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Tips On How to Conduct an Effective Mid-Year Employee Review

It’s time for mid-year employee and workforce performance reviews already. 

Managers and team leads will gain valuable insights into the state of their employees’ satisfaction, motivation, and job performance.

This process should also help HR teams and hiring managers get a better handle on some vital employee retention and satisfaction metrics. 

But how do you conduct performance reviews that will provide meaningful feedback and a beneficial path forward for both parties?

Should reviews be different for contractors and temporary workers?

At Patel Consultants, we specialize in a wide range of custom Recruiting and Staffing Solutions for companies just like yours. We can help you with all of your recruiting and staffing needs—from direct-hire to contract workers, temp-to-hire, and everything in between. Call us today at 908-964-7575. 

In this post, we’ll discuss three simple tips to make midyear job performance reviews a better experience for managers, team leads, and employees.

Here’s what we’re going to cover: 

  • Establishing clear expectations at the beginning of the year
  • Being specific when giving feedback
  • Talking about the path forward

Before we get started, let’s look at an excellent definition of a midyear employee job review from the job board giants at Indeed:

A mid-year review is an evaluation that a manager conducts one-on-one with employees twice a year. During the review, the manager outlines the team member’s goals and determines whether they achieved those goals. They also set new goals to help the employee learn new skills and advance their career. It also helps a manager strengthen the relationship with their team members through actionable feedback.

That’s a great definition, but we’re going to add a few things to it. 

So let’s get started.

Establish clear expectations for your entire workforce at the beginning of and throughout the year

You owe your employees crystal clear performance goals. This may sound obvious, but you need to communicate your expectations to your team early and often. Both the employee and the manager want to know where things stand. Set goals, assertively monitor performance, and make corrections along the way.

According to the Society For Human Resource Management, midyear employee reviews are much easier if you’ve documented your team members’ progress throughout the year. This lets your staff and core team know what to expect in the review. That way they can better prepare, and that’s always a good thing.

Be specific and unambiguous when giving (and taking) job performance feedback

An employee review should create a positive feedback loop. If both sides of the midyear review equation know what to expect, there will be feedback from both sides. Managers also need to look for trends in the review process. This requires an open, candid discussion with each team member.

Watch for trends.

Negative undercurrents in successive reviews of your team members should create a red flag. These trends can be used to identify cultural and workplace tendencies that can have a harmful effect on employee satisfaction. 

Decreasing employee satisfaction rates will have a negative impact on retention rates, and that’s never a good thing.

Talk about the path forward

So you’ve prepared for six months by monitoring your team’s progress individually. You’ve documented progress and had open forum discussions with your team members.

Now what? 

It’s time for some wise advice and counsel on the next steps. If an employee is struggling a bit, they need assistance and direction. It’s the job of managers and team leads to try to turn the “C” players into “B” players and the “B” players into “A” players. 

Approach that task methodically and consistently, and pretty soon, you’ll have an entire team of “A” players!

A trusted partnership with a recruiting firm that understands your industry and hiring process can help you set and meet your hiring and workforce management goals.  

Contact Patel Consultants

The recruitment team at Patel is highly tenured, trained, and experienced in competitive sourcing (passive candidates), reference recruiting, and networking. Our extensive ability to identify, qualify, attract, and represent top talent is the number one reason our clients choose us as their strategic recruiting and staffing partner. 

When we engage with a client to fill a direct-hire, temporary, temp-to-hire, or contract position, we are meticulous about placing the right candidate. 

Are you a hiring manager or human resources professional with a job search, or searches, underway? Are you looking for workforce management solutions? 

Maybe you just have some questions about how we can help you with your staffing needs?

At Patel Consultants, we help clients just like you find that perfect candidate every day! Call us today at 908-964-7575, or get in touch online.

Our expert recruiters are waiting for your call.