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How To Run A 6 Month Review Meeting

Conduct a 6-month review meeting by first outlining goals, assessing progress and performance, identifying key achievements and areas needing improvement, providing constructive feedback, and setting objectives for the next 6 months.

A 6 Month Review Meeting is a crucial process typically held in businesses or organizations to assess the performance, progress, and development of an employee, project, or goals over the past six months. This structured meeting allows for open dialogue about achievements, challenges, areas for improvement, and future objectives. It serves as an opportunity for both parties, the reviewer (typically a manager or supervisor) and the reviewee (the employee or team), to give and receive feedback, set expectations, align on goals for the next six months, and discuss potential training or development needs. Ultimately, it’s about driving performance, motivation, and growth within the organization.

What is the purpose of a 6 Month Review Meeting?

The purpose of running a 6-month review meeting as a leader is to assess the progress made by the team or employees in achieving their goals, provide constructive feedback on performance, address any challenges or concerns, and set new objectives for the next six months. It is an opportunity to recognize achievements, identify areas for improvement, and align everyone towards the overarching organizational objectives.

How To Run A 6 Month Review Meeting: Step-By-Step


Step 1: Pre-planning

In this phase, the manager collates necessary materials, schedules the meeting, and extends invitations to relevant attendees. The process entails detailed study of the employee’s performance in the past six months which includes their achievements, obstacles, and noted areas due for enhancement.

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Step 2: Setting the meeting agenda

To ensure a productive dialogue, the manager needs to effectively plan the meeting by drafting a comprehensive agenda. This detailed framework should outline key topics like current performance evaluation, areas requiring improvement, attained goals, and proposed future objectives. It’s critical for this agenda to be circulated to the employee well in advance of the meeting to allow sufficient time for their preparation, thereby facilitating a more constructive and meaningful discussion.

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Step 3: Opening the meeting

Estimate the initiation of the meeting by establishing a warm, positive atmosphere, reinforcing the aim of the gathering, and utilizing casual chit-chat to ensure the participant feels at ease. Clarify the meeting’s layout to promote a steady and effective progression, enabling participants to understand the flow and how their contributions will fit. This will set expectations and mitigate any uncertainty, keeping the meeting streamlined and focused on the central purpose.


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Step 4: Review and discuss performance

The main focus of the meeting should be on reviewing the employee’s performance over the past six months. Utilize quantifiable data, concrete examples, and observed interactions to highlight areas of strength and concern. Facilitate an interactive dialogue, inviting the employee to participate actively and share their self-assessment to promote honesty and thoroughness.

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Step 5: Setting objectives and goals for the next six months

The meeting should not only evaluate past performance but also strategize for the future, setting clear, measurable objectives for the next six months. These objectives must parallel the overall company’s goals. By clearly defining their responsibilities and expectations, the employee will feel engaged, motivated, and prepared to accomplish their tasks.

Questions to ask as the leader of the meeting

1. How have you progressed towards your goals and objectives over the past six months? (To assess performance and track progress)

2. What challenges have you encountered, and how did you overcome them? (To understand problem-solving abilities and resilience)

3. What specific contributions have you made to the team or organization? (To gauge individual impact and value)

4. How have you collaborated with others and built relationships within the team? (To measure teamwork and collaboration skills)

5. Have you actively sought feedback from others? If so, how have you used that feedback to improve your performance? (To evaluate openness to feedback and growth mindset)

6. Are there any areas where you feel you need additional support, resources, or training to perform better? (To identify development needs and ensure resources are available)

7. How have you demonstrated leadership qualities within your role? (To assess potential for growth and leadership roles)

8. Are there any specific achievements or successes you would like to highlight during this review period? (To give an opportunity for self-reflection and celebration)

9. Have you taken any initiative or implemented any innovative ideas that have positively impacted the team or organization? (To recognize creativity and initiative)

10. What are your personal and professional goals moving forward, and how can the organization support you in achieving them? (To align individual aspirations with organizational objectives)

Remember, these questions are just a starting point and can be tailored to individual roles, responsibilities, and performance expectations.

To prepare a 6-month review meeting agenda as a leader, start by outlining the objectives and goals to be discussed. Include a review of individual performance, organizational progress, and any challenges or achievements. Schedule time for feedback and open discussion to ensure everyone has a chance to provide input and address concerns. End the agenda with a plan for future actions and improvements.

How To Prepare For A 6 Month Review Meeting
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During a 6-month review meeting, it is important to discuss key topics such as individual and team performance, project progress, goal attainment, training and development needs, and any challenges faced. This meeting provides an opportunity to evaluate achievements, address concerns, align strategies, and set goals for the next period.

See Our 6 Month Review Meeting Template
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Software tools to facilitate a 6 Month Review Meeting

Software helps leaders run 6-month review meetings more efficiently and effectively. It streamlines the process by providing automated tools for data collection, analysis, and reporting. Leaders can easily track performance metrics, monitor progress, and identify areas for improvement. This technology enhances collaboration among team members and simplifies the overall review process, resulting in actionable insights and better decision-making.

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In conclusion, orchestrating a successful 6-month review meeting requires thorough preparation, clearly outlined objectives, and active engagement from the whole team. Keep in mind the importance of creating a comfortable environment where everyone feels encouraged to share feedback sincerely and openly. Remember that these meetings should not just be seen as a protocol, but as a golden opportunity to reflect on the past, celebrate successes, learn from missteps, and plan for the future. With the right balance between structure and flexibility, a 6-month review meeting can become a powerful tool for advancing personal growth, fostering team cohesion, and driving constant business improvement. Stay tuned to see the positive impact on your team and company’s progress.

Popular Questions

What is the purpose of a 6 Month Review Meeting?

The purpose of a 6 Month Review Meeting is to assess the progress and performance of a team or an individual over the past six months. It’s an opportunity to review accomplishments, discuss challenges, set goals for the next six months, and discuss any needed improvements in policy, process, or personnel.

Who should attend a 6 Month Review Meeting?

Attendees of a 6 Month Review Meeting typically include team leaders, team members, managers, and supervisors. The nature and content of the meeting dictate who exactly should be present.

How should one prepare for a 6 Month Review Meeting?

To prepare for a 6 Month Review Meeting, attendees should review performance metrics, project data, feedback received, and any changes in business strategy or environment over the past six months. They should also be prepared to discuss and set new goals for the upcoming six months.

What type of topics should be discussed in a 6 Month Review Meeting?

Topics to be discussed in a 6 Month Review Meeting usually include a review of the past six months’ performance, discussion on challenges and successes, goal-setting for the next six months, and feedback exchange.

How long should a 6 Month Review Meeting last?

The length of a 6 Month Review Meeting can vary depending on the number of topics to be discussed, the size of the team, and the complexity of the projects or tasks involved. However, they typically last between 1 to 2 hours.