WorkStory Blog

A fresh start means a chance to align your team for growth and engagement, not just evaluation. So, let’s dive into five practical ways to refresh your performance review process for 2025 and set the tone for a more motivated workforce.

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.

The truth is, performance reviews don’t fail because of employees—they fail because managers aren’t being held accountable for their role in the process. Here’s why manager accountability matters and how you can make it a priority in your organization.

As we head into the end-of-year review season, it’s a good time to evaluate how you’re conducting performance reviews. A well-executed review process can inspire and set a clear path for growth. But a few common pitfalls can turn reviews into an ineffective or even dreaded experience for employees.

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.

Employees are often promoted based on their success in their current role, but that doesn’t always mean they’ll thrive in the next one, especially when leadership is involved.

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.

360 feedback is one of the most powerful tools for building a stronger, more engaged team. By gathering feedback from multiple sources and moving toward a Continuous 360 Feedback model, you’ll create an environment where employees grow, feel supported, and improve continuously.

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.

We learn a lot from our customers when it comes to performance reviews, feedback, culture, operations. Here's out first video - a list of ten tips on how you can improve your own performance review process.