Performance & Development
Mid-Year Review
A mid-year review is a shorter, more forward-looking check-in held about halfway through the performance cycle. Its purpose is not to judge but to check progress against goals, adjust what has changed and remove obstacles while there is still time to act. These questions help you keep the year on track and avoid surprises at the annual review.
16 questions
When to use this template
- Around the midpoint of the performance cycle, so that there are still several months left to change course.
- After a reorganisation, a change of priorities or a change of manager, when the objectives set at the start of the year may no longer fit.
- When an employee is struggling or, on the contrary, is moving much faster than planned, and the goals should be revisited.
Questions to ask
Progress so far
- 01How do you feel the first half of the year has gone?
- 02Which objectives are on track, and which are not?
- 03What are you most pleased with so far?
Obstacles and support
- 04What is slowing you down at the moment?
- 05Is there anything in your workload, tools or processes that I could change?
- 06Where would you like more support from me or from the team?
Priorities that have changed
- 07Have your priorities changed since we set your objectives?
- 08Is there an objective that no longer makes sense and should be dropped or replaced?
- 09Has anything new come up that we should plan for?
Feedback and development
- 10What feedback would you like from me on the past few months?
- 11What have you learned recently that you want to build on?
- 12Is there a skill you would like to work on in the second half of the year?
The second half of the year
- 13What do you want to focus on between now and the end of the year?
- 14What would make the second half a success for you?
- 15How can we check in on progress between now and the annual review?
- 16Is there anything else you would like to raise?
Tips for a useful conversation
- Keep it lighter than the annual review: a conversation about progress and adjustments, not a full assessment.
- Come with the objectives and notes from the start of the year so you can both look at the same facts.
- Ask what has changed before commenting on results: a missed target may reflect a shifted priority, not a lack of effort.
- Agree on two or three concrete actions with owners and dates, and write them down.
- Say clearly where the employee stands today, so nothing at the annual review comes as a surprise.
Mistakes to avoid
- Skipping it because the annual review is coming anyway, and losing the chance to correct course.
- Turning it into a mini annual review with scores and verdicts.
- Keeping the original objectives unchanged when the context has clearly moved on.
- Listing problems without agreeing on any action or follow-up.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.