Choose quarterly review software by defining what the reviews must accomplish, then testing whether a platform can run that process securely and with manageable effort. Quarterly scheduling alone is not enough: decide who participates, what information feeds the review, whether ratings affect pay or promotion, and what decisions leaders need to make before comparing vendors.
Define what quarterly reviews are for
Start by deciding whether reviews are primarily for employee development, formal performance documentation, compensation or promotion decisions, or a combination. The purpose determines what information the software must collect, who should see it, and whether a rating or calibration workflow is appropriate.
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Write down the review population and process before vendor demonstrations. Specify which employees are included, whether teams or roles need different workflows, the review period and deadlines, the template, required or optional ratings, and the people who contribute. Also decide how managers and HR will handle exceptions and communicate outcomes.
Compare the capabilities that affect your process
| Area | Questions to ask |
|---|---|
| Review design | Can you set quarterly dates, templates, populations, reminders, and participant types? Can workflows differ by role or team? |
| Feedback and goals | Can employees and managers use relevant goals, check-ins, feedback, and evidence from the review period? How is that context captured and permissioned? |
| Ratings and calibration | Are ratings optional or required? Who can discuss or change them? Is the original rating and change history retained? How are conflicts and exceptions handled? |
| Reporting | Can HR track completion and overdue steps? Can leaders inspect ratings by cycle, organization, role, or other permitted dimensions—and do those reports support the decisions you need to make? |
| Integrations | Which HRIS and work systems are supported? Which fields sync, how often, and in which direction? Is the integration included in the quoted plan? |
| Privacy and security | What employee data is processed, by whom, where, and for how long? What controls and contractual commitments apply, particularly to AI features? |
| Adoption and operations | How easy is the workflow for employees and managers? What setup, training, support, and change management will your organization need? |
| Cost | What is the total annual cost for the eligible population, including required modules, implementation, integrations, support, and renewal terms? |
Choose participants and permissions deliberately
Review inputs may include self, manager, peer, and upward feedback. Each adds a different perspective, but more inputs also mean more collection and administration. Select only the participant types that suit the review’s purpose, and confirm who can see each response, whether it is attributed or anonymous, and how access changes after the cycle closes.
#1 Best Overall
Ask vendors to demonstrate permissions using realistic roles: employee, manager, HR administrator, and any leader who reviews aggregate results. Check what contributors can see before submitting, what reviewees can see afterward, and what remains available to administrators.
Scrutinize ratings and calibration when decisions are consequential
If ratings feed compensation or promotion decisions, inspect the full path from an initial rating to a final decision. Confirm who can participate in calibration, who may change a rating, whether the original and revised ratings and change history remain available, and how disagreements or exceptions are recorded. Ask how decisions are communicated to employees.
A calibration feature is a workflow capability, not proof that outcomes are unbiased or fair. Review how the process is governed and what reports can—and cannot—show. Do not assume that a rating distribution alone establishes consistent treatment across teams.
Rank #2
Check whether goals and work context make reviews more useful
Find out whether the platform can bring goals, ongoing feedback, check-ins, or other evidence from the review period into the review form. Ask how employees and managers add context, whether they can correct or explain records, and whether that information is permitted under your data policies.
For AI-assisted review features, ask which data is used, what the system generates, who can access inputs and outputs, how long data is retained, and what contractual controls apply. Verify the specific configuration and systems involved rather than relying on a general feature description.
Test reporting against actual decisions
At minimum, determine whether administrators can see cycle progress and overdue steps, and whether leaders can analyze ratings using dimensions your organization is permitted to use. Request examples for the reports you expect to rely on, then check whether the available breakdowns answer practical questions without exposing information to people who should not have it.
Rank #3
- Author: Bungay Stanier, Michael.
- Publisher: Page Two
- Pages: 244
- Publication Date: 2016-02-29
- Edition: 1
Vendor documentation describes 15Five reporting for cycle progress and rating analysis, along with review-cycle setup, ratings, calibration, goals, and HRIS integrations; these are vendor-described capabilities, not independent product tests. 15Five Perform, 15Five Reviews documentation, and 15Five’s performance reporting page describe these functions. Workday administrator documentation also describes launching reviews with calibration for the same population using a review template and period dates; this documents a workflow rather than comparative superiority. Workday administrator guide.
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Validate integrations, data handling, and the employee experience
Do not stop at a list of integration logos. Confirm which fields move between systems, the sync direction and schedule, how errors are handled, and whether the integration is part of the plan you are quoted. Check how employee data is processed, where it is stored, who can access it, and how long it is retained; request current written security and contractual documentation.
Run a representative demo or pilot using the people, roles, and steps in your intended process. Observe how long it takes an employee to complete a review, how easily a manager handles multiple reports, and what administrators must configure, monitor, and correct. A polished feature description does not establish that the workflow will fit your organization.
Compare vendor examples without treating them as rankings
Official vendor materials illustrate different capabilities, but they do not provide an independent head-to-head test. Use them to identify workflows to verify, not to infer that one product is best for your organization.
| Platform example | What vendor documentation says | What to verify |
|---|---|---|
| 15Five Perform | Its product and help pages describe review-cycle setup, self, manager, peer, and upward reviews, ratings, calibration, goal and OKR tracking, reporting, and HRIS integrations. | Whether the configuration, permissions, reports, and integrations match your process and selected plan. |
| Lattice Performance | The vendor describes annual reviews, quarterly development cycles, project-based reviews, talent reviews, and automated reviews, as well as review, talent, feedback, PIP, succession, and 1:1 capabilities. | The product tier and exact quarterly workflow available to your organization. |
| Workday | Its administrator guide describes launching performance reviews with calibration for the same population using a review template and period dates. | How that documented workflow applies to your configuration and intended process. |
Sources: 15Five Perform, 15Five Reviews documentation, 15Five performance reporting, Lattice Performance, and Workday administrator guide.
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Ask for a written quote covering the eligible employee population and the full annual cost. Check seat minimums, required modules, implementation, integrations, support, renewal terms, and any plan boundaries that affect the workflow you want. Confirm current pricing directly: published figures may change and negotiated prices may differ.
Best Value
As one dated reference, 15Five’s pricing page lists Perform at $11 per user per month, billed annually; the vendor marks that page updated February 2026 and notes that pricing may change. Treat it as a vendor-listed price, not a guaranteed current or negotiated quote. 15Five pricing.
Use a structured demonstration and pilot
- Send the vendor your process. Provide the review population, quarterly dates, participant types, templates, ratings policy, permissions, and decision steps you defined.
- Ask for a live end-to-end walkthrough. Have the vendor show setup, employee and manager completion, reminders, administrator oversight, reporting, and any calibration—not just a slide deck or feature list.
- Test edge cases. Include a missed deadline, a changed manager, an employee who changes teams, a disagreement over a rating, and a request to restrict access to sensitive feedback.
- Review integration and data terms. Confirm system fields and sync behavior, applicable plan scope, data handling, AI configuration, retention, and contractual controls in writing.
- Run a representative pilot where practical. Measure administrative effort and whether employees and managers can complete the intended workflow; collect feedback before committing to a rollout.
- Compare written proposals. Evaluate the same population and requirements across vendors, including implementation, support, renewal, and all required components.
Make the decision against your must-haves
Choose the platform that can run your defined review process, provide the reporting and permissions you need, integrate on acceptable terms, and fit the organization’s capacity to administer it. Treat any unmet requirement as a decision to resolve before purchase, rather than assuming a roadmap item or broad product claim will cover it.
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