Pull up the employee's annual goals or OKRs and assess the current status of each one. Categorize each goal as on track, at risk, or off track based on measurable evidence.

Determine whether any goals have become irrelevant due to organizational changes, resource shifts, or strategic pivots. Propose adjustments that keep the employee aligned with current priorities.

Discuss specific barriers the employee is facing, such as resource constraints, unclear priorities, or skill gaps. Identifying obstacles early allows the manager to intervene before the annual review.

Acknowledge specific achievements and milestones reached during the first half of the year. Recognition of progress reinforces positive behaviors and maintains motivation for the remainder of the cycle.

Share your assessment of the employee's performance across all key areas, including both strengths and areas for improvement. Be specific and use examples from the first half of the year.

Check whether the employee has taken the development actions agreed upon at the beginning of the year, such as training, mentoring, or stretch assignments. Discuss what has been completed and what remains.

Based on the first half's performance and any shifts in role expectations, identify new development areas. Update the development plan to reflect these emerging priorities.

Ask the employee what you as their manager could do differently to help them succeed. This two-way dialogue builds trust and often reveals simple changes that can significantly improve performance.

Check in on the employee's long-term career goals and how they see this role contributing to their growth. Ensure their aspirations are still aligned with the opportunities the organization can offer.

Based on the mid-year assessment, confirm, modify, or replace goals for the second half. Updated goals should reflect current organizational priorities and the employee's demonstrated capabilities.

For any areas where performance is below expectations, collaboratively define concrete steps the employee will take to improve. Include timelines, resources, and success metrics for each action.

Discuss opportunities for the employee to take on high-visibility projects, cross-functional collaborations, or leadership roles in the second half that support both business needs and professional growth.

Make specific commitments about the coaching, tools, training, or introductions you will provide to help the employee succeed. Documented commitments create mutual accountability.

Create a written summary of the discussion covering goal progress, feedback given, development updates, and second-half plans. Both the manager and employee should have a copy for reference.

Enter any revised goals, new development actions, and agreed-upon milestones into the performance management system. Keeping the system current ensures continuity through the annual review.

Set recurring monthly or biweekly meetings to maintain momentum on the agreed actions. Consistent follow-up prevents the mid-year review from being a one-time event with no lasting impact.

If your organization requires HR to receive copies of mid-year reviews, submit the documentation through the proper channels. This ensures HR has a complete picture of the employee's trajectory.