Are you preparing for your mid-year review but not sure where to begin? You're not alone. This is a common topic I explore with my coaching clients this time of year.
Mid-year reviews are more than just performance check-ins—they’re powerful opportunities to reflect, reset, and re-energize your career path. When approached thoughtfully, these conversations can help you align with your manager, revisit your goals, and identify ways to grow with intention.
For me personally, mid-year reviews used to be stressful experiences—moments where I’d sit quietly and brace myself for what I wasn’t doing well enough. But they don’t have to feel that way. What if, instead of dreading feedback, you saw this as a chance to get curious, ask meaningful questions, and deepen mutual understanding?
Whether you're an employee or a manager, the mid-year review offers a valuable pause to assess progress, explore aspirations, and surface insights that might otherwise go unnoticed in the daily grind. The right questions can spark motivation, build trust, and turn a routine meeting into a transformative coaching moment.
Let’s look at how both employees and managers can prepare to make the most of this conversation.
**Questions Employees Should Bring to Their Mid-Year Review**
As an employee, your role isn't just to report on what you've done—it's also to show curiosity, initiative, and a desire to grow. Come prepared with thoughtful questions that invite dialogue and demonstrate your commitment to development.
Avoid yes-or-no questions. Instead, lean into open-ended ones that start with *what*, *how*, or *where*. These encourage deeper reflection and richer responses from your manager.
Here are some powerful questions to consider:
- **What am I doing well that I should continue—or even expand upon?**
- **Where do you see the top three areas for my growth or improvement?**
- **What skills should I focus on developing to prepare for future roles or responsibilities?**
- **How do you define success in my role for the rest of the year?**
- **Are there upcoming projects where I could take on more responsibility? (Or better yet: Is there a specific project you'd like me to lead or contribute to?)**
- **What should my key priorities be for the remainder of the year?**
- **What does the path to promotion or advancement look like from here?**
- **How else can I support the team’s or company’s strategic priorities?**
- **What’s the best way for us to communicate and track progress moving forward?**
- **What do you need from me to help you succeed in your role?**
These questions not only show that you care about your growth and impact, but also position you as a proactive partner in your own development.
Questions Managers Should Ask During a Mid-Year Review**
For managers, mid-year reviews are a chance to lead with curiosity—not judgment. A great leader doesn’t assume they know everything about their team’s experience. Instead, they ask questions to understand each person’s strengths, motivations, challenges, and aspirations.
Performance conversations shouldn’t feel like interrogations. Focusing solely on outcomes can put employees on edge, making them defensive or disengaged. Instead, create space for reflection and exploration. Ask questions that uncover what’s truly driving your team members—and what might be holding them back.
As Richard Boyatzis writes in *Helping People Change*, when we focus on progress rather than problems, we activate the **Positive Emotional Attractor (PEA)**. This state opens people up to new possibilities, sparks energy, and encourages growth.
Approach the mid-year review with genuine curiosity and a coach-like mindset. Use it as a moment to connect, support, and inspire.
Here are impactful questions to guide your conversation:
- **What accomplishments are you most proud of so far this year?**
- **What has been most motivating—or frustrating—about your work lately?**
- **What’s one thing you’ve learned this year that’s helped you grow?**
- **How clear do you feel about your priorities and responsibilities going forward?**
- **How well do you think your current work aligns with your strengths?**
- **In what ways do you see your contributions connecting to the broader team or company mission?**
- **How does your work align with your personal purpose or long-term goals?**
- **What’s one thing I could do differently to support or connect with you better?**
- **Are there any obstacles or blockers I can help you overcome?**
- **Are there any stretch assignments or projects you’d like to be involved in?**
By asking these kinds of questions, you’ll foster a more open, collaborative relationship and empower your team to thrive.
Mid-year reviews don’t have to be intimidating. They’re a chance to pause, reflect, and get curious about what’s possible. When both employees and managers come into the conversation with openness, empathy, and a growth mindset, it transforms from a performance checkpoint into a meaningful opportunity for connection and development.
So shift your mindset: view this as a partnership. Ask bold questions. Listen deeply. And above all, focus on progress—not perfection.
Because when done right, a mid-year review isn’t just about looking back—it’s about building momentum for what’s next.