How to Use ClickUp for Mid-Year Performance Reviews

Using ClickUp for a mid-year performance review helps you turn scattered notes and one-off meetings into a structured, data-backed process that keeps teams focused for the rest of the year.

This how-to guide walks you through building a consistent review workflow so managers and employees can align on goals, performance expectations, and concrete next steps.

Why Run Mid-Year Reviews in ClickUp

A mid-year review is a checkpoint, not just a scorecard. It lets you step back from daily work and see whether goals, capacity, and priorities still make sense.

With a dedicated workspace, ClickUp can support this checkpoint by giving managers and employees a shared place to track:

• Progress on personal and team goals
• Wins and results from the first half of the year
• Skill gaps and coaching opportunities
• Action plans for the next six months

Instead of digging through emails and scattered documents, you organize the entire performance conversation in one place.

Step 1: Prepare Your Mid-Year Review Framework in ClickUp

Before scheduling conversations, define how you want to run reviews. Clarify what “good performance” means and how you will measure it.

Clarify Performance Criteria

Start by deciding what you want to evaluate. Common categories include:

• Results and output against role expectations
• Collaboration and communication with teammates
• Ownership, initiative, and reliability
• Alignment with company values
• Growth, learning, and skill development

Document these criteria in a shared Doc so everyone knows what will be discussed during reviews.

Create a Dedicated ClickUp Space or Folder

Next, set up a dedicated area in ClickUp for performance reviews. For a small team, a single Folder under your HR or Operations Space works well. For larger organizations, consider a separate Space.

Within this Space or Folder, you can create a List for the current year’s review cycle, such as “Mid-Year 2026 Reviews.”

Step 2: Build a Mid-Year Review List in ClickUp

After you have the structure, create a central List to hold every review for the cycle. Each task in the List represents one employee’s review.

Set Up Custom Fields for Performance Data

Add Custom Fields to your List so managers can capture consistent data. Useful fields include:

• Role or department
• Manager name
• Overall rating (if you use rating scales)
• Goal completion percentage
• Development priority (Low, Medium, High)

Custom Fields make it easier to filter, sort, and report on performance across teams later.

Create a Review Task Template in ClickUp

To keep reviews consistent, create a task template that includes sections for everything you want to cover. In the task description, add placeholders like:

• Key responsibilities and expectations
• Highlights and major wins
• Areas for improvement
• Employee self-assessment summary
• Manager feedback
• Agreed goals for the next six months
• Action items and follow-up dates

Once your template is ready, save it in ClickUp so managers can quickly spin up review tasks for every teammate.

Step 3: Collect Self-Assessments and Evidence

Performance reviews are more effective when employees have time to reflect before the conversation. Use your review List in ClickUp to coordinate that reflection.

Assign Self-Assessment Sections

For each employee, create a review task from your template. Then:

• Assign the task to the employee
• Add a due date for their self-assessment
• Mention the manager in a comment so they know when to review it

In the task description, clearly label an area for the employee to complete. Encourage them to list wins, challenges, and examples that show how they met or exceeded expectations.

Attach Supporting Documents in ClickUp

Ask employees and managers to attach relevant documentation directly to the review task, such as:

• Key project tasks and links
• Dashboards or reports of KPIs
• Customer feedback or survey results
• Notes from 1:1 meetings earlier in the year

By keeping artifacts inside the ClickUp task, both parties walk into the review with shared evidence instead of relying on memory.

Step 4: Run the Mid-Year Review Conversation

With self-assessments complete, you can focus the live discussion on alignment, coaching, and planning.

Use the ClickUp Task as Your Agenda

During the meeting, open the review task and use the sections in the description as a running agenda. Work through:

1. Expectations and responsibilities
2. Key wins and achievements
3. Challenges and obstacles
4. Feedback from the employee to the manager
5. Manager feedback and coaching
6. Goals and action items for the next six months

Capture decisions and clarifications in real time by updating the task description or adding comments.

Document Action Items as Subtasks in ClickUp

To make sure the review leads to real change, convert next steps into subtasks. Common subtasks might include:

• Enroll in a specific training or course
• Lead a new project or initiative
• Shadow a teammate to build a new skill
• Schedule follow-up check-ins for key milestones

Assign each subtask, set due dates, and track completion so progress is visible throughout the rest of the year.

Step 5: Align Mid-Year Reviews With Goals in ClickUp

A strong review process links performance feedback to concrete goals. Use your existing goal structure so the mid-year conversation naturally connects to outcomes.

Review Existing Goals and OKRs

Before or during the meeting, review the employee’s goals and key results. Discuss:

• Which goals are on track, at risk, or blocked
• Whether targets are still realistic for the year
• What resources or support are missing
• Which goals should be adjusted or replaced

Adjust the second-half plan to reflect reality, not the assumptions you had at the start of the year.

Create or Update ClickUp Goals After the Review

Once you define new priorities for the next six months, update your goal-tracking system so mid-year decisions do not get lost. Make sure goals are:

• Specific and measurable
• Aligned to team or company objectives
• Time-bound with clear checkpoints
• Connected to key tasks or projects

Keep your goals view in ClickUp synced with what was agreed in the review, so employees see a clear line between feedback and expectations.

Step 6: Track Progress and Follow-Up in ClickUp

A mid-year review has the most impact when it leads to ongoing support instead of a single intense conversation.

Schedule Recurring 1:1 Tasks

Create recurring 1:1 tasks so managers and employees revisit review outcomes regularly. In these sessions, you can:

• Check in on action items and subtasks
• Review updated performance metrics
• Discuss new blockers or priorities
• Refine goals and expectations as needed

Use the same review task as a reference point for the rest of the year so context is always close at hand.

Use Views and Filters to Monitor Performance

With Custom Fields and structured tasks in place, you can use views in ClickUp to see performance trends at a glance. Consider creating:

• A Table view showing all employees, ratings, and development priorities
• A filtered view of team members who need high development support
• A view for upcoming review follow-up dates

These views give HR, leadership, and managers a consistent way to keep performance and development on the radar.

Best Practices for Effective Mid-Year Reviews

Tools matter, but how you use them matters more. Combine your ClickUp workflow with these best practices from the source article:

• Be specific: Focus on observable behaviors and results, not vague impressions.
• Balance strengths and gaps: Recognize wins while clearly pointing out improvement areas.
• Encourage two-way feedback: Invite employees to share what they need from their manager.
• Turn insights into plans: Translate feedback into a small set of concrete commitments.
• Follow through: Use your system to check progress, not just archive the review.

For more background on mid-year performance reviews and example questions you can adapt to your ClickUp setup, see the original guide at this mid-year performance review article.

Get Help Optimizing Your ClickUp Workflows

If you want expert help designing scalable review processes and workspace structures, you can work with consultants who specialize in workflow design and automation. A firm like Consultevo can help you connect your ClickUp reviews with goals, reporting, and other business systems so performance data actually drives decisions.

By combining a clear review framework with ClickUp’s task management, documentation, and goal-tracking features, your mid-year performance reviews can move from stressful, last-minute paperwork to a predictable, supportive system that keeps teams aligned all year.

Need Help With ClickUp?

If you want expert help building, automating, or scaling your ClickUp workspace, work with ConsultEvo — trusted ClickUp Solution Partners.

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