Running your first performance cycle in Nami? This playbook walks you through the strategic decisions and practical steps to set yourself up for success.
Step 1: Choose Your Cycle Type
Nami supports five cycle types:
| Type | Best for |
|---|---|
| Annual | Comprehensive year-end reviews |
| Mid-Year | Check-in at the halfway point |
| Quarterly | Fast-paced orgs that need frequent feedback |
| Probation | New hire evaluation during trial period |
| Custom | Any cadence you define |
Tip
For your very first cycle, start with an Annual or Mid-Year review. These give you a full picture without the overhead of quarterly frequency.
Step 2: Pick a Timing Window
Allow 6-8 weeks total across all phases. Work backward from your target release date:
- Goal Setting: 1-2 weeks
- Self Assessment: 1 week
- Peer Review: 1-2 weeks
- Manager Review: 1-2 weeks
- Calibration: 1 week
- Communication: 3-5 days
Step 3: Select a Template
Nami includes 6 system templates with pre-built competency frameworks and question sets. Browse them at Dashboard > Templates and clone the one closest to your needs.
Step 4: Communication Plan
Before launching, send a company-wide message covering:
- Why you are running this cycle.
- What is expected of each participant.
- The timeline and deadlines.
- Where to get help (link to this help center or your HR contact).
Warning
Poor communication is the top cause of low completion rates. Invest time here.
Step 5: Prepare for Calibration
Brief your leadership team on how calibration works, what data they will see (heatmaps, distributions), and how to resolve disagreements constructively.
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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