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The Mid-Year Check In is an opportunity for managers and employees to reflect on progress, align priorities and support continued growth and success as part of the Performance Management process. This checklist is designed to help managers prepare for and facilitate meaningful and productive conversation during these meetings while building a positive, professional relationship.

Before the Meeting

Take time to prepare so the discussion is focused and constructive:

• Review the employee’s individual performance goals and achievements.
• Familiarize yourself with the employee’s job-related responsibilities.
• Prepare talking points that address:
  • Key achievements
  • Areas of opportunity
  • Potential next steps or adjustments

During the Meeting

Set a Positive Tone

Begin the conversation on a positive note by thanking the employee for their time.

Goal Review and Adjustment

• Review goals established through the SMART goal process.
• Adjust goals as needed based on changing priorities or circumstances.
• Provide specific, constructive feedback on performance.
• Discuss challenges and collaborate on solutions.
• Offer support and resources where appropriate.
• Recognize and celebrate accomplishments and progress, highlighting improvements and contributions.

Encourage Self-Reflection and Open Communication

• Give the employee time to reflect on their performance and share their perspective.
• Actively listen and remain engaged to create an open and supportive environment.

At the End of the Meeting

• Summarize key discussion points and next steps.
• Positively wrap up the meeting by reinforcing successes and acknowledging the employee’s contributions.
• If time allows, discuss career goals and professional aspirations. If not, plan to revisit this topic in a future conversation to support their professional goals and ongoing development.

After the Meeting

Document the Discussion

• Keep detailed notes to reference during future check-ins and performance conversations.

Follow Up and Provide Ongoing Support

• Incorporate goal check-in into regular one-on-one meetings.
• Schedule follow-up meetings as needed.
• Continue to offer guidance and support throughout the year.

Performance Management Resources

Employee Development

• (MyTraining)

Leadership Development

• (MyTraining)
• (MyTraining)
• Leadership Development

Support and Contacts

• HR Business Partners (for questions about the Performance Management process)
• Employee Success Center (for system and training support)

Helpful Links

• Performance Management website
• Employee Success Center
• Mid-Year Check-In Employee and Manager Guides