As a die-hard NY Giants fan, I'll never forget that September 2022 game against the Titans in Nashville.
First game of the season and a new head coach. With 8 minutes left in the game, Daniel Jones threw another red-zone interception (his signature move). When he came off the field, Coach Daboll immediately pulled him aside for an animated sideline chat. And the Giants fans were immediately up in arms - "Why is Coach giving him an earful right now?!"
But here's what happened next: Jones went back out on the field and led a 73-yard touchdown drive with a two-point conversion, winning the game by one point. That year? The Giants had their first winning record in five (very long) seasons.
At a NY Giants game, very excited to see a client's product at the entrance gate. Yay Wastequip team!
Daboll didn't wait until the end of the game to give Jones feedback. He didn’t avoid the difficult discussion because it was hard to do. And he didn't sugar-coat. He gave Jones radically candid "mid-flight course correction" ... in real-time. And it led to victory! 🏆
Most companies are gearing up for mid-year discussions right now, and it got me thinking:
In sports, coaching never waits until the season's over.
Why do we let it happen so often at work?
In this newsletter, we'll explore why mid-year feedback matters more than you think, reveal the surprising gap between how managers believe they're coaching and what employees actually receive, and give you a practical playbook for mid-year discussions that will set your team up to win in the second half.
Why Halftime Matters 🏈
Think mid-year reviews are just corporate busywork? Think again!
The data might surprise you (and make you rethink your feedback strategy):
96% of employees say that getting regular feedback is a good thing.
But only 20% of employees say they receive feedback weekly …
compared to 50% of managers who think they're giving it.
65% of employees want more feedback than they're currently getting.
And of those who do get feedback, only 30% believe it’s meaningful.
Here's the kicker: There's a massive gap between what managers think they're doing and what employees actually experience. Your team is asking for feedback. Are you giving it in a way that will help them win the game?
Your feedback schedule should look like this (no bye weeks!):
Weekly or bi-weekly 1:1s = Those quick huddles between plays
Mid-year discussions = The halftime pep talk with a plan for the rest of the game
Year-end reviews = Post-game film study (with no surprises, because you've discussed it all during the season)
The goal of a mid-year discussion isn't criticism. It's about getting your team psyched up to win in the second half of the year. If you're waiting till year end, you're putting your team at a disadvantage - because they won’t have the insight or support they need to course-correct during the game.
Sources: Gallup, BuildEmpire
Your Second-Half Game Plan
Have These 4 Essential Conversations
Think of them as your non-negotiables for every mid-year discussion:
Review & Reassess Goals
Are your employee’s original goals still relevant? Has the business context shifted? Does anything need to be added, changed or re-prioritized? Walk away from the conversation with a refreshed list of goals that are specific and measurable.
Discuss Progress Against Goals (The What)
What's on track? What's falling behind? For wins, give specific feedback on the actions that fueled success. For misses, focus on coaching toward solutions rather than dwelling on problems.
Discuss Values & Behaviors (The How)
Help employees see how their daily actions align with company values. Identify 2-3 behaviors they're modeling well and 1-2 they should adjust. Use specific examples. No generalities allowed.
Create Opportunities for Growth
High performers might be ready for stretch assignments. Struggling employees might need coaching or skill-building support. Either way, create a concrete plan for continued development in the second half.
Make it a 2-way conversation
Don't just give your feedback! Invite your direct reports to share their perspective as well. Empower them to find solutions and develop their own action plans. Ask what you can do more of, less of, or differently to help them succeed. The best coaching happens when both sides are actively engaged in the conversation.
What if My Manager Doesn't Offer a Mid-Year Review?
When Your Coach Doesn't Call a Huddle
Not every manager has built huddles and halftime chats into their leadership schedule, but that doesn't mean you're stuck on the bench. Here's how to create these conversations yourself:
Ask for it directly: "I'd like to have a mid-year discussion. Here's what I'd like to cover ..."
Come prepared: Bring your wins, challenges, suggested goal adjustments, and development interests
Use smart questions:
"Where do you see me delivering my best work?"
"Which of my actions are fueling my success?"
“What should I do differently in the second half?"
Thank your manager afterward to reinforce that you value their feedback (and want it more often).
Resources to Level Up
Because we’re nerdy about leadership and have the research to back it up
🎉 20% off "Mastering the Art of Feedback” virtual workshops
Do your managers need to sharpen their coaching skills? I would tell them follow Brian Daboll, but his shining star didn't last vey long. Instead, shoot me an email at Erika@UpstreamHR.com and we'll schedule a session for your team. Don't forget to mention the Mid-Year discount!
Wisdom Worth Sharing
"Feedback is not criticism; it's guidance. It's the compass that keeps us on course."
Simon Sinek
"When you want to help people, you tell them the truth. When you want to help yourself, you tell them what they want to hear."
- Thomas Sowell
Featured Greetings of Gratitude
Give thanks to the brave ones who say (and hear) what needs to be said:
The second half of the year remains unwritten and the possibilities are endless. Step into it like a coach who knows the game isn’t over ... get out there and win!
Reader, I’ve been hearing a common theme lately: “Our engagement scores are down. We need to upskill our managers, but we don’t have the time or budget for a full training program.” If that sounds familiar, you’re not alone. But here’s the hard truth: doing nothing is the most expensive choice. Because when managers struggle, engagement erodes, performance stalls, and your best people start looking for leadership ... somewhere else. That's why we built the Upstream HR Toolkit Vault: a library...
