Lattice vs 15Five: Selecting the Right Tool for Measuring Performance for Your Team

In today’s ever-changing business environments, companies always look for ways to improve organizational and team performance. Considering the dynamic digital era, powerful tools are available that can transform the way organizations execute reviews, track goals, and improve employee engagement.

Since various online options are available, selecting the most appropriate performance management platforms becomes even more crucial. Management needs solutions that tackle staff challenges while enhancing productivity and training.

When companies adapt to a particular software for evaluating team performance, two names—Lattice and 15Five—come into the limelight. Although both have advantages and disadvantages, it is very important to know the core differences to make informed decisions about what the business requires.

Specifically, comparing Lattice vs. 15Five includes essential features, the possibility of scaling, and the overall return on investment. Let’s explore these tools and how they fit into your business to understand how they can help and benefit your business.

What’s Changed in 2025 for Lattice & 15Five?

Comprehensive Growth vs. Modular Value
Lattice now offers scalable modules—such as HRIS for $10/user/month and Grow for $4/user/month—catering to evolving organizational needs.
15Five continues with straightforward all-in-one tiers, including Total Platform access at $14/user/month.

Continuous Feature Expansion
Lattice has strengthened internal analytics, external reviews, and compensation tools for enterprise complexity.
15Five has enhanced AI-powered manager tools and streamlined onboarding for rapid deployment.

Review Scores Reflect Growing Trust
Lattice consistently leads in user satisfaction surveys (e.g., SoftwareReviews) with higher recommend and renewal metrics.

What is Lattice?

Lattice is a cloud-based performance management and engagement solution for performance testing, employee culture, and team development. It is an all-in-one tool for managing employee performance reports, tracking targets, and managing employee development programs.

Features & Benefits:

1. Performance Assessments:

• • Customizable Review Templates: Tailor performance reviews to fit your organization’s unique needs, whether it’s 360-degree feedback, self-assessments, or manager-led evaluations.
  • Continuous Feedback Mechanisms: Encourage a culture of ongoing feedback with tools for real-time praise, constructive criticism, and recognition.
  • Synchronized Modules: Performance data is integrated with other Lattice modules, such as goal tracking and engagement surveys, to provide a holistic view of employee performance.
  • Regular Check-ins: Facilitate frequent one-on-one meetings between managers and employees, ensuring alignment on priorities and progress.
  • AI-Powered Insights: Leverage AI to identify patterns in feedback and performance, helping managers address potential issues proactively.

2. Goal Setting and OKRs:

• • Alignment with Organizational Goals: Ensure individual and team goals are directly tied to the company’s broader objectives, fostering a sense of purpose and direction.
  • Real-Time Progress Tracking: Monitor goal progress in real-time, with visual indicators and dashboards that highlight achievements and areas needing attention.
  • Flexibility in Goal Management: Easily adjust goals as priorities shift, ensuring teams remain agile and responsive to changing business needs.
  • Transparency and Visibility: Create a transparent environment where employees can see how their contributions impact the organization’s success.
  • OKR Coaching and Support: Access resources and best practices for implementing and managing OKRs effectively.

3. Engagement Surveys:

• • Comprehensive Survey Tools: Conduct pulse surveys, onboarding feedback, exit interviews, and more to gather insights at every stage of the employee lifecycle.
  • eNPS (Employee Net Promoter Score): Measure employee loyalty and satisfaction with eNPS surveys, providing a clear metric for organizational health.
  • Customizable Templates: Design surveys tailored to your organization’s culture and priorities, ensuring relevant and actionable feedback.
  • Sentiment Analysis: Use advanced sentiment analysis to identify trends, uncover hidden issues, and track improvements over time.
  • Action Planning: Turn survey results into actionable initiatives with built-in tools for creating and tracking follow-up actions.

4. Advanced Analytics:

• • DEIB (Diversity, Equity, Inclusion, and Belonging) Analytics: Gain insights into DEIB metrics, such as representation, pay equity, and inclusion sentiment, to drive meaningful change.
  • Sentiment Analysis: Analyze employee feedback to gauge overall morale and identify areas for improvement.
  • Team Performance Indicators: Track key performance metrics at the team level, such as productivity, engagement, and goal achievement.
  • Custom Dashboards: Create personalized dashboards to visualize data and trends, making it easier for leaders to make informed decisions.
  • System Adoption Tracking: Monitor how effectively teams are using Lattice, ensuring maximum ROI and engagement with the platform.

5. Employee Development:

• • Personalized Growth Plans: Help employees create and track individualized development plans, aligning their career aspirations with organizational needs.
  • Learning Integrations: Integrate with third-party learning platforms (e.g., LinkedIn Learning, Udemy) to provide employees with access to relevant courses and resources.
  • Mentorship Programs: Facilitate mentorship connections within the organization, fostering knowledge sharing and professional growth.
  • Skill Gap Analysis: Identify skill gaps across teams and individuals, enabling targeted training and development initiatives.

Pros and Cons:

Pros:

1. A wide range of performance management features is suitable for growing organizations.
2. Strong one-on-one meeting functionality with integrated negotiating points and action items.
   
3. Visually attractive interface that improves user experience.
   
4. Excellent scalability for team expansion.
   
5. Integrated compensation management tools for management of rewards.
   
6. Strong career development features, including competence matrix and development plans.
   
7. GDPR-relevant European data residence facilities.
   Rich integration with popular tools such as Slack and Jira.

Cons:

1. There is no built-in learning management system for training delivery.
2. Limited customization options for specific workflow requirements.
   
3. Customer support response times can influence implementation.
   
4. Complex interface requiring significant onboarding time.
   
5. Higher pricing compared to some alternatives.
   
6. Limited personal goal-setting capabilities.

Lattice Ratings:

1. G2: 4.7/5 from 3,709 reviews
2. Capterra: 4.5/5 from 110 reviews
3. Product Hunt: 4.8/5 from 19 reviews

Lattice Pricing:

1. Performance Management + OKRs & Goals: $11/user/month (base plan)
2. Engagement: Additional $4/user/month
3. Grow: Additional $4/user/month
4. Compensation: Additional $6/user/month

What is 15Five?

15Five is a performance management platform that improves communication between managers and employees through continuous feedback and development tools.

Features & Benefits:

1. One-on-One Meetings:

• • Structured Agenda Tools: Provide managers and employees with pre-built templates and agendas to ensure productive and focused discussions.
  • Progress Tracking: Monitor employee progress on goals, tasks, and action items over time, ensuring accountability and alignment.
  • Action Item Management: Assign and track action items directly within the platform, making it easy to follow up on commitments.
  • Customizable Templates: Tailor meeting agendas to suit specific team or individual needs, ensuring relevance and effectiveness.
  • Continuous Growth Monitoring: Use historical data and trends from one-on-one meetings to identify patterns and areas for improvement.
  • Integration with Goals: Link meeting discussions to broader organizational goals, ensuring alignment and clarity.

2. Continuous Feedback:

• • Real-Time Recognition: Enable employees and managers to give and receive praise instantly, fostering a culture of appreciation and motivation.
  • Performance Tracking: Track feedback trends over time to identify strengths, areas for improvement, and development opportunities.
  • Anonymous Feedback: Allow employees to provide honest feedback anonymously, encouraging transparency and trust.
  • Feedback Templates: Use pre-built templates to guide constructive feedback, ensuring it is actionable and meaningful.
  • Recognition Tools: Celebrate achievements with public shout-outs, badges, or rewards, boosting morale and engagement.

3. Engagement Surveys:

• • Pulse Surveys: Conduct short, frequent surveys to gauge employee sentiment and identify emerging issues before they escalate.
  • eNPS (Employee Net Promoter Score): Measure employee loyalty and satisfaction with a standardized metric, providing insights into organizational health.
  • Detailed Analysis: Break down survey results by team, department, or demographic to uncover trends and areas for improvement.
  • Action Planning: Turn survey insights into actionable initiatives with built-in tools for creating and tracking follow-up actions.
  • Benchmarking: Compare your organization’s engagement metrics against industry standards to identify strengths and opportunities.

4. Strengths-based Development:

• • Strengths Assessment Tools: Help employees identify their core strengths and areas of natural talent through scientifically validated assessments.
  • Career Vision Planning: Enable employees to create long-term career plans aligned with their strengths and aspirations.
  • Role Clarity Assessments: Ensure employees understand their roles and responsibilities, reducing confusion and increasing productivity.
  • Personalized Growth Paths: Develop customized development plans that focus on leveraging strengths while addressing areas for improvement.
  • Coaching and Mentorship: Facilitate coaching relationships and mentorship programs to support employee growth and development.

5. Goal Setting and OKRs:

• • Alignment with Organizational Goals: Ensure individual and team goals are directly tied to the company’s broader objectives, fostering a sense of purpose and direction.
  • Progress Tracking: Monitor goal progress in real-time, with visual indicators and dashboards that highlight achievements and areas needing attention.
  • Collaborative Goal Setting: Involve employees in the goal-setting process, increasing buy-in and commitment.
  • OKR Support: Access resources and best practices for implementing and managing OKRs effectively.

6. Performance Reviews:

• • 360-Degree Feedback: Gather feedback from peers, managers, and direct reports to provide a comprehensive view of employee performance.
  • Custom Review Cycles: Design performance review cycles that fit your organization’s needs, whether quarterly, biannually, or annually.
  • Development-Focused Reviews: Focus reviews on growth and development rather than just evaluation, fostering a growth mindset.
  • Integration with Feedback: Incorporate continuous feedback into performance reviews, ensuring they are data-driven and holistic.

Pros & Cons

Pros:

1. User-friendly interface with intuitive navigation and modern design.
   
2. Flexible price structure based on special needs and team size.
   
3. Strong focus on manager training with special coaching resources.
   
4. Integration with LearnUpon training management system and 30+ platforms.
   
5. Mobile application for easy access to the device.
   
6. Weekly check-ins with customizable questions and response tracking.
7. AI-powered performance review assistance for efficient evaluations.
8. Comprehensive manager coaching resources and training modules.
   
9. Private Manager’s assessment capabilities with effectiveness indicators.
   
10. Real-time measuring instruments.
    
11. A built-in recognition system for the celebration of benefits.
    
12. Dedicated HR results dashboard.

Cons:

1. Limited OKR and goal management features in the core plans.
2. Less comprehensive training tools compared to Lattice vs 15Five alternatives.
   
3. Some users report challenges with customer support response times.
   
4. The steeper learning curve for new users.
   
5. Limited integration capabilities with certain HR systems.
   
6. The data connection between performance and engagement can be challenging.
   
7. Advanced features are only available in high-tier plans.

15Five Ratings:

1. Capterra: 4.7/5 from 881 reviews
2. G2: 4.6/5 from 1,757 reviews
3. Product Hunt: 4.6/5 from 9 reviews

15Five Pricing:

1. Engage: $4/employee/month (surveys and analytics)
2. Perform: $10/employee/month (review and feedback tools)
3. Total Platform Access: $16/employee/month (complete feature set)
4. Transform: $99/manager/month (manager training and coaching)
5. Transform Accelerator: $220/manager/month (includes live coaching sessions)

Lattice vs 15Five: Feature by Feature

Hence, knowing the differences between Lattice and 15Five clarifies an organization’s various aspects and enables it to settle on the best choice.

1. Performance Reviews:

2. Goal Setting & OKRs:

3. Analytics Capabilities:

4. Integration Options:

5. Career Development:

6. Engagement Features:

7. Manager Support:

8. Compensation Management:

Quick Comparison Table: Lattice vs 15Five

Which Tool is Right for Your Team?

Knowing more about your organization and its dynamics will help you identify which solution better suits your performance management goals.

Decision Criteria:

• Team Size: Lattice is constructed for organizations with large staff (50-1000 people), while 15Five is built for small teams (up to 150 people).
• Budget: To summarize, let’s discuss the starting prices—Lattice costs $8 per employee/month, while 15Five costs $4 per employee/month.
• Specific Needs: Determine the proximity between the detailed analytical capabilities and a logical interface for the service.

Recommendations:

Choose Lattice if:

• • You’re a large or compliance-focused organization needing advanced analytics, DEIB tools, and structured performance processes.
  • Ideal for: Enterprises, tech firms, and DEIB-driven companies.

Choose 15Five if:

• • You prioritize agility, strengths-based development, and lightweight engagement.
  • Ideal for: Startups, remote teams, and culture-first organizations.

Both platforms excel in modern performance management but cater to different organizational maturities and priorities. Align your choice with your company’s size, goals, and cultural values.

Recent statistics reveal that 95% of consumers rely on online reviews when seeking to purchase, and one reason consumers will refer to user ratings is that they are vital.

Feature-by-Feature Comparison (Updated for 2025)

When it comes to analytics and reporting, Lattice offers deep HRIS dashboards, DEIB filters, and compensation insights—making it a strong choice for data-driven HR teams. 15Five, on the other hand, focuses on an Outcomes Dashboard that highlights retention risk insights, which is better suited for quick, actionable decision-making.

In terms of implementation speed, Lattice requires a slower setup due to its richer customization options, while 15Five delivers fast deployment and comes with broader HRIS integrations, making it easier for teams to get started quickly.

For reviews and compensation, Lattice provides structured 360° reviews, performance improvement plan (PIP) tracking, and dedicated pay strategy modules. 15Five takes a different approach with OKR tools, integrity checks, and learning modules that support continuous improvement and employee engagement.

Finally, ideal use cases vary. Lattice is built for mid-to-large enterprises with complex HR needs and a focus on modular expansion. 15Five is better suited for small to mid-sized companies that prioritize speed, simplicity, and culture alignment.

Key Takeaway:
Lattice is best for organizations seeking depth, modular growth, and data granularity—though it requires a longer setup time. 15Five shines when speed, simplicity, and cultural fit are top priorities, making it a go-to option for agile teams.

Conclusion

Gabby Davis

Gabby Davis is the Lead Trainer for the US Division of the Customer Experience Team. She develops and implements processes and collaterals related to the client onboarding experience and guides clients across all tiers through the initial implementation of Engagedly as well as Mentoring Complete. She is passionate about delivering stellar client experiences and ensuring high adoption rates of the Engagedly product through engaging and impactful training and onboarding.

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