flowit offers three different ways to give feedback and reflect on performance. The terms sound similar — but they mean very different things. This article explains what each tool does, when it is used, and how they differ from each other.
At a glance
| Review | Evaluation | Feedback |
Who sets it up? | HR Admin / Admin / Team Lead | Admin (evaluation pairs) | Anyone |
Between whom? | Reviewer & employee (+ optional others) | Exactly 2 people (evaluation pair) | Any people |
When? | Defined cycle or situational | Defined period (ongoing) | At any time |
Focus | Performance, goals, overall development | Competency assessment based on cards | Situational response |
Structure | Questionnaire + completion process | Questionnaire (self & external perception) | Free text or structured |
AI analysis? | ✓ AI Dashboard | — | — |
📝 Review
A review is a structured conversation and reflection process that can be set up by HR Admins, Admins, or Team Leads. Reviews are flexible — they can map defined cycles such as the annual employee appraisal, as well as situational conversations that arise at any point during the year.
What happens in a review? All involved parties complete a questionnaire. This is followed by a completion phase in which results are discussed and conclusions are documented.
Who can create a review?
HR Admin
Admin
Team Lead (for employees in their own team)
Regular employees without a management function cannot create a review.
Who is involved?
Employee
Main reviewer (usually the direct line manager)
Optional: additional reviewers with or without viewing rights
Typical use cases:
Annual employee appraisal (MAG)
Semi-annual mid-year check-in
Probation period review
Situational conversations outside fixed cycles (e.g. after a project completion or a team change)
💡 Reviews are not limited to fixed cycles — a Team Lead can start a review at any time when a conversation makes sense.
📊 Evaluation
An evaluation is a continuous competency assessment process based on development cards. The focus is not on general performance questions, but on the specific competency cards assigned to an employee — these are regularly assessed using a questionnaire.
How does an evaluation work? The admin configures evaluation pairs (evaluator + evaluee) and defines an assessment cycle. This cycle is defined at company or team level and can span weeks or months. In each period, both parties complete a questionnaire — self-perception and external perception of the competency cards are compared side by side.
What is being assessed? The assigned development cards — specific competency areas such as "Communication", "Accountability", or "Teamwork". The evaluation shows how the person is developing in these competencies.
Who is involved? Always exactly two people: evaluator (who assesses) and evaluee (who is assessed).
Typical use cases:
Regular competency assessment based on development cards
Tracking competency development across multiple periods
Comparing self-perception and external perception per card
💡 Evaluations run independently of the review cycle — they are a continuous competency development process, not a one-off event.
💬 Feedback
Feedback in flowit is a situational, lightweight response — for everyday use. The feedback module is a single module that enables both structured and quick, direct feedback. Whether you give a short immediate response or a structured feedback with defined fields — both happen in the same module.
What can I do in the feedback module?
Give feedback — proactively and at any time to anyone in the organisation
Request feedback — ask another person for a response
Receive feedback — view all incoming responses in one place
Who can give feedback? Anyone in the organisation — regardless of role or hierarchy.
Typical use cases:
Recognition after a successful project
Constructive response after a presentation
Quick appreciation in everyday work
Requesting targeted feedback on a specific event
💡 Feedback is not tied to a process and cannot be "started" by an admin — it is in the hands of each individual person.
When should I use what?
Situation | Recommendation |
Annual conversation with an employee | ✅ Review (MAG) |
Situational conversation outside fixed cycles | ✅ Review |
Regular competency assessment based on cards | ✅ Evaluation |
Assessing development progress on a competency | ✅ Evaluation + Development Card |
Quick response or recognition in everyday work | ✅ Feedback |
Requesting targeted feedback on a project | ✅ Feedback |