Time for mid-year reviews: How are you tracking toward your SMART goals?
It’s that time of year when leaders and staff should be reviewing their FY22 Valuation and the progress made over the first half of the year. Third quarter in the Performance Management plan focuses on mid-year reviews and planning for the remainder of the fiscal year.
This time is when we begin to review our progress toward our SMART goals, make any necessary adjustments, and seek input from colleagues about overall performance this year. Leaders and staff should also conduct their regular quarterly touch base to review mid-year progress.
The Valuation process encourages year-round collaboration between leaders and direct reports, with a focus on positive development and the value that our employees bring to Michigan Medicine. The mid-year review is an opportunity to check in with staff on their progress toward completing established goals earlier in the year and to adjust based on ever-changing work conditions.
During Q3, most of the work should be done to make the Valuation process a success and prepare for Q4 in the spring. In addition to reviewing current progress, think about reaching out to other colleagues for input about your overall performance this year.
How to do a mid-year review
Reviews can be done in several formats and should take roughly 10 minutes. Leaders and staff members can use existing meeting time such as a one-on-one meeting or can schedule separate time to connect. In person, via Zoom, whatever the format may be, this time should be completely dedicated to reviewing SMART goals and what is needed to move forward.
Exploration questions can help leaders and staff prepare for and shape the conversation. These conversation starter questions that can be used to encourage impactful conversations and development.
Valuation resources to help leaders and staff
Now is a great opportunity to work on FY22 Valuations, but if you missed a few check-ins or steps along the way, that’s ok!
View this short Q3 overview video for more detail and utilize these helpful tips for Q3:
- Review the 1-Year Performance Management Roadmap
- Hold a mid-year review
- Begin to think about 360 Peer / Customer Feedback and consider sending out 360 forms.
- Revisit and refine Development Plan as needed
- Revisit and refine Job Specific Work Goals as needed
Performance Management is a continuous process. By connecting throughout the year, both leader and employee will feel less burdened, adjustments can be made, and a more robust representation of the employee’s work can be achieved.
For a breakdown by quarter to help navigate the Performance Management procedure, click here.