Enerflo is a fast-growing software company that helps solar installers and sales organizations streamline their operations — from lead to install. With a fully remote team of ~150 employees across the U.S., Enerflo needed a way to maintain a strong feedback culture through a new review process and to be able to use them to uncover emerging leaders and more quickly identify performance risks across departments.
Before WorkStory, Enerflo was doing what a lot of growing companies do: trying to give feedback in the moment through Slack shoutouts or quick conversations. But they lacked a centralized, structured system to capture and track that feedback over time — especially the kind that fuels team member growth and leadership development.
“We didn’t have a consistent place for feedback. We’d use Slack, give shoutouts, talk to people… but it wasn’t organized. And nothing was prompting us to keep at it.” — Brent Thurgood, Head of People at Enerflo
Brent and the team embraced WorkStory’s lightweight but powerful approach — letting the platform nudge the right people at the right time, so feedback became part of the day-to-day, and so reviews were no longer a once-a-year headache.
“It gave us a consistent flow of good questions and good prompts that led to greater conversations about performance.”
Enerflo’s team of ~150 has now shared over 5,400 pieces of feedback — most of it captured effortlessly through Slack and email. That volume of information has transformed their performance review process into a faster, more human conversation, built on real data collected throughout the year.
“Now we have a system that’s trackable, easy to manage, and incredibly well supported. Honestly, the simplicity, the support, and the price — it’s been outstanding.”
Patterns of strong communication, initiative, coachability, and influence made promising leaders easier to identify across departments—not just the most visible members of the team.
With a clearer record of how people contributed over time, Enerflo could recognize leadership potential earlier and foster the people already helping their teams succeed.
WorkStory gave Enerflo visibility into more than positive feedback and emerging leaders. It also created a continuous record of performance concerns as they developed.
In one anonymized employee history, average scores declined from 8.75 to 6.12 across scored observations. Early feedback praised the employee’s communication, collaboration, and technical ability. Over time, recurring concerns emerged around rushed work, inadequate testing, avoidable rework, and the need for additional oversight.
The record even captured coaching, a period of improvement, and the later recurrence of the same issues.
That kind of documented history gives managers more than a snapshot. It provides evidence they can use in coaching conversations, performance improvement plans, and, when necessary, subsequent employment decisions.
According to Gallup, 42% of employees who voluntarily leave say their departure could have been prevented; yet nearly half receive no proactive conversation about their performance in the three months before leaving.
WorkStory helped Enerflo close that visibility gap. By connecting recurring feedback, category-level scores, and changes over time, leaders could identify emerging performance risks earlier—when coaching could still change the outcome and before replacement costs (which can range from 40% to 200% of salary) entered the equation.
If you’re trying to turn scattered feedback into structured growth — and help your team have better performance reviews without a big lift — Enerflo’s story is proof that it’s possible.
