Mid-Year Goal Check-Ins: Why They Matter and How to Do Them Right
We just wrapped up mid-year goal check-ins with our team. And honestly? They were some of the most valuable conversations we've had all year. Not because they were perfectly executed or because every goal was on track. But because they did the thing they're supposed to do—they helped people recalibrate, re-engage, and, in a few cases, chill out.
If you’re not doing mid-year check-ins, or you’re treating them like a box to tick, here’s why they matter—and how to make them actually useful.
Three Reasons Mid-Year Goal Check-Ins Are Incredibly Valuable
1. People cram — and that’s a good thing.
You know how students suddenly start studying the week before finals?...
Use it!
2. They reveal what’s actually possible.
Maybe the goal was too ambitious. Maybe the role changed...
It’s a reality check, not a punishment.
3. They show people you care.
When a manager takes time to talk about goals—not deadlines... “I’m invested in you.”
Three Things to Keep in Mind
If someone's behind, your job isn’t to add pressure—it’s to add a plan.
Stay future-focused. Ask what support they need.
If it’s no longer meaningful, give people permission to pivot.
📌 Bottom line:
Mid-year check-ins aren’t about judgment. They’re about energy. Sometimes that energy comes from a spark. Sometimes it comes from a little panic-induced cramming. Either way, check-ins move people—and that’s what they’re for.