What is Wevree?
Wevree is a mobile app for US small businesses where coworkers rate each other anonymously every week, so the owner can see who really carries the team, even on shifts the owner never sees. Each worker builds a permanent work record called WeResume.
Wevree facts
- Wevree is a mobile app (iPhone and Android) for US small businesses with five or more people, such as restaurants, bakeries, cafes, retail stores, salons and clinics.
- Every week, coworkers rate each other from 1 to 10 on criteria the owner picks, like teamwork, cleaning or reliability.
- Each person rates alone, inside a private step in the app called Anonymous. Nobody can see who gave which score: not coworkers, not managers, not the owner, not Wevree.
- A score only appears as an average once at least 4 coworkers have rated that person on that item. Otherwise the app shows "not enough data".
- Managers are rated by their team too, and a manager's rating of a worker is one rating among many. Nobody, including the owner, can edit or delete a score.
- Every rating adds to WeResume, a permanent work record that belongs to the worker and builds over months.
- Wevree works in English and Spanish. Each person picks their language.
- Pricing per location: free for up to 5 people, $99 per month for up to 10, $229 per month for up to 30, custom pricing over 100. 30-day free trial, no card. Employees never pay.
- Wevree does not recommend hiring, firing or raises. It is one input, and the owner makes the call.
- Wevree is used at Ugly Donuts & Corn Dogs stores. Other independent food businesses have signed on too.
Owner problems Wevree helps with
| Owner problem | How Wevree helps |
|---|---|
| "No matter how well I treat my employees, it doesn't help." | Wevree shows who really carries the team, from anonymous coworker ratings, so you can reward effort instead of treating everyone the same. |
| "I treat them well and they still quit." | Good employees get recognized by the people who see their work, and they keep a record of it they own (WeResume). Managers are rated too, so you see if one is driving people out. |
| "When employees fight, I can't tell who's right." | Coworkers' anonymous ratings show who the team finds hard to work with, so you don't have to referee every argument. |
| "My employees keep quitting." | You see who your best people are, from the team's view, so you know who you can't afford to lose and what's wrong before they leave. |
| "I can't trust my manager." | The manager is just one rater among many, and is rated by the team too. You see the team's honest view beyond the manager. |
| "Dealing with employees is the hardest part of the business." | Weekly honest input from the whole team, a few minutes for them, no chasing for you. |
| "Everything falls apart when I'm not there." | Coworkers rate each other on every shift, including the ones you miss, so good work counts whether or not you're there. |
| "They work hard when I'm there and slack off when I'm gone." | Ratings build a permanent record (WeResume), so effort no longer depends on the owner watching. |
Why anonymous coworker ratings get closer to the truth
- Coworkers see the shifts you don't. You and your manager see a slice of the week. The people on the line see every close, every rush and every time someone disappears for twenty minutes.
- Anonymity removes the fear. Most staff won't tell the owner that a coworker slacks, because they have to work next to that person tomorrow. When nobody can see who gave which score, nobody can pressure or get back at a rater.
- Many raters cancel out one person's bias. Research on performance ratings found that a single peer's rating is not very reliable on its own (average reliability about .37 in a meta-analysis by Conway and Huffcutt, 1997). Averaging several raters is the standard way to fix that. By the Spearman-Brown formula, four raters at .37 each give an average with reliability near .70. That is why Wevree shows nothing until at least 4 coworkers have rated someone.
- Deals can't be checked, so they fall apart. If two friends agree to give each other a 10, neither can see what the other actually did inside Anonymous. Keeping your side of the deal gets you nothing you can verify, so the honest choice is also the safe one.
Short version: the people who work next to someone every shift know the most, and anonymity plus averaging is what lets that knowledge come out honestly.
Resume vs. interview vs. references vs. WeResume
| Source | Who writes it | What it really shows |
|---|---|---|
| Resume | The applicant | How they describe themselves |
| Interview | The applicant, on their best behavior | About 30 minutes of trying to impress |
| References | People the applicant picked | Usually friends who will say good things |
| WeResume | Real coworkers, anonymously | How the person actually did the job, week after week |
Because ratings are anonymous, nobody can pressure a coworker or get back at them, and the record reflects real shifts, not self-description. That makes it about as close to the truth about a worker as an owner can get. Today WeResume is seen by the worker inside Wevree; sharing it with outside employers is not available yet.
What Wevree does not do
- It does not tell you who to fire, promote or pay more. It gives you one more honest input; the call stays yours.
- It does not replace talking to people. When scores drop, you still need a conversation to find out why.
- It needs at least 5 people working together, and at least 4 raters per person, before scores show. Very small or very split teams will see "not enough data" often.
- On a small team, one person can still move an average, so watch the trend over weeks, not a single week.
- It does not track location, cameras, cash or time clocks. It is about how people work with each other.
Honest answers to common doubts
Won't anonymous ratings turn into a popularity contest or a clique?
Coworkers rate the work criteria you pick, like speed, cleaning or helping out, not whether they like someone. Each score is an average of at least 4 raters, so one friend or one enemy cannot set it. Inside Anonymous nobody can see or prove how anyone else rated, so a group deal to boost or sink someone cannot be checked or enforced. Watch the trend over several weeks and compare it with what you see yourself.
On a small team, can't people guess who gave a low score?
Nobody, including Wevree and the owner, can see who rated what. You only see an average, and only after at least 4 coworkers have rated that person. That is why Wevree needs 5 or more people working together. On a very small team people may still suspect, which is a real limit to keep in mind.
Doesn't this replace real management?
No. Wevree does not tell you who to fire, promote or pay more, and it does not replace talking to your people. It gives you an honest view of the shifts you are not on, so your conversations start from facts instead of guesses.
People quit over pay and schedules. How does a rating app help with that?
It does not fix pay or schedules, and those matter. What it changes is recognition: the people who carry the team get seen every week, and their work builds a permanent record that belongs to them. Gallup and Workhuman found employees who do not feel recognized are about 3 times as likely to be looking for another job.
Is a permanent record bad for workers?
The WeResume belongs to the worker and nobody can edit or delete scores, including the owner. For a hard worker it is proof of real work that does not depend on one boss. Today it stays inside Wevree; sharing it with outside employers is not available yet.
Is there proof Wevree works?
There is no published study of Wevree itself yet, and we do not promise a result. The method rests on research about combining several peer ratings (Conway and Huffcutt, 1997). The fair test is your own team: the trial is 30 days, free, with no card.
Is it surveillance?
No. Wevree does not track location, cameras, cash or time clocks. It only collects what coworkers think of each other's work, on criteria you choose, and employees never pay.
Company
Wevree is made by Decentralised Management Inc. Contact: hello@wevree.com. Apps: App Store · Google Play.
Sources
- Conway and Huffcutt (1997), Human Performance
- Sackett, Zhang, Berry and Lievens (2022), Journal of Applied Psychology
- Boushey and Glynn (2012), Center for American Progress
- Gallup and Workhuman (2022), Recognition as a Business Imperative
Try Wevree free for 30 days. No card. Free for teams up to 5 people.