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Mid-year performance reviews help you make proactive assessments of your employees’ output. Learn how this helps you determine future production goals with each worker and increase your bottom line.
Giving mid-year reviews means providing meaningful feedback to help improve an employee’s work performance. You can discuss each worker’s progress toward goals and performance to date and provide clear expectations of areas needing improvement.
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If appropriate, you can provide additional financial or other incentives to your top performers, or set plans for underperformers to improve their output. Carefully document what was discussed to track each employee’s progress over time. No matter what, assure each employee that their service is appreciated.
Being honest by pointing out each worker’s positive and negative output increases the likelihood those issues will be resolved and your company will continue to grow. Regularly checking in with employees builds individual relationships and cohesive teams. You create a culture of ongoing feedback and recognition, resulting in more loyal and productive workers. Your clients and bottom line will benefit tremendously by having satisfied, engaged workers. Since key strengths and weaknesses will have been discussed, year-end evaluations become easier and involve fewer unexpected reports.
Mid-year reviews are clear check points to ensure your workers’ objectives are on track. As time progresses, new projects come in that may take precedence over previous assignments. Checking in midway through the year ensures employees spend time on what needs finishing first so their plans can be adjusted accordingly. You’ll avoid unnecessary conflict by communicating current goals and ensuring workers respond by finishing tasks as needed. Workers like knowing how they’re doing, how they can improve, and being given an appropriate time frame to do so.
Focus on what goals have been accomplished and how each worker’s performance contributed. Discuss challenges that came up, what goals still need accomplishing, and what objectives are high priority or are now irrelevant. Bring up resources and support the employee will need to accomplish the rest of their tasks, what obstacles they might face, and what new knowledge and skills they’ll need to gain to fulfill their objectives. Ask how you can assist in ensuring his success and respond accordingly. Employees who know you have their backs work harder and remain with your company longer, which improves your bottom line.
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