How to get ahead by going in “reverse”

June is the typical month for formal mid-year reviews and informal self-assessments for how to finish the year strong. 

But there’s one game-changing strategy most people don't use:

The reverse mid-year review.

With this strategy, you proactively bring your review to important stakeholders instead of waiting for formal feedback.

Specifically, to the people who have a say in how your career progresses, your promotion prospects, the projects you get staffed on, your compensation and access to resources.

The reverse mid-year review is a golden opportunity for a few reasons:

• It’s an easy way to naturally advocate for yourself (without bragging). 
• It’s a surefire way to get up-to-date, senior-level advice to help you make effective mid-year adjustments.
• It strengthens your relationship with key stakeholders by keeping them invested in your progress.

The 5 key elements to include in your reverse mid-year review

1. Achievements

Start with a succinct update on what you’ve achieved so far this year and how it links back to your organization’s objectives. Focus on how you’re adding value, not just how hard you’re working. And frame your work in terms of what the senior stakeholder cares about.

2. Aspirations

Then you’ll want to remind them of your aspirations, whether it’s growing your responsibilities, positioning yourself for a big promotion or expanding the company’s presence globally.

3. Advice

You’ve reviewed how far you’ve come and where you want to head. Now you can naturally ask for any advice they have for making the most of the second half of the year and navigating upcoming challenges and opportunities.

4. Appreciation

Express gratitude for their support. Be specific if you can, such as thanking your sponsor for recommending you for a stretch assignment. And if it’s something you’d like to do more of, you can add that too.

5. Add value

Thanking your senior stakeholders is a perfect lead-in to talk about what their priorities are and how you can support them in achieving their goals. Even if you can’t help them at the moment, you’ll be aware of their priorities and able to look for ways to add value going forward.

Bonus tip

If you’re not sure how to start the conversation, here’s an example of what your request for a mid-year meeting could sound like:

“I’ve been looking at our unit’s goals for the year and want to make sure I’m contributing to them in the highest impact way I can. I’d like to share with you our progress in the first half and where we should direct our energies heading into the second half.”

The beauty of the reverse mid-year review is it doesn’t have to be formal. And often, the less formal the better.

So, who will you reach out to for your first reverse mid-year review?