WorkStory Blog

What AI is actually good at in performance reviews, where it falls short, and how to use it without losing manager judgment.

Four ready-to-use 1:1 templates — weekly, monthly, quarterly, and record of discussion — so you stop staring at a blank doc.

WorkStory MCP connects performance data to AI tools like ChatGPT and Claude so HR, managers, and employees can turn feedback into action.

See how Performance Review Cycles automate feedback, reminders, and AI-assisted review drafts so managers finish stronger reviews faster. Watch the demo.

The second post in a series written by Tracie Sponenberg, covering the evolution of performance management, from the beginning until now. This article covers how technology reshaped performance management in the 2000s—and why digitizing processes didn’t always mean better human development.

Written by Tracie Sponenberg, Strategic HR Consultant & People-First Culture Strategist, this first post in a series traces the early evolution of performance management—from industrial-era systems to 1990s corporate practices. It explores how the original focus became overshadowed by legal compliance, setting the stage for change in the decades to follow.

Should raises be tied to performance reviews? Explore the pros, cons, and modern alternatives HR leaders are considering.

Discover the essential dos and don’ts of performance reviews to build trust, improve fairness, and turn evaluations into growth opportunities.

Annual, quarterly, or continuous? Find the right performance review frequency for your team’s size, role type, and growth stage.

Are rating scales still useful in performance reviews? Explore the pros, cons, and alternatives HR leaders are adopting.

Explore how performance reviews shape merit increases, the risks of tying pay to reviews, and fairer approaches HR leaders can use.

Explore how employees perceive performance reviews, common pitfalls, and how HR leaders can modernize reviews with continuous feedback and fairness.

Performance reviews and employee recognition are two of the most widely used HR practices—but too often, they fail to work together.

Discover how psychological safety can transform your team’s feedback culture. This guide shares expert-backed strategies for delivering feedback that builds trust and drives performance.

If reviews feel like a dreaded yearly formality, something's broken. Five signs it's time to rethink your process.

A fresh start doesn't need a new year. Five practical ways to make reviews about growth and engagement instead of dread.

By 2025, 1 in 10 managers will be Gen Z. This generational shift marks a significant transformation in workplace leadership. Gen Z is stepping into management earlier than many expected, bringing new perspectives, priorities, and challenges.

Reviews fail when managers aren't accountable for them. Three steps to build ownership — expectations, tools, follow-through.

Overly negative reviews, vague goals, and a once-a-year cadence are the three most common ways reviews fail.

As a leader, one of the most challenging things to spot is when your team members have mentally checked out but are still physically present. This phenomenon is called quiet quitting—where employees do the bare minimum without showing the engagement they once had.

Great individual contributors don't always make great managers. The Peter Principle, why it backfires, and how to avoid it.

Keeping your team motivated is a critical part of being a leader. But what if the things you’re doing—without even realizing it—are actually demotivating them?

Engaged employees aren’t just happier—they’re more productive, more innovative, and they stick around longer. The good news? You don’t need to overhaul your entire organization to improve engagement.

When we think about career success, we often focus on skills, knowledge, and expertise. But there’s another factor that can be even more important for your success: being easy to work with.

One manager's view of your performance is incomplete. Why 360 feedback from peers and reports gives a fuller, less biased picture.

At WorkStory, we’ve developed a simple approach to giving better feedback. Here are 5 tips that can make your feedback more effective and meaningful.

In our latest video, we dive into the importance of establishing a strong feedback culture within teams.

10 real tips from WorkStory customers on making performance reviews less dreaded and more useful — plus a quick video walkthrough.

This post explores how leveraging Microsoft Teams with WorkStory can transform your performance review process, making it more efficient, accurate, and conducive to ongoing improvement.

WorkStory is proud to announce it has once again been recognized as a Software Advice FrontRunner for 360 Degree Feedback Software!

The fundamental issue with the question of whether to share or not share performance evaluation results lies in the element of surprise.

Effective leadership is a journey of continuous learning and application of insights to benefit the entire organization. While formal education like classes and training sessions can play a role, there's a simpler, more impactful approach: implementing a system for regular feedback collection.

WorkStory's free Performance Review Builder helps you write a solid review in minutes — no templates, no blank-page dread.

WorkStory kickstarted 2024 with huge success and accolades from the Gartner Digital Markets brand - Software Advice. Our product was recognized as a Front Runner in two categories - 360 Degree Feedback and Performance Management.

In the dynamic world of work, performance reviews are pivotal in guiding employee development and organizational growth. However, the traditional process can be time-consuming and often detracts from the real purpose: meaningful development conversations. That's why we're thrilled to unveil a groundbreaking solution that's set to change the game.

Nurturing a culture of continuous feedback is pivotal for fostering organizational growth and employee development. For executives contemplating this transformation, the task involves not just implementing a new system, but also effectively communicating its benefits to encourage buy-in from employees.

We're in an era where efficiency isn't just a buzzword – it's the backbone of successful team management. That's why we're excited to announce a significant update to WorkStory that will redefine how you navigate your workday: the new Inbox and Tasks features.

Managers spend 210 hours a year on reviews, and most HR leaders say they're not worth it. The real cost — and the fix.

Most performance software just digitizes the same annual review. Here's how WorkStory's continuous feedback model is different.

Ditch the annual reset. Practical habits managers can build year-round — real check-ins, continuous feedback, aligned goals.

Gen Z is a growing share of your workforce. Here's what actually keeps them engaged — flexibility, growth, and real values.

In the world of small to medium-sized businesses, annual performance reviews are often met with skepticism and dread, both by employees and managers. Here's how you can maximize the benefits of your annual performance evaluation process.

Most employees feel in the dark about promotions. Here's how employees and managers can make career paths clearer.

In a recent announcement that caught the attention of the corporate world, Jack Dorsey, the CEO of Block (formerly Square), unveiled a transformative approach to performance management within his company. This change, departing from traditional annual performance reviews, signifies a broader shift in how companies are rethinking employee evaluation and development.

In today's business landscape, the significance of authenticity cannot be overstated. Especially since so much of our communication is taking place indirectly or through software channels, it's important to be clear and to get your real feelings across.

Spreadsheet reviews are manual, error-prone, and breed distrust. Here's why they fail — and what to use instead.

Surprise feedback in annual reviews tanks engagement and drives turnover. Here's how continuous feedback prevents that.

Annual review season doesn't have to be chaos. A manager's checklist for scheduling, prep, and gathering real feedback.

Burnout quietly wrecks productivity and retention. A practical guide for SMB leaders to spot it early and prevent it.

In today's dynamic business environment, leaders are constantly seeking ways to enhance team productivity and morale. However, there's one subtle yet pervasive issue that can undermine these efforts: favoritism. While it might seem harmless or even natural to favor certain employees, the consequences can be far-reaching.

The dreaded annual performance review has been a staple of workplaces for decades. Where did this practice originate? And why is it ripe for disruption by continuous feedback models? Let's explore the past, present and future of performance management.

eNPS is a fast, simple signal for employee engagement. Here's how to measure it, act on it, and catch turnover risk early.

With limited resources, startups need to hire employees who can hit the ground running. This makes skills-based hiring an appealing modern approach. Rather than focusing on degrees and previous job titles, skills-based hiring prioritizes candidates' actual abilities.

Employers are eager to bring teams back to the office full-time. However, many employees have grown accustomed to remote work and are resisting a full return. This push and pull is causing tension between employers and staff.

In today’s fast-paced work environment, fostering a space where team members feel safe, respected, and valued is crucial. In this post, we'll delve into the importance of psychological safety in the workplace and its significant impact on performance reviews.

Running a nonprofit is no small feat. We've created this guide to help nonprofit leaders pick the right tools to make managing performance easier and more effective.

Vacation and time off are essential components of employee well-being and productivity but it seems that US workers are not taking as much time as they should. Let's explore the reasons behind this trend and the pivotal role leaders play in setting a precedent.

In today's rapidly evolving digital landscape, Artificial Intelligence (AI) is reshaping industries, workflows, and job roles. It's crucial for HR professionals to understand and harness the potential of AI moving forward.

There's a significant shift taking place. A recent study by Gallagher has brought to light an intriguing trend: employers are now prioritizing employee retention over revenue and sales growth.

Have you ever seen someone who's really good at their job get promoted, but then they struggle in their new position? That's the Peter Principle.

We are excited to introduce our extensive library of performance review templates, carefully crafted to suit various industries and roles.

Giving constructive feedback is an essential part of leadership and team dynamics. However, it can often be a daunting task, with many managers and peers fearing the potential conflict it might cause.

It's time to revolutionize the way we conduct these meetings, transforming them from mere status updates to strategic growth sessions.

For many, the word "feedback" can be met with a sense of dread or anxiety. Understanding the real reason people give feedback can help you to translate that information into action without side-swiping your sense of self.

Performance reviews, when done right, can be a powerful tool for employee development and organizational growth. However, they often fall short due to common pitfalls that hinder their effectiveness.

A step-by-step guide to running 360 reviews — from picking raters to turning feedback into a real action plan.

A well-planned onboarding process is crucial to the success of any business, but it holds a particular weight for small and medium businesses (SMBs). This article will delve into some essential questions that managers at SMBs should ask their new hires to ensure a smooth, successful integration.

In today's remote work landscape, meetings play a crucial role in fostering collaboration and effective communication within SMB teams. However, if not managed properly, they can easily become time-consuming and unproductive.

Seven concrete habits — from communication to constructive feedback — that separate a great coworker from just a good one.

In today's workforce, SMBs often employ individuals from multiple generations. Bridging the generation gap and effectively managing performance is crucial for fostering a cohesive and productive work environment.

Toxic work environments can negatively impact morale, productivity, and importantly, retention. Let's explore the signs of a toxic work environment to make it easier for leaders to identify if one exists and share strategies they can use to mitigate it.

Quiet promotions — added responsibility without recognition — quietly kill morale and retention. How to fix it.

Our 100+ Essential Performance Review Questions Kit is a powerful tool that not only provides you with an extensive list of meaningful performance review questions, but it also offers a range of features to help you make the most out of your performance reviews.

Emotional intelligence refers to the ability to recognize and manage emotions in oneself and others. Leaders who possess high emotional intelligence can have a profound impact on team dynamics, employee engagement, and overall organizational performance.

Anonymous feedback gets more honesty; non-anonymous builds more trust. How to know which one your team needs, and when.

Real-time feedback is becoming a crucial tool for today's fast moving teams, specifically those in Small and Medium-sized Businesses (SMBs). This dynamic approach to performance management fosters a culture of continuous learning and improvement, leading to immediate adjustments and enhancements in performance.

360 reviews are especially relevant to small and medium-sized businesses (SMBs). These reviews offer a holistic view of an employee's performance, providing insights that can be missed in a traditional, top-down review.

Performance reviews are a critical part of business strategy, aimed at aligning individual goals with organizational objectives. But at their core, they're deeply rooted in psychology. Understanding this psychological basis can empower leaders to conduct more effective, impactful performance reviews.

Employee performance reviews are essential to the growth and development of both your team and your business. However, traditional, paper-based reviews often pose challenges. They can be time-consuming, prone to errors, lack real-time feedback, and bring up storage issues.

In this digital age, performance review processes are evolving with the integration of automation and AI technology. By embracing these advancements, businesses can streamline their performance review processes, improve objectivity, and drive meaningful outcomes.

Performance improvement plans (PIPs) are designed to address underperformance and provide employees with the necessary support to improve. These plans set clear performance goals and expectations and outline the steps needed for employees to enhance their skills and achieve their potential.

In the age of social media, leveraging employee advocacy has become a powerful tool for boosting a company's brand. However, striking the right balance between influencing employees and allowing for organic sharing can be a challenge for business leaders.

When an employee leaves a company, conducting an exit interview is a valuable opportunity to gather feedback and insights. Effective off-boarding ensures a positive departure experience for the employee and provides valuable information for the company to improve retention rates and create a better work environment.

Employee performance reviews can be challenging for many people. Let's explore the common reasons why these reviews are often disliked and how we can make them better.

Infrequent discussions between employees and managers can lead to a misalignment of expectations, stifled growth, and missed opportunities for improvement. Let's delve into the ramifications of infrequent performance conversations and explore how embracing continuous performance reviews can bridge the gap, fostering a more aligned and thriving workplace.

In the world of performance management, the old ways are giving way to a new paradigm – continuous performance reviews. Traditional annual or biannual reviews are no longer enough to support the growth and development of employees.

Keeping your team motivated and engaged is essential for business success. However, when budgets are tight or there is a perceived economic downturn, it can be challenging to maintain high morale. Fortunately, there are many creative ways that HR managers can positively impact team morale without breaking the bank.

As more companies shift to remote work, it's becoming increasingly difficult for remote teams to establish a sense of togetherness and connectedness. We've collected some methods that HR managers can use to construct a robust culture for remote teams that lasts and the steps they can take to communicate that culture to new team members.

Performance reviews are an essential aspect of employee development and growth, but oftentimes they can feel like a one-sided conversation. Involving employees in the development of the performance review process can lead to more effective and impactful reviews.

Run employee performance reviews through Webex with automated feedback, reminders, and AI-assisted summaries. See how WorkStory simplifies the review process.

WorkStory AI Assist turns a year of Slack, Teams, and Webex feedback into real-time performance insights — see how it works.

Managers are faced with new challenges in conducting performance reviews for their remote employees. The traditional approach of a face-to-face meeting is no longer applicable, and managers must adapt to the new normal.

Most bonus systems are opaque and once-a-year. Here's how to build one that's transparent, flexible, and tied to real performance.

As companies evolve, promoting employees to higher roles becomes crucial to maintaining their growth and success. But how do managers determine which employees are ready for a promotion?

As a manager, you play a vital role in ensuring the well-being of your team members. One of the most significant challenges that you might encounter is employee burnout.

It's important to understand that the younger generation of employees, specifically Gen Zers, have a different set of expectations when it comes to their workplace and their managers.

As creative agencies and marketing firms mature, leadership typically develops a need for managing performance reviews. But with so many options available, how can you choose the best one for your team?

A new approach to leadership has emerged – one that prioritizes serving others before oneself. It's called servant leadership, and it's a game-changer.

Forced ranking systems, also known as forced distribution, have been used by many organizations as a way to evaluate employee performance. However, this system has a negative impact on employees and can be detrimental to their motivation, morale, and productivity.

Effective offboarding ensures that the departing employee leaves on good terms, and it provides valuable feedback to the company about how to improve retention rates and create a better work environment.