Mid Year Performance Review Form Template
Streamline Your Employee Evaluations with This Comprehensive Template
Avoid the confusion and challenges of mid-year evaluations with this structured performance review template designed for managers and HR professionals. This template helps you gather actionable feedback, set employee goals, and assess progress clearly and effectively. With targeted questions, streamlined format, and easy customization, it simplifies the review process, enhances performance discussions, and promotes transparency, making evaluations less daunting for everyone involved. Try out the live template to see how it can transform your review process.
When to use this form
Use this form at the six-month mark to pause, assess progress, and reset goals for the second half. It helps managers and employees align on outcomes, remove blockers, and plan development. Run it after big changes, like a new role, a reorg, or a shift in targets. For remote teams, it creates a shared record of wins, misses, and next steps. If you also run an annual cycle, keep this review tight and focused, then capture longer lookbacks in the Simple annual performance review form. For balanced input, pair it with the Employee peer review form to collect 360 feedback. HR can use trends to update training and resourcing before year-end.
Must Ask Mid Year Performance Review Questions
- Which goals did you meet, exceed, or miss this half, and what evidence supports your results?
This clarifies performance against agreed goals and brings in proof for fair evaluation. It helps you separate outcomes from effort and set the right next steps.
- What obstacles slowed you down, and what support or resources would help you overcome them?
This exposes process gaps, tooling needs, or dependencies you can fix. It directs concrete actions (training, budget, staffing) to improve results in the next half.
- What are your top priorities for the next six months, and how will you measure success?
This turns the review into a plan with clear metrics. You get alignment on impact and avoid goal drift.
- Where did you grow skills or take on new responsibilities, and what impact did that have on the team?
This captures development progress and its business value. It informs recognition, promotion paths, and targeted coaching.
- What feedback have you received from peers or stakeholders, and what actions have you taken as a result?
This pulls in outside perspective and shows learning behavior. To gather structured input ahead of time, invite peers to complete the Team member evaluation form.
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