A performance review cycle in Nami follows six distinct phases. Understanding the process helps you know what is expected and when.
The Six Phases
1. Goal Setting
Employees and managers collaborate on goals before the cycle begins. Goals can be individual, team, or company-level.
- Who: Employees and managers
- Duration: 1-2 weeks before launch
2. Self Assessment
Every participant receives a Nami DM to rate themselves on each competency and answer reflection questions.
- Who: All employees in the cycle
- Duration: 1-2 weeks
3. Peer Review
Assigned peers review each other. Nami sends DMs with context about who they are reviewing.
- Who: Assigned peer reviewers
- Duration: 1-2 weeks (often overlaps with self assessment)
4. Manager Review
Managers evaluate each direct report. Nami provides context including self-assessment averages, previous cycle rating, and active goal count.
- Who: Managers
- Duration: 1-2 weeks
5. Calibration
HR and leadership standardize ratings across departments and levels using heatmaps and grid views.
- Who: HR, admins, department heads
- Duration: 1-3 days
Info
Calibration is optional but strongly recommended. It prevents rating inflation and ensures consistency across managers.
6. Communication
Final grades are released and managers schedule 1:1 conversations to discuss results and development plans.
- Who: Managers and employees
- Duration: 1-2 weeks
Cycle Statuses
| Status | Meaning |
|---|---|
| Draft | Being configured; not yet visible to participants |
| Active | Live; Nami is collecting responses |
| Completed | All reviews submitted; calibration can begin |
| Closed | Grades released; cycle is finalized and read-only |
Tip
Check which phase your current cycle is in by visiting the Cycles page on the dashboard. Pending action items also appear on the home page and in the Slack App Home tab.
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.
More in Cycles