work?
    5. What will be your biggest contribution to work this year?

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