Every review cycle in Nami progresses through six distinct phases. Understanding each phase helps you plan timelines, communicate expectations, and keep the process on track.
Phase Overview
1. Goal Setting
Participants define or update their goals for the review period. Goals set here are linked to the cycle and visible during later assessments.
Best practice: Allow 1-2 weeks. Encourage managers to align individual goals with team and company objectives.
2. Self Assessment
Each participant reflects on their own performance, rating themselves against competencies and writing narrative responses.
Best practice: Allow 1 week. Share guiding prompts so people know what depth is expected.
3. Peer Review
Selected peers provide feedback on the participant. Peers are assigned by managers or HR during cycle setup.
Best practice: Allow 1-2 weeks. Limit to 2-4 peers per person to avoid survey fatigue.
4. Manager Review
Managers assess each direct report, incorporating self-assessment data, peer feedback, goal progress, and their own observations.
Best practice: Allow 1-2 weeks. Managers should review all inputs before writing their assessment.
5. Calibration
Leadership and HR meet to review and adjust ratings across teams to ensure consistency and fairness. Nami provides heatmaps and distribution charts to support the discussion.
Best practice: Schedule 1-3 sessions depending on organization size. Use the competency heatmap as a starting point.
6. Results Communication
Final ratings and written feedback are released to employees. Managers conduct 1-on-1 conversations to discuss outcomes.
Info
Phases run sequentially. A phase must be completed (or manually advanced by an admin) before the next one begins.
Tip
For a standard annual cycle, plan 6-8 weeks total across all phases.
Run this in Slack with Nami
Reviews, goals, surveys, and calibration — in the DM thread your team already reads. Free for teams of 10 or fewer.
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