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 previously coordinated 6 delivery teams across 14 software projects. I used 15Five weekly check-ins to capture delivery blockers, dependency risks, and resource concerns before adding them to project governance updates. And also I created separate check-in templates for delivery leads and engineers, with questions mapped to their responsibilities.

Support helped refine the template logic during rollout without affecting submitted responses our 32 team members submitted weekly updates across active projects, giving me one history of recurring delivery issues instead of maintaining a parallel status sheet. We also removed a separate employee-feedback subscription. Review collected by and hosted on G2.com.

There is nothing to dislike about 15 Five , it has exceeded our expectations and also has a great and clean UI, which has helped our teams to understand it better along with some really great licencing and AI features. Review collected by and hosted on G2.com.

The platform’s intuitiveness is its biggest strength. It feels natural for both our employees and the management team, which made the rollout across departments impressively smooth. Implementation was fast and didn’t require much heavy lifting from IT. I’ve worked it into my daily routine for check-ins and goal tracking, and customer support has been exceptionally responsive whenever we’ve run into a snag. The mix of features—from performance reviews to engagement surveys—offers a well-rounded toolkit without making the interface feel cluttered or overwhelming. Review collected by and hosted on G2.com.

Some features feel a bit restricted unless you’re willing to move up to a higher-tier plan. Although the core functionality is excellent, we’ve occasionally run into situations where an advanced customization or reporting option was locked behind a more expensive version. I think offering a little more flexibility—especially around custom field labels—at the standard level would go a long way toward making the tool feel better tailored to our unique internal workflows. Review collected by and hosted on G2.com.

I really appreciate how 15Five strips away the usual corporate heaviness from performance management, so conversations feel genuinely human and straightforward. Having our weekly check-ins, OKRs, and recognition all centralized in one dashboard has been a huge time-saver. It helps keep the whole team aligned around our high-level goals, without the process turning into a tedious HR compliance exercise that just ticks boxes. Review collected by and hosted on G2.com.

The initial setup can feel pretty overwhelming without proper onboarding, especially because nearly all features are enabled by default. For a fast-moving team trying to stay lean, that makes the platform feel unnecessarily process-heavy right from the start. I would have preferred a more phased rollout, where we could activate features gradually and only when we were ready to use them effectively. Review collected by and hosted on G2.com.

I really appreciate how 15Five provides a consistent, lightweight framework for sharing updates and tracking our progress toward quarterly goals. It keeps the communication loop open and moving without the process feeling heavy or time-consuming. It’s also been a great way to maintain visibility into what the rest of the team is working on, without having to schedule constant sync meetings that would otherwise interrupt our actual work. Review collected by and hosted on G2.com.

While the system is efficient overall, some of the recurring check-in questions start to feel repetitive after several months of use. I’d really appreciate more variety, or an option to automatically rotate through different prompts, so the reflection process stays fresh and engaging. Without that added customization, the check-in can sometimes come across as a routine chore instead of a thoughtful opportunity for growth and genuine team connection. Review collected by and hosted on G2.com.

It's easy to use for our employees. It provides good insights from surveys. I also like all the templates available in the system. Slack integration is good. Review collected by and hosted on G2.com.

There was a system error when collecting responses in our latest custom engagement survey. Eleven responses were registered as blank, and we lost all of that data. I contacted support, but they weren’t able to restore it. What made it worse was that they initially told me it happened because people left all the questions blank, which is absolutely false, 11 people are not going to open a survey and just press send without answering anything.

I also dislike the results overview. I would prefer something more like Google Sheets, where you can view each employee’s answers (still anonymously) in a clearer, more detailed way. On top of that, it’s hard to find basic things, like how to add a new employee. It should be straightforward, but it isn’t. I often end up searching for how to do simple tasks in the system, even though I’m used to working in many different tools. Overall, it’s not intuitive enough and feels overly complicated. Review collected by and hosted on G2.com.

I love that 15Five is so easy to use. It really gives us valuable data on how our team is feeling. I love the high five wall, which lets me see how much our team recognizes each other. It's great that we can attach our values to the high fives. I also really love the engagement surveys, which are sent automatically. It's all about automation, making our time easier by doing the necessary tasks and providing us the data we can act on. Review collected by and hosted on G2.com.

Definitely the growth studio and the ID plans. We'd love to use Survey's more ie for exit surveys, but the fact that you can't tailor them or send them out with specific messages is frustrating. You can't alter them or add comments once they've been submitted. In terms of the growth studio, the IDP plans will be amazing, but they're very manual at the moment, and you can't clone them. I'm not sure about the value compared to what we're already doing. Also started using the Kona coaching, however you cannot use this when having the 1:1 in person, which out business does a lot, so we are not getting the full value of this. Review collected by and hosted on G2.com.