Mid-year check-ins aren't just about evaluating team performance—they're a strategic opportunity to refocus goals, refresh objectives, and re-energize your team.
Managers often set goals with a burst of ambition, but momentum can fade as projects progress, challenges arise, or shifting business needs throw early plans off-course. That's why you should check in with your team halfway through the year to evaluate what's working, solidify projects that are still worth pursuing and reimagine or replace initiatives that aren't helping progress.
These processes should feel less like performance reviews and more like collaborative brainstorms. Since everyone has now had a chance to delve into the projects that support team goals, they have likely gained much more insight into what it will take to be successful moving forward.
So, how can you make the most of midyear check-ins and help your team refocus for the months ahead?
Celebrate what's working
Before diving into the nitty-gritty of your projects, take time to acknowledge what's going well. Ask your team members to share which goals they've made the most progress on and why. This isn’t just lip service – when people feel seen for their contributions, they're more likely to stay motivated, and their wins, no matter how big or small—build momentum. In fact, employees whose managers excel at recognition are 40% more engaged, according to Harvard Business Review. Discussing team wins also helps you identify strategies that are working, so you can replicate them in other areas. Starting on a positive note also creates a more open conversation and helps frame any pivots as progress, not failure.
Key question: “What goals have you made the most progress on?”
Reevaluate prior goals
Sometimes, a goal that made perfect sense in January no longer aligns with business needs—or with an employee's growth path. Ask your employees if each of their goals still feels meaningful and aligned with their roles. If not, consider adjusting or replacing it with something more relevant. For example, maybe a team member started with a goal that focused on specialization, but the company strategy demands them to be more diverse in their work. In this case, you'd need to update their track to align to the evolved direction while still taking into account their personal growth trajectory. Bear in mind this isn't about letting goals slip—it's about ensuring they stay connected to impact.
Key question: “Do all of your goals still feel meaningful and aligned to your role?”
Remove roadblocks
You might find that your team isn't meeting all of their goals, but don't waste time placing blame. Many leaders become enforcers – but instead, think about being a coach. Ask open-ended questions to get to the root of the problem. For example, you might ask, "What are the major barriers to reaching this goal?" or "Do you have everything you need to make this happen?" When they answer, ask a more specific follow-up question based on their response. Through this process, you might learn that your team is struggling with unclear or unrealistic goals, changing expectations, or muddled roles, and it's your job as a leader to remove those roadblocks.
Key question: What are your biggest barriers to achieving your goals?
Connect goals to the bigger picture
When goals feel disconnected from the company's mission, motivation drops fast. Help your employees understand how their individual work contributes to the company's overall vision. For example, if someone is working on process improvements, remind them how that reduces friction for the end user, accelerates delivery times, or reduces customer churn. When you are discussing your team-wide OKRs, you might also try to reframe the objectives in the context of business outcomes. When your team members understand how their work supports the broader company goals, they're more likely to re-engage with purpose and energy.
Key question: “Do your goals still align with the company’s vision?”
Encourage personal growth
Sometimes, personal growth goals get lost in the hustle and bustle of the year. But remember that goals shouldn't only be about hitting numbers—they should also support your team's development. Be intentional about asking your employees what skills they want to build in the second half of the year or what stretch projects might help them grow. Maybe they want to lead a cross-functional project, mentor a junior teammate, or gain more confidence presenting. Aligning at least one goal to personal growth shows that you're invested in them as a person, not just an output machine. That kind of support fosters loyalty, resilience, and improved performance throughout the year.
Key question: “What skills do you want to build in the second half of the year?”
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