15Five

Join us on June 9th for 15Five Next, a free, forward-looking virtual event designed for HR leaders and people managers who want to stay ahead of where work is going. Here’s what’s in store for you: ⚡Keynote: Gen Z, AI, and the Future of Work. Take a closer look at how AI and a new generation are reshaping expectations at work (eligible for SHRM/HRCI credits) ⚡15Five Product Roadmap: Get an early look at upcoming features and what they’ll mean for your team ⚡Connection & Community: Engage with HR leaders and people managers navigating the same changes Save your spot! https://hubs.li/Q04dhbYk0

Succession planning often lives in spreadsheets or presentation decks that quickly become outdated. It’s hard to see who’s ready, where the gaps are, and how performance data supports those decisions. Bringing Succession Nominations into 15Five connects those conversations to real performance context. Managers can nominate candidates, capture planning conversations, gain visibility into role coverage risk, and connect succession discussions to performance and competency data.

Performance reviews often highlight development opportunities, but the follow-through is inconsistent. Development plans get lost in notes, documents, or ad-hoc goals. 15Five's Individual Development Plans create a shared space for managers and employees to define growth goals and track progress over time. Plans are connected to review insights, check-ins, 1-on-1s, and Kona Meeting Assistant, so development goals are tracked and carried forward into future review cycles.

15Five's Performance Improvement Plans give HR and managers a structured way to manage formal improvement processes directly inside 15Five. Managers can define expectations, set milestones, document progress, and capture employee acknowledgment, all in one workflow, connected to performance reviews. With PIPs you can: 👉Tie goals directly to performance reviews 👉Define clear expectations and success criteria 👉Track progress against milestones 👉Maintain documented activity logs throughout the improvement period

15Five is expanding the platform with Growth Studio, a new module that brings together employee development and talent planning capabilities. Growth Studio adds brand new workflows for: ⚡Individual Development Plans (IDPs) ⚡Performance Improvement Plans (PIPs) ⚡Succession Planning Inside Growth Studio, HR teams and managers can support employee development, guide performance improvement, and plan for future leadership, all in one place. These capabilities connect 15Five performance insights to employee growth and talent readiness. Learn more here: https://hubs.li/Q04cYDP00

"If you have a great relationship with your manager, you have better retention." — Erik Christiansen VP of People and Culture, Reach Financial™ Reach rebuilt performance management around manager accountability, structured check-ins, specific feedback rubrics, and engagement signals that gave the People team early warning when someone was at risk of leaving. For a two-person HR team managing a fast-growing remote workforce, that kind of visibility changes everything. Read the full story here: https://hubs.li/Q048xvnV0

We're in Orlando for ADP's Meeting of the Minds! It's been a great few days of conversations, and we'd love to connect. Come and find Ben Lahay at our booth!

15Five COO Jeff Smith, PhD was interviewed by the ISMG Podcast, The AI Leadership Studio, on how AI is changing work and how to think about organizational design in an agentic world They discussed topics like role design, accountability, and the psychology of trusting a system you can’t really see. Listen to the episode now!

Our CEO David Hassell is speaking at the #FortuneWorkplaceSummit in Atlanta, a gathering of Fortune 500 executives, CHROs, and technologists. He'll be taking on the question,"Is the performance review broken?" Learn more: https://lnkd.in/gyEXwFh7

How an organization handles promotions sends clear signals about its values. A fair, transparent promotion process signals to employees that you value their contributions, their growth, and their potential. A process that’s arcane, opaque, and inconsistent? Well, it sends a completely different message. Investing in your employee promotion process prevents frustration, confusion, and favoritism. It’s great for the organization’s bottom line, too. It leads to lower recruitment costs, lower turnover, and stronger leadership pipelines. Learn what a good promotion process looks like and how HR leaders can design one that’s fair, transparent, and scalable. Read more here: https://hubs.li/Q0496Fxw0