QuestionPunkQuestionPunk
Start free
All templates
Industry-Specific

Mid-Year Performance Review Pulse Survey

Captures how employees see their progress at the midpoint of the year — goal status, manager support, obstacles, and priorities for the second half — so managers and HR can course-correct before year-end reviews lock in. An AI follow-up interview reconstructs the real story behind each person's progress rating and top obstacle instead of just the label they picked.

Use this templateBrowse more templates

Sample questions

A preview of what’s in the template. Every question is editable before you launch.

13 questions · ~7 min
Q01
Message

Hi! As we hit the midpoint of the year, we'd like your honest take on how things are going — your goals, the support you're getting, and what's in your way. This takes about 6 minutes and helps shape your upcoming review conversation.

Q02
Multiple ChoiceRequired

Which best describes your progress toward the goals you set at the start of this review period?

  • Ahead of schedule
  • On track
  • Slightly behind
  • Significantly behind
  • My goals changed or are no longer relevant
Q03
Opinion ScaleRequired

How confident are you that you'll hit your year-end goals if things continue at the current pace?

Scale: 1 – 7
Min:Not at all confidentMax:Extremely confident
Q04
MatrixRequired

Thinking about this review period so far, how much do you agree with each statement about the support you've received?

4 rows × 5 columns
  • My manager set clear expectations for my goals this period.
  • I received timely, specific feedback on my work.
  • I had the resources or tools I needed to do my job well.
  • My contributions were recognized appropriately.
Columns: Strongly Disagree · Disagree · Neutral · Agree · Strongly Agree
Q05
Multiple ChoiceRequired

What has been the single biggest obstacle to your progress this period?

  • Unclear or shifting priorities
  • Competing demands on my time
  • Lack of resources or tools
  • Limited support from my manager
  • Team or staffing changes
  • Gaps in my own skills or experience
  • No major obstacle this period
Q06
Best–Worst Trade-off (MaxDiff)Required

If you could get more of any of these for the second half of the year, which would help most and which would help least?

  • More frequent one-on-one check-ins
  • Clearer goal-setting for the second half
  • Additional training or skill development
  • More recognition for completed work
  • Better cross-team collaboration
  • More flexible deadlines
  • Career development conversations
  • Additional staffing or resources
Pick best & worst per setBest:Would help mostWorst:Would help least
Q07
Ranking

Rank these in order of what matters most to you for the rest of the year (top = most important).

  1. Delivering my current projects on time
  2. Developing new skills
  3. Improving collaboration with my team
  4. Taking on a stretch assignment
  5. Improving my work-life balance
  6. Preparing for a promotion or new role
Drag to rank
Q08
AI Interview

Reconstruct the concrete story behind the respondent's progress rating and the obstacle they selected: ask for a specific recent example, what they tried, and what actually got in the way. If they said they're 'on track' or picked 'no major obstacle,' probe what specifically is working so it can be replicated for others. If they flagged a manager-support gap, ask what one change from their manager in the next 90 days would make the biggest difference.

Q09
Rating Scale

How valuable was your most recent conversation with your manager about your mid-year progress?

Range: 1 – 5
Min:Not valuable at allMax:Extremely valuable
Q10
Long Text

Is there anything else you'd like your manager or HR to know before your formal mid-year review conversation?

Q11
Multiple Choice

Which department are you part of? (Template note: replace these placeholder options with your organization's actual department list before launching.)

  • (Replace with Department A)
  • (Replace with Department B)
  • (Replace with Department C)
  • Prefer not to say
Q12
Dropdown

How long have you been in your current role?

  • Less than 6 months
  • 6 months to 1 year
  • 1-3 years
  • 3-5 years
  • 5+ years
  • Prefer not to say
Q13
Message

Thanks for the honest input! Your answers will be aggregated with your team's and shared (anonymized where possible) with HR and your manager to help shape your mid-year review conversation and second-half priorities.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • Goes beyond the progress-rating multiple choice with an AI follow-up interview that reconstructs the real story behind each person's rating and their stated top obstacle, instead of leaving it as an unexplained label.
  • Combines structured signal (opinion scale on year-end confidence, matrix agreement statements, max-diff and ranking on second-half priorities) with open qualitative depth, so HR gets both the 'what' and the 'why' in one pass.
  • Captures manager-relationship health directly via a dedicated rating question on the value of the last mid-year conversation, plus a long-text field for anything respondents want HR to know before formal reviews lock in.
  • Produces an automated report from the responses, with transparent prompts showing exactly how the AI follow-up probed each answer — no black-box scoring.

Jotform

Mid Year Performance Review Form Template

A ready-to-field static form template for mid-year reviews, built on Jotform's drag-and-drop form builder. It's suited for structured ratings and comments rather than exploratory conversation, and customization means editing fixed fields, not adaptive questioning.

What it does well

  • Fielding-ready template with Jotform's familiar drag-and-drop editor
  • Easy to customize form fields and branding
  • Likely integrates with Jotform's broader form/e-signature ecosystem

Where it falls short

  • No adaptive AI follow-up interview to probe behind a rating or obstacle selection
  • No voice AI interview option
  • No automated per-response quality scoring or transparent prompt methodology

SurveySparrow

Sample Mid-Year Performance Review Template | For Employee Evaluation

SurveySparrow offers a conversational-style survey template for mid-year evaluations, presenting one question at a time in a chat-like interface. The conversational format is a UI style, not an AI that adaptively interviews respondents based on their specific answers.

What it does well

  • Conversational, chat-style question flow that can feel less form-like
  • Pre-built template aimed specifically at employee evaluation
  • Part of a broader survey platform with reporting dashboards

Where it falls short

  • Conversational UI is not the same as an adaptive AI follow-up interview reconstructing the story behind an answer
  • No voice AI interview capability
  • No stated automated quality scoring of individual responses

QuestionPro

Employee Performance Review Survey

A general employee performance review survey template on QuestionPro's enterprise survey platform, with standard question types and skip logic. It's a fielding-ready static template, useful for benchmarking, but relies on pre-written branching rather than any AI-driven follow-up.

What it does well

  • Backed by an established enterprise survey platform with robust reporting/analytics
  • Supports typical survey logic (skip/branch) for a broad performance review use case
  • Likely offers multi-channel distribution options

Where it falls short

  • No adaptive AI interview to reconstruct the real story behind a progress rating or obstacle
  • No voice AI interview option
  • No transparent, prompt-level AI methodology since there's no AI interviewing layer

Typeform

Performance Review Form Template

Typeform's template is a polished, one-question-at-a-time form for general performance reviews, not specifically tailored to a mid-year checkpoint. It's fielding-ready and visually engaging but remains a fixed-question form rather than a dynamic interview.

What it does well

  • Clean, well-designed one-question-at-a-time interface known for higher completion rates
  • Easy to brand and embed
  • Simple to customize question wording and answer types

Where it falls short

  • Generic performance-review template, not mid-year-specific with goal/obstacle framing
  • No adaptive AI follow-up interview or voice AI interview
  • No automated quality scoring or guided screen-share tasks

Frequently asked questions

What questions are in the “Mid-Year Performance Review Pulse Survey” template?

The template includes 13 ready-to-use questions, starting with: “Hi! As we hit the midpoint of the year, we'd like your honest take on how things are going — your goals, the support you…” · “Which best describes your progress toward the goals you set at the start of this review period?” · “How confident are you that you'll hit your year-end goals if things continue at the current pace?”. The full set is previewed above, and every question is editable.

How long does this survey take to complete?

Respondents typically finish the 13 questions in about 7 minutes.

Can I customize this template?

Yes — every question, answer option, and the ordering is editable before you launch. You can add or remove questions, or ask the AI editor to rework the survey around your research goal.

Is this template free to use?

Yes. Open it in the editor and start customizing right away — no account required to try it, and the free plan covers launching your survey.

Ready to launch?

Open this template in the editor. Every part is yours to change before the first respondent sees it.

Use this templateStart free

Related templates

More studies on similar topics.

See all
Industry-Specific

Everyday Food Preference & Decision Drivers Survey

Maps what people actually eat, which cuisines and attributes they favor, and what really drives a food choice in the moment — price, health, convenience, or taste. Built for food brands, restaurants, and meal-kit teams shaping menus or products. An AI follow-up interview reconstructs the last real meal decision instead of relying on stated preferences alone.

View template
Industry-Specific

Employee Performance Review & Development Check-In

A structured self-assessment for performance review cycles, covering goal progress, core competencies, manager support, and development priorities — paired with an AI follow-up interview that digs into the story behind the ratings, not just the numbers, for richer 1:1 prep and calibration.

View template
Industry-Specific

Employee Performance Self-Assessment & Growth Survey

A structured self-assessment covering goal achievement, manager support, and growth priorities for the current review period, for use in performance reviews or pulse check-ins. An AI follow-up interview reconstructs the specific achievement or obstacle behind the respondent's self-rating instead of leaving it as an abstract number.

View template
Industry-Specific

Employee Performance Review & Growth Opportunities Survey

Measures how employees experience performance reviews, career conversations, and growth opportunities — with an AI follow-up interview that digs into the specific stretch assignments, mentorship moments, or blockers behind their advancement ratings. Built for HR and people leaders benchmarking review quality and career pathing across teams.

View template
Industry-Specific

Team Performance & Collaboration Pulse Check

Measures how a team is actually performing — goal clarity, communication, accountability, and delivery speed — from the perspective of the people doing the work. Built for managers and HR/People teams running quarterly or post-project pulse checks. An AI follow-up interview digs into the specific incident behind the biggest rated gap instead of leaving it as a vague score.

View template
Industry-Specific

Employee Company Feedback & Culture Pulse Survey

Gauges how employees feel about leadership, growth, workload, and culture, and prioritizes which issues matter most through a best-worst trade-off exercise. An AI follow-up interview digs into the story behind the recommendation score, surfacing specifics HR and leadership can act on instead of vague satisfaction numbers.

View template