Latest insights, updates and thoughts from the Windmill team
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The key to AI-assisted performance reviews isn't choosing between manual and fully automated—it's knowing when AI should help and when humans should decide. We built Windmill around a deliberate multi-stage process that uses AI for remembering and finding information while keeping judgment calls with managers.
Just like annual physicals miss the bigger picture of your health, annual performance reviews fail to capture how you're actually doing at work. The future of performance management is real-time measurement and continuous improvement—not once-a-year evaluations.
Annual performance reviews create anxiety, introduce recency bias, and promote self-protection because feedback is crammed into one high-stakes moment. But the tools we use every day already capture what matters, now making continuous feedback possible and December just another month.
From WWI military merit ratings to forced ranking and continuous feedback, performance reviews have evolved for 100 years—yet still fail to deliver. This is the story of how we got here, and why it's time for something better.
Why most HR advice is outdated, and how we're changing that by learning from HR leaders who are currently in the arena, embracing new technologies and solving today's people challenges.
1:1s usually fail because managers scramble for topics and employees come half-prepared. Our new 1:1 feature automatically builds agendas from your Slack conversations and calendar, so you walk in ready to discuss what actually matters.
The promise of AI employees is everywhere—AI SDRs, engineers, marketers. But most will fail, not because the AI isn't smart enough, but because we've built them without the most fundamental capability: the ability to have conversations and ask questions when faced with ambiguity.
There's no system today that gives a clear answer to what everyone is working on right now. Not across the company. Not in real time. Not without asking people manually. This is the gap we're filling at Windmill.
Windy was born out of necessity to eliminate the burden of administrative management so leaders can focus on leading, and teams can focus on doing great work.
Understanding how work actually flows across teams, roles, and tools through Organizational Network Analysis (ONA) — and why it matters for building better companies.
The next decade of software will be defined by AI that delivers value automatically, not tools that require user effort. See how we're building Level 5 systems that solve problems autonomously.
From taking Yext public to discovering the talent density paradox that led to founding Windmill—why even 'best in class' management gets it wrong, and how AI can change that.
From giving 1,000+ WeWork tech demos to discovering why scaling companies lose track of individual contributions—and how this led to co-founding Windmill.
The personal journey from managing 1 person to 50+ at Yext, discovering the painful trade-off between great management and product building, and how this led to founding Windmill.
