Start A Conversation: Your Mid-Year Review Window Now Open!
We are committed to fostering a thriving, collaborative community where everyone can succeed. Completing your mid-year review is a crucial step in making this happen. Just as we aspire to inspire artists, we aim to inspire you to become the best version of yourself. This is why the mid-year review is so important – we care about your development.
With this in mind, the mid-year review window is open and here are some frequently asked Q&A’s:
1. When will the review window be open from and to?
The Mid-Year review window is open from 1st July until the end of September.
Having said this and given the summer break, it is good to know that many Line Managers are already starting to plan these one-to-one meetings.
2. Why are mid-year reviews important?
Having a continuous conversation with our line manager about how we are doing is important to not current but also future success. In addition, with hybrid working we know it is even more important to maintain social bonds.
We therefore believe the mid-year review is an important formal touch point for this discussion and underpins our commitment to continuous learning and development and connectivity with each other.
We recommend using the deepening discussions guide we have prepared to enhance your discussion during the review.
3. As well as review Objectives, do I need to do another Performance Review?
It is always good to have a general discussion about performance as well as discuss any development as part of succession planning- the HR team will be in contact with a reminder of specific actions agreed.
Review the guide we have provided by clicking the button below.
4. Have the questions changed?
The recent global leadership development programme focused on fostering the right mindset to enable change across the business, especially in the context of sustainability and evolving circumstances. This shift in mindset creates a positive work environment that promotes growth, innovation, and success.
However, achieving this also requires changes in behaviour and ways of working, which is essential for everyone.
To support this shift, we have updated our questions to help you act on this new mindset. Instead of asking what you can do better (what next steps will I take to make this improvement?), we now ask:
- What behaviour change do I want to achieve? and
- Why am I seeking to make this behaviour change?
5. What does behavioural change look like?
Our values, Quality, Passion, Accountability and Agility define our behaviour and shape our ways of working and support how we can act with the right mindset.
Other examples of behavioural change in the workplace may include, improving communications, decision making, adopting new technologies or processes, or promoting a healthier work-life balance.
These changes can involve adjustments in actions, emotions, thinking and relationships
If you have any questions regarding the mid-year review, please reach out to your line manager or local HR business partner.
Regards,
Global People Team
Additional Resources
Here's some additional information to help you get the most out of your conversation:
- Review the Ways of Working page
- Review the Values page and watch the videos demonstrating how you act out your values in the workplace.
- Review the decision making model.
- Watch the webinar featuring Jake Kersey and Jane Beeston, where they discuss deepening the discussion. To view this please click on the link here.
- Watch and learn from the five lesson course on Colart Academy, Giving and Receiving Feedback. Access this course by clicking on the link here.
- If you're thinking about your personal development, then view the three lesson course on Colart Academy, Leading Self, People and Teams. Access this course by clicking on the link here.