How To Prepare For Your Mid-Year Review With 20 Insightful Questions

Forbes

03-07-2025

Mid-year review with your manager at the office
Are you preparing for your mid-year review and unsure where to start? This is a common topic I discuss with my clients at this time of year. Mid-year reviews can be more than just performance checks. They can offer a valuable chance to advance your career, revisit your goals, and strengthen your relationship with your manager or team. However, to maximize the benefits of this conversation, thorough preparation is essential.
For me, mid-year reviews were always intimidating and anxious moments, where I would just sit and listen to what wasn't good enough. So I want you to experience it differently. What if it isn't just a time to receive feedback, but a chance to get curious, ask thoughtful questions, and deepen mutual understanding? Whether you're an employee or a manager, this conversation is a valuable pause to check alignment, explore goals, and uncover needs that may not surface in day-to-day work. The right questions can bring clarity, boost motivation, and ensure you're not just going through the motions but growing with intention.
Whether you're leading the review or on the receiving end, asking the right questions can turn a routine meeting into a powerful coaching moment. Below are question lists for both employees and managers to spark curiosity, encourage open dialogue, and make your mid-year review more productive and motivating.
Questions Employees Should Bring to a Mid-Year Review
If you're an employee walking into your mid-year review, don't just show up with a list of accomplishments. But on the other side, don't just come asking what was wrong. Asking questions as an employee is also a way to show your confidence and curiosity. Come prepared to ask questions that demonstrate initiative, seek feedback, and express your desire to grow. Remember, open-ended questions like starting with what, how, or where are always more helpful than yes or no questions, as they can encourage even the quietest manager to share more details about what you need.
Questions Managers Should Ask During a Mid-Year Review
Mid-year reviews aren't just a time to evaluate performance—they're an opportunity to lead with curiosity. A curious manager doesn't assume they know everything happening around them. Instead, they ask questions to understand each employee's experience, strengths, challenges, and aspirations.
A curious manager also refrains from jumping straight to ratings or outcomes, because focusing only on results can put employees on the defensive or make them feel like they need to fight or flee (that's how I felt; that is why these conversations were intimidating to me). Instead, ask thoughtful questions to uncover what's truly driving or blocking your employees, how they feel about their work, and what they need to succeed in the second half of the year.
As Richard Boyatzis states in his book 'Helping People Change,' when you focus on progress—the things you've achieved so far and where you want to go, rather than what's missing, your PEA (positive emotional attractor) is activated, and you shine. Your eyes brighten, and your speech speeds up. You become more open to possibilities and feel renewed and curious.
As a leader, you can approach this performance review as an honest conversation, with genuine curiosity and a coach mindset. Below are questions that can help uncover what your employees truly need to thrive and how you can support them in doing their best work.
A mid-year review shouldn't be approached with fear, they're a chance to pause, reflect, and get curious about what's possible. When both employees and managers come to the conversation with openness and a growth mindset, it becomes less about judgment and more about opportunity. Asking thoughtful questions helps uncover what's working, what's needed, and how to move forward with clarity and confidence. No pressure, just focus on progress for both.