TRICO Companies is a respected general contractor based in Washington, known for its high standards, cross-functional collaboration, and commitment to growing its people. Like many construction and project-based organizations, the TRICO team is spread across different locations and departments, making it difficult to keep everyone aligned on goals and performance expectations.
Margaret Simpson, TRICO’s Human Resources Manager, knew that strong communication and transparency were key to supporting employee development and operational alignment. But without a centralized system to gather feedback and track objectives, important insights were slipping through the cracks.
That’s where WorkStory came in.
Before adopting WorkStory, TRICO was managing feedback and goal tracking in multiple places—informal notes, email threads, spreadsheets. While the intent to support growth was there, the process lacked consistency. Goals were sometimes set and tracked, but they weren’t always visible to others. Feedback often happened in real-time but wasn’t recorded or reflected in formal reviews.
With WorkStory, TRICO implemented a more structured yet lightweight process that didn’t disrupt day-to-day workflows. The team began capturing feedback directly through Slack and email, using timely prompts and smart templates to encourage meaningful input from peers and managers alike.
Over time, the organization has collected more than 6,270 pieces of feedback, helping managers recognize performance patterns, reinforce positive behavior, and support development year-round.
Alongside feedback, WorkStory also became the hub for goal setting and progress tracking at TRICO. The team created has 325 active goals, supported by 558 progress updates so far—many of which tied into broader company objectives.
Because of the way goals work in WorkStory their employees could see how their work aligned with team and company-level priorities. Nested goals allowed for a clear hierarchy of objectives, improving transparency across departments.
This visibility made it easier for teams to understand what others were working toward and fostered alignment across functions.
The real payoff came when it was time for reviews.
Rather than scrambling to compile notes or relying on vague memories, TRICO’s managers entered review conversations with a full picture of each employee’s contributions. Feedback, goals, and progress updates were all accessible in one place—enabling more thoughtful, accurate, and growth-oriented discussions.
WorkStory gave TRICO more than just a system—it gave them a rhythm. Feedback became continuous, not episodic. Goals were no longer tucked away, but visible and connected. And performance reviews became easier to prepare for and more valuable for everyone involved.
If your organization is looking to improve alignment, support growth, and reduce the manual work around performance reviews, TRICO’s story shows how a thoughtful system can help.
