I wanted to take a moment to reflect on the latest episode of Your Permission to Pause, where I covered the often overlooked yet incredibly crucial topic of mid-year reviews. This episode holds a special place in my heart because it encapsulates so much of what it means to lead with intention, authenticity, and a true commitment to growth – both personal and professional.
As I mentioned in the episode, the more I engage with senior leaders, the more I realise that performance reviews, especially mid-year ones, often get relegated to mere tick-box exercises. This is such a shame because these reviews provide one of the most critical opportunities to reflect, recalibrate, and renew our purpose and strategies for the remainder of the year.
So, why are mid-year reviews important? First and foremost, they’re perfect for evaluating the progress we’ve made so far. We’re over half-way into the year, and now is the time to critically assess our goals, celebrate our achievements, and identify areas in need of adjustment. Trust me, there’s enough time left in the year to make meaningful changes, but only if we approach these reviews with the diligence and rigour they deserve.
One recurring theme in this episode was the sheer amount of effort and energy these reviews demand, particularly for leaders managing large teams. I reminisce about my own time as a sales manager with 13 direct reports, travelling across London and the South East; the preparation, the individual attention, and the need to keep the process engaging and genuine. Yes, it can be exhausting, but it’s deeply rewarding when done correctly.
The key takeaway here is preparation. The most fruitful mid-year reviews are those where both leader and team come prepared. This not only saves time but also turns the review into a meaningful dialogue, rather than a monotonous chore. I shared some specific questions that could facilitate this deeper engagement, and I cannot stress enough how valuable it is to reflect on these monthly, if not more frequently. Questions like “What are you really proud of?” and “What can I build on?” are pivotal for connecting the dots between individual actions and organisational values.
Feedback also plays a massive role in this process. However, as I emphasised in the episode, we need to go beyond the typical “create a safe space for feedback” narrative. Real, useful feedback comes from specific, targeted questions. General queries like, “Do you have any feedback for me?” tend to yield vague responses. Instead, ask focused questions like, “How can I communicate more effectively on this project?” This specificity brings clarity and actionable insights.
The concept of ‘vulnerability-based trust,’ popularised by Patrick Lencioni, is another cornerstone of meaningful reviews. It’s about owning our shortcomings, being open about our mistakes, and encouraging your teams to do the same. Leaders, the more you practice vulnerability, the safer your team will feel in sharing their own areas for development.
As we approach the action planning phase, remember this – prioritise and break it down. It’s tempting to fill every box on a form to show you’re engaged but focus instead on what will give you the biggest return for the smallest effort. The power of marginal gains and the compounding effect shouldn’t be underestimated. Identify that one thing that could truly move the needle, integrate it into your daily practice, and then move on to the next.
In closing, the heart of this episode is a call to elevate the mid-year review from a mundane task to a dynamic tool for growth. Take the time to be present, be intentional, and invest in these conversations. Doing so will not only make the process more enjoyable but also lead to a more engaged, aligned, and motivated team.
Remember, leadership is not just about guiding others; it’s also about continually growing and evolving yourself. You can listen to the full episode here.
Jo x
