The calendar has flipped to Q2 — and for many companies, that means one thing: mid-year performance appraisals are just around the corner.

Often viewed as a “check-the-box” exercise, performance reviews have gotten a bad rep — awkward, unclear, and sometimes, unhelpful. But when done right, mid-year reviews are one of the most powerful tools for driving employee engagement, productivity, and retention.

So whether you’re an HR leader conducting the reviews, or an employee preparing for yours, here’s how to turn this mid-year moment into a career catalyst — not just a formality.

Why Mid-Year Appraisals Still Matter in 2025

In an era of remote work, agile teams, and continuous feedback, some have questioned the relevance of traditional reviews. But the numbers tell a different story:

📊 Key Stats:

• 89% of HR professionals in Singapore still conduct formal mid-year or annual reviews (Source: HRM Asia, 2024)
• Managers who provide regular feedback see 14.9% lower turnover rates (Gallup, 2023)
• Employees who feel heard and supported during appraisals are 4.6x more likely to feel empowered to perform their best (PwC Future of Work Survey, 2023)

In short? Mid-year appraisals are not dead — they just need a refresh.

Top 3 Reasons Why Mid-Year Reviews Are Critical

1. Course Correction

They allow managers and teams to recalibrate goals, resources, and priorities before year-end KPIs spiral off-course.

2. Two-Way Feedback

Unlike end-year reviews that often feel one-sided, mid-year sessions offer a great space for real dialogue — on workload, development, wellbeing, and aspirations.

3. Retention Checkpoint

According to LinkedIn’s 2024 Workforce Report, 1 in 3 employees say they’re actively exploring new jobs if they feel “unseen” at work. Regular reviews keep talent feeling valued and visible.

Tips for Employers: Making Mid-Year Appraisals Actually Useful

💡 Pro tip: Use this time to flag skills gaps or succession opportunities for your workforce planning.

Tips for Employees: How to Prepare for Your Mid-Year Review

1. Reflect before you meet – What are your biggest wins and roadblocks so far?

2. Show, don’t just tell – Bring examples, metrics, or client feedback to support your points

3. Ask for growth – Share what training, tools or support could help you excel in the second half of 2025

4. Stay open – Feedback isn’t personal; it’s a stepping stone

👀 Did you know? Only 21% of employees proactively prepare notes for appraisals — but those who do are rated more favourably by managers (Mercer Asia, 2024).

From Reeracoen: Turn Appraisals into Action

At Reeracoen, we believe performance reviews should empower, not intimidate.

If you’re a business leader, it’s your chance to invest in your people — to retain, develop, and energise your team.

If you’re an employee, it’s your chance to define your narrative — and set the tone for a stronger finish in 2025.

The key? Keep it constructive, data-informed, and human.

 

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References

1. HRM Asia – 2024 State of Performance Reviews in Singapore

2. Gallup – State of the Global Workplace 2023

3. PwC Future of Work Survey 2023

4. LinkedIn Singapore Workforce Report 2024

5. Mercer Asia – Employee Performance Trends 2024