Executive Summary A strong mid-year review feedback session format should (1) anchor on business outcomes, (2) be evidence-based (not opinions), (3) cover what to start/stop/continue, (4) reset priorities for H2, and (5) end with clear commitments and support needed. Below is a practical, manager-friendly template you can roll out immediately.

Key Recommendations

• Use a 60-minute structure (adjust to 45 or 30 minutes for roles with lighter scope).
• Keep the employee speaking ~60% of the time; the manager ~40% (especially on accomplishments, learning, and barriers).
• Make feedback “evidence-led”: 2–3 specific examples per theme (what happened, impact, what you’ll do next).
• Close with: updated goals, capability/support plan, and measurable next steps.

Mid-Year Feedback Session Format (60 minutes)

1. Pre-work (done before the meeting; 20–30 minutes total)

• Employee updates:
• H1 accomplishments (top 3–5 outcomes)
• Evidence/metrics (where possible)
• Challenges faced + what changed
• Progress vs goals / OKRs
• H2 priorities proposal (top 3)
• Development needs (1–2)
• Manager reviews:
• Look at performance signals (delivery quality, collaboration, leadership behaviors)
• Gather 2–3 specific examples for feedback
• Identify support gaps (resources, training, cross-functional blockers)

1. Opening & context (5 minutes)

Suggested script:

• “Today is about reflecting on progress since January and resetting for H2—so we align on priorities and what support you need.”

1. Employee self-review & reflection (15 minutes)

Prompt questions:

• “What are your top wins in H1 and what impact did they create?”
• “Where did you fall short of expectations—what were the causes?”
• “What did you learn about how you work best?”
• “Which goals need to stay, be adjusted, or be replaced for H2?”

1. Manager feedback (20 minutes)

Use a simple pattern for each theme:

• Situation: what happened (specific)
• Impact: what it changed/improved (business or customer outcome)
• Feedback: what was strong / what needs improvement
• Expectation: what good looks like going forward

Suggested manager coverage (choose 2–4 items total):

• Delivery vs outcomes (results, quality, timeliness)
• Collaboration/ways of working (stakeholders, communication)
• Role behaviors (ownership, problem-solving, customer focus)
• Growth/capability (learning, applying feedback, increasing scope)

1. Reset H2 priorities & expectations (10 minutes)

• Confirm or renegotiate H2 OKRs/targets
• Identify dependencies and key milestones (end of Q3 / end of Q4)
• Clarify decision rights and what success looks like

1. Development plan + support required (5 minutes)

Agree on:

• 1–2 development actions (training, stretch assignment, mentoring, skill-building)
• Manager actions (sponsorship, feedback cadence, removing blockers)
• Checkpoint date(s) (e.g., end of month/quarter)

1. Close & commitments (5 minutes)

• Summarize:
• What’s working (2 bullets)
• What needs improvement (1–2 bullets)
• H2 priorities (top 3)
• Next steps with dates
• Confirm both parties are aligned and document outcomes.

Suggested Agenda for 30/45 Minutes (Quick Adaptation)

• 30 minutes:
• Opening (3) + Employee reflection (10) + Manager feedback (10) + H2 reset & commitments (7)
• 45 minutes:
• Opening (5) + Employee reflection (15) + Manager feedback (15) + H2 reset & commitments (10)

Feedback Rules (Make it Effective, Not Personal)

• Talk about behaviors and outcomes, not personality.
• Balance “Start / Stop / Continue” with evidence.
• If performance gaps exist, be explicit about:
• the specific expectation
• the timeline for improvement
• what support/resources will be provided
• If strengths are identified, link them to where the person should apply them more in H2.

Meeting Output Template (Manager notes to record)

• H1 outcomes (top 3):
• Outcome 1 (metric/evidence):
• Outcome 2:
• Outcome 3:
• Strengths to continue (2):
• Improvements needed (1–2):
• H2 goals/OKRs (top 3):
• Milestones (Q3/Q4):
• Development actions (1–2) + due dates:
• Support/resources required:
• Next checkpoint date:

Risks (and How to Avoid Them)

• Risk: “Review becomes a talk, not a reset”
• Fix: force H2 goal confirmation and dated commitments.
• Risk: feedback is vague (“do better”)
• Fix: require 2–3 specific examples for each feedback point.
• Risk: discussion focuses only on performance, not support
• Fix: include a “blockers + support needed” segment.

Immediate Next Steps (Rollout Plan)

1. Send a one-page instruction pack to employees/managers (self-review prompts + timeline).
2. Train managers on the 7-part structure and evidence-based feedback.
3. Create a simple form for capturing outputs (so HR can aggregate themes if needed).
4. Set a standard cadence: mid-year feedback now + quick 6–8 week check-in.

If you want, I can also generate:

• A ready-to-use employee self-review form (1 page)
• A manager feedback script + “Start/Stop/Continue” example lines
• A score-to-story guide for consistent performance discussions

If you need help implementing these recommendations or would like expert guidance tailored to your organization, the team at Zunavish would be happy to assist.