By MKAP Global · 4 min read
A mid-year review is a planned pause around the halfway point of the year to look back at your goals, take stock of what has worked and what has not, and reset your priorities for the next six months. Done well, it turns a year that has drifted into one that finishes strong. This guide covers a personal mid-year review in five steps, and how to prepare for a mid-year performance review with your manager.
Key takeaways
- The midpoint is the best time to correct course while there is still time to act.
- Look back honestly before you look forward.
- Keep what works, cut what does not and adjust the rest.
- Choose a small number of priorities for the second half.
- Use the same review to prepare for your mid-year performance conversation at work.
What a personal mid-year review is
Many organisations hold mid-year performance reviews, where managers and employees discuss progress against work objectives. A personal mid-year review is broader. It covers your own goals across career, learning, health, relationships and finances, whether or not your employer asks for it.
It is not a judgement on whether the year has been good or bad. It is a working session to make the next six months better.
How to run a mid-year review in five steps
Step 1: Look back honestly
Gather your goals from the start of the year and list what actually happened. For each goal, note whether you completed it, made progress, stalled or abandoned it. Look at your calendar and notes for evidence; memory tends to exaggerate both success and failure.
Step 2: Celebrate your progress
Before fixing anything, name what went well. Write down your wins, including small ones and ones not on your original list. This is not indulgence. Recognising progress builds the motivation you need for the second half.
Step 3: Understand what got in the way
For each goal that stalled, ask why. Common reasons include unrealistic timelines, too many competing priorities, missing skills or support, and circumstances that changed. Be specific. "I was busy" is not useful. "I never blocked time for it" is.
Step 4: Keep, cut or adjust
Sort every goal into one of three groups:
| Decision | When to choose it | What to do |
|---|---|---|
| Keep | It still matters and is on track | Continue, perhaps raise the bar |
| Adjust | It still matters but the plan is not working | Change the timeline, method or scale |
| Cut | It no longer matters or was never realistic | Let it go deliberately, without guilt |
Cutting a goal on purpose is a sign of good judgement, not failure.
Step 5: Refocus for the second half
Choose two or three priorities for the next six months. Write each one as a SMART goal, break it into monthly milestones and schedule the first action for next week. Our guide How to Set Achievable Goals shows how to make them stick.
Questions to ask yourself
- What am I most proud of from the first half of the year?
- What drained my energy, and what gave me energy?
- Which goal would make the biggest difference if I achieved it by December?
- What do I need to stop doing to make room for it?
- Who could help me, and have I asked them?
Learn from the MKAP Symposium
In this MKAP online masterclass, executive coach Buki Ishola leads a mid-year session for professionals and leaders who want to step into the second half of the year with clarity, focus and precision.
▶ From the MKAP Symposium: Reset and Rise, with executive coach Buki Ishola
Preparing for your mid-year performance review at work
Your personal review is excellent preparation for the conversation with your manager. Before the meeting:
- List your results against each work objective, with evidence and numbers where possible.
- Note challenges and what you did about them.
- Identify one or two development goals you want support with, drawn from your professional development plan.
- Prepare questions, such as "What would you like to see more of from me in the second half?"
- Raise career goals if appropriate, such as interest in a promotion or new responsibilities.
Go into the meeting as a partner in your own development, not a passive recipient of feedback.
Frequently asked questions
When should I do a mid-year review?
Around June or July for a calendar year, or at the midpoint of your organisation's performance cycle. The exact date matters less than doing it.
How long does a mid-year review take?
Set aside one to two hours for a personal review. A focused session is more useful than a long one.
What should I say in a mid-year performance review?
Summarise your results with evidence, acknowledge challenges and how you handled them, and agree on priorities and support for the rest of the year.
What if I am far behind on my goals?
That is exactly what the review is for. Adjust timelines, cut what no longer matters and focus on the one or two goals that will make the biggest difference.
Related guides
- How to Set Achievable Goals and Actually Reach Them
- New Year Goal Setting: How to Set Yourself Up for Success
- How to Create a Professional Development Plan (Free Template)
Keep growing with MKAP
Every two months, MKAP hosts a free live symposium where executive coaches, business leaders and experienced professionals share practical lessons on career, business and leadership. Join the next MKAP Symposium or subscribe to our newsletter to get the date and join link in your inbox.