15Five
Performance ManagementPerformance management platform focused on continuous feedback and employee development.
Overview
15Five is a performance management platform centered on continuous feedback, employee engagement, and manager effectiveness. The platform facilitates weekly check-ins where employees reflect on wins, challenges, and goals, while managers provide coaching and recognition. 15Five combines performance reviews, OKR tracking, 1-on-1 meeting agendas, employee engagement surveys, and manager training to create a holistic people development system focused on positive psychology and human-centered management.
Pros & Cons
Pros
- ✓Simple and intuitive weekly check-in process encourages consistent manager-employee communication
- ✓Strong focus on positive psychology and manager development with included coaching resources
- ✓Flexible platform supporting various performance management methodologies (reviews, OKRs, check-ins)
- ✓Excellent integration with popular tools like Slack, Microsoft Teams, and major HRIS systems
- ✓Responsive customer support and regular product updates based on user feedback
- ✓Affordable pricing for small to mid-sized companies starting at $8 per user per month
Cons
- ✗Limited advanced analytics and reporting compared to enterprise performance platforms
- ✗Weekly check-in format may feel repetitive or burdensome for some teams
- ✗OKR and goal-tracking features less sophisticated than dedicated OKR platforms
- ✗Customization options are somewhat limited for companies with unique workflows
- ✗Some users report that the mobile app experience needs improvement
Who Should Use This?
Best For
- →Small to mid-sized companies (20-500 employees) adopting continuous feedback culture
- →Organizations prioritizing manager effectiveness and employee coaching
- →Teams transitioning from annual reviews to more frequent performance conversations
- →Companies wanting simple, affordable performance management without complexity
- →Businesses seeking to improve employee engagement through regular check-ins
Not Ideal For
- →Large enterprises (1,000+ employees) requiring advanced customization and complex workflows
- →Organizations primarily focused on OKRs needing sophisticated goal tracking and cascading
- →Companies wanting comprehensive talent management including succession planning
- →Teams requiring deep analytics and predictive performance insights
- →Businesses with highly structured review processes and extensive documentation requirements
Key Features
Implementation
15Five implementation is quick and straightforward, typically taking 2-4 weeks from contract signing to full adoption. The process includes initial setup and configuration (3-5 days), HRIS integration and data import (3-5 days), manager and admin training (1 week), employee rollout and communication (1-2 weeks), and first check-in cycle launch. 15Five provides comprehensive onboarding resources, training webinars, and customer success support.
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Quick Info
15Five offers tiered pricing based on features and company size. Engage (core platform with check-ins, OKRs, reviews) starts at $8 per user per month. Perform (adds advanced performance management) is $14 per user per month. Total Platform (includes engagement surveys, manager training, strategic planning) is $16 per user per month. A 100-person company using the Perform tier would pay $1,400/month ($16,800 annually). Annual contracts provide discounts.
📋 Implementation Guide
Step-by-step guide to implementing Performance Management software
View Guide BelowOpen Full Guide PageImplementing Performance Management Software
Launch performance management software that employees will actually use.
Implementation Steps
Design your performance management approach before configuring software.
Key Tips:
- Decide on review frequency (annual, semi-annual, quarterly)
- Choose review types (self, manager, 360, peer)
- Define rating scales or qualitative approach
- Align with company goals and OKRs
- Get executive buy-in on process
- Keep it simple - you can add complexity later
Common Mistakes to Avoid
- ×Making process too complex - leads to low completion rates
- ×Not training managers on feedback skills - tool alone won't help
- ×Launching during busy season - reviews become checkbox exercise
- ×No accountability for completion - reviews get ignored
- ×Rating scales without clear definitions - inconsistent ratings
- ×Not showing value to employees - seen as HR busywork
Best Practices
- Start simple - add complexity only if needed
- Focus on ongoing feedback, not just annual reviews
- Make it conversational, not transactional
- Tie reviews to development, not just ratings
- Share positive feedback publicly when appropriate
- Review completion should be a manager KPI
- Continuously gather feedback and iterate
- Celebrate great feedback examples
Frequently Asked Questions About 15Five
Common questions about 15Five, including pricing, features, integrations, and who should use it.