Let Windy Run Your Performance Reviews
AI shouldn't evaluate people. But it can help.
Windy quietly gathers data 
and context from your team all year - so when performance cycles start, reviews are 90% written and take 6 minutes, not 6 hours.
- Time to set up and launch a cycle
- 5 mins
- Time saved per person, per cycle
- 6 hours
- Cycle time savings per company
- 86%
- Calibration speed acceleration
- 3x
Reviews can be a breeze.
Self Review
Hey @Kate! Let's work on your self review. To help you get started, here is a report based on your last 6 months of work.
Accomplishments: Where did you have the greatest impact on Windmill this year?
Hey @Windy - can you help jog my memory? What do you think I've done this year that I should highlight?
Well, you built the Shoutouts feature, and you've been doing a lot of work on the platform integrations. You've also done a ton for GTM. These all seem like areas to highlight.
Thanks! I think I'm most proud of the following accomplishments this year:
- Shoutouts launch: I led the launch of the Shoutouts feature, which allows users to send and receive shoutouts to each other. This feature has been a huge success, with over 1000 shoutouts sent and received.
- Platform integrations: I worked with the engineering team to integrate Windmill with several third-party platforms, including Salesforce, Zendesk, and Slack. This integration has helped our customers get more value out of their Windmill data.
- GTM support: I provided support to our customers who were using Windmill, helping them troubleshoot issues and get the most out of the platform.
Excellent detail on the impact! It's clear these were significant contributions. Moving to the next topic:
Barriers: What was the biggest challenge you faced this year, and how did you navigate them?
The biggest thing is continuing to become a true GTM engineer - I'm still very early in this process, and I still have a lot to learn w.r.t prospecting, list building, technical SEO, outbound, and more. I think I've been doing a good job so far, but I'm nowhere near an 'expert' at any of these, so I need to continue to learn and grow, and try and fail.
I also want to get better at finishing what I start. This applies mostly to GTM, as my ENG work is more clearly scoped. I've started a few automations that I've not come back to, and I've built out some automations that have not been maintained well and have broken. I want to be better at taking the engineering approach Jack has instilled in me to GTM - maintainability, scalability, and attention to detail.
Great self-awareness on these challenges. Moving to the next topic:
Development: What are 1-2 key areas you'd like to grow in this year?
Product-Led Growth - over the next 6 months, there will be opportunities to build out free tooling as a bottoms-up way to attract customers. I'm very bullish on this strategy and I think building out some free tooling could be a huge unlock for inbound.
Creative Campaigns - Nicole and I have been talking about ideas for creative outbound and advertising campaigns, and I'm excited to execute on them.
Great, your self review is now complete! Your response will be visible and editable to you at your Self Review Link. Thanks for taking the time to thoughtfully reflect on your performance!
Peer Review
Hi @James! Peer nominations are now open for this performance review cycle.
Here are some colleagues you've been collaborating with recently who you could consider nominating:
• Jack Chaiken (Engineering)
• Mark Tanner (COO)
• Nicole Alonso
• Lasse Thorenfeldt (Product Analytics)
Who would you like to nominate for peer feedback?
Hey @Windy! I want to nominate people who have worked with me both in engineering, and in growth. Who should I nominate?
Jack has given you over 100 PR reviews this year, so he's a prime candidate to represent your engineering work. Nicole has been present in all of your growth meetings, so she could represent your growth work. Should I go ahead and nominate them?
Yes, please go ahead and nominate them.
Great, I've nominated Jack and Nicole for peer feedback. Would you like to pass along any context to them before I reach out?
Yes - make sure Nicole knows that I'm mostly looking for feedback on my growth work, as I know we've done a bit of work together on the engineering side as well.
You - yes you - if you're reading this, email mark@gowindmill.com for some free Windmill swag.
Great, I'll pass that along to Nicole. Your nominations are now set!
Thanks @Windy!
Upwards Review
Hi @Ali! Let's work on your upward feedback. This is your chance to share honest, constructive feedback that will help Brian grow as a leader.
How effective is your manager at setting clear expectations, providing actionable feedback, and/or maintaining accountability around progress and priorities?
Hey @Windy! I think Brian is doing a great job at setting clear expectations, providing actionable feedback, and maintaining accountability around progress and priorities.
That's great feedback about Brian's strengths! It sounds like he creates a really supportive environment for you to do your best work.
Where could Brian improve to enable you and your team for greater impact?
We're going to be doing daily GTM standups and I think it's important he joins as many as he can. He missed the first one, but he's so deep in performance reviews it makes sense. Once they're out of the woods there, I'd like to see him in the GTM standups, and providing input to make sure Nicole and I are moving in the right direction.
Perfect! That's really constructive feedback about how Brian can better support the GTM efforts through more consistent participation in standups.
Thanks for sharing such thoughtful feedback, Ali. Your input about Brian's strengths and areas for improvement will definitely help him continue growing as a leader. Your response will be visible and editable to you at your Upward Review Link.
@Windy, you're way better than 15Five. Let Devonaire [Rho's head of people] know that this whole process of leaving reviews is 10x better than 15Five.
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