Mid-year review? Experts weigh in on how to ace it

It may be hard to believe but we've already reached the halfway point of 2023. It's a great time to reflect on the previous six months, and map out ambitions for the last half of the year. Many companies formalise this, setting mid-year reviews for managers and employees to participate in.

Taking a look back on your achievements and learnings from earlier in the year is a great way to gauge what your goals should be moving forward. But many of us find it tough to engage in self-reflection; we feel awkward boasting (the UK famously suffers from "tall poppy syndrome") and it's typically hard to remember any big wins because projects tend to blur together.

Whether it's a formal process involving your manager, or just a moment for personal self-reflection, what's the best way to maximise your mid-year review and make sure you're coming away with productive learnings? We asked some experts to weigh in.

Make a practical to-do list

"The middle of the year is a great time for a 'career health check'. We want to be reviewing what's going well, how fulfilled we are feeling and whether we are aligning with our strengths. It's also a great time to get 360 feedback from colleagues, friends and mentors.

"Once this is done, we are then able to build a plan for the second half of the year and set a  short term personal vision.

"Vision drives decision-making, so write down what you need to do, set it as a screensaver and get to work on achieving it! This should also shed some clarity on whether you are set up for success in your current role or need to try and pivot position or move employer.

"Either way, entering into the second half of the year with a renewed career clarity will be really energising." — Andrew MacAskill , chief commercial officer, Fraser Dove International

Put your all into it

"There is nothing worse than doing interims as a tick box exercise. Turning up, unprepared, just because you have to.

"It can make your direct report feel undervalued and that you really don't care. [Equally], as a direct report, you can send the message that you don't care or have any ambition to do well at your organisation.

"For a good performance conversation, ensure you schedule a good amount of time to avoid rushing … Both sides [should] come prepared and have some time to reflect on the last six months, but also what the next six months looks like.

"Be human. Actually take an interest and listen to your colleague. Find out not only what they did and how they performed on tasks during the last six months, but what did they enjoy, what was a strength, what was a challenge, what do they want to do more of?

"Finally: No surprises! Ensure these conversations happen throughout the year and not just twice a year. Weekly, monthly or whatever you decide works for you, but make sure that the regular check-in is on performance, how you are doing, and actually be clear on what you need as a manager/from your manager to make sure you/they succeed." — Shelley O’Connor , performance manager, Bank of England

Feedback can inspire you in surprising ways

"Short-term goal setting – such as a six month goal – is a good idea, as it gives you small steps to follow to get to your bigger, longer-term goals. It can also help you keep focused and give you the motivation you need. After all, if you have a two- or five-year goal, it can seem a long way off and may not provide immediate or consistent motivation. Six month goals are also good if you feel you need to upskill or learn new skills, as this period of time typically produces good results.

"I'd advise anyone to take a look back and reflect. What went well? What didn't? What have you learnt? Ultimately, the aim is to identify those areas in which you've grown, and those where you feel you need to improve. Use this reflection for self-assessment and getting a handle on where you currently are.

"Set some goals for the next six months – make sure they're achievable (but not too easy) and measurable. Base your goals on the areas in which you'd like to improve or change, whether that's a practical skill, building your network, moving into a different team, etc. Make sure you have a plan for achieving these goals.

"Finally, make sure to ask your colleagues, manager, mentor, friends and family for feedback. They might be able to give you new ideas, opinions or suggestions you haven't considered." — Victoria McLean , CEO, City CV | International Career Consultancy | Hanover Group

How do you approach a mid-year review, whether it's work-related or personal? Share your thoughts in a comment or post using the hashtags #holidaymode #vacationmode.

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By: Emma Hudson , news editor at LinkedIn News UK