The task of the leader is to get his people from where they are to where they have not been. — Henry A. Kissinger
With the month of June approaching at lightening speed, It’s soon time to “check in” with my managers and myself to see where I am with my goals compared to where I want to be come year end and what my focus should be for the remainder of the year. To some, the thought of mid-year reviews can feel daunting. If you routinely have review conversations at work, trying to quantify accomplishments can sometimes feel repetitive or demotivating. You may say to yourself “My manager/supervisor knows what I’ve done” or “it’s only been 6 months, I haven’t had time to accomplish much”. However mid year reviews can be extremely telling and beneficial to you not only at work BUT in your personal life as well.
At the beginning of each New Year, we create “resolutions”. We set fitness, health and career goals but only hold ourselves accountable come year-end when there is no time to celebrate what we’ve accomplished so far, refocus or change directions. We chuck it up as a win/loss and look forward to a new year never truly charting our progress to better optimize for future goals.
Here are some tips, tricks and questions I use to add value to my mid year review:
Look at it as a Conversation Rather Than a One-Sided Obligation
For some people, work reviews may seem like an opportunity for leaders to talk AT employees based on compliance. However, it is more meaningful to look and treat the review as a conversation. Open dialogue is a MUST between both parties & you should never leave the conversation feeling like you weren’t heard. Which leads me to my second point.
Be Prepared
Conversations are better had when you know what will be discussed and have planned accordingly. On the spur of the moment, you might forget your accomplishments from the beginning of the year. The mid day conference that you helped successfully organize or the client acquisitions that have translated into profits for the company, for example, may seem unforgettable. However come mid-year, you might miss noting these successes because so many other things have happened. One of the best pieces of advice I’ve read on Anna Runyan’s blog classycareergirl.com was about the career portfolio. It has become one of my best career tools and impresses managers every time!
Get Clear and Be Specific
What goals were you suppose to accomplish and how are you doing so far with attaining them? Is there something that you need from your leaders in order to make it happen? Speak Up! Now is the time to get clear on what is or isn’t working and why. Don’t wait for your leader to have all the answers. Show that you’ve put thought into this conversation & be specific about what you need or want from the organization or yourself.
Reached Your Goal? Don’t Stop There!
Keep challenging yourself. If you’ve achieved your career and personal goals and think it’s now time to rest, dig deeper. Maybe you didn’t challenge yourself enough when you initially set your goals. This is the time to get more done professionally and personally. Create new goals or “up the ante” on the ones you’ve already accomplished.
These tips will help keep your manager/supervisor aware of your hard work, dedication and professionalism, keeping you top of mind during promotion and compensation discussions. Don’t get left out, plan your mid-year review ahead of time.
How do you feel about mid-year reviews? Any best practices you’d like to share? Comment Below.