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Lattice vs 15Five: Which Plans and Features Fit Your Team?

Lattice and 15Five package people-management tools differently. Compare their listed plans and prices against the workflows your team actually needs.
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Choose between Lattice and 15Five by matching the workflows you need to the plans that include them, then compare written annual quotes—not just headline prices. Their offerings are not direct one-to-one equivalents: Lattice lists separate Performance and Goals & OKRs products alongside Foundations, while 15Five offers Engage, Perform, and a Total Platform bundle.

How the plans differ

Lattice organizes its offering around separate products. Its pricing page lists Performance, Goals & OKRs, and Foundations. 15Five organizes its plans into Engage, Perform, and Total Platform, with the last combining the first two and additional listed capabilities. This means the lowest price from one vendor may not cover the same work as the lowest price from the other.

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Use the vendor feature lists as a shortlist, then ask each company to confirm in writing which features and modules are included in the specific quote. Plan names alone do not establish that two packages cover identical workflows.

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Published prices and what they mean

Vendor and plan Published price Billing context
Lattice Performance $10 per seat per month Lattice’s pricing page, accessed in 2026, lists annual billing in USD and a $4,000 minimum annual agreement. Lattice pricing
Lattice Goals & OKRs $8 per seat per month Listed as a distinct product on Lattice’s pricing page; confirm the modules and terms in your quote. Lattice pricing
Lattice Foundations $13 per seat per month Listed as a package on Lattice’s pricing page. The page states annual billing and a $4,000 minimum annual agreement. Lattice pricing
15Five Engage $4 per user per month 15Five’s pricing page, marked updated February 2026, lists annual billing and says prices are subject to change. 15Five pricing
15Five Perform $11 per user per month 15Five’s pricing page, marked updated February 2026, lists annual billing and says prices are subject to change. 15Five pricing
15Five Total Platform $16 per user per month 15Five’s pricing page, marked updated February 2026, lists annual billing and says prices are subject to change. 15Five pricing

These are vendor-published figures, not a like-for-like cost comparison. Lattice states a $4,000 minimum annual agreement, which can matter more than a per-seat rate for a smaller team. For either vendor, calculate the annual total using your actual seat count and required modules, and request current written pricing, including any implementation or service terms.

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Which workflows should drive the choice?

Engagement surveys and action planning

15Five lists engagement surveys and assessments under Engage. If surveys are central to your evaluation, ask for a demonstration of the full cycle your team needs: survey setup, review of results, and how managers or HR teams turn findings into follow-up actions. Confirm which capabilities are included in the proposed tier.

Reviews, feedback, and ongoing performance management

Lattice lists performance reviews under Performance. 15Five lists performance reviews and 360-degree feedback under Perform. Compare the review process your organization actually uses, including who gives feedback, how cycles are configured, and what managers need between review periods; have each vendor show those steps rather than relying on a feature checklist.

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Goals and OKRs

Lattice lists Goals & OKRs separately and describes cascading goals and progress updates. 15Five lists goals under Perform. If goal setting is required alongside reviews, verify whether the proposed plan covers both and how employees and managers will update and follow progress.

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Talent decisions and employee development

Lattice lists succession planning, promotions, performance improvement plans, talent reviews, and calibration under Performance. 15Five lists a talent matrix, career paths, and plans under Perform. These labels do not prove that the tools support your organization’s policies or approval process. Bring a representative scenario—such as a talent review or career-planning discussion—and ask both vendors to demonstrate it.

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A practical way to compare proposals

  1. Write down the must-have workflows. Separate essentials—such as reviews, engagement surveys, goals, or talent calibration—from optional capabilities.
  2. Map each workflow to a proposed plan. Ask the vendor to identify the exact product or tier that covers it and list any separately priced modules.
  3. Request a workflow demonstration. Use the same scenarios with both vendors, and check how the work moves between employees, managers, and HR.
  4. Calculate annual cost from the quote. Apply the actual seat count and required bundle, account for Lattice’s stated minimum annual agreement, and confirm the billing currency and term.
  5. Get terms in writing. Pricing pages can change; confirm the current rate, included features, and any implementation or service terms before deciding.
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How to treat vendor comparisons

Lattice’s comparison page argues that it offers more analytics and development support than 15Five. That is Lattice’s positioning, not an independent finding. Treat it as a prompt for specific questions in a demo—such as which reports are available or what development workflows are supported—and judge the answers against your requirements. Lattice’s comparison page

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Product prices and availability are accurate as of the date/time indicated and are subject to change. Any price and availability information displayed on Amazon at the time of purchase will apply.

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