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.

Easy to use and robust tool for everything from weekly check-ins, reviews, growth plans and high fives that has enabled great forward movement in the connection between team members, our managers, and different teams across the company which results in improved operational efficiency and helps build a stronger internal talent pipeline.

The platform enables us to set measurable, attainable and time-framed goals that offer a clear path for career development and it stands out for its focus on aligning individual goals with company objectives which fosters a culture of continuous improvement.