01
15Five weekly check-ins and pulse rating workflows
The weekly check-in is 15Five's core differentiator. Employees complete a structured form each week covering priorities, accomplishments, challenges, pulse rating, and custom questions. Managers review submissions, leave comments, and flag items for follow-up. The check-in cadence creates a continuous feedback loop between formal review cycles.
Pulse ratings (1-5 scale on how the employee is feeling) trend over time, giving managers and HR visibility into individual engagement without waiting for quarterly surveys. If an employee's pulse drops three weeks in a row, the system flags it for manager attention.
15Five check-in customization and question templates
Managers can customize check-in questions for their team, adding role-specific prompts alongside 15Five's standard fields. Questions can be open-ended, multiple choice, or rating-scale. The template library includes pre-built question sets for different team types (engineering, sales, support).
15Five pulse rating trends and alert triggers
Pulse ratings aggregate into trend charts visible to managers and HR. The system generates alerts when an employee's pulse drops below a configurable threshold or declines for consecutive weeks. This early-warning system surfaces engagement issues faster than quarterly survey cycles.
02
15Five AI-powered performance reviews and review cycles
The performance review module supports configurable review cycles with self, manager, and peer review types. The AI review assistant synthesizes check-in data, feedback, OKR progress, and High Fives recognition to generate a draft review for managers. Managers edit and finalize the draft, reducing authoring time significantly.
Review cycles can be configured by frequency (quarterly, semi-annual, annual), participant groups, and question templates. The cycle management dashboard tracks completion rates, deadline adherence, and outstanding reviews.
15Five AI review drafting and data synthesis
The AI assistant pulls from the employee's check-in history, peer feedback, goal progress, and recognition data to create a draft narrative covering strengths, growth areas, and key contributions. The draft is presented as editable text that the manager can modify before submission. This feature is available on the Perform and Total Platform plans.
15Five review cycle configuration and templates
Review cycles support custom question sets, configurable reviewer relationships, and automated reminders. Templates are reusable across cycles. The admin dashboard shows completion progress by department, manager, and individual, allowing HR to follow up with managers who are behind schedule.
03
15Five OKR tracking and goal alignment
The OKR module supports objective setting at company, team, and individual levels with measurable key results and progress tracking. Goals connect to the check-in workflow — employees report OKR progress as part of their weekly check-in, which keeps goal updates current without requiring a separate tool or process.
The alignment view shows how individual goals connect to team and company objectives. Progress updates are manual (entered during check-ins) rather than automated through integrations, which keeps the process simple but requires consistent employee participation.
15Five goal types and check-in integration
15Five supports OKRs (objectives with measurable key results) and simpler goals (targets without the key result structure). Both types appear in the weekly check-in, prompting employees to update progress. This integration is the key differentiator — goal tracking is not a separate activity but part of the weekly workflow.
15Five OKR alignment and progress visibility
The alignment view maps individual goals to team and company objectives. Progress rolls up through the hierarchy, giving leadership visibility into strategic execution. The view is simpler than Lattice's alignment tree but functional for companies with straightforward goal structures.
04
15Five engagement surveys, eNPS, and pulse capabilities
The Engage plan covers full engagement surveys, shorter pulse surveys, and eNPS tracking at $4/user/mo. Surveys support custom question banks alongside 15Five's validated question library. Results segment by department, tenure, location, and manager.
The engagement data integrates with performance data on the Perform plan, enabling cross-analysis. Teams can see whether departments with low engagement also have lower check-in completion rates or declining OKR progress.
15Five engagement survey design and deployment
Surveys support Likert scale, open text, and multiple choice questions. Anonymity thresholds protect respondent identity in small groups. Surveys can be scheduled or triggered by events (e.g., post-onboarding surveys for new hires at 30, 60, and 90 days).
15Five eNPS tracking and benchmarking
The eNPS module tracks employee Net Promoter Score over time with trend visualization. Results compare to previous periods and segment by team. 15Five provides category benchmarks, though the benchmark dataset is smaller than Culture Amp's.
05
15Five manager development and Transform coaching program
The Transform add-on is 15Five's most unique capability. It provides structured coaching programs for managers, including 360 leadership assessments, personalized development plans, and learning paths designed by organizational psychologists. The coaching is delivered through the 15Five platform with embedded content and exercises.
Transform is designed to close the gap between giving managers tools (check-ins, reviews, 1:1 agendas) and giving managers skills (coaching, feedback delivery, difficult conversations). No other performance management vendor offers this capability natively.
15Five 360 leadership assessments and development plans
Transform includes 360 assessments that gather feedback from direct reports, peers, and skip-level leaders on management competencies. Results generate a personalized development plan targeting the manager's specific growth areas. The assessment can be repeated periodically to measure progress.
15Five coaching curriculum and learning paths
The coaching curriculum covers core management skills including feedback delivery, coaching conversations, team building, and performance management. Learning paths are modular and self-paced, with embedded exercises that connect to the manager's actual team data (check-in responses, engagement scores).
06
15Five High Fives recognition and integrations
The High Fives feature allows peer-to-peer recognition within 15Five. Employees can give shout-outs tied to company values, which appear in a public feed, in the employee's profile, and as context during performance reviews. The feature is simple but effective — it creates a visible culture of appreciation.
15Five integrates with HRIS platforms (BambooHR, Rippling, Workday, ADP), communication tools (Slack, Microsoft Teams), and SSO providers. The Slack integration allows check-in submissions, High Fives, and survey responses directly from Slack.
15Five High Fives and values alignment
High Fives tag company values (e.g., 'innovation,' 'teamwork,' 'customer obsession'), creating a searchable record of value-aligned behaviors. During review cycles, managers see all High Fives received by their reports, which provides evidence of contributions that might otherwise go unnoticed.
15Five Slack and HRIS integration capabilities
The Slack integration supports check-in submissions, High Fives, and engagement survey responses without leaving Slack. HRIS integrations sync employee profiles, org structure, and employment dates from BambooHR, Rippling, Workday, and ADP. The API supports custom integrations for teams with non-standard tech stacks.
