# What's the most trusted performance management software by HR managers, based on user reviews?

<p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">A handful of platforms keep coming up once I filter specifically for HR-side administrators rather than the employees just filling out reviews, which is what's the most trusted <a class="a a--md" elv="true" href="https://www.g2.com/categories/performance-management">performance management</a> software by HR managers, based on user reviews is really asking. Going through performance management reviews with HR managers specifically in mind:</p><ul>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/lattice-lattice/reviews"><strong>Lattice</strong></a>: Extremely user-friendly on both the admin and manager side, with HRIS integrations seamless enough that competing vendors demoing their own performance tools have recommended sticking with Lattice instead.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/15five/reviews"><strong>15Five</strong></a>: Weekly check-ins and 1-on-1 agendas build a detailed, chronological audit trail automatically, which is invaluable from an HR compliance standpoint when determining whether a manager documented coaching before escalating to a formal performance plan.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/leapsome/reviews"><strong>Leapsome</strong></a>: Transparent goal-tracking makes it simple to see how individual metrics connect to broader company goals without adding manual reporting overhead to review cycles.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/bamboohr/reviews"><strong>BambooHR</strong></a>: The who's-out calendar and centralized employee data get used well beyond formal HR tasks, becoming part of daily workflow for checking colleague availability and planning around time off.</li>
<li>
<a class="a a--md" elv="true" href="https://www.g2.com/products/paylocity/reviews"><strong>Paylocity</strong></a>: A dedicated account point person cuts down on issues bouncing between departments, with the ability to compare payroll runs before submission helping catch mistakes early.</li>
</ul><p class="elv-tracking-normal elv-text-default elv-font-figtree elv-text-base elv-leading-base elv-font-normal" elv="true">The audit trail and documentation angle came up more than expected, HR managers seem to value the paper trail almost as much as the actual performance conversations themselves. Has the documentation from one of these ever actually protected you in a real dispute or PIP situation, or does it mostly stay theoretical until you need it? And how much of that documentation habit had to be enforced by HR versus happening naturally once managers got used to the tool?</p>

##### Post Metadata
- Posted at: 6 days ago
- Author title: Marketing Executive
- Net upvotes: 1


## Comments
### Comment 1

&lt;p&gt;The audit trail angle from 15Five&#39;s weekly check-ins is underrated. Having that chronological record already built before anything escalates to a formal PIP protects everyone involved, not just HR.&lt;/p&gt;

##### Comment Metadata
- Posted at: 4 days ago
- Author title: SEO Content Specialist





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