> ## Documentation Index > Fetch the complete documentation index at: https://docs.topicflow.com/llms.txt > Use this file to discover all available pages before exploring further. # Review Types > Understanding different performance review formats # Review Types Topicflow supports various review formats depending on your organization's needs. Here's how each type works. ## Manager-led reviews The manager writes a comprehensive review of their direct report's performance. **What's included:** * Manager's assessment of performance * Evaluation of goal achievement * Strengths and growth areas * Performance rating (if used) * Development goals for next period **Self-review** may or may not be included, depending on your organization's process. **When to use:** * Standard annual or semi-annual reviews * When the manager has sufficient context to evaluate performance * For straightforward performance evaluation **Pros:** * Simpler and faster than 360-degree reviews * Manager has authority to make performance decisions **Cons:** * Limited to manager's perspective * May miss context from peers or stakeholders ## 360-degree reviews Comprehensive reviews that include input from multiple sources. **What's included:** * **Manager review**: Manager's assessment * **Self-review**: Employee's self-assessment * **Peer feedback**: Input from colleagues and collaborators * **Upward feedback** (for managers): Input from direct reports * **Stakeholder feedback**: Input from cross-functional partners **When to use:** * Annual or semi-annual comprehensive reviews * For roles with significant cross-functional collaboration * When peer and stakeholder perspectives are valuable **Pros:** * Multiple perspectives create a fuller picture * Reduces bias from single-source evaluation * Surfaces contributions the manager may not see **Cons:** * More time-intensive * Requires thoughtful peer selection * Can feel overwhelming if too many reviewers ## Self-reviews The employee reflects on their own performance. **What's included:** * Accomplishments and challenges * Goal achievement and progress * Growth areas and development goals * Reflections on feedback received **When to use:** * As part of 360-degree reviews * For development-focused check-ins * To prepare for manager review conversations **Why self-reviews matter:** * Gives employees a voice in their evaluation * Surfaces accomplishments the manager may not know about * Helps identify perception gaps between self and manager assessment ## Upward reviews (manager reviews) Direct reports provide feedback on their manager's performance. **What's included:** * Leadership and support * Communication and clarity * Coaching and development * Team culture and dynamics **When to use:** * As part of 360-degree reviews for managers * For dedicated manager effectiveness evaluations * To support manager development **Privacy:** Upward feedback is often anonymized or aggregated to encourage honesty. ## Peer reviews Colleagues and collaborators provide feedback on teamwork and collaboration. **What's included:** * Collaboration effectiveness * Communication and responsiveness * Technical or domain expertise * Contributions to team success **When to use:** * As part of 360-degree reviews * For roles with significant peer collaboration * To capture context the manager doesn't see **Best practices:** * Select peers who worked closely with the person during the review period * Ask for specific examples, not vague impressions * Balance feedback (positive and constructive) ## Calibration reviews Managers write reviews, then leadership calibrates ratings across teams. **What's included:** * Manager reviews with initial ratings * Calibration discussions among leadership * Adjusted ratings to ensure fairness and consistency **When to use:** * In larger organizations with multiple teams * To prevent rating inflation or deflation * To ensure fairness across managers **How calibration works:** 1. Managers write reviews and assign ratings 2. Leadership meets to discuss ratings across teams 3. Ratings are adjusted to create consistency 4. Final reviews are shared with employees ## Development-focused reviews Lighter reviews focused on growth, not formal evaluation. **What's included:** * Reflection on recent work * Skills development and learning * Goals for the next period * Fewer or no formal ratings **When to use:** * Quarterly check-ins between formal annual reviews * For early-career employees focused on learning * In cultures that emphasize development over evaluation ## Choosing the right review type **For most organizations:** 360-degree reviews annually, with quarterly development-focused check-ins. **For smaller teams or startups:** Manager-led reviews with self-reviews, less formal peer feedback. **For larger, matrixed organizations:** 360-degree reviews with calibration to ensure fairness. **For managers:** Include upward feedback from direct reports. ## What's next Learn how to write clear, fair reviews Ensure fairness across teams Use AI to help draft reviews