Your employees need guidance, encouragement, and feedback to perform at a high level. And as a leader, it’s your job to make sure your team members get those things consistently. One way you can deliver those essentials is through a mid-year review. Done well, the mid-year review is a low-stress meeting that provides clarity, renews motivation, and promotes employee wellness. Here’s how.
Before we dive into the nuts and bolts of mid-year reviews, let’s examine the importance of employee wellness. Employee wellness is the degree to which employees succeed in various areas of their lives, such as health, career, relationships, and finances. It encompasses both personal and professional well-being.
When employees are well, everyone wins. Workers will be happier, more engaged, more productive, and more likely to stay with the organization. As a result, the company will enjoy less turnover, fewer recruiting expenses, greater output, and a healthier bottom line. It’s therefore in a firm’s best interest to make employee wellness a priority.
A mid-year review is an informal meeting to check in with workers, track progress on goals, reestablish expectations, and offer guidance. The discussion shouldn't take on a disciplinary tone but rather provide encouragement and assistance to increase each team member’s chance of success. It can also help to support employee wellness if it’s used to:
Pro Tip: Think about what your boss could include in a mid-year review to make you better at what you do and happier at work. Then, be sure you feature those elements in the meetings you conduct with your team.
Follow these steps to conduct an effective mid-year review:
Bonus step: Ask each team member how you can improve the mid-year review experience and incorporate their feedback when you conduct the next meeting.
Implement these best practices to ensure your mid-year reviews are successful:
Bonus tip: Provide ways for your employees to connect with each other to enhance camaraderie and teamwork.
We know we just spent an entire article discussing mid-year reviews. But the truth is that annual performance reviews and mid-year reviews don't provide enough feedback and support for your employees to thrive. You need to have frequent, casual check-ins with each member of your team in addition to those more official meetings.
Doing so will help you keep your finger on the pulse of how your workforce is doing. Plus, it will help you:
These check-ins don’t have to be fancy — they just have to happen. Make it a point to stop by each employee’s desk (or inbox if they’re working remotely) weekly and ask how things are going and how you can help.
Coaching your employees to achieve their full potential is essential for their well-being — and your company’s success. But, connecting with them on a deep enough level to do that can often seem daunting. That’s where we come in.
Our fast and easy behavioral assessment provides insights into each team member’s approach to work, communication style, preferences, and more. You’ll walk away with information you can use to personalize mid-year reviews and casual check-in conversations to each employee. Then, your chance of truly reaching them will skyrocket.
Plus, you can take the assessment yourself to better understand your leadership style. That way, you can ensure how you manage your team is in line with promoting their wellness — and peak performance.
When you prioritize employee wellness, your entire company will benefit. Conducting effective mid-year reviews and casual check-ins can help your firm promote both personal and professional well-being within your workplace.
Curious to see how Omnia can enhance your mid-year reviews, check-ins, and overall employee wellness? Try a complimentary assessment!