There Are Many Benefits to Conducting Mid-Year Reviews
Does your company require midyear reviews? Some firms do mandate them. There are excellent reasons to institute midyear reviews. They can enhance productivity and teamwork, and avoid problems that all too frequently go unnoticed under a one-year review system.
Here are three crucial benefits of conducting mid-year reviews.
1. They provide an opportunity to check in
Checking in is a crucial part of the communication chain, allowing you to informally assess that goals are understood, they are being worked toward, and no situation has arisen that might impede performance and goal attainment.
Checking in also allows employees to ask questions and make observations, all of which can be valuable both to them and you. They may not have an opportunity in the normal flow of a business day.
But all too often, checking in comes last on a list of priorities. That’s perfectly understandable. Midyear reviews provide a time and place where checking in becomes the priority. If it isn’t given a specific time, it’s all too easy to let it slide, until it doesn’t happen at all.
2. They ensure employee objectives are still on track
It’s very easy to assume that, once employees know and understand their objectives, they simply progress toward them. But there are multiple reasons why that might not be happening as well.
Often employees are given objectives throughout the year, for example. A January top priority might inadvertently be supplanted by an April top priority. An employee might have a full plate simply pursuing one objective, meaning they aren’t able to attain objectives two and three.
With a midyear review, you can troubleshoot that issue, and any other challenge to meeting objectives. It’s much better to adjust midyear than to find out objectives can’t be met at year-end.
3. They give you an opportunity to confront difficult issues
Whether it’s an issue of performance, changing methods, team dynamics or a host of other potential issues, when difficult challenges arise, you need to discuss them with relevant employees.
It’s all too common, though, to simply let those confrontations slide. Face-to-face discussions about a problem area are generally avoided by everyone. It’s human nature.
But the fact of the matter is, difficult issues can’t be fixed and resolved unless those confrontations are had. Midyear reviews provide a time and place.
Another benefit of midyear reviews is they make the year-end review process in dealing with difficult issues much more streamlined. In a sense, the year-end process becomes a follow-up to the midyear process. You will be executing a template already set up.
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