Employers use midyear performance reviews as a means to discuss with employees their progress on goals and performance to date.
Conducting a midyear review allows supervisors a formal opportunity to check in with their employees for a few purposes, including the following:
Provide positive feedback on work to date or accomplishments and constructive feedback on areas where performance may be lacking.
Discover and eliminate possible roadblocks that may hinder employee performance or prevent the employee from achieving the set goals.
Adjust goals if organizational or departmental needs have changed.
Discuss employee satisfaction and head off issues for valuable staff.
Provide time for manager/employee exchange of ideas.
Fundamentally, checking in frequently with direct reports assists in building relationship and a cohesive team. A formal six-month performance appraisal allows for midyear adjustments, preventing surprises at the year-end performance review.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.