Describe your review cycle, roles, and rating approach. Makeform creates a structured mid year performance review form for reflection, evaluation, and second-half priorities.
Route completed reviews to Google Sheets, Slack, and Zapier.
Sample prompts for the builder
Choose a prompt, tailor it, or send it into the Makeform builder. Each sample is a starting structure, not a completed assessment.
Audience
Employees and their direct managers
Format
Two-role review with shared rating areas
Prompt size
346 chars
Example form structure
Two-role review with shared rating areas
Who is completing this review?
Progress on first-half goals
Evidence behind your ratings
What support is needed?
Next six-month priorities
Suggested routing tags
Employee reflection
Manager assessment
Follow-up needed
Ask for a concrete example beside every rating so the work, result, or behavior behind it is clear.
Step 1
Reflect
employee records progress, evidence, and obstacles
Step 2
Evaluate
manager rates the same goals and competencies
Step 3
Discuss
both compare perspectives in a focused conversation
Step 4
Commit
second-half goals, support, owners, and dates are recorded
A useful midpoint
A shared structure surfaces changes early and grounds the conversation in goals, evidence, obstacles, and second-half decisions.
Give employees and managers matching goal and competency questions so differences in perspective are visible before the conversation.
Place a required example beside each scale so the result or behavior behind a score is clear.
Capture each next goal, measure, due date, employee action, and manager commitment so follow-up does not disappear into meeting notes.
Adapt the review
Start with shared questions, then tailor role paths, scoring language, and follow-up fields.
Branch by reviewer role while keeping identical goal and competency labels for a direct side-by-side discussion.
Show different criteria for people managers, individual contributors, sales, support, or operations after the respondent selects a job family.
Ask about proud moments, difficult work, unresolved questions, and requested feedback before the meeting.
Convert discussion points into measurable priorities, development actions, support commitments, target dates, and a scheduled check-in.
Review workflow
Create a consistent backbone, then add your organization's language and criteria.
Name reviewer roles, the period, rating scale, competencies, role criteria, and required decisions.
Add competency definitions, explain each rating, and make evidence prompts specific.
Show reflection prompts to employees, assessment prompts to managers, and relevant criteria to each department.
Send a dated form link, route submissions, and use the response as the meeting agenda.
Choose a review format
Choose a format that keeps expectations consistent while preserving work context.
Field guide
Six sections move from context and evidence to clear commitments tied to the employee's role.
Review context
Collect enough context to route and interpret the response. Pre-fill details HR already knows when possible.
Goals and outcomes
Capture each current goal, its status, and evidence. Separate achieved results from completed activity and note changed priorities.
Competencies
Use a short labeled scale for relevant areas such as collaboration, judgment, quality, ownership, or role skills.
Strengths and growth
Capture demonstrated strengths and focused growth areas, including how each skill will be practiced.
Obstacles and support
Identify friction in priorities, workload, tools, handoffs, or decisions, then define employee and manager actions.
Second-half plan
Turn discussion into a few priorities that remain clear at the next check-in.
Related tools
Use focused forms for self-reflection, peer input, ongoing planning, and recognition alongside the mid-year checkpoint.
Give employees a dedicated reflection path for achievements, challenges, support needs, and development interests.
Open toolCreate a broader manager evaluation with role criteria, evidence prompts, ratings, and follow-up actions.
Open toolCollect structured observations from peers and collaborators around defined behaviors and working relationships.
Open toolBuild a general performance review for a different cadence, audience, or evaluation framework.
Open toolCapture specific contributions and the impact behind recognition throughout the year.
Open toolTurn agreed priorities into a documented plan with measures, responsibilities, resources, and check-in dates.
Open toolFAQ
Practical answers for HR teams and managers designing a consistent midpoint check-in.
It structures a performance-cycle midpoint. Employees and managers review goal progress, evidence, obstacles, competencies, second-half priorities, and support. The response prepares the conversation rather than replacing it.
Ask about goal progress, results, changed priorities, strengths, growth areas, obstacles, support, and next goals. Request examples beside ratings and finish with owners, dates, and a check-in.
Use the same core goals and competencies for comparison. Conditional sections can ask employees to reflect while managers assess observed outcomes and identify coaching or resources.
Label every point, explain the midpoint, and include not observed when appropriate. Tie ratings to observable work and require an example so each score has context.
Yes. Use department, job family, and reviewer role to show conditional sections. Shared areas stay consistent while each group receives relevant competency prompts.
Record a few priorities with results, measures, dates, milestones, dependencies, and owners. Add the manager's support commitment and schedule a check-in.
Yes. Makeform provides unlimited free forms and responses. Generate, edit, publish, and reuse the review form without a response cap. The paid tier removes the Makeform badge.
Explain who sees responses, the deadline, how the form supports the meeting, and what follows submission. Share rating definitions early and allow time to gather evidence.
Make the midpoint useful.
