Guest blog by Yvonne Akinmodun, Executive Career Coach

A routine part of most company’s personal development process involves some form of performance or mid-year review, which usually includes an element of self-assessment.

In some organisations, the mid-year review process is not just about how well the previous review period has gone or what development needs have been identified, but in some cases, it is linked to pay. 

Below are some simple things that can be done to help prepare for the mid-year review.

1. Conduct a self-assessment

Ensure you prepare for your review ahead of your formal meeting. This usually means preparing a self-assessment document, which can be shared with the reviewer usually up to a week ahead of the meeting. There are many benefits writing an Employee Self-Assessment:

• It enables you the opportunity to review your own work, which positions you to be better prepared for the upcoming discussion with your manager.
• In preparing for your meeting, it provides you with the opportunity to reflect on your current and future goals and adjust them as needed.

2. Clarify your career goals ahead of your meeting

Whilst many organisations see mid-year reviews as an essential part of line management and the culture of the organisation; it is important for the person being evaluated to also think about what they want to get from the session.  

Before the meeting, take time to think about your medium to long term career plans. We are often so busy dealing with the day-to-day priorities of our work that we forget to take time to step back and review what direction we want our career to follow. If your goal is to move up the career ladder in the next 1 or 2 years, the review meeting is an ideal opportunity to set out what steps you will want to take to make that a reality.

A key area that is worth focusing on as part of any mid-year review is therefore the development activities that might be needed to move your career forward. When thinking about development, try to think beyond just the activities that have a direct cost. It might be worth also thinking of activities such as job rotation, acting up opportunities or job shadowing. As most of these do not require cost, they are more likely to be agreed.

3. Ensure you are clear about your accomplishments

Make sure you quantify your contributions over the period of time under discussion. You should be able to speak in quantifiable and specific terms about your role in any successes within the team or your wider department. Wherever possible, make use of numbers such as any savings the company has made as a result of your contribution. 

Keep and document your successes. This could be emails from colleagues who have paid you compliments about your contribution to a project or piece of work.

In order to get the most out of your mid year review, it is  important that you listen with an open mind. Reviews are most productive when they’re conducted as an open and respectful dialogue. Being receptive to what your manager has to say will help you to grow as an employee and an individual. 

The mid-year review is a great opportunity to learn more about yourself and advance your career. It lets you shine a spotlight on your achievements over the previous year.  It can also help you gain greater clarity on the next stage of the your career.

About Yvonne

Yvonne Akinmodun is a certified Executive & Career Coach and founder of Career Coaching Matters. Her passion is working with people to help them realise their full potential. Yvonne is also a tutor for the professional HR body, Chartered Institute of Personnel and Development.

She coaches professionals and executives to take charge and manage their careers which often includes developing their career confidence on a one to one or group basis. She helps her clients strike the balance between empowering their own job search while motivating them to follow their true vocation.