Marqii
How Marqii uses Windmill to enable data-driven decision making across their team.
Enable data-driven decision making across your team
With a global workforce/hybrid teams, figuring out how folks are managing their time is both time-consuming and, often, based on guess work.
Problem: Before Windmill, Avi, the CEO of a hospitality-tech company Marqii, had been hearing concerns from his support team that they were strapped for time and overwhelmed, leaving them scrambled and unable to focus on ongoing priorities.
Solution: Using Windmill, he analyzed how the support team’s time was actually being spent — specifically, how meetings were distributed:
Avi was able to use Windmill’s report to implement change with his team:
When I went back to leadership, I said: ‘I’m going to challenge you for the next 90 days. Let’s get this to as close to 50/50 or 60/40 external/internal.’
I’m not going to stalk people’s Google calendars, run a spreadsheet, I would have had no idea how to do it…I wouldn’t have found this data otherwise. And that’s just the reality.
Provide deep insight into individual employee performance
The truth is, existing HR systems don’t give managers the tools they need to support their employees. They don’t assess what’s blocking your team, individual employee output, feedback from colleagues, and overall productivity. So, without any data to back things up, conversations around performance are based on ambiguous questions and faulty recollections.
Problem: Before adopting Windmill, Marqii’s management strategies – especially around performance reviews and 1:1s – were largely manual, reactive, and inefficient. Their existing tech was high on price and low on results:
Solution: With Windmill, Avi can now manage his team proactively, while utilizing his actual company data to run performance reviews and management practices. He’s getting a greater impact with less of a manual lift; through Windmill, Avi constantly has his finger on the pulse of team activities, challenges, and overall performance without having to seek that out manually:
Windy puts together a weekly recap for everyone across the company. And so for me as the CEO, I get visibility into exactly what everyone has done… when we get into performance management conversations, I can actually have Windy put together a detailed performance review for me so I can really understand how people are doing.
I can see activity, I can see efficiency, and it’s so fun to watch that. Windmill allows me, I think, to be a better manager, a better leader because I’m not taking up people’s time, I’m not poking people for information.
Hire smarter and save on headcount
Hiring and headcount decisions are often based on gut instinct, anecdotal feedback, or employee complaints about feeling overwhelmed. This can lead to overstaffing, underutilization of current team members, or misalignment between workload and actual business needs.
Problem: Avi and his team were considering bringing on a new hire to help with customer onboarding, as that team was running into continual delays and productivity issues. However, Avi lacked the visibility to understand what exactly was holding the team back.
Solution: With Windmill, Avi was able to evaluate the Customer Onboarding’s team productivity holistically. Using data across across integrations with Marqii’s existing business systems, cross-functional feedback, and team priorities gathered by Windy, Avi could assess whether the team was truly stretched, or just inefficiently structured:
We’re debating hiring a new person. To me, I want to understand what we’re doing today…what’s that baseline? Why do we feel overwhelmed?
Windmill enabled Avi to connect the dots, evaluate team bandwidth more accurately, and make adjustments to team structure. With Windmill, he avoided needlessly bringing in a new hire (with 250k payroll swing) by improving internal workflows.
Elicit meaningful, quality feedback across your company
Today’s HR systems don’t help managers foster a culture of meaningful feedback amongst their teams. Feedback surveys are often disruptive, and the feedback itself is often shallow and vague.
Problem: Avi and the Marqii team sought feedback from their employees, but struggled to get it flowing regularly or meaningfully. Feedback through lattice was often “roses and rainbows,” versus constructive and authentic.
Solution: With Windmill’s Continuous Feedback Routine, Avi went from vague one-liner feedback comments to paragraphs of insight from his employees – all without slowing down work or disrupting schedules. In conversation with Windy, typically quiet team members began giving honest and constructive responses:
It was maybe the first time that the R&D team wasn’t just roses and rainbows.”
Before Windmill, feedback was more of a hope and a dream.”
Plus, using the Pulse routine, Avi can get specific feedback from the team after key changes — e.g., after a reorg — and get honest reactions in real time (versus months later in the performance cycle review).
It's powerful to get feedback. It's more powerful to use it."