Mid-year reviews are more than just a checkpoint. They’re an opportunity to motivate, align, and connect with your team. But not all feedback lands the same way with every employee. To truly make your reviews effective, tailor your approach based on each person’s DISC personality style.
Here’s a few tips on how to give feedback that resonates and drives performance, no matter the DISC style.
For Your Dominance (D) Style Employees
What they value: Results, efficiency, control
D-style team members are driven, goal-oriented, and thrive on challenges. They want to know where they stand and what’s next without any fluff.
How to deliver feedback:
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Be direct and get to the point quickly
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Focus on outcomes, not emotions
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Talk about what they’ve accomplished and what goals lie ahead
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Challenge them with a stretch target to keep them engaged
What to avoid: Over-explaining, sugarcoating, or beating around the bush
Example feedback:
"You crushed Q2. Let's aim even higher in Q3. Here's what that looks like."
For Your Influence (I) Style Employees
What they value: Enthusiasm, recognition, connection
I-style employees are energetic, people-focused, and love being acknowledged for their positive impact. They’re at their best when they feel seen and heard.
How to deliver feedback:
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Celebrate their wins and energy
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Keep the conversation upbeat and collaborative
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Let them share their ideas and feelings
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Connect goals to people and their influence on the team
What to avoid: Negative tone, excessive criticism, or dry, one-sided reviews
Example feedback:
"Your enthusiasm boosted team morale! Let's explore how you can bring that into [next project]."
For Your Steadiness (S) Style Employees
What they value: Stability, support, harmony
S-style team members are reliable, team-oriented, and prefer a calm, thoughtful pace. They appreciate structure and a steady approach.
How to deliver feedback:
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Acknowledge their consistency and teamwork
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Emphasize how they contribute to stability
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Offer encouragement and guidance
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Give them time to absorb and respond to feedback
What to avoid: Rushing the conversation or being too blunt
Example feedback:
"You keep things running smoothly. Let's apply that to what’s next."
For Your Compliance (C) Style Employees
What they value: Accuracy, clarity, quality
C-style employees are detail-oriented, analytical, and take pride in doing things right. They prefer logic over emotion and want clear standards.
How to deliver feedback:
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Be specific and provide data or examples
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Outline expectations with clarity and structure
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Allow them time to think before responding
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Focus on refining performance, not just praising
What to avoid: Vague comments or overly casual conversation
Example feedback:
"You delivered consistently high-quality work. Here's how we can refine things even more."
Better Conversations Lead to Better Results
When you align your feedback style with your employees' DISC profiles, you’re not just being a thoughtful leader. You’re improving engagement, communication, and performance.
Mid-year reviews are your chance to build momentum for the second half of the year. Make the most of them by speaking your team’s DISC language.
