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Performance Reviews AI Performance Reviews

AI shouldn't evaluate people. But it can help. 

Windy gathers data slackgithublineargoogleWorkspace and context from your team all year - so when performance cycles start, reviews are 90% written and take 6 minutes, not 6 hours.

Watch how it works
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AcuityMDAllwhereAura IntelButterflyFluvioHeyMiloInngestLevitateLoveveryMarqiiRhoRoamSnorkelCircleKoddiProfoundTickPick
AcuityMDAllwhereAura IntelButterflyFluvioHeyMiloInngestLevitateLoveveryMarqiiRhoRoamSnorkelCircleKoddiProfoundTickPick
AcuityMDAllwhereAura IntelButterflyFluvioHeyMiloInngestLevitateLoveveryMarqiiRhoRoamSnorkelCircleKoddiProfoundTickPick
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.

Real feedback from real users

Anonymous notes from people who used Windmill for their performance reviews.

Self-assessment was quick and easy compared to last year.

Windy feels like having a little assistant guiding the review process.

Easy, clear, and chatting in Slack sped things up.

Windy was extremely helpful recapping key moments.

Windy drafts were accurate—just needed slight tweaks.

Much smoother than 15Five.

Way better than previous review tools.

Layouts made reviews transparent and easy.

Instructions were clear and intuitive.

Review conversations felt natural and engaging.

Half-day work now done in 30 minutes.

Record-speed without losing precision.

Windy made performance reviews painless.

I finished my review in minutes instead of hours.

The process was smoother and less time-consuming.

Summaries from Windy were spot on and useful.

Windy reminded me of accomplishments I'd forgotten.

Windy saved me half a day per review.

Windy is much better than 15Five—love it.

Best review experience I've had so far.

Review cycle was quick and efficient with Windy.

Windy helped me track achievements effortlessly.

Seamless and intuitive process.

The whole process felt lighter and more engaging.

Windy provided a great starting point for writing.

Windy turned a half-day task into 30 minutes.

Windy made feedback transparent and easy.

Self Review

Windy automatically gathers context from your tools, past meetings, and team feedback to create a comprehensive report to guide your self review. No more digging through your tools to remember what you've done.
Thread
Windy
Windy
Windy
Today at 9:00 AM

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?

Self-Review Context for Kate Rattler
Kate's self-review: Shoutouts launch, platform integrations, GTM support
8 replies
Kate
Kate
Just now

Hey @Windy - can you help jog my memory? What do you think I've done this year that I should highlight?

Windy
Windy
APP
Just now

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.

Kate
Kate
Just now

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.
Windy
Windy
APP
Just now

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?

Kate
Kate
Just now

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.

Windy
Windy
APP
Just now

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?

Kate
Kate
Just now

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.

Windy
Windy
APP
Just now

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!

Add a reply
Black Gradient
Alec Mitchell

@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.

Alec Mitchell (to Windy, during the self review process)
Team Lead, Startup Banking @ Rho

Evaluate Performance

Managers can now review their direct reports in a fraction of the time. Select key wins and development areas from gathered context, self reviews, and peer reviews, then edit the draft that Windy generates.

Calibrate

Before calibration, members of the committee receive pre-reads that point out discrepancies and potential biases. Key leaders can then calibrate reviews across teams and functions to ensure consistency and fairness.
Black Gradient
Devonaire Ortiz

Wrote 3 of my 4 reviews in about 30 minutes. I will say this part of the experience in particular is a delight.

Devonaire Ortiz (during the manager review process for his team)
Head of Talent and People @ Rho

Why traditional performance review systems fail

Infrequent
Too slow to be useful
By the time feedback arrives, it's already irrelevant or forgotten.
Manual
Too manual to scale
HR ends up running the process, instead of improving performance.
Generic
Too generic to matter
Without context from real work, reviews become vague and unhelpful.
Frustrating
Too frustrating to adopt
Clunky tools and forced rituals kill engagement from day one.

Ready to transform your performance reviews?

Join top teams who've saved hundreds of hours on their review cycles.
Faq

Frequently asked questions

What are the most important pain points you solve related to performance reviews?
The main pain points Windmill helps address are: 1) Reducing the time and effort for executives and managers to complete reviews, 2) Ensuring documentation is maintained, which is critical for performance management and compliance issues, 3) Making timely performance management possible, 4) Providing visibility at senior levels across teams and ensuring employees' work is recognized and managers know what their teams are doing.
Can Windy collect 360 or peer-to-peer feedback as part of performance reviews?
Yes, Windy can be deployed to collect self-reviews, peer feedback, and cross-team feedback as part of a formal performance cycle—all within Slack. Employees can even nominate peers for feedback through Slack, and Windy will manage the communication and collection of that feedback, making the process easy and lightweight for everyone involved.
How much time does it take for a manager to conduct a performance review with Windmill compared to traditional tools?
Windmill aims to allow managers to complete a full performance review in as little as six minutes, provided there is enough underlying data from system. The AI collects and organizes all needed information, making the process much faster than traditional, more manual methods.
Can the platform do ranking or ratings, or a nine-box grid for calibration and performance review?
Yes, the platform supports rating and calibration processes. Managers select ratings on a customizable scale which influence the tone of the performance review draft. The calibration view allows you to adjust employee placement and rating, justify changes, and see divergence between ratings and review text. Sentiment analysis and tone-matching in reviews are incorporated.
How customizable is the performance review process?
The review cycle timing is fully customizable—you can set start/end dates and deadlines. You can include or omit self-reviews, peer reviews, or upward feedback as needed, and customize all of the questions. The number and type of rating scales are also customizable, and company core values can be reflected and evaluated within the system.
How does Windmill approach the length and detail of performance reviews? Can there be controls over how much detail is included?
Our approach is to supplement data aggregation and AI summarization with human input; managers still must review, edit, and assign a rating to the data presented, so there's always a human layer in the process.
How does Windmill make performance management and feedback collection more efficient or effective than other tools?
By integrating deeply with tools like Slack and Google Calendar, Windmill makes it easy to build agendas, take notes, collect structured and unstructured feedback, and synthesize activity across different business systems. Its Slack-based AI agent suggests topics, organizes context, and saves managers from manual information-gathering, creating high manager and employee engagement.