How to Run a Mid-Year Performance Review That Actually Helps

Nikki
May 28
4 min read

As May wraps up and we approach the second half of the year, it’s the perfect time to pause and check in with your team—not just on performance, but on growth, goals, and well-being.

Mid-year performance reviews often feel like a tick-the-box routine. But when done right, they can help your employees feel seen, supported, and motivated to move forward. Whether you're managing a small team or leading an entire department, here’s how to approach mid-year reviews in a way that truly supports your employees—and your organisation.

1. Make It a Conversation, Not a Critique

Start by making it clear that the purpose of this review is to support development—not to catch people out. When employees understand it’s a two-way conversation about progress and support, they’re more likely to engage honestly.

Tip: Keep the tone constructive and schedule enough time so that no one feels rushed or dismissed.

2. Prepare—Don’t Wing It

Take time to review each person’s progress against their goals, projects, and responsibilities. Look at both outcomes and behaviours: how they collaborate, solve problems, or show initiative.

Prepare open-ended questions to encourage reflection, such as:

What are you most proud of this year so far?
What challenges have you faced?
Is there anything you need more support with?

This will help the conversation flow naturally while keeping it structured.

3. Celebrate Wins

Start the conversation with what’s going well. Acknowledge their effort—whether it’s hitting a KPI, supporting a colleague, or staying consistent during a tough period. Don’t overlook achievements—big or small. Acknowledge contributions and progress, even if goals aren’t fully met yet.

In our local culture, many employees (especially fresh grads or junior staff) may not feel comfortable promoting themselves. Highlighting their wins can boost their confidence and job satisfaction. A simple “I noticed how you handled that situation” can go a long way in making someone feel valued and motivated.

4. Address Challenges Clearly and Constructively

If there are issues or underperformance, be honest but respectful. Focus on the behaviour, not the person, and aim to problem-solve together.

Instead of: “Your communication needs work.”
Try: “There have been a few delays in project updates. Let’s talk about how we can improve communication with the team moving forward.”

Instead of: “You’ve been missing deadlines.”
Try: “I noticed a few deadlines were missed recently. Is there something getting in the way, or is the workload too much? Let’s see how we can address this going forward.”

This shifts the tone from blame to support. Offer context, examples, and—most importantly—solutions. The goal isn’t to blame, but to find ways to move forward.

5. Revisit and Adjust Goals

Half a year has gone by—and in most industries, things shift. Goals set in January may no longer fit by June. Projects change, priorities shift, and sometimes, the original goals no longer make sense.

Use this opportunity to revisit them:

Are the goals still relevant?
Have priorities shifted?
Is the employee on track—or do they need more time or resources?

When employees have clarity, they feel less overwhelmed and more focused going into the second half of the year. You can adjust existing goals, remove outdated ones, and introduce new ones that reflect current business needs and individual growth.

6. Talk About Career Growth

Mid-year reviews should include forward-thinking conversations about development. Don’t just focus on current tasks—ask about aspirations too:

What skills do they want to develop?
Are they ready for more responsibility?
Do they feel they’re growing—or just getting by?

Helping people develop their careers, not just complete tasks, improves retention and job satisfaction. Even if you can’t promise promotions, you can offer stretch projects, mentorship, or learning opportunities. This keeps your team engaged and invested in the long term.

7. Check In on Wellbeing and Workload

Burnout is real—and mid-year fatigue hits harder than most think. A quick check-in can go a long way, use this meeting to gently explore:

How they’re managing their workload.
Whether they’re feeling supported and motivated.
If there are areas where they feel stuck, isolated, or overwhelmed.

Small changes (like better tools or clearer processes) often make a big difference. Don’t underestimate the power of asking, “Is there anything that’s been draining or frustrating you lately?”

8. Invite Feedback for Yourself

A strong leader also learns from their team. Ask for feedback on your own management style or support:

“Is there anything I could be doing differently to help you succeed?”
“Do you feel you get enough guidance from me?”

This encourages openness and models humility and self-improvement. Show you’re open to change—and follow up on what’s shared.

9. Follow Up With a Plan

A review without follow-up is just a nice chat. Summarise the key points discussed and document:

What’s going well.
Any areas for improvement.
Updated goals and timelines.
Any support or training required.
Date for the next check-in.

Follow up with a written summary if possible. This reinforces accountability and shows that the conversation was meaningful.

Final Thoughts

Mid-year performance reviews are not just HR requirements. They’re a vital chance to reconnect, course-correct, and empower your team. It gives employees a chance to reflect, recalibrate, and feel supported. And it helps managers get a clearer view of what’s working—and what needs adjusting.

Need Help Creating a Better Review Process?

If you’re rethinking how to approach performance conversations this mid-year, we’re here to help. At First Konnection, we work closely with education-focused organisations to not only find the right talent—but to support long-term growth through better hiring, retention, and team alignment strategies. Whether you need help refining your review process or building a stronger support system for your staff, let’s have a chat. A more engaged and high-performing team might just start with a better conversation.

Enquire Now

First Konnection is an award-winning education recruitment agency dedicated to connecting exceptional talent with leading companies in the education sector, both locally and across the region. Recognised as a trusted partner by educational institutions of all sizes, we specialise in delivering tailored recruitment and business solutions designed to address the unique challenges of the education industry.

With a deep understanding of the evolving needs of schools, training centers, and educational enterprises, we provide end-to-end support, from sourcing top-tier candidates to offering expert advice on workforce planning and retention strategies. Our commitment to excellence, coupled with a regional presence, ensures that we bring value-driven, innovative solutions that empower our clients to achieve their goals and maintain a competitive edge.

At First Konnection, we don’t just find talent—we build lasting partnerships that drive growth and success for the education community.