Posted on: June 13th, 2018
We live in an age of ongoing, informal feedback and many managers wonder whether mid-year reviews are still relevant. Well before the concept of year-ending reviews & other aspects of traditional management processes started being questioned, many companies had started feeling that the entire process had become very cumbersome and repetitive.
This is why most organizations had turned mid-year reviews into a more informal check-in. But the fact is, that mid-year reviews continue to have a vital role to play; this is especially true if employees, as well as managers, are shown exactly how they can get the most from them. We at Partners HR, like many other Human Resources Oklahoma teams, recognize the importance of having an informal meeting at mid-year. This is especially true in organizations where feedback is more of a norm.
Some steps to take
Employees and managers use this opportunity to discuss the performance goals as well as development. Here are some steps you can take to manage mid-year planning for your employees in a meticulous and methodical manner:
1. Coaching and Feedback
In addition to the periodic informal feedback discussions you conduct at mid-year, you need to schedule a mid-year review discussion. This is part of the coaching and feedback stage. These sessions prove to be very useful and provide an excellent opportunity to address job responsibilities and performance expectations systematically.
2. Scheduling the mid-year review
3. Preparing for the Mid-Year Review
4. Conducting the Mid-Year Review
If you want to know more about mid-year planning for your employees, or about any of our outsource human resources OKC services, contact us at Partners HR. You can also call us at 877 270 1020.
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