For many of you, it’s mid-year check-in time—but don’t consider this simply another routine, “check-the-box” kind of task. As Bobbie La Porte explains in her July 10 “Calling the Game” video, these mid-year meetings can be a real opportunity to shape the performance conversation with your manager in a positive, forward-looking way.
Proactive Tips for Turning Performance Formality into Career Strategy
I am continuing to see articles and advice on how best to approach the performance planning process as the employee/manager relationship and expectations continue to evolve.
There is a trend to making the process less formal, that is, giving feedback on a regular basis linked to more recent performance, or “in-the-moment,” which I totally applaud. We can’t improve if we don’t have contextual feedback on how we are doing.
That said, many companies still maintain a semi-annual and annual review process, which means for many of you, the mid-year self-assessment process is coming up. That’s the focus of this week’s post because I’m concerned that many leaders see this as a “check-the-box” exercise, one they don’t take very seriously.
My advice is to see this mid-year check-in as an opportunity to really shape the performance conversation with your manager in a forward-looking way. Here are a few suggestions to prepare:
- Take the initiative to get feedback from others (even if it is not a required part of this checkpoint). It shows your interest in and commitment to your career advancement. This is particularly important if you are planning to have the “When will I be promoted” conversation with your boss. And be sure to ask for feedback specifically on how you are performing against the metrics necessary for advancement – not just a “How am I doing” request.
- Take time to understand your company’s emerging needs, not just what’s required in the short term. See how your skill set might be a good strategic fit for the future.
- And be prepared to address any gaps or misses in your performance YTD. Everyone has them. Get ahead of the conversation and take the offense along with plans to address any areas for improvement.
Once this conversation with your manager takes place, make sure you follow up and share your plan to address any feedback; let them know specifically how they can support you going forward. It’s all about “putting your boss to work for you.”
Investing the time to make the most of this mid-year checkpoint will set you up well for future reviews and optimize your career advancement opportunities.
Bonus tips!
If you want to go the extra mile in preparation for your mid-year review, approach the conversation from your manager’s perspective with these posts from Bobbie LaPorte: