Performance Management

Tools and Resources



February marks the halfway point of our performance management cycle for many at Emory.  In addition to your ongoing conversations with your employees, the mid-year review provides a great opportunity to have candid and constructive conversations to review what has been accomplished and what remains to finish the year strong.  Many managers overlook the value of a mid-year review.

Essentially, the mid-year review is a “preview of the annual review” and there are many benefits that can be derived from taking the time to provide feedback to employees at this time of year.  First of all, checking in on progress provides a collaborative approach for the manager and employee to take stock of where things are and to clarify what the employee might need from their manager.  Employees and managers can utilize this tool to discuss what new projects have been added and whether priorities need adjusting.  This helps ensure that time and energy are focused on the right areas.

Engaging in this type of discussion also helps ensure there are no surprises at the end of the year.  If there are misunderstood expectations or performance issues that need attention, now is the opportune time for the manager to address these things and lay out expectations and performance measures for the next six months.

The process is intended to be simple, and very productive. While mid-year reviews are not required, we strongly encourage you to incorporate them as you guide and provide feedback to your employees.  The mid-year form, available online just like the annual form, allows the manager to provide comments for every competency; however, no ratings are necessary.  Only at the end is a rating requested, for overall performance:  “On track with all”; “On track with some”; or “Not on track.”  It is an intuitive and easy to use tool which can be completed quickly.

Mid-year reviews are considered a “best practice” in performance management. Your colleagues in Learning & Organizational Development and Employee Relations are happy to answer any questions you may have and guide you through this process. Please consider the benefits of implementing this important piece of the performance review process.