Mid-Year Check-In Conversation Guide
Course-correct before the annual review.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Prepare a mid-year check-in conversation. Employee and role: [EMPLOYEE_AND_ROLE]. Goals for the year and progress so far: [GOALS_AND_PROGRESS]. Changes in priorities since January: [CHANGES]. Concerns or praise to share: [FEEDBACK_ITEMS]. Create: 1. A pre-meeting worksheet for the employee with three questions: progress, obstacles, support needed. 2. A manager worksheet: Goal | Evidence of progress | Status (on track, at risk, off track) | Adjustment needed. 3. A 40-minute agenda: their view first (10), goals review (10), feedback both ways (8), adjustments (5), development (5), next steps (2). 4. Five questions such as "What would make the next six months better?". 5. Wording for retiring or changing goals that are no longer relevant. 6. A written summary template: agreed changes, actions, owners, dates. 7. A note on documentation: keep it factual, share it with the employee, and treat staff consistently. Include a warning against surprises: nothing in the annual review should be new. If there are performance concerns, follow your formal process and consult HR before using this informal format [VERIFY]. What you produce is a draft and should not be read as legal or HR advice. Check the legal, contractual and policy points with an employment lawyer or HR professional experienced in [JURISDICTION] before using them.
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