Why the mid-year review deserves more than Just 45 minutes

by Michael Andris, Director Düsseldorf, Robert Walters

In many organisations, the mid-year review is treated as a purely administrative exercise – a formal pit stop in comparison to the supposedly “more important” annual appraisal.

According to a recent snap survey by Robert Walters, 45% of managers see the mid-year review merely as a formality. Yet in a working world shaped by rapid change, rising expectations and the search for meaningful work, this mindset can prove costly for companies.

At best, the review becomes a well-intentioned check-in. At worst, a valuable opportunity is missed – to realign, refocus, and foster long-term engagement with top talent.
Mid-year reviews are more than just a snapshot – they offer a space for self-reflection and development. When conducted effectively, they help individuals become aware of their progress and define their goals with greater clarity.

It’s time to stop viewing the mid-year review as a watered-down version of the annual appraisal – and instead see it as a powerful tool with genuine business and cultural impact.

A strategic moment that’s often overlooked

By mid-year, employees have accumulated enough experience to reflect meaningfully – while still having ample time ahead to course-correct. This makes the mid-year review one of the few touchpoints in the employee lifecycle that brings past, present and future together.

Yet this opportunity is often reduced to a simple status update. When the bigger picture is lost, managers miss out on three crucial levers for motivating and retaining top performers:

• strengthening the personal connection beyond the role
• recalibrating shared goals, priorities and ambitions
• investing in development and open communication

These conversations are not about control – they’re about support. Managers become mentors and coaches, guiding both personal and professional growth.

Why it’s worth rethinking the mid-year review

Many teams are currently stretched to their limits. Managers are juggling performance targets, employee wellbeing, and the pressure to retain talent – often during rushed conversations that lack depth.

The result: reviews become little more than a to-do list, rather than a chance for reflection or meaningful dialogue.

But people want to be seen. They want to understand the value of their contribution. And they need to know that development is possible – even when the path forward isn’t immediately clear.

A well-structured, appreciative dialogue can turn the mid-year review into a meaningful milestone – provided there’s space for real conversations.

The key is to understand before being understood (“Seek first to understand, then to be understood”). Questions like “Why didn’t this work?” often block openness. Instead, solution-focused or reflective prompts are more helpful: “What would you do differently today?” or “What do you need to reach your goal?”

From evaluation to development conversation

What truly makes a mid-year review impactful is the intention behind it. It’s not just about checking progress, but understanding: What has changed? What motivates this person right now? And where do they want to grow?

Here are four ways to make that happen:

1. Prepare with a Focus on Goals

Goal setting isn’t about quantity – it’s about impact. A few high-impact goals set clear priorities and create focus. Also reflect on what’s been said – or left unsaid – over the past months. What has motivated the person? What has held them back? What questions have yet to be asked?

2. Start with the Person

Wellbeing directly affects performance. Open with a conscious question: “How are you – really?” This seemingly simple prompt can shift the entire tone of the conversation.

3. Don’t Avoid the Topic of Pay

Even if it’s not on your agenda – it might be on theirs. Use up-to-date insights, such as findings from a robust salary survey, and approach the topic with openness and empathy.

4. Look Ahead

Wrap up with a clear outlook: What concrete next steps have been agreed? What support is needed? And just as importantly: What feedback would the employee like to give you as their manager?

Why this moment matters

The mid-year review is a rare chance to pause, reflect and realign – both personally and professionally. It doesn’t have to be perfectly polished – but it should have substance.

At its core, it’s about strengthening what truly matters: development, shared direction and a clear sense of purpose.
These reviews also create space for personal questions and concerns that support individual growth – and reinforce the manager’s role as a reliable day-to-day coach.

When motivation dips and direction is lacking, this moment can make all the difference – between going through the motions and real commitment.

As a specialist recruitment consultancy, we’re here to help you develop talent, spot potential early and future-proof your team. Get in touch today.