How Performance Review Calibration Can Benefit Your Teams

Bias when it comes to employee performance in the workplace is constantly being tackled by company management, when done right employee’s can get more productive and motivated with efficient performance reviews. 

To ensure every employee gets fair and objective comments for their works, it’s best to perform a performance review calibration as it assures consistent standards and criterias are being used when evaluating performances.

In this article, we’ll be discussing what you stand to gain with performance review calibration and how you can effectively implement it for your teams. 

What is a performance review calibration?

Performance review calibration involves the steps and actions done to ensure that employee performance evaluations are accurate, uniform, and fair in a company. 

This calibration is done for every employee to be evaluated using the same metrics and criteria. During the process, team leaders and managers gather to compare their assessments, while also exchanging viewpoints and thoughts to create a shared knowledge of each employee’s performance.

After reviews are gathered, calibration talks usually take place so managers can update and align their rankings with the uniform rating standard. 

Read next: A Guide to Mastering Performance Management

Why is performance review calibration important?

After knowing what the performance review calibration entails, why is it important to teams? Performance calibration is necessary because no matter how data-driven your evaluation process may be, the team leads and managers can be subject to unconscious bias.

Organizations use it to promote employee trust, achieve corporate success, and lower legal risks related to unfair or inconsistent evaluations. 

It’s also important to encourage a transparent and accountable company culture that prompts managers to hone their assessment abilities while matching talent development to organizational requirements. 

Performance review calibration can help employees have access to clear expectations, receive reliable feedback, and be evaluated on general grounds. 

When a company prioritizes calibration it shows that it cares about the success and advancement of its employees, which in turn produces a workforce that is more engaged, driven, and productive. 

Additional reading: 5 Common Performance Appraisal Mistakes to Avoid

What are the benefits of a performance review calibration?

performance review calibration

Performance review calibration has many benefits that improve the evaluation process, contribute to a fair and equitable work environment, and drive performance results. Here are some benefits you should see:

Reduce bias

Practicing performance review calibration can help remove any personal biases and stereotypes that can influence evaluations. The team leads and managers are enjoined to focus on objective criteria, ensuring that evaluations are fair and unbiased.

Standardize evaluations

The standardization of evaluation enables fair comparisons and informed decisions when it comes to employee performance. It also ensures consistency in evaluation criteria and standards across the organization irrespective of the teams involved. 

Fairness and equity

Fairness and equity in the workplace are some of the core company cultures organizations try to build. Doing performance review calibration can help to promote fair and equitable treatment of all employees, regardless of demographics or backgrounds, and eliminate every form of discrimination.

Read next: The Pay Parity Guide for HR

Improve credibility

The credibility of every organization hinges on a lot of internal factors and performance review is a part of them. When a company demonstrates a commitment to ensuring employees are well-evaluated, their credibility can also get better.

What are the performance review calibration methods?

They are simply methods that can be used to practice performance review calibration for teams. Here are some of the calibration methods: 


For this method, performance review calibration is done by using a benchmark or “anchor” to evaluate employee performance. The benchmark could be a high-performing employee, a specific project, or a certain metric.

In this method, you can also establish a rating system by adopting or adapting existing scales, such as Behaviorally Anchored Rating Scales (BARS) or numerical scales like binary or Likert scales. 

BARS evaluate specific job-related behaviors to minimize bias, while numerical scales assess performance on a spectrum. Whichever one suits your organization, apply it consistently to ensure fairness and accuracy in employee evaluations. 

For example, the anchor for your marketing team’s performance can be a top-performing campaign, this is used to evaluate the performance of every other campaign making sure that they are all considered on uniform levels. 

Forced distribution

In this performance review calibration method, managers are forced to place employees into a bell-curve distribution; it’s like a distinct performance bracket, typically ranging from poor to excellent. Theoretically, a fixed percentage of employees fall into each bracket. 

The goal of this calibration is often to:

Forced distribution is often coined as controversial and as some companies think it may lead to creating a culture of competition, it can be harmful to teamwork and collaboration within the workplace. 

Learn more: The 4 Pitfalls To Avoid When Conducting Performance Reviews For The First Time

Rank order calibration

Using this method involves ranking employees in order of their performance, from highest to lowest, without using a specific distribution or anchor. This performance review calibration approach focuses on relative performance, where employees are evaluated compared to their peers.

Here’s a brief rundown of how it works:

  • You gather a group of managers or team leads to evaluate employee performance.
  • Ask each of them to rank the employees in order of their performance, without assigning specific scores or ratings.
  • You then proceed to combine the rankings from all of them to create a master list, which shows the relative ranking of each employee.
  • This collective ranking is then used to identify top performers, average performers, and underperformers.
  • You can also adjust the ranking as needed, based on discussions and consensus among the team leads and managers.

How to perform an effective performance review calibration?

performance review calibration

Now it’s time for the heavy lifting, how can you do an effective performance review calibration for your team? We’ve got you covered by breaking it into 3 major steps. 


This is done before performance review calibration. You should define your objectives, review performance criteria, and collect relevant performance data. This preparatory phase sets the stage for a productive performance review calibration meeting ensuring everyone involved in rating is on the same page.

1. Define calibration objectives

Clearly state your goals for the calibration process. Is the goal to increase accuracy, decrease bias, or improve the consistency of the review? Defining the specific goals and objectives can aid in keeping direction and concentration.

2. Review performance criteria

You should ensure the performance review calibration criteria are understood by the managers and team leads. Reviewing this will ensure that employees are being evaluated using the same criteria.

3. Collect relevant data

Then you compile all relevant performance information such as employee accomplishments, feedback, comments, and assessments. The basis for talks about calibration will be dependent on the information retrieved.

4. Complete initial performance evaluations

Managers and team leads should also be strict about completing initial performance evaluations based on the collected data. This can help to remove unnecessary bias and promote the evaluation based on employee performance. 

Calibration Meeting

This is the major phase of the performance review calibration. You can proceed to schedule a meeting with all managers and team leads to discuss and finalize the performance evaluations.

1. Present initial performance ratings

You can start by sharing the initial ratings to spring up a discussion in the meeting. This is also helpful for first-time managers who haven’t been involved in former performance ratings. 

2. Facilitate group discussion

Once the discussion gets started, you can then begin to address discrepancies, biases, and concerns with the calibration. You want to make sure everyone involved states their opinion and agrees so the reason for the evaluation won’t be defeated. 

3. Perform rating adjustments

As soon as you’ve been able to reach a consensus, you can begin to adjust the performance ratings concluded from the discussion. 

Post Calibration

These are the things that need to be done after the performance review calibration is completed

1. Finalize ratings

Make sure you confirm and finalize performance ratings, they must accurately reflect employee performance without bias. 

2. Document the calibration process

You should keep a record of the calibration process and this can include objectives, discussions, and outcomes. You can later use this to track the progress of the calibration and identify more areas for improvement.

3. Communicate outcomes clearly

Also, you should share performance evaluation outcomes with employees, the calibration is done for them and they should be able to provide feedback and know on what grounds they get evaluated. 

4. Regularly review the calibration process

The last step you should incorporate is to schedule regular reviews of the calibration process to ensure it remains effective and fair. Adjustments may be needed as your company grows and it’s important to maintain a reliable performance evaluation system.

What are the best practices for performance review calibration?

You should know by now that performance review calibration is a big deal for companies who are looking to get better with employee performance. To get it right, follow these best practices: 

Conduct sessions in a neutral environment

You should pick a neutral location where all participants feel comfortable and unbiased to do the calibration sessions.

Ensure you avoid locations that may give one manager or team lead an advantage over others. Doing your discussion in a neutral environment encourages open discussion and a collaborative atmosphere.

Consider having a trained facilitator

If you’re just getting started with this process, you can also consider hiring a trained facilitator who understands performance review calibration and can manage the discussion effectively. They can make sure the session stays focused, objective, and productive.

Base discussion on objective data

It’s also best to ensure the discussion is based on objective performance data, such as metrics, goals, and feedback. This data is like the evidence to support evaluation decisions, reducing bias and subjective opinions. All participants should have access to the same data to produce a fair discussion and conclusion.

Ensure clear communication

When it involves the matter of employee performance, there should be open and clear communication among all participants. The managers and team leads should feel comfortable sharing their perspectives, concerns, and questions about the process. 

Achieving Consistent Evaluations with Omni

Implementing performance review calibration into your performance management strategy is an impactful effort towards team effectiveness.

Leveraging automation allows you to streamline your processes while gaining actionable insights for continuous improvement and team effectiveness.Through leveraging the power of automation, Omni allows HR teams and managers access to performance data that drives targeted approaches to swiftly addressing performance gaps and fostering growth within your organization. Our comprehensive and highly customizable performance review capabilities arm your team with the tools necessary to maintain regular performance analysis, and keep employees informed and motivated year round.

Book a demo with our team to learn more about how Omni can improve your performance management and help address performance gaps to foster a culture of continuous growth.

For more support in your performance management journey, download our free Ultimate Performance Review Template and get started on improving your team performance today.

HR’s Guide to Preparing for Mid Year Reviews

According to the State of Employee Engagement report, 96% of employees believe getting regular feedback is good. What does this mean for you as an HR manager looking to boost employees’ performance and engagement? 

Adopt a culture of continuous feedback instead of relying on annual reviews alone. This will help employees evaluate their progress regularly and motivate them to be more efficient.

That’s the goal of a mid year review. But let’s be frank—carrying out bi-annual performance reviews is an additional workload. So, how do you balance your regular HR duties with coordinating performance assessments?

In this article, we discuss mid year reviews, showing how to prepare for one and spur organizational growth without experiencing burnout.

What is a mid year review?

A mid year review is a formal evaluation that occurs every six months or at the end of the second quarter. It assesses employees’ performance, progress, and contribution toward achieving organizational goals before the year ends.

Instead of waiting until the end of the year, this review allows managers to recognize employee accomplishments, ensuring they align with annual goals. It also spots areas for improvement, offers proper feedback, and allows employees to share concerns they may be facing with work. 

This feedback system fosters open communication between employees, managers, and HR teams. It allows you to spot loopholes and achieve success before the year ends.

Why are mid year reviews important?

mid year review

According to SHRM, 71% of companies still conduct performance reviews on an annual basis. While this is great, a McKinsey study found that companies that focus on their people’s performance are 4.2 times more likely to outperform their peers. They also achieve a 30% higher revenue growth and experience a 5% lower attrition rate.

Hence, companies need frequent evaluations before the more detailed end-of-year review. 

Thankfully, many organizations now conduct performance reviews more than once a year. For instance, a 2020 study reports that 46% of organizations have modified their performance management systems within the past year.

Why, you ask? It’s because mid year reviews are crucial to organizational success in the following ways:

For employees

Mid year reviews offer several benefits to employees, some of which include:

Provide targeted feedback

By conducting a mid year review, you provide employees with timely feedback that helps them evaluate their performances and improve where necessary. This feedback also gives employees clear steps for adjustments so they meet or exceed expectations before the year ends.

Discuss development opportunities

A mid year review allows employees to reflect on their activities and spot performance gaps. By doing this, they know which areas need more development, discuss them with their managers, and take relevant training and courses to enhance their skills and output. 

This is a win-win situation for both your company and employees because while they attain career advancement, the organization increases overall productivity.

Ultimately, it promotes a culture of continuous improvement in which employees understand that the mid year review isn’t a mere evaluation but an opportunity to learn and achieve personal and professional excellence.

Boost morale and increase motivation

Per Nectar’s report, 84% of employees believe recognition enhances their motivation to succeed. A mid year review is an opportunity to recognize and acknowledge employees’ contributions to the company through feedback. Therefore, it helps employees feel appreciated and loyal to your organization while boosting their morale.

For employers

Achieve improved performance

When employers evaluate employee performance before the year ends, they easily identify high and low-performing employees and reduce skill gaps. Furthermore, bi-annual reviews help to confirm and realign employee goals with the company’s mission and objectives to ensure everyone is on the same page. This way, they make the necessary corrections and improve before the year ends.

Early detection of issues

Imagine waiting until the year ends to review productivity, only to see a problem you could have easily avoided if you had paid earlier attention. Thankfully, regular mid year reviews save your company the stress and spot early lapses that would have hindered success. 

Increased employee engagement

Like any form of communication, mid year reviews are a two-way process—you give and receive feedback. Hence, by addressing concerns while assessing employee performance, you hear them out, acknowledge their efforts, and offer solutions to their career problems. 

This regular feedback and recognition during mid year reviews enhances employee engagement, boosts job satisfaction, and increases productivity. Ultimately, it reduces turnover and helps retain top talent.

6 Tips for Preparing for Mid Year Reviews

Switching from an annual performance management system to biannual reviews is an excellent way to monitor progress and focus on short-term realistic goals. 

However, planning and conducting reviews can be time-consuming. Here are some useful tips to help you prepare for mid year reviews:

1. Develop a clear timeline

A mid year review is a 1-on-1 meeting between employees and managers. Hence, it should have a detailed agenda to streamline the evaluation process, provide structure, and set clear expectations for everyone involved. 

Furthermore, this timeline should include updates from the last review, previous goals, employees’ performance, new targets, etc. It should also address concerns and questions raised during the review. 

2. Establish clear performance criteria

Without standard criteria for measuring achievement, the process will be vague and can be easily influenced by factors like unconscious bias

When this happens, employees will not perceive reviews as objective and transparent. Instead, they will feel discouraged and unmotivated in the workplace. Eventually, it’ll become harder for them to achieve professional growth or feel fulfilled at work.

It is important to create benchmarks, metrics, or KPIs for assessing performance. Examples of performance criteria include quality and quantity of work, punctuality, teamwork, customer service, execution and organization, professional development, timeliness, problem-solving skills, resilience, communication skills, and job knowledge.

Tailor each metric to the specific roles of employees within the organization. For example, a salesperson’s criteria can be sales targets, lead conversion rate, customer feedback, and revenue generation.

Standardizing the mid year review process by setting clear criteria ensures that performance reviews are consistent across the organization. Above all, it establishes a fair and transparent mid year review process for every employee.

3. Provide employees with relevant resources

Once you’ve developed a clear timeline and created the necessary criteria, it’s important to clearly communicate these items. Also, provide employees with relevant resources that will help them prepare for their mid year reviews. This ensures transparency while building trust and managing expectations.

Furthermore, encourage employees to assess themselves before the review. Self-evaluations allow them to reflect on their achievements and identify areas for improvement before their managers do so. It also helps them discover questions or concerns to highlight during the review, making the process more intentional and productive.

Read next: Employee Guide: How to Write a Mid Year Review for Yourself and Others

4. Ask the right mid year review questions

Asking the right mid year review questions provides a broad view of employees’ performance, strengths, weaknesses, and areas for improvement. It also ensures you carry out a balanced evaluation that addresses all aspects of performance.

Furthermore, asking the right questions presents the review as a two-way conversation, encouraging you to actively listen to employees so they feel heard and valued. Ultimately, it enables workers to express their concerns and ambitions freely. 

Your mid year review questions should cover the employee’s contributions and goals and how the company can help them achieve more in the next two quarters.

Focus on open-ended questions as they give detailed answers instead of short yes/no responses. To achieve this, phrase questions with what, why, when, where, who, or how. For example:

  • What skills do you need to develop further?
  • What do you think of the feedback you’ve received so far?
  • What are your goals for the next six months?
  • How do you see the company’s culture advancing your work and professional growth?
  • What are your biggest challenges so far in meeting your business goals this year?
  • Where do you see your role evolving in the next six months?

Additional resources: 30 Mid Year Performance Review Questions to Spark Action

5. Focus on both performance and development

Tailor the review to address performance and development.  For example, identify each employee’s key achievements and note their weaknesses and areas for improvements. 

Then, suggest training programs, career development opportunities, or new responsibilities to help employees skill up.

6. Explore performance management software 

Performance reviews can be tedious. With so much data to collect and reports to analyze, mistakes and errors may happen if done manually. Biases can further get in the way and alter the accuracy of the review. 

So how do you achieve a productive mid year review without burning out? Here’s where performance review software comes in.

Using software streamlines the mid year review process, making it smoother and more efficient. For instance, it generates helpful questions and templates that HR teams can tweak for each mid year review cycle. 

It also allows you to use the same rating scale and ensure that performance reviews are done within a set timeframe. Furthermore, these tools let you continuously track progress and goals. The best part is that they require little to no effort to set up.

7. Encourage managers to provide post review development plans

After evaluating employees’ skills and providing helpful feedback, a development plan can be beneficial to supercharge an employee’s performance.

Encourage managers to prepare a development plan to help employees achieve professional growth. This plan can include regular training, mentorship programs, or courses needed to upskill for better performance before the next review session.

8. Gather feedback post mid year review

Ask for feedback from managers and employees about the concluded review. This is necessary to identify areas for improvement among employees and even in the mid year review process, so subsequent ones will be better. 

To gather feedback, send out satisfaction surveys to managers and employees so they can share their thoughts about the review and identify how you can refine the mid year review process moving forward. 

Additional reading: 5 Common Performance Appraisal Mistakes to Avoid

Streamline Mid Year Review Preparation with Omni

mid year review

When done right, mid year reviews can be a powerful tool to assess, motivate, and develop your team. Investing time and effort in refining your processes is key to achieving successful mid year review sessions that will have a positive impact on both employees and the organization as a whole. 

When employees feel supported, valued, and inspired by the performance appraisal process, they can become more engaged with their work. This will lead to improved productivity and increased job satisfaction throughout your organization. 

Omni’s performance management module is designed to help you streamline and automate the entire process, reducing administrative burden while offering a customized and consistent performance appraisal cycle for your team. Through the power of automation and technology, Omni helps ensure a mid year review process that mitigates bias and offers data-driven insights that maximize your employee growth and engagement. Book a demo with our team to learn how HR automation can help perfect your performance appraisal process.

Not quite ready for automated mid year reviews? Download our free Performance Review Kit for templates and guides that will help create a uniform and targeted performance appraisal for you and your team.

Understanding and Implementing Stretch Goals for Employees

According to research, setting specific, challenging, and ambitious goals (high-effort, high-risk) has been found to yield better performance outcomes in 9 out of 10 cases, compared to setting easier objectives. Clearly defining and striving for demanding goals tends to drive stronger performance.

Curious about the stretch goal meaning  and how to effectively implement it for your team? We’ll dive into the details on how you can integrate stretch goals into your employee development strategy, helping you unlock their full potential and drive growth.

Read next: Understanding and Implementing Quarterly Goals

What are stretch goals?

A stretch goal is an ambitious objective that requires high effort and carries a level of risk. It is intentionally set above normal standards to drive growth, see new opportunities, and gain valuable experience. By setting stretch goals, employers can help their employees break free from complacency and strive for high performance.

While it’s true that stretch goals are not expected to be fully achieved; their purpose is to inspire growth and push employees and teams beyond their comfort zones. 

When a stretch goal is met, it’s rewarded as high performance. Conversely, missing a stretch goal should not be viewed as low performance, but rather as an opportunity to learn and improve.

Relevant reading: Performance Review SMART Goals: 18 Examples to Drive Results

What are the benefits of stretch goals?

stretch goals meaning

Now that you know what stretch goals are, what do your employees stand to gain from setting these goals: 

Enhanced innovation and growth

One of the main reasons for setting a stretch goal is to motivate your teams and employees to think creatively and unconventionally.

For example, if your marketing team sets a stretch goal to grow your social media engagement by 40% within 3 months, the goal can push them to come up with creative campaign ideas and proven strategies to help drive social media engagement for the brand. 

Increased employee motivation and engagement

Having a stretch goal can also inspire employees to strive for excellence, which can improve employee engagement

A perfect example can be your sales team setting a stretch goal to exceed monthly targets by 30%, this gives them a sense of unity and motivation as the team works together to achieve the objective. 

Improved performance and results

To have improved performance and better results, you can set a stretch goal to help employees work more efficiently. 

Take for example, if you have a SaaS company and your software development team sets a stretch goal to develop a new feature on the app within 3 months, this goal can help create a clear target for the team which leads to increased efficiency and performance and can give you an edge to continuously improve your product.

What are the characteristics of an effective stretch goal?

Knowing what defines an effective stretch goal is an important step in implementing it. Here are some of the characteristics to look out for: 

Ambitious but achievable

Creating ambitious goals is not bad as a stretch goal should be challenging but is still possible to meet in a set time. 

See an example of this context, if you own a startup with no social media presence and your social media marketing team wants to target reaching your first 1000 followers in 3 days, that’s an ambitious goal, the question is “Can it be achieved?” Depending on the type of content and approach, yes. 

Specific and measurable

Your stretch goal should be clear and well-defined, with a specific target to aim for, much like a SMART goal. Specificity is needed as it increases the likelihood of measuring employee or team progress, providing a clear direction and focus. 

Having a specific and measurable goal ensures potential roadblocks are avoided, and the team’s progress can be tracked and celebrated. This enables the team to stay motivated and engaged, while they work towards a common goal.


A stretch goal must also have a clear deadline or timeframe for completion, this gives the employee or team a sense of urgency and focus. Without deadlines, goals can become vague and unachievable.

For instance, if your product development team aims to launch a new product, having a clear timeline such as 7 months or making it into a quarterly goal can lead to more effective planning and execution. At the end of the deadline, the goal can be evaluated, and improvements can be made as needed.

Aligned with overall objectives

A goal that doesn’t align with your company’s overall objective is meaningless. Every stretch goal should be an integral part of the plan to drive business growth and fit into company values

A common business objective is customer retention, let’s take for instance your customer service team sets a goal to reduce customer complaints by 35% within the next year. This is aligned with your overall objectives, making it a good example of stretch goals.

Here’s a good example of how your stretch goals should look like: 

The marketing team wants to increase website traffic by 100,000 visitors in the next 6 months (specific and measurable, time-bound), this will be done by using a new social media and content marketing strategy (ambitious but achievable), which is expected to help drive sales revenue (aligns with overall objective).

What are the differences between SMART and stretch goals?

The main difference between SMART goals and stretch goals is how realistic they are and their completion status. 

SMART goals, which stand for 

  • Specific
  • Measurable
  • Achievable
  • Relevant, and 
  • Time-bound, 

are designed to be attainable and focused on completion. 

Setting SMART goals gives you a clear target and an expected end. On the other hand, stretch goals are visionary, serving as a guiding ‘north star’ to inspire and motivate teams towards high performance.

When it comes to stretch goals, they are meant to challenge employees and teams pushing them beyond their comfort zone. It takes creative thinking and problem-solving to achieve a stretch goal. You can break it down into a series of smaller, achievable SMART goals that contribute to the progress of the larger end goal. 

How to implement effective stretch goals?

There’s the stretch goal paradox where setting effective stretch goals is challenging

If they’re too difficult, employees can start to become unmotivated and burned out. And if they are not ambitious enough, they won’t push them or drive growth. Stretch goals are best used when employees or teams are on a high-performance streak with sufficient resources, not when morale is low or current goals aren’t being met. 

This brings us to tips on how to implement effective stretch goals: 

  1. Involve your team when setting goals

We believe that stretch goals should be a collective effort, not just an instructed directive. Involving your employees and team in the goal-setting process will make them motivated and invested in achieving the goal. It’s also an opportunity to ask for their perspectives, knowledge, creativity, and ideas and use them.

You can have a team workshop or brainstorming session to discuss and define the stretch goal. Open-ended questions like “What’s the most ambitious outcome we could achieve?” or “What would make the biggest impact on our business? can also prompt them to think deeply and share their ideas.

  1. Break down large goals

It can be overwhelming if stretch goals are too broad or vague. The right thing is to break them down into smaller, manageable objectives that are challenging but achievable. Doing this will give your team or employee a clear roadmap for achieving the goal and keep them focused.

For example, if your team’s stretch goal is to “improve customer experience by 50% in 3 months,” break it down into smaller chunks like:

  • Conduct customer surveys and feedback sessions within the next 4 weeks
  • Develop a new customer relationship management system within 3 weeks 
  • Launch a pilot program for personalized customer engagement within 5 weeks

These smaller objectives are still challenging but can still provide a clear direction for your team and help in monitoring your key performance indicators (KPIs).

  1. Provide resources and support needed

Stretch goals sometimes require new skills, knowledge, or tools. Providing your team with access to the necessary resources and support to succeed is needed for the effectiveness of the goal. 

The resources and support can be: 

  • Financial resources like extensive budgets
  • Human resources
  • Leadership support
  • Mentorship
  • Informational resources such as training and workshops
  • Feedback and guidance
  • Recognition and rewards
  • Technological needs like relevant software or hardware

For a more practical example, assume that your marketing team sets a stretch goal to increase social media engagement by 500% within the next 6 months. To provide resources and support needed, you can choose to:

  • Allocate $10,000 for social media advertising and content creation tools
  • Hire a social media specialist to join the team
  • Provide training on social media analytics and content creation
  • Offer regular feedback and guidance from the VP of marketing or Head of Marketing
  • Celebrate milestones, such as reaching 10,000 followers or achieving a 20% engagement rate
  1. Embrace failure as learning

As we’ve discussed, a stretch goal is not created as a mandatory achievement, failure is a natural part of the process. You should teach your employees and teams to embrace failure as an opportunity to learn and grow, rather than a discouragement.

If your customer support team’s goal for personalized customer engagement doesn’t yield the expected results, you can use it as a chance to:

  • Analyze what went wrong and areas for improvement
  • Refine the approach and try again
  • Celebrate the effort and progress made, and recognize the team’s willingness to take risks

This will help keep your team motivated rather than just sulking over not achieving the set goal or objective and key results (OKRs)

Unlocking Peak Performance with Omni

stretch goals

Setting stretch goals serve as a powerful framework for obtaining organizational objectives, offering a structured approach to measuring progress and achieving goals. 

In today’s dynamic work environment, the Human Resource Information System (HRIS) has become indispensable in effectively managing and aligning these goals. 

Omni’s all-in-one employee management software empowers managers and People leaders to leverage automation, digitizing the people management process. Set and track employee stretch goals, performance review cycles, and gain real-time, actionable insights on employee performance in one, easy-to-use platform.

Book a demo with our team today to learn more about how Omni can help you transform your business and help your teams achieve their stretch goals.

The Best 360 Feedback Tools for Employee Engagement

If you’re looking in one direction, there’s only so much you can see. But by observing one round, you’ll have the complete picture of what’s going on around you. That’s precisely the idea for 360 degree feedback—it goes to multiple sources to get the full view of your employee’s performance, and build a plan of action based on better information.

But this kind of feedback has a lot more moving parts than a simple performance review. With multiple sources to consider, and the number of people involved, more and more HR departments are turning to readily available 360 feedback tools to take advantage of the benefits 360 degree feedback can offer.

Here, we’re going to take a look at the best 360 feedback tools, and the characteristics you’re going to want to look for in them so that they make the biggest impact for your organization.

Relevant reading: A Guide to Mastering Performance Management

What is 360 degree feedback?

360 degree feedback (sometimes called multi-rater feedback) is a type of performance evaluation currently favored by many HR professionals. It gathers feedback from multiple sources about your employees performance, behaviors, and competencies and, unlike traditional performance reviews conducted by a single manager, 360 degree feedback involves collecting input from multiple team members.

The “360 degree” reflects the comprehensive nature of the feedback, which takes a look at all sides of an employee’s performance and contributions, with feedback taken from peers, subordinates and even sometimes external partners or clients. This holistic approach provides a well-rounded assessment of your employees’ strengths, weaknesses, and areas for improvement.

We’ve explored 360 degree feedback in previous blogs, but in short, it’s commonly used for everything from performance appraisal and leadership development to talent management, and employee development purposes. When effectively applied, it can promote self-awareness, identify blind spots, boost collaboration, and support professional growth and development.

Read next: Mastering 360 Degree Feedback: Definitions, Tips, and Tools

What are the benefits for 360 degree feedback?

As mentioned above, there’s a ton of advantages to 360 feedback. One person may have very specific insight into your employee’s performance, but not the full picture. Here’s how 360 feedback paints a complete portrait:

Provides a comprehensive evaluation

Rather than just one person giving their opinion, 360 degree feedback gathers input from multiple sources. This comprehensive approach offers a more holistic (and ideally accurate) assessment of your employees’ performance, behaviors, and strengths, providing insights from different perspectives, each with its own value.

Improves employee engagement and morale

Involving your employees in the feedback process can increase their sense of ownership and engagement with their own development. When employees feel that their opinions are valued and heard, they are more likely to feel motivated and committed to their work and the organization as a whole. On top of that, knowing their own feedback will come from their peers will encourage them to work collaboratively and bond as a team.

Enhances performance through targeted development

The feedback collected through 360 feedback assessments can identify areas of strength and areas for improvement for your employees. Armed with this information, they can create targeted development plans to address performance gaps, improve performance, and advance their career goals.

Foster a culture of open communication and feedback

Implementing a 360 degree feedback signals to your employees that your organization values open communication and continuous improvement. By encouraging feedback from multiple sources, your company can promote a culture where its employees’ are comfortable providing and receiving constructive feedback, increasing transparency, collaboration, and trust.
Overall, the benefits of 360 degree feedback extend beyond individual development to impact the culture of your organization, employee engagement, and performance outcomes. By leveraging multiple perspectives and promoting a culture of continuous feedback and improvement, organizations can unlock the full potential of their workforce and drive sustainable success.

What to consider when choosing a 360 degree feedback tool?

360 feedback

While the amount of technology available to choose from means lots of flexibility, it can also be a bit daunting, and make selecting the right solution for your organization difficult. Here are key aspects of the best 360 degree feedback tool you should consider:

1. Is it customizable?

Look for a 360 feedback tool that allows customization to align with your company’s mission, unique goals and performance criteria. The ability to tailor questions, rating scales, and feedback categories ensures that the assessment reflects your organization’s specific needs and objectives. It also means you can update the nature of the feedback your organization collects as it grows and evolves, reflecting its new aims.

2. Is it easy to use?

User experience is absolutely essential for the successful adoption of any 360 feedback tool. Choose a platform that is intuitive, user-friendly, and accessible across devices. Your employees should be able to navigate the tool easily, complete assessments efficiently, and access their feedback and development resources without unnecessary complexity.

3. Does it offer reporting and analytics?

A robust 360 feedback tool should provide comprehensive reporting and analytics capabilities to derive actionable insights from assessment data. Look for features such as customizable dashboards, trend analysis, and benchmarking tools to track progress, identify trends, and measure the impact of developmental interventions over time.

4. Does the tool prioritize data security?

Protecting sensitive employee data should be your top priority. Ensure the 360 feedback tool you choose adheres to industry-standard data security protocols and compliance requirements. Look for features such as encryption, role-based access controls, and regular security audits to safeguard the confidentiality and integrity of your employees’ data.

5. Can it integrate with your existing HR systems?

Seamless integration with your organization’s existing HR systems, such as performance management, learning management, and talent development platforms, is essential for data consistency and workflow efficiency. Choose a 360 feedback tool that offers robust integration capabilities or APIs to streamline data sharing and reporting processes.

6. Can the tool scale and adapt based on your needs?

As your organization evolves and grows, your feedback tool should be able to scale and adapt to accommodate changing needs and requirements. Consider factors such as scalability, flexibility, and vendor support when looking at potential solutions to make sure the 360 feedback tool you go with can grow with your organization and continue to meet your evolving needs over time.

By carefully considering these factors when selecting a 360 degree feedback tool, you can choose a solution that fits with your organization’s objectives, promotes employee engagement and development, and drives meaningful performance improvement across your workforce.

Best 360 Feedback Tools for 2024

360 degree feedback
360 degree feedback

With all that in mind, what are the 360 feedback tools which exemplify the characteristics we spoke about in the previous section? Here, we take a look at some of the best 360 feedback tools available and breakdown what they can do for your organization:


Omni offers a comprehensive suite of features for 360 degree feedback, including customizable performance assessments, real-time feedback tracking, and robust reporting and analytics. Our user-friendly interface and flexible customization options make it a popular choice for organizations seeking to enhance employee engagement and performance. And of course Omni is more than just a 360 feedback tool—it’s also a powerful HRIS which offers a comprehensive suite of high-caliber HR tools in addition to its 360 degree feedback enablement.


SurveySparrow’s 360 degree feedback tool is known for its intuitive design, tailored surveys, and advanced reporting capabilities. With features such as multi-rater assessments, automated reminders, and AI-powered insights, SurveySparrow helps different organizations gather actionable feedback and drive continuous improvement across their teams.


Trakstar’s 360 degree feedback platform helps organizations streamline the feedback process, track employee performance, and identify areas for development. With customizable assessment templates, real-time feedback tracking, and configurable reporting options, Trakstar can help organizations leverage feedback to drive individual and organizational growth.


SurveyMonkey offers a user-friendly and versatile platform for conducting 360 degree feedback assessments. With a wide range of survey templates, customizable questionnaires, and powerful analytics tools, SurveyMonkey enables organizations to gather actionable feedback, identify strengths and areas for improvement, and drive performance improvement.


Spidergap’s 360 degree feedback tool is designed to simplify the feedback process and promote employee development. Like other options on this list, it features customizable assessments, automated feedback reminders, and interactive reporting dashboards. Spidergap helps organizations create a culture of continuous feedback and improve the performance of its team members.

Consider these 360 degree feedback tools for your organization—they offer a range of features and capabilities to support your team in gathering actionable feedback, driving employee engagement and development, and achieving your performance goals in 2024 and beyond.

Driving Performance and Engagement with Omni

best 360 feedback tools

Utilizing a 360 degree feedback tool suitable for your business needs can significantly boost your approach to enhance growth, development, and collaboration. 

With a 360 degree feedback tool like Omni, managers, employees, and the HR teams that serve them can take full advantage of its many benefits. Omni simplifies the entire performance review process, making it easier for managers to customize performance review questions, schedule performance review cycles, and run performance review cycles. With our user-friendly interface and intuitive features, Omni ensures a seamless experience for both participants and administrators.

Omni’s performance review solution integrates seamlessly with the 360 degree feedback process, allowing you to consolidate feedback from various sources and present it in a comprehensive format. Our platform ensures anonymity and confidentiality, encouraging honest feedback from all participants for you to leverage for performance improvement.

Book a demo with our team today to learn more about how Omni is the 360 feedback tool for your business.

30 Mid Year Performance Review Questions to Spark Action

Mid year performance review season is right around the corner. This is the perfect opportunity for managers to set up 1-on-1 meetings to provide feedback to your employees, get insight into their personal goals, and form a strategy to attain said goals. Likewise, managers can also use this time to ask for feedback from team members and gain valuable takeaways to become better leaders.

With that said, there are plenty of ways one can implement mid year performance reviews. However, it is important to take note of the best practices and asking the right mid year performance review questions in order to gain valuable insights and spark action.

Importance of Mid Year Performance Reviews

mid year performance review questions

Knowing the right mid year performance review questions to ask during the process is crucial for both employees and managers. 

For employees, mid year reviews provide a chance to offer regular, routine feedback and revisit goals set at the beginning of the year that might need adjustments. These regular check-ins and feedback sessions signal that employees’ contributions are valued, which leads to higher employee engagement and motivation

For employers, asking the right mid year performance review questions can help identify potential issues early on and promptly address them. It can also help to identify low performing employees and reduce any performance gaps. Regular reviews also ensure employee goals are aligned with overall company mission and goals, ensuring everyone is working towards the same targets. Mid year performance review questions can help employers identify high performers and potential future leaders as well as recognizing their achievements.

It is clear that mid year performance review questions are a valuable tool for both employees and managers to ensure a successful and productive workplace culture

Mid Year Performance Review Questions for Managers

Goal setting and progress

When deciding mid year performance review questions, an area of focus is goal setting and progress monitoring. By discussing and setting clear goals, managers can ensure everyone is on the same page. Specific goals can provide direction and motivate employees.

Example mid year performance review questions:
1. Are the current goals still relevant and achievable for your team members?
2. What progress have they made towards their goals so far this year?
3. Are there any adjustments needed in the team’s goals for the remaining year?

Skills and development

Next up, it’s important for managers to discuss skills and development mid year performance review questions with their team members. These questions help managers identify employee’s strengths and how they can be best used within the team or company, which leads to more efficient allocation of work and increased employee satisfaction.

Example mid year performance review questions:
1. What opportunities has your team member taken for professional development this year?
2. Are there any training programs or courses that they would like to participate in?
3. How can you help your team members to improve their ability to learn and adapt to new situations?

Work performance and efficiency

To gain a better picture, managers should include work performance and efficiency mid year performance review questions within the discussion to know how effectively an employee is working. It helps assess how well the employee met their set goals and objectives and gauge their contribution to the team. 

These questions also shed light on areas where employees might be facing problems or processes that can be streamlined through automation. Additionally, managers are able to identify areas of improvement and provide targeted coaching to improve individual and team productivity. 

Example mid year performance review questions:
1. What are the team member’s biggest accomplishments or contributions so far this year?
2. What processes or workflows could be improved to streamline your team member’s work?
3. Are your team members using the available tools and technology effectively?

Collaboration and communication

Teamwork and communication is the foundation of success. Managers can assess how well employees work together, share information, and contribute to a positive team environment by asking the right mid year performance review questions. 

By understanding the team’s communication style and ability to work effectively with one another, managers are able to create teams with complementary skill sets and achieve more with less. 

Example mid year performance review questions:
1. How effectively does your team member communicate with colleagues and you?
2. How can you support improved collaboration and communication within the team?
3. Does your team member feel comfortable raising concerns or asking for clarification?

Feedback and growth

Fostering a culture of continuous learning is important for business success, and this can be done through mid year performance review questions focusing on feedback and growth. 

By seeking for honest feedback, it allows both manager and employee to have two-way dialogue, fostering trust and collaborative working relationships. With insights on areas of improvement and growth objectives, managers can then create a personalized development plan tailored to the employee’s specific needs.

Example mid year performance review questions:
1. What feedback have you provided to your team members this year?
2. How can you encourage your team members to actively seek constructive feedback?
3. Are your team members open to new challenges and opportunities for growth?

Take your mid year performance review to the next level:

Mid Year Performance Review Questions for Employees

Goal setting and progress

When employees actively take part in setting goals, they gain a better understanding of expectations and how their work aligns with the company’s objectives on a bigger picture. 

It also provides an opportunity for employees to clarify success metrics, identify potential roadblocks, and propose solutions. Most importantly, it demonstrates their proactiveness and commitment to personal development. 

Example mid year performance review questions:
1. Are my current goals still relevant and achievable?
2. What progress have I made towards my goals so far this year?
3. What resources or support do I need to achieve my goals in the second half?

Skills and development

Discussing skills and development as part of employee’s mid year performance review questions is crucial for achieving long-term growth and career satisfaction. 

This is the perfect time for employees to reflect on their existing skills, future career aspirations, and how it aligns with the company’s evolving needs. These questions should also open a dialogue with the manager regarding skill gaps or specific skills that the employee wishes to develop. 

Example mid year performance review questions:
1. What opportunities have I taken for professional development this year?
2. What are my strengths and weaknesses? How can I leverage my strengths and address weaknesses?
3. How can I improve my ability to learn and adapt to new situations?

Work performance and efficiency

Understanding work performance and efficiency can bring about great benefits for employees. They are able to gain a clear understanding of what constitutes success in their roles and identify any bottlenecks, allowing them to focus their efforts on areas that matter and work more efficiently. 

Asking mid year performance review questions on performance and efficiency further demonstrates an employee’s proactive approach to their managers, as they are actively seeking ways to improve their work and improve overall efficiency.

Example mid year performance review questions:
1. What are my biggest accomplishments and contributions so far this year?
2. What processes or workflows could be improved to streamline my work?
3. Am I using the available tools and technology effectively?

Collaboration and communication

Next up on our mid year performance review questions for employees list, it’s a good idea to focus on collaboration and communication as it shows initiative and desire to be a strong team player. 

With the right questions, employees can gain deeper insights into how the team functions and how their communication style is seen by others. This allows them to adjust their methods accordingly to foster better communication between team members. 

Example mid year performance review questions:
1. Am I actively contributing to a positive team environment?
2. How can I improve collaboration and communication within my team?
3. How well do I understand my role within the broader company goals?

Feedback and growth

Last but not least, feedback and growth are the cornerstones of a successful review and should definitely be incorporated into your list of mid year performance review questions. 

Thoughtful questions on feedback allows employees to reflect on their past performance, identify their strengths and weaknesses, and set goals for future development, fostering a growth mindset. 

Example mid year performance review questions:
1. What feedback have I received from colleagues and managers this year?
2. How can I actively seek constructive feedback to improve my performance?
3. What are my biggest takeaways from the first half of the year?

Best Practices for Mid Year Performance Review Questions

mid year performance review questions

On top of these sample questions provided as a guide, here are some best practices that you can use to get the most out of your mid year performance review questions.

For Managers

  1. Be prepared and gather information before the performance review. This includes collating your employees’ past reviews, goals, and any relevant achievements or areas of improvement. It’s also a good idea to prepare mid year performance review questions in advance to set the structure and flow of the process.  
  2. Make it a conversation by encouraging employees to perform self-assessment and participate throughout the dialogue. Ask for their input on their goals, training and development opportunities, and any roadblocks or issues they face. 
  3. Be positive and supportive. This is the perfect chance to motivate and encourage employees, acknowledge their accomplishments and express your confidence in their ability to grow. It’s also important to be aware and avoid performance appraisal biases to make the most out of your mid year performance review questions. 
  4. Document everything and keep a record of your mid year performance review questions, key points of discussion, goals set, and action items. 

For Employees

  1. Consider performing a self evaluation before your performance review. Reflect on your accomplishments since the last review and gather any specific examples you have completed, skills you have developed, and goals you have achieved. This is also a good time to review goals and track your progress to identify areas where you fell short. 
  2. Be prepared with evidence and think critically. Anticipate common mid year performance review questions and prepare talking points for your responses. Think about ways to showcase your strengths and achievements using the STAR method.
  3. Look into the available training and development opportunities in advance. Take into consideration your organization’s goals and consider how you can contribute and provide value to achieving them. Identify any specific learning opportunities, and be prepared to discuss with your manager on how these will benefit your professional growth and in turn, help you contribute to the company. 
  4. Prepare some mid year performance review questions for your managers. This signals your commitment to growth and it’s a good idea to ask questions regarding company goals, future projects, or opportunities for advancement.

Optimize Performance Through Data and HR Tools

It is clear that asking the right mid year performance review questions is crucial to make the most out of your 1-on-1 meetings. However, performance management doesn’t have to be a daunting task, especially with the help of HR tools like Omni. 

Performance management systems make your job easier and increase productivity across your organization. Omni offers a comprehensive set of tools to streamline and help you carry out the essential tasks of performance management. By automating the entire end-to-end employee lifecycle, Omni unlocks the ability for managers and leaders to support their employees without sacrificing their limited, valuable time on manual or repetitive tasks.

Not ready to leverage automation but still want to make the most out of your mid year performance review questions? Download our free comprehensive Performance Review Questions Template to get the most out of your next performance review cycle.

HR’s Guide to Preparing for Mid-Year Performance Reviews

As we approach the midpoint of the year, it’s crucial to reflect on our progress and set the course for the remainder of the year. Feedback plays an important role in this process where a survey showed that 80% employees who have received meaningful feedback have higher engagement.

While annual and mid-year performance reviews are common tools for communicating feedback, public perception often criticizes them, questioning their accuracy and effectiveness. However, this underscores the importance of approaching performance reviews correctly.

Proper planning of mid-year performance reviews not only empowers your team to grow but also keeps employees engaged, fostering the thriving company culture you desire. Explore the benefits of mid-year performance reviews and tips on how you can prepare for it to maximize its potential.  

What is a mid-year performance review?

Mid-year performance reviews are evaluations conducted every six months, typically near the end of the second quarter. These reviews involve 1-on-1 meetings between a direct manager and an employee.

During this midpoint assessment, the manager reviews the employee’s performance goals and objectives to evaluate progress and ensure alignment with KPI and targets. Additionally, new performance goals and objectives may be suggested for the upcoming six months. 

Read next: A Guide to Mastering Performance Management

Why are mid-year performance reviews important?

Mid-year performance reviews are significant as they provide an opportunity to check in with employees, confirm their progress towards annual goals, make any necessary adjustments, and establish new goals for the next six months. These reviews also offer a chance to recognize employees’ achievements and discuss their development needs.

In essence, these mid-year performance reviews offer actionable steps and useful feedback for employees. They also encourage employees to share recent challenges and their overall work experiences, providing insights to create a more supportive workplace environment.

Benefits of Mid-Year Performance Reviews

Mid-year performance reviews offer several benefits for both employees and employers. These includes: 

  • Higher satisfaction levels: Checking in with your employees consistently and offering them the needed guidance shows that you care about their career growth and well-being. This promotes employee morale and satisfaction.
  • Higher engagement levels: mid-year performance reviews are a perfect chance to recognize and appreciate employees, which can make them feel valued and engaged.
  • Lower attrition rates: When you listen to employee feedback at regular intervals, you resolve issues promptly and enhance their work experience and productivity levels, reducing attrition rates.
  • Better work culture: To enhance your employee’s work experience and create an employee-focused culture, a mid-year performance review enables you to hear their ideas, feedback, and concerns and address them.
  • Balanced work allocation: mid-year performance reviews can help you determine whether an employee’s workload is excessive, adequate, or insufficient. This assessment provides valuable insights that can assist in effectively managing work capacities, reducing employee burnout.
  • Enhanced performance: When you set, track, and adjust goals via constructive feedback, you’ll see a boost in employee productivity and performance levels.
  • Reinforce company values: mid-year performance reviews provide managers with an opportunity to reinforce company values among employees. They can encourage behaviors that are in line with these values and address any misalignments as well.

Tips to Preparing for Mid-Year Performance Reviews

mid-year performance reviews

The success of mid-year performance reviews hinges on how seriously they are taken and how well they are prepared for. Here are some tips for HR leaders, managers, and employees to make the most of them in preparation for upcoming mid-year performance reviews. 

For HR leaders

Develop clear guidelines and templates

As an HR leader, you’ll find that effective mid-year performance reviews are based on clear guidelines and templates that define performance metrics.

Standardizing and structuring the process in this manner transforms these appraisals from subjective, unorganized reviews based on feelings and unconscious biases into objective, organized mid-year performance reviews based on data and facts. This approach also helps managers prepare their written mid-year performance reviews.

A good mid-year review example is when you’re assessing teams such as the social media team, consider investing in software solutions that provide managers with statistics for relevant metrics like engagement, amplification, virality rate and reach. 

Your template should include these metrics so that managers can evaluate employees based on the same criteria.

Train managers on conducting reviews

It is also crucial to train managers on conducting these mid-year performance reviews. You can create an agenda for them and walk them through it. This agenda typically includes:

  • Introduction: Clearly state the employee’s name, role, and job responsibilities, and the purpose of the mid-year performance review. 
  • Current performance and circumstances review: Discuss the employee’s daily processes and goals.
  • Roundup of the last performance review: Managers can start with talking points from the last review and progress from there.
  • Progress evaluation: Discuss the previously set objectives and whether the employee has achieved them. 
  • Actionable feedback: Provide feedback on the employee’s performance over the past six months and ensure they can act on it. 
  • Goal setting: Set new short and long-term goals and adjust old ones. Develop a plan with goals and a timeline, and offer extra support or reviews as needed. 
  • Receiving employee feedback: Encourage the employee to provide feedback on management and their work experience. Use this feedback for appraisals with managers. 

Relevant reads: The Manager’s Guide to Asking for Feedback

Facilitate communication and support

Communication and support are also crucial. Ensure that employees know about their mid-year performance reviews in advance and communicate the time and place, which should be private and quiet. 

This allows them to prepare their questions, suggestions, and input. They should also have a general understanding of the purpose and process of mid-year review in your company. 

Creating a supportive environment is key. Employees should understand that mid-year performance reviews are intended to help them grow. This should be evident in the tone, content, and the manager’s willingness to listen. Managers should have the necessary resources to support employees. 

One of many mid-year review examples for this is to remind managers to schedule and communicate mid-year performance reviews. This way, employees can book their preferred timing for the review and have enough time to prepare their questions. 

For Managers

As a manager, you can prepare for mid-year performance reviews in four ways:

Ensure clear performance expectations

To prepare for mid-year performance reviews as a manager, start by setting clear performance expectations and communicating them effectively to your employees.

Reviewing past mid-year review examples can be a great starting point to help you objectively assess progress and set goals that align with employees’ career vision. For instance, when conducting a review with a teacher, instead of stating she’s behind the curriculum, specify which lessons need completion before the mid-terms. 

Gather regular feedback

Secondly, gather regular feedback to show you value employees’ input and are committed to their satisfaction.

Use tools like employee satisfaction surveys to gather feedback on various aspects such as management and communication styles, task delegation, leadership abilities, workplace culture, and employment practices.

This feedback enables you to identify and address issues early, understand your coaching strengths and weaknesses, and enhance the overall employee experience. 

Calibrate expectations across all departments

Thirdly, calibrate expectations across all departments by referring to each employee’s job description to determine their responsibilities. Quantify your expectations using metrics and statistics that align with these responsibilities.

A great mid-year review example is to communicate specific targets for departments like customer services, such as average call duration, number of calls per day, and ratings expected. 

Communicate the process and timeline

Lastly, communicate the process and timeline clearly to provide employees with actionable steps. This makes feedback constructive and equips employees to handle it effectively.

Define the steps, tools, milestones, and deadlines involved in the process. Consider new responsibilities and skills employees want to learn, and incorporate them into the timeline. By following these tips, you can prepare for mid-year performance reviews in a way that enhances employee engagement and drives performance.

Relevant reads: Performance Review SMART Goals: 18 Examples to Drive Results

For Employees

As an employee, here are four tips to help prepare for your mid-year performance reviews and make the most of them. 

Review past performance reviews

Look back at previous appraisals to track progress and anticipate topics that your manager may discuss. This can provide insight into goals and benchmarks set in the past.

Perform a self evaluation

Conducting a self evaluation can help measure your progress against previously set goals and identify growth opportunities. For example, if you were responsible for testing code, consider whether you met deadlines during previous projects.

Develop talking points

Prepare topics that you want to discuss during the review, such as questions, concerns, suggestions or personal goals for the following year. Request additional resources if needed, especially if you are a new employee struggling with new tools or updates. 

Practice self-awareness

Last but definitely not least, approach your performance review with self-awareness, acknowledging your strengths and weaknesses. Be open to feedback and focus on growth opportunities. 

Take accountability for mistakes and seek guidance when necessary in order to improve. 

Stay Prepared for Mid Year Performance Reviews with Omni

mid-year performance reviews

Mid-year performance reviews don’t have to be a dreaded task, with the right framework and guidance, the exercise can become a useful tool in self-reflection and professional development. 

By embracing mid-year performance reviews and referring to the mid-year review examples provided above, and the conversations around them as a foundational element of performance management, your organization can empower your employees to proactively shape their growth and development. 

Omni’s customizable performance review feature allows managers to design a self-evaluation template to apply to employee performance reviews, track employee submissions, and derive critical insights to drive business decisions all in one centralized platform.

For more resources to improve your mid-year performance review cycle,

Book a demo with our team today to learn more about how Omni can aid your company culture, and help uncover the insights you need to build a highly engaged workforce.

Research indicates that 98% of employees feel disengaged from work if they receive little to no feedback. While receiving employer feedback boosts morale, self-evaluation can be tricky. How can you objectively assess your performance without exaggeration or downplaying?

This is particularly difficult when evaluating team achievements or addressing your own shortcomings, especially if influenced by managerial oversights.

All these hurdles are common when considering how to write a mid-year review for yourself and others. Let’s dive into the details, including what to include in your reviews and tips to craft a compelling narrative that shows your commitment to improvement within the organization.

What is a mid-year review?

A mid-year performance review is a scheduled check-in between an employer and an employee, typically held around the halfway mark of the year. It’s a rather relaxed, one-on-one conversation to discuss the employee’s progress, performance, and areas of improvement. These reviews allow managers to suggest strategy changes and address concerns before the detailed year-end review.

While usually informal, some employers may prefer a more structured evaluation. The review assesses progress toward current goals and may establish new goals if necessary. Employees are encouraged to share their perspectives and any obstacles they’ve encountered to receive guidance for success.

Relevant reads: How to Write a Performance Review in a Remote Work Environment

Why should employees write a mid-year review? 

Before discussing how to write a mid-year review for yourself, let’s briefly explore its benefits for both employees and the organization.

For employees

  • Gain self-awareness: reflecting on your performance halfway through the year helps focus on your strengths, weaknesses, and areas for improvement. It allows you to step back, analyze progress and plan for growth.
  • Proactively address concerns: identifying challenges early enables you to take proactive stress to address them before they escalate. Tackling issues promptly can prevent them from becoming larger problems.
  • Demonstrate initiative and drive your development: conducting a mid-year review shows your commitment to continuous improvement and excellence in your role. Taking initiative can make a positive impact on supervisors and colleagues.
  • Celebrate your wins: recognizing achievements from the first half of the year boosts confidence and energizes you for upcoming challenges, inspiring you to strive for excellence.
  • Set goals for the remainder of the year: use the mid-year review to set clear, actionable goals for the second half of the year. This provides direction and focus, maximizing your efforts for the rest of the year.

For organizations

  • Gather valuable information: mid-year reviews provide valuable insights into employee performance, progress, and challenges. This information aids in decision-making regarding HR budget, training initiatives, and strategic planning.
  • Foster open communication: encouraging employees to share feedback creates a workplace culture where they feel valued, leading to higher engagement levels.
  • Align expectations: mid-year reviews realign employee goals and expectations, ensuring everyone is working towards common goals.
  • Improve employee engagement: involving employees in the review process demonstrates that their contributions are recognized. This appreciation and involvement boost employee engagement and commitment.
  • Course correct: Mid-year reviews help organizations to address employee concerns promptly and realign efforts to achieve organizational goals.

Take your performance management to the next level!

Components to Include in a Mid-Year Review

how to write a mid-year review

To understand how to write a mid-year review, you need to include the right sections that cover your achievements, contributions, and areas of improvement.

Key achievements

Acknowledge significant achievements, such as meeting project milestones or exceeding sales targets, with concrete data or metrics wherever possible.

For example, “I successfully led a project team that implemented a new CRM system, resulting in a 20% increase in sales leads.”

Quantify your impact 

Use specific, measurable data to back up your achievements. For instance, “I implemented a new customer feedback system that resulted in a 30% increase in customer satisfaction scores compared to previous year.”

Highlight contributions to team and company goals

Demonstrate how your work supports broader organizational goals, citing specific examples of projects where you contributed to these objectives and collaborated with team members.

Identify core strengths 

Showcase your leadership abilities, problem-solving skills, and adaptability to new technologies. Highlight instances where you’ve taken initiative, led projects, and positively influenced team members.

Focus on specific development goals

Mention the goals you set at the beginning of the year and assess your progress. Discuss strategies to achieve these goals, especially if you’re slightly behind target.

For instance, as a sales representative who set a goal to achieve a 15% increase in monthly sales volume compared to last year. However, at the mid-year review, you found that you achieved a 12% increase, slightly below target. The mid-year review can help identify strategies to boost sales performance in the remaining months by focusing on areas of improvement and building on successful strategies.

Outline areas of improvement

Reflect on skills that could be developed to improve your performance, such as technical skills, communication skills, and conflict resolution.

By including these sections in your mid-year review, you can provide a comprehensive overview of your performance and demonstrate your commitment to growth and development within the organization.

If you’re unsure where to start, discover strategies for structuring self-evaluation conversations now!

Tips on How To Write a Mid-Year Review

In the next section in our guide on how to write a mid-year review, we’ll explore the essential tips for writing a review, whether for yourself or other team members.

How to write a mid-year review for yourself

If you are writing a mid-year for yourself, here’s what you need to focus on:

Review and reflect on past performance reviews

Begin by revisiting previous performance evaluations or feedback, including written assessments and meeting notes. Look for key points regarding strengths, areas for improvement, accomplishments, and feedback. Also, review your goals and their progress.

Based on this, ask yourself these questions to conduct your self-evaluations better:

  • What specific actions or behaviors were praised by my manager or colleagues?
  • Are there any recurring themes or patterns in the feedback I’ve received?
  • How have I addressed previous areas for improvement since the last review?
  • What insights have I gained about my strengths and weaknesses?
  • Have there been any unexpected challenges or successes that I can learn from?
  • How have I grown professionally since my last review?

Omni Tip on how to write a mid year review:
Create a running doc or list that you update weekly or monthly with projects you’ve worked on and wins you’ve had throughout the year. This makes it easier to recall when it comes time to review and reflect on your performance!

Use the SMART framework

Setting SMART goals is another helpful tip on how to write a mid-year review. Based on past performance evaluations, you’ll have new goals. Break these larger objectives into smaller, actionable tasks.

For example, instead of saying “I will try to improve my sales performance in the next few months,” you can say, “I will increase my monthly sales by 15% compared to the previous quarter by the end of the year. To achieve this, I will attend at least two additional monthly networking events, allocate one hour daily to follow up with potential clients, and enroll in a sales training course by the end of Q3.”

This approach ensures your goals are specific, measurable, and tied to a timeline, making it easier to track progress and make adjustments.

Be honest and objective

It is important to approach how to write a mid-year review with honesty and objectivity, acknowledging both successes and setbacks. Avoid being overly critical or lenient.

For example, if you’ve made progress in meeting deadlines but faced challenges on a specific project, address it directly:

“During the XYZ project, miscommunication led to rework and missed deadlines. I take full responsibility and plan to improve my communication by scheduling regular check-ins and actively listening to team input.”

This demonstrates your commitment to improvement and responsibility for your actions.

Include feedback from others

Feedback from others can provide valuable insights on your performance from different perspectives, shaping how to write a mid-year review.  Your supervisor provides insights into their expectations, your strengths, and areas for improvement.

Peers offer a unique perspective on how to write a mid-year review for yourself, noting strengths and areas to develop that your supervisor may not have observed.

Additionally, feedback from external sources like mentors can provide valuable guidance and constructive criticism to support your growth.

Structure review with clarity 

Your mid-year review should provide clarity on accomplishments, challenges, goals, and development areas, each with subheadings for further detail. Along with that, keep in mind the following:

  • Use concise and objective language and avoid unnecessary verbosity
  • Focus on solutions and proactive measures to address challenges instead of dwelling solely on problems
  • Maintain a positive and constructive tone throughout the review
  • Structure your review document logically and provide evidence to support your claims

Reframe shortcomings as opportunities for growth

Managers don’t expect perfection; they value individuals with a growth mindset who see shortcomings as opportunities. Identify root causes behind your shortcomings and use them to improve.

For example, if you missed project deadlines, explain how you’ll implement a more structured planning process for future improvement.

For Others

If you want to learn how to write a mid-year review for another individual or team, focus on the following areas:

Gather data and feedback

Collect quantitative and qualitative data from various sources to assess outcomes and workplace commitment. Use performance evaluations, project reports, and feedback from colleagues and supervisors. Consider conducting 1-on-1 meetings or surveys to gather input from team members, peers, or stakeholders.

Provide clear and unbiased feedback

Review progress toward the goals and expectations set at the beginning of the year or in the previous review. Use specific examples, observations, and outcomes to provide clear and concise feedback. While giving feedback, ensure you keep any personal opinions aside and base feedback on collected information, avoiding performance appraisal bias and judgements.

Balance positive and constructive feedback

It’s vital to acknowledge all achievements, big or small, to recognize an individual’s or team’s contribution. However, a balanced evaluation includes both praise and constructive criticism. little and big wins to show the contribution made by the individual or team. To illustrate, while praising an increase in customer retention rates, suggest exploring new strategies to diversify customer outreach. Provide specific examples of successes and areas of improvement to promote balanced growth.

Rely on facts and figures over opinion

It is important that your feedback is based on facts and figures rather than assumptions or personal opinions. Support your statements with quantifiable measures wherever possible.

Here’s an example:

“In the past six months, your sales figures have consistently exceeded the department average by 15%.  Your performance is particularly noteworthy considering the challenging market conditions we’ve faced. Your ability to close deals efficiently and maintain strong client relationships is reflected in our recent survey’s 95% positive customer feedback.” 

While not every point can be quantified, using numbers strengthens your feedback and demonstrates thorough research.

How Omni Helps Organizations Drive Progress

how to write a mid-year review

Knowing how to write a mid-year review for yourself or others is crucial to assess progress. Set new goals, and identify areas for improvement.

With well-structured self-evaluation strategies, you can confidently navigate your performance review, unlocking your full potential and driving personal and organizational achievements. Omni’s customizable performance review feature allows managers to design a self-evaluation template for employee performance reviews, track employee submissions, and derive critical insights to drive business decisions all in one centralized platform.

Performance reviews don’t have to be a dreaded task, with the right framework and guidance, the exercise can become a useful tool in self-reflection and professional development.

For more resources on how to write a mid-year review for yourself and others,

Join the 83% of Omni customers who have unlocked new, actionable insights after using our performance management module, and book a free demo with our team today.

OKRs for HR: Samples and Guide

Effective goal-setting (and goal follow through) are foundational for the success of every organization. That’s where Objectives and Key Results (OKRs) come in—they’re a relatively new tactic to set and achieve goals, with transparency and effective measurement. 

But they’re not just useful for Sales and creative departments. OKRs for HR professionals can help transform your Human Resources team from a purely administrative department into a serious strategic partner.

Here’s what you need to know about OKRs, how to implement them for your HR team, and the impact they can have on your organization: 

What are OKRs for HR?

We’ve written about OKRs a few times before, and for good reason. Originally popularized by Intel and later adopted by companies like Google, OKRs provide one of the most effective frameworks for defining and tracking objectives and their outcomes.

For HR professionals, OKRs offer a structured approach to aligning day-to-day HR initiatives with top-down organizational goals so that they ultimately work together towards strategic success. Unlike older styles of performance metrics, OKRs put extra emphasis on transparency, alignment, and accountability, helping you and your HR team focus on short and long term priorities while accurately measuring their impact on business success.

OKRs can encompass a wide range of HR objectives, from talent acquisition and employee engagement to diversity and inclusion initiatives. They provide HR professionals with a clear roadmap for improving key areas of the employee lifecycle and driving organizational growth. By setting ambitious yet achievable objectives and tracking progress with measurable key results, your team can drive continuous improvement and show just how valuable HR can be as a strategic partner to leadership.

How are OKRs for HR Used By Organizations?

OKRs for HR serve as a powerful tool for aligning human resources initiatives with broader business objectives and driving strategic outcomes. Here’s how they are typically used:

Alignment with organizational goals: OKRs for HR should be aligned with the overall strategic objectives of your organization. By setting HR goals that directly contribute to the company’s mission, vision, and company values, your HR team can ensure that their efforts are focused on activities that drive business success—and that this contribution can be measured.

Setting priorities: OKRs help HR teams prioritize their initiatives and allocate resources effectively. By identifying key areas of focus and setting clear objectives, you can ensure that your efforts are directed towards the activities that have the greatest positive impact.

Measuring performance: OKRs provide a framework for measuring the success of HR initiatives and tracking progress over time. By defining specific key results that clearly indicate your progress towards the strategic goals you’ve set, your team can monitor its performance and make data-driven decisions to update and modify its strategy as needed.

Driving accountability: With OKRs for HR, you can create a culture of accountability within your team. By assigning ownership of specific objectives and key results to individuals or smaller teams, you can make sure that everyone is responsible for contributing to the achievement of the main goals at your organization.

Continuous improvement: OKRs promote a culture of continuous improvement within the HR function. By regularly reviewing progress against objectives and key results, HR teams can identify areas for optimization and adjust their strategies accordingly to drive better outcomes.

By leveraging OKRs effectively, your HR department can optimize their efforts and work in the most effective, efficient, and transparent way to high-level organizational goals.

Benefits of Setting OKRs

Setting OKRs for HR allows you to enhance the effectiveness of your projects, advance day-to-day priorities all while driving meaningful impact within your organization. Here are some key benefits:

OKRs for HR

HR Professionals

Strategic alignment: As mentioned above, OKRs align HR initiatives with broader organizational goals and strategic objectives. By setting HR-specific objectives that directly contribute to your company’s mission and vision, you and your HR team can ensure that your efforts are perfectly in step with the overall direction of the business. Not only that, demonstrating this alignment and transparently working towards holistic goals gives your HR team an important seat at the strategy-making table.

Improved focus and clarity: OKRs for HR provide you with clear priorities and objectives, helping you focus your efforts on activities that have the greatest impact. By defining specific objectives and key results, your HR team can gain clarity on what needs to be achieved first and foremost, and can direct their resources towards achieving those goals before adding additional tasks or priorities onto their plate.

Data-driven decision making: OKRs promote data-driven decision-making within the HR function. By setting measurable key results that indicate progress towards objectives, HR professionals can track performance, analyze trends, and make informed decisions based on objective data rather than subjective opinions.

Enhanced communication and collaboration: You can facilitate better communication and collaboration among your team and across departments with OKRs for HR. By aligning objectives with teams from across your organization and sharing key results transparently, you can create a culture of collaboration, making sure everyone is working towards common goals and objectives.

Increased motivation and engagement: Setting OKRs can increase employee motivation and engagement for you and your team by offering clear goals and objectives to work towards. When people understand how their work contributes to the organization’s success and see their progress towards achieving their goals, they are more motivated and engaged in their work.

The Organization

OKRs for HR aren’t just good for human resources—effectively implemented, their downstream effects will be a boost to any organization’s bottom line. This includes:

Improved employee performance: By setting clear objectives and key results aligned with organizational goals, OKRs for HR help improve employee performance. When your HR team understands what is expected of them and how their work contributes to overall success, they are more motivated to perform at their best.

Learn more: A Guide to Mastering Performance Management

Enhanced talent acquisition: Organizations with well-defined OKRs and foster a culture of goal-setting are more attractive to top talent. A defined vision and purpose make it easier to attract and hire the best candidates.

Reduced talent costs: Effective OKRs for HR can lead to reduced turnover in the department and increased employee retention. When employees are engaged, motivated, and aligned with organizational goals, they are less likely to leave the company, reducing cost of recruitment, onboarding process, and training new employees, and maintaining an unbroken chain of organizational and personnel knowledge in your HR department.

Stronger employer brand: Organizations that set and achieve meaningful OKRs are seen as more successful and desirable places to work. A strong track record of goal achievement can enhance your organization’s reputation as an employer of choice, leading to increased interest from potential candidates and improved employer branding.

Increased profitability: Ultimately, the successful implementation of OKRs should drive increased profitability for your organization. By aligning HR efforts with strategic objectives, your organization can improve efficiency, productivity, and performance, leading to higher revenues and a better bottom line.

HR OKR Examples

Now that we’ve made it clear what OKRs for HR means and why they’re important for HR professionals and the organization, it’s time to dive into exactly what those OKRs might look like. Here are a few examples of what how an OKR might look at your organization:

For company culture

Objective: Foster a positive and inclusive company culture.

Key Results:

  • Increase employee satisfaction scores by 10% in the annual engagement survey.
  • Launch three company-wide culture initiatives focused on diversity, equity, and inclusion.
  • Achieve a Glassdoor rating of 4.5 stars or higher based on employee reviews.

For employee engagement

Objective: Improve employee engagement and morale.

Key Results:

  • Increase employee participation in company-sponsored events by 20%.
  • Implement regular pulse surveys to measure employee satisfaction and engagement, with a target score of 80%.
  • Reduce employee turnover rate by 15% compared to the previous year.

For recruitment

Objective: Attract and hire top talent efficiently.

Key Results:

  • Decrease time-to-hire for key positions by 20%.
  • Increase the diversity of the candidate pool by implementing targeted recruitment strategies.
  • Achieve a candidate satisfaction rating of 4 out of 5 based on post-interview feedback.

For employee retention

Objective: Improve employee retention rates.

Key Results:

  • Reduce voluntary turnover rate by 10% within the next six months.
  • Implement retention initiatives such as career development programs and mentorship opportunities.
  • Conduct exit interviews with departing employees to identify trends and areas for improvement.

For employee wellness

Objective: Promote employee health and well-being.

Key Results:

  • Increase participation in wellness programs by 25%.
  • Reduce absenteeism rates by 15% through wellness initiatives and incentives.
  • Implement flexible work arrangements to support work-life balance.

For performance management

Objective: Enhance performance management processes.

Key Results:

  • Implement a new performance management system and train managers on its use.
  • Increase the frequency of performance feedback sessions to bi-monthly for all employees.
  • Improve the completion rate of performance evaluations to 100%.

For training and development

Objective: Invest in employee growth and development.

Key Results:

  • Increase participation in training programs by 30%.
  • Develop individualized development plans for all employees based on their career goals and aspirations.
  • Achieve a 90% satisfaction rate among employees who participate in training and development activities.

For ensuring compliance

Objective: Ensure compliance with relevant labor laws and regulations.

Key Results:

  • Conduct regular audits to ensure HR policies and practices align with legal requirements.
  • Provide ongoing training to HR staff and managers on compliance-related topics.
  • Achieve a 100% compliance rate with all labor laws and regulations.

Grow Your HR Team with Omni

OKRs for HR

OKRs offer a powerful framework for HR to align employee goals with organizational objectives, increasing employee performance and engagement. OKR software can streamline the process, making it easier for HR to set, track, and manage objectives, fostering a culture of transparency and accountability. 

Omni’s performance management system powers your business with access to reports and analytics that provide valuable insights for measuring key results. Easily set, track, and measure OKRs across your teams within one, intuitive dashboard. 

To learn more about how Omni can help you unlock your business’ potential, schedule a demo with our team today.

Read next: OKR Software Comparison Guide 2024

OKR Software Comparison Guide 2024

Fortune Business Insights forecasts that “the global OKR software market size is projected to grow from $1.15 billion in 2023 to $2.98 billion by 2030, at a CAGR (Compound Annual Growth Rate) of 14.6% during the forecast period.” 

The Asia Pacific region is expected to experience the fastest growth in the global market, surpassing America, Europe, the Middle East and Africa. This growth is attributed to the increase in startups within the region. The increasing adoption of technology, including OKR management tools, enables companies to collect data and monitor performance effectively.

Companies of all sizes in countries like India, China, and Japan are also investing more in OKR software to enhance strategic operations. If you’re seeking the best OKR management tools for your business, this OKR software comparison guide will assist you in making an informed decision.

What is an OKR Management Tool?

OKR stands for Objectives and Key Results. Objectives are the goals you have for the company, and key results are the strategies you employ to reach these objectives. You can use the key results to measure your success level for your company goals.

While you can manage OKR via regular collaboration tools, OKR management tools facilitate this by giving you a time-tested framework. Plus, they go beyond goal setting to boost communication, teamwork, and organization.

You can use OKR tools instead of or alongside regular collaboration tools to support your organization. This way, your team members will be focused on company goals.

Read next: Modern Companies Need Performance Management System Software, Here’s What to Look For

Criteria for a Good OKR Management Tool

OKR management tools

Understanding the criteria for OKR management tools helps you understand how we’ve created this OKR software comparison and even create your own based on what you value most. 

Goal and Objective Management

Do the OKR management tools you’re considering help you manage your business goals? Which features support that? Think of aspects like key result tracking, goal setting and alignment with OKRs, scorecards, and monthly or quarterly reviews of your OKRs.

Furthermore, high-level OKR tools should be able to spot bumps from a mile away, enabling you to provide your team with the needed resources and support. They should also align organizational goals with individual or team goals so that everyone understands how they fit into the bigger picture.

Add to that regular nudges to keep employees focused on your company goals, and you’ll enjoy the improved goal visibility and urgency of OKR management tools.

Usability and Collaboration

You can run an OKR software comparison by seeing how well OKR tools support usability and collaboration. Make sure the software’s collaborative features support your business needs and goals.

Features to look for in OKR tools include integrated boards, collaborating on meeting agendas, sharing items and notes, and shareable dashboards to track progress. Not to mention, OKR management tools should support integrations with collaborative software tools.

Overall, one of the key requirements for OKR tools is to give your workers a positive, hassle-free user experience, regardless of the user device and degree of digital literacy. So, are the OKR management tools you’re considering easy to use with engaging interfaces?

Data and Analytics

A key to goal management is real-time progress tracking. You need up-to-date data and analytics on progress and relevant variables from OKR management tools.

With such data, you can see how well you’re doing, remain aligned with the objectives, and adapt to changes via timely insights. On top of that, the visual displays on dashboards make the data easy to digest.

Consider whether the OKR management tools in your OKR software comparison harnesses automation and supports streamlined data collection, meeting-ready reports, frequent reviews, and easy data exportation. Of course, you also want OKR management tools that keep your company data confidential and comply with data protection laws.

Additional Considerations

With that said, there are some less obvious considerations that’ll help you invest in the right OKR management tools and put together a balanced OKR software comparison.


Making an OKR software comparison with the necessary functions for your business can help you stay within budget when you pick OKR management tools. Also, look for OKR tools with transparent pricing and no hidden charges.

Implementation and Support

An OKR comparison tool should show how easy OKR tools are to set up and add new users to these platforms. OKR management tools should have a clear layout and instructions and a solid, responsive customer support team by developers. They should understand the OKR software and strategy building; after all, it’s the people who design strategies (not the tools).

Customer Reviews

Naturally, user feedback in the form of customer reviews and ratings is informative and helpful in an OKR software comparison. It might inform you of any blindspots, how usable the OKR tools are, and how responsive the support teams are.

5 OKR Management Tools For 2024

OKR management tools

Based on the criteria mentioned above, we have created an OKR software comparison guide for your reference and determine which OKR management tools accommodate your business needs the best. 

Omni HR

Omni HR is an all-in-one HRIS platform that frees HR teams from administrative cycles by automating the entire end-to-end employee lifecycle—from recruitment and onboarding to employee engagement and payroll—allowing you to redirect your time to strategic work that drives business growth.

As one of the best OKR management tools, Omni’s intuitive performance management module provides advanced analytics, real-time insights, and streamlined processes. With Omni, set and track employee goals, performance review cycles, and access real-time actionable insights on employee performance in one, easy-to-use platform. 


  • OKR customization for your unique business needs
  • Setting and tracking employee goals in real-time
  • Run performance review cycles on autopilot
  • Flexible performance cycles setup
  • Built-in templates and best practices
  • Customized OKR review forms
  • Real-time actionable insights and analytics
  • Seamless integrations with your team’s favorite tools and softwares
  • Dedicated customer support with quick turnaround

Suitable for: 

Omni HR is suitable for modern and growing businesses looking to automate OKR management with seamless integrations with existing workflows, real-time actionable insights and customization. With our dedicated customer support with quick turnaround time, your business is in good hands. is a user-friendly OKR management tool. It combines OKR defining, tracking, and alignment with performance management, task management, and team engagement. In that sense, the platform supports organizational growth.

This OKR tool guides you through a Plan-Execute-Engage-Learn cycle. You can set customized OKRs, track them easily, use collaborative features to boost engagement levels, and use the tool’s generated data to learn and fine-tune the process.

Not to mention, has integrations with Slack, HubSpot, Jira, Salesforce, and Microsoft Teams. If that isn’t enough, it allows you to customize integrations. The one drawback is that this software can be too complex for small teams.


  • Real-time progress tracking for organizational and individual goal alignment
  • Weekly informed check-ins to keep company goals at the forefront
  • Consistent performance monitoring for team workflow management
  • Skills and talent evaluation to streamline project execution
  • Collaborative features for higher engagement levels
  • Integrated with Slack, HubSpot, Jira, Salesforce, and Microsoft Teams

Suitable For: is one of the OKR management tools designed for not-so-small teams with employees who aren’t tech-savvy.


Weekdone is one of the notable OKR management tools in our OKR software comparison for weekly performance management. With its help, you can set and customize your structured goals and track them with constant pulse insights.

You can define, oversee, and align tasks and objectives and improve company-wide communication. We should also mention the platform’s support of quarterly OKR management and team collaboration on goals.

However, you can’t use Weekdone to establish mission or vision statements, and you can’t put together a competitive analysis. KPI tracking and OKR management are somewhat limited here compared to the others.


  • Visual dashboard to facilitate data consumption, share progress, and enable collaboration
  • Employee feedback support to enhance employee satisfaction
  • One-on-one sessions and OKR customization for effective OKR defining and tracking
  • Weekly plan tracking and quarterly OKR refresh tool to monitor real-time progress
  • Team planning support
  • Webinar resources and OKR training courses
  • OKR experts for assistance with the onboarding process

Suitable For:

Weekdone supports small and mid-sized businesses. It enables you to put together well-structured OKRs and oversee performance weekly.


Next on our OKR software comparison guide is ClickUp – a OKR management tool for businesses of varying sizes.

Its OKR framework template helps with goal setting, real-time tracking, goal alignment, and identifying potential obstacles. Accordingly, you can set and achieve SMART goals conveniently. Additionally, ClickUp comes with three different plans, accommodating your budget.

Its main drawback in our OKR software comparison is that, unlike some other OKR tools, ClickUp doesn’t support data exportation. It also isn’t the best for project feedback collection.


  • Weekly scorecards to divide big goals into smaller objectives for each week
  • Folders collecting weekly, monthly, and yearly goals for easy access
  • Real-time progress tracking and comparison to overall objectives for easy performance management.
  • Setting priorities so that employees know which tasks to start with
  • Numerous project use
  • Unlimited users allowed with the free version for all company sizes

Suitable For:

ClickUp works for everything from a startup to a big enterprise. It’s handy if you’re struggling to set, break up, assign, or manage tasks that serve organizational goals.

Viva Goals(

Microsoft contributes to OKR tools with its software solution, Viva Goals. Like other tools in our OKR software comparison, it aligns team and employee goals with organizational objectives, helping you identify complications in real time, notify teams automatically, and meet your business goals.

This solution is one of the OKR management tools that feature integrations with numerous tools, including Slack, Microsoft Teams, Asana, and Salesforce.

Not to mention, the dedicated support, training for managers and employees of all levels, and program and implementation support management. All of these features facilitate incorporating the tool into your daily processes without undermining productivity.

However, unlike other tools in this OKR software comparison, Viva Goals is not easy to set up, and its user interface takes some getting used to.


  • Goal alignment with organizational goals
  • Real-time problem identification
  • Automatic team notifications
  • Integrations with other platforms, such as Slack, Microsoft Teams, Asana, Salesforce, and Bamboo HR
  • Company-wide training
  • Dedicated and responsive support team

Suitable For:

Viva Goals is the OKR management tool for you if you run a big enterprise or a smaller but fast-growing business. It’s also perfect if your team isn’t very tech-savvy and needs detailed instructions for using OKR tools.

Read next: Your Guide to Successfully Pitching HR Software to Leadership

Achieve Strategic Growth with Seamless OKR Management

OKRs are one of the most effective frameworks for establishing business goals, and developing a sustainable tracking system will help your organization efficiently implement and sustain OKR goal setting for your entire business. 

Integrating OKR management tools with HRIS can further enhance their effectiveness. Omni’s performance management system powers your business with access to reports and analytics that provide valuable insights for measuring key results. Easily set, track, and measure OKRs across your teams within one, intuitive dashboard. 

To learn more about how Omni can help significantly improve organizational goal-setting and performance management processes, ultimately leading to better outcomes and success for your business, schedule a demo with our team today!

Understanding and Implementing Quarterly Goals

The concept of goal-setting isn’t new to the workplace. Organizations across different industries and sizes commonly employ goal-setting as a means to achieve a variety of objectives. 

Research shows that when a formidable goal strategy is in place performance and productivity spike to new levels.

However, the more ambitious and far-reaching the goals, the greater the challenges in achieving them. At the beginning of the year, businesses embark on annual strategic planning sessions with the aim of accomplishing visionary and transformative goals.

Poor implementation remains the major reason why companies fail to hit their targets. Quarterly goal setting presents a more effective and streamlined process that helps businesses move from strategy design to implementation. 

In this article, we discuss what quarterly goals are, examples, and the necessary steps to creating them for your organization.

What are Quarterly Goals?

Quarterly goals are objectives typically set within a timeframe of three months. These goals break down larger strategic initiatives into manageable and measurable targets that can be achieved within a short period. 

In every business year, quarterly goals are set for 90 days or 12 weeks, depending on how you see it. 

This includes:  

Q1: (January to March)

Q2: (April to June)

Q3: (July to September)

Q4: (October to December)

The Importance and Benefits of Implementing Quarterly Goals

Breaking down long-term vision

Employees tend to lose sight of long-term objectives over time. Breaking them down into smaller goals makes them more achievable and realistic. 

Enhancing focus and clarity

Objectives achieved within a short time frame provide clear direction, and empower teams and departments to laser-focus on specific tasks and responsibilities with a clear understanding of their contribution to the larger vision.

Boosting motivation and engagement

Smaller milestones and frequent check-ins provide a sense of accomplishment and maintain momentum. This momentum keeps employees engaged and excited about their work. 

Facilitating improved performance

At the end of each quarter, individuals and teams can assess the progress they’ve made, receive feedback and make adjustments as needed. This fosters a culture of continuous improvement and innovation. 

Learn more: The 7 C’s of Team Effectiveness (With Models to Drive Results)

Promoting agility and adaptability

Long-term goals are rigid and allow little to no flexibility but within a short time frame, organizations can adapt to changing market conditions and respond efficiently. 

Strengthening communication and collaboration

Many quarterly goals require input and collaboration from different teams and departments. This naturally fosters increased interaction, knowledge sharing, and collective problem-solving, which is particularly crucial for enhancing communication in remote work settings. Teams learn to utilize each other’s strengths and expertise, fostering a more collaborative work environment.

Building a culture of accountability

Clearly defined short-term goals foster a company culture of responsibility and discipline within teams, ensuring everyone is aligned and working towards achieving specific, desired outcomes.

Examples of Quarterly Goals

Here’s what quarterly goal-setting would look like across these departments:

Marketing teams

Objective: Generate 15 leads through inbound marketing efforts

January: Develop and launch targeted social media ad campaigns.

February: Optimize website for lead generation.

March: Analyze marketing campaign performance and make adjustments.

HR teams

Objective: Reduce employee turnover rate by 15%

January: Conduct employee satisfaction surveys.

February: Implement mentorship or coaching programs.

March: Monitor employee engagement and address concerns.

By focusing on one key task per month, each department can make steady progress toward achieving their goals.

The Relationship Between Quarterly Goals and OKR

quarterly goals

Objectives and Key Results (OKR) are a proven methodology used by leading companies to track and manage goals. 

They help teams and individuals clearly define what they want to achieve (objective) and how they will measure progress (key results) within a specific time frame, such as a quarter. This clarity ensures that everyone is aligned on the goals and working towards the same outcome. 

For example, If a company’s quarterly goal is to build their marketing channels to help grow their brand, this could be translated into an OKR as follows: 

Objective: Make the company’s YouTube channel go viral within the first quarter. 

Key Result 1: Generate 100,000 views on our YouTube channel 

Key Result 2: Gain 10,000 new subscribers 

Key Results 3: Get YouTube average click-through rate of over 5%

Here’s how you can break down your goals into objectives and key results:

  • Choose 3-5 objectives. These are ambitious and inspiring goals — your team should be stretched and pushed beyond their comfort zones. To achieve alignment on every level, individuals and teams should have a good understanding of what the company is trying to accomplish, sit down with your team, and brainstorm key things you want to achieve over three months.
  • Identify key results that align with the objectives. This should fall between 2-3 metrics. You should be able to measure your key results, so use numbers. 
  • Regularly review progress toward the key results and make adjustments as needed to stay on track. To help implement and manage OKRs effectively, there are goal-setting tools and performance management software available. 

Why Your Organization Should Set Quarterly Goals

Competitive advantage: Quarterly goals allow organizations to stay ahead of competitors by implementing timely initiatives and capitalizing on emerging opportunities. 

Customer Focus: With the aid of quarterly goals setting, organizations stay focused on meeting customer needs and expectations by setting specific targets for product development, service delivery, and customer satisfaction. A software company aiming to enhance user experience would use this goal-setting method to release new features based on customer feedback every three months, ensuring that product development remains customer-centric.

Employee development: Opportunities for skill development and growth arise when quarterly goals are in place. Employees can work toward achieving challenging objectives within defined time frames.

Financial planning: Quarterly goals assist in financial planning and budgeting by breaking down revenue targets, cost-saving measures, and investment priorities into manageable chunks.

Strategic Alignment: Quarterly goals ensure that day-to-day activities are aligned with the organization’s long-term strategic vision and objectives.

Steps on Creating Your Quarterly Goals

1. Determine your objectives

You have to begin by defining your overall goals and objectives. What are the main things the company wants to achieve in the coming year?

Here are some common examples:

  • Launch a new product into the market
  • Increased revenue
  • Improved customer satisfaction 

Remember to start small, most of the objectives outlined are important but not all are crucial. Analyze critically and set up a system or a screening process to simplify and prioritize your business objectives. 

2. Set SMART goals

Ensure your objectives follow the SMART framework. This framework guides your goals and makes sure they are reachable.

Specific: Avoid setting vague and generic goals, clearly define what the department wants to achieve. 

Measurable: Without the right metrics, it is difficult to assess whether you’re on track to reach your goal. Measurable goals must have numbers assigned to them against which you can measure progress. 

Achievable: The target you set for each quarter must be realistic, considering your resources, capabilities, and market conditions. While ambitious goals might seem challenging at the start, they can become out of reach when they are not well-defined. 

Relevant: One way to know if a goal is relevant is to assess its alignment with the organization’s overall objectives, mission, and strategic priorities. This means evaluating whether the goal contributes directly to advancing the organization’s broader purpose and long-term vision.

Time-bound: Define a clear timeframe for achieving the goals. Always include a start and finish date for the goals to be reached. The absence of time constraints can create a sense of complacency, making it easier to procrastinate and ultimately diminishing the likelihood of achieving the goal.

An example of a SMART goal for an organization would be, “Increasing gross profit by $50,000 in the next 12 months by gaining at least 10 new customers.”

3. Cascade goals across departments

In a business setting, the senior leaders or top management (C-level executives) set the goals for the year. From there, it is shared with departments, managers further break down the goals to employees. Make sure to get buy-in not only from leaders and stakeholders but also from employees. Involving everyone in this process increases commitment and provides alignment. 

4. Develop action plans

Now that you’ve identified your objectives for each quarter, the next step should determine how you can get there. For each departmental goal, identify specific tasks, milestones, and deadlines needed for achievement. Use project management tools to track progress, manage tasks and facilitate collaboration.

5. Monitor and adapt

Have regular team meetings to monitor progress. Establish Key Performance Indicators (KPIs) to measure progress toward each goal and action step. Make sure to celebrate success and acknowledge challenges along the way. Adjust when necessary and restrategize for the next quarter. 

Elevate Your Performance Through Quarterly Goal Setting

quarterly goals

Setting quarterly goals serve as a powerful framework for obtaining organizational objectives, offering a structured approach to measuring progress and achieving goals. 

In today’s dynamic work environment, the Human Resource Information System (HRIS) has become indispensable in effectively managing and aligning these goals. 

Omni’s all-in-one employee management software empowers managers and People leaders to leverage automation, digitizing the people management process. Set and track quarterly employee goals, performance review cycles, and gain real-time, actionable insights on employee performance in one, easy-to-use platform.

Read next: Your Guide To Successfully Pitching HR Software To Leadership

Book a demo with our team today to learn more about how Omni can help you transform your business and help your teams achieve their quarterly goals.

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