15Five Reviews & Product Details

Love that it's such a simple idea, yet adds so much value. I love the concise weekly nature of adding what you have achieved and what you are planning to achieve next week. Takes a few mins, but really helps to focus week to week on moving the dial.

I love the reminders, simplicity of the platform and also how it drives you to show every employee how the contribute to the overall KPIs of the business, which by itself really helps to motivate.

Slack integration is great for Hi Fives and for sharing positive comments about colleagues and tracking the most appreciated people are also brilliant. Review collected by and hosted on G2.com.

Its quite expensive for a simple tool, we had about 80 seats, so it ads up, but the output is great.

Sometimes confusing in terms of how to plan your kpi entry in advance, and it takes time to get this in, but once there its brilliant Review collected by and hosted on G2.com.

What I find most valuable in 15Five is the clean, intuitive UI/UX that keeps weekly check-ins and 1-on-1 agendas completely friction-free. The Slack and calendar integrations fit seamlessly into my everyday workflow, ensuring action items and reminders are never missed without having to context-switch. An unexpected upside has been the AI-assisted review synthesis, which saves hours during review cycles by automatically summarizing past accomplishments and key discussion points Review collected by and hosted on G2.com.

While 15Five is effective for engagement, the pricing structure can feel steep for smaller teams, particularly when adding premium modules for advanced analytics. On the functional side, the notification volume can become overwhelming unless aggressively tuned, which sometimes leads to notification fatigue. Additionally, the reporting dashboard can occasionally experience slow load times when filtering through extensive historical review cycles, so improving backend query performance would be a welcome update. Review collected by and hosted on G2.com.

I’m able to track how my team is performing without having to constantly follow up with them. The platform also gives my team a way to express their feelings without feeling pressured, and it helps us figure out the way forward. Review collected by and hosted on G2.com.

It doesn’t provide recommendations or any actions to help me figure out how to tackle each and every problem. I end up having to work it out on my own, and that just takes extra time because I still need to gather information on how to go about each problem. Review collected by and hosted on G2.com.

I really love how easy it is to use the weekly check-ins and 1-on-1 meetings because it keeps everyone on the same page and furthermore the High Fives feature is great for team morale which is something we use every single week. It is really nice that also the performance reviews are built right in and connect to everything else which makes it so much faster to get through them. Review collected by and hosted on G2.com.

There is honestly not much to dislike at all except maybe they could add some more templates for different types of teams which would just save a little bit of time when setting things up initially. Overall it runs really smooth and I have never had any actual issues with the system slowing down or being confusing. Review collected by and hosted on G2.com.

I am a People Operations Manager managing the employee lifecycle of a growing organisation and my goal with 15Five is not just to generate feel-good engagement but to standardise our managerial cadence and create documented performance histories. I’m responsible for the administrative backend of the platform, running our quarterly review cycles, outlining our OKR structures and training new department leads on how to properly conduct and document their weekly 1-on-1s. It is our primary system of record for the ongoing conversation between individual contributors and their direct supervisors outside of our formal HRIS system. “15Five is a lifesaver in terms of manager accountability, from a strict HR compliance and employee relations perspective.” Over the years, my biggest headache has been department heads approaching me to put an employee on a Performance Improvement Plan (PIP) with absolutely no documented history of prior feedback or coaching. 15Five asks managers to include weekly check-ins and 1-on-1 agendas as part of the process, so it automatically creates a very detailed, chronological audit trail. “I can go back months of check-ins and easily see whether a manager was really setting clear expectations, or whether the performance issue is a surprise.” The weekly pulse checks are qualitative, which helps me to identify micro-trends in team morale before they become full attrition risks. Review collected by and hosted on G2.com.

The most frustrating administrative friction is the way the platform handles changes in the hierarchy of the organisation, especially when it concerns interim managers or parental leaves. When a department head leaves the company unexpectedly, or takes a three month maternity leave and you have to move their direct reports over to an interim manager, but you still want to be able to see their historical 1-on-1 notes and review cycles, that’s just so clunky. The system permissions seem to be very much tied to the manager-report relationship. My People Ops team has to do manual things such as download PDF exports of old conversations to the interim manager which is counterproductive to having a centralised dynamic platform and makes for a very disjointed experience when there are team transitions. Review collected by and hosted on G2.com.

The weekly check-in feature is something I find really valuable because it gives my team a simple and consistent way to share updates without needing a full meeting and I also really like the 1-on-1 meeting feature which keeps all our conversations documented in one place and furthermore the High Five feature is great for acknowledging team members when they deliver good work. Review collected by and hosted on G2.com.

The templates available for performance reviews could be a bit more varied but overall the platform has been working really well for our team and there are no major issues I have come across so far. Review collected by and hosted on G2.com.

I am a People Operations Lead in a growing mid-sized company that implemented 15Five to replace an antiquated annual review system using spreadsheets. Especially, I wanted to create an environment where feedback is continuous, not stressful and once a year. I use it every day to take an overall pulse check on company morale using pulse surveys, to run our quarterly performance review cycles, and to make sure that our managers are doing meaningful and documented 1-on-1s with their direct reports every two weeks. Within our HR team, 15Five is our central system of record for employee engagement, peer recognition and organizational alignment. I like the way that 15Five encourages employee engagement in a way that is natural, not a burden, and feels like a benefit. Our weekly check-in is a game-changer and allows our leadership team to get a live view of how our company is doing and any issues or roadblocks that can arise in our departments before they become a big problem. The 'High Fives' feature has also been a huge success for us and we are creating a culture of peers recognising each other, which we have been finding difficult to do in a hybrid working environment. It's easy to set up review cycles from an HR admin point of view. The automated nudges of the system save me many hours from pinging on email busy managers for on-time team evaluations. Review collected by and hosted on G2.com.

The engagement and review capabilities are superb, but the tracking module for Objectives and Key Results (OKR) seems a bit inflexible and awkward for us. The interface becomes confusing when dealing with the more complex, multi-departmental objectives and many of our team leads report that they must manually update their progress each month. Moreover, it isn't especially easy to administer, as the custom reporting features are a bit restricted. I often find myself needing to export specific historical engagement data for executive board meetings, but have to reformat the engagement data into a raw csv file and then create the charts myself, which is quite a bit of a pain for a pretty good platform. Review collected by and hosted on G2.com.

I really like how 15Five streamlines communication between team members and managers. The weekly check-ins make it easy to share progress, highlight wins, and raise blockers early, before they turn into bigger issues. Review collected by and hosted on G2.com.

The platform sends a bit too many email notifications and reminders, which can sometimes feel overwhelming during a busy work week. The user interface can also occasionally feel a little cluttered, making it slightly harder to quickly find older feedback or specific historical reports. Review collected by and hosted on G2.com.

It's super easy to do weekly check-ins and let my manager know what I'm working on. I really like the high fives feature to give shoutouts to teammates, makes it easy to stay connected especially when working remote. Review collected by and hosted on G2.com.

Sometimes the email reminders get really annoying if you forget to submit on Friday. Also, setting up the goals and OKRs feels a bit confusing at first and takes way too many clicks to update. Review collected by and hosted on G2.com.

What stands out to me about 15Five is that it brings several aspects of employee performance management together in one place. Rather than having separate tools for performance reviews, employee feedback, goal tracking and engagement surveys, the platform attempts to connect all of these into a single system. Review collected by and hosted on G2.com.

My main concern is that 15Five seems to run the risk of making performance management more complicated than it needs to be. There are a lot of features packed into the platform, but I'm not convinced every organisation needs that level of structure or that employees will necessarily appreciate having another system demanding regular updates, check-ins and feedback. The recurring questionnaires could also become repetitive over time, particularly if employees feel they're completing them because they're required to rather than because they lead to meaningful conversations. I'd also like to see more flexibility around customisation, reporting and workflows, rather than having some functionality tied to more expensive subscription tiers. Review collected by and hosted on G2.com.