G2

Yusuf A.

People operations Manager

Mid-Market (51-1000 emp.)

7/14/2026

"A Lifesaver for HR Audit Trails, Though Reassigning Managers is a Headache"

5/5

What do you like best about 15Five?

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.

What do you dislike about 15Five?

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.

What problems is 15Five solving and how is that benefiting you?

The biggest problem 15Five solves for us is helping us identify toxic leadership styles early and that helps our overall retention metrics. The software enables us to circumvent middle management and offer People Ops a straight shot into frontline employee sentiment, catching issues managers try to hide. A very specific real world example last quarter, when a newly hired Sales Director was micromanaging their team to the point of burnout, but silently. The official sales numbers looked good, but I had noticed a sharp, sudden change in tone in the weekly text responses from the sales reps in 15Five. They stopped talking about career growth, only hard daily quotas. I pulled the data, compared it against our historical baseline, and intervened with targeted leadership coaching for the Director before one sales rep opted to leave. Only with the ongoing, structured data that this platform provides can this type of proactive HR intervention occur. Review collected by and hosted on G2.com.