If your staff report year began in April your mid ear review is due about now. You and your Supervisor / Team Leader / Manager will be preparing for a conversation which will cover: your performance against your goals; the competencies you are using and those you can develop; plus support you can tap into from coaches, mentors or formal training providers.
If you are a UK civil servant this process might raise wider issues, some of which are discussed in a feature on morale this week in the Guardian newspaper The article is worth a read if you have an interest in staff engagement, or the delivery of public services.
5 Ways To Get The Best Out Of Your Mid-Year Review
Whether you are working in the private, or public sector your review is your chance to share the evidence of your good work so far this year with your Supervisor.
If you are a Supervisor chairing the session it is your chance to have an empathic conversation, which uses evidence to highlight the good work your junior colleague has produced. You can propose any development areas that need attention and leave the session on a positive note overall.
The Review is also the spring board to the second part of the year. You can create momentum from this session. Enough momentum to carry you toward whatever achievements you want under your belt by next Spring.
Here are your 5 pointers to make the most of your mid-year review
- Bring your evidence (customer feedback; stats showing what you have accomplished; learning log highlights).
- Listen intently to what is being said, so you can note down positive and interesting feedback.
- Check you understand any adverse feedback and ask for evidence where necessary.
- Clarify next steps and timings at, or shortly after, the review (especially if you have to follow a timetable to record your difference of opinion over something which has been said).
- Create a development goal, in line with your values, which you can work on this month. Make sure it also moves you forward towards a personal goal. This will give you an immediate lift, should you need one and give you confidence you can use at work too.
What are your favourite strategies to make sure you conduct effective reviews with your staff? What factors tell you that your Supervisor has made your review a positive experience? Share your thoughts in the Comment section below, or send me a tweet @RogerD_Said
Feel Free To Share This Post
If you found this post useful please share it with your friends and suggest what other subjects you would like to see featured here.