We are approaching the end of the first half of the year, and it is an opportune time to evaluate the achievements of employees over the first six months of the financial year in relation to the objectives for the remainder of 2024. As such, all staff members must complete mid-year performance reviews on or before 31 July 2024. Guidelines for mid-year reviews are outlined below.

Tips for a Successful Performance Conversation

• Provide information on both positive and negative implications for meeting targets;
• Determine how and when both line manager and employee will review progress/achievements; and
• The primary goal is to align expectations, create clarity on goals, and urge employees to focus their efforts productively, making performance more objective and quantifiable.

Mid-Year Performance Review

It is crucial to ensure that line managers and employees prepare for a mid-year evaluation to achieve the objectives for 2024 by adopting these tips:

• Establish the proper tone: Mid-year reviews should be a two-way discussion. Create a casual, welcoming atmosphere where both sides may exchange opinions and discuss areas needing improvement;
• Examine expectations and goals: Review the objectives and expectations established at the start of the year. Discuss the steps taken to accomplish these objectives, the areas where the employee is succeeding, and areas requiring more work;
• Provide detailed feedback: Support your comments, both constructive and positive, with specific instances and statistics. Avoid generalizations and arbitrary remarks, and
• Actively listen: Invite the staff member to discuss their viewpoint, difficulties encountered, and any concerns they may have.

The deadline for mid-year reviews is 31 July 2024.

Please visit the HR intranet site for information and resources about performance management, such as how to capture your performance agreement and mid-year review.

If you have any questions or concerns, please contact your HR Business Partner.