The Performance outcome in 15Five’s HR Outcomes Dashboard gives you a clear, strategic view of how individuals and teams are performing—so you can take action that drives business results. Whether you use 15Five’s Best-Self Review®, import external review data, or track objective progress, the dashboard helps you measure performance, spot trends, and connect individual contributions to company-wide impact.
In this article, you will learn...
- Performance on the HR Outcomes Dashboard 🚀
- Options for Analyzing Performance on the HR Outcomes Dashboard📊
- Performance in the HR Outcomes Flywheel 🔁
Access and availability
⛔️ Required access to HR Outcomes Dashboard.
👥 This article is relevant to roles and individuals assigned access to the HR Outcomes Dashboard.
📦 This feature is available in the Total Platform pricing package.
Performance on the HR Outcomes Dashboard 🚀
15Five's HR Outcomes Dashboard is your command center for strategic HR—empowering HR leaders to measure the three most critical outcomes for business success: employee engagement, performance, and turnover. With built-in insights and actionable data, the dashboard helps you link your performance management efforts to tangible business impact, identify where to focus, and take action to improve what matters most.
To drive company success, you need a workforce that’s aligned, accountable, and empowered to achieve shared goals. That’s where the performance outcome comes in. 15Five helps you move beyond traditional reviews by giving employees clear expectations, tracking progress toward measurable objectives, and connecting individual performance to company-wide impact.
How It's Measured
The Performance tile on the HR Outcomes Dashboard can be viewed in two ways: Top Performers (default) or Objectives. You can toggle between these views using the Settings gear in the top-right corner of the tile.
This default view displays the percentage of active users categorized as top, middle, or bottom performers, based on the performance data source you select in your dashboard configuration.
You can populate this view in one of the following ways:
- ⭐️ Performance Rating (Recommended): Displays the percentage of active users whose most recent performance rating falls into the top, middle, or bottom category, based on your selected Performance Ratings+ rubric. This data is pulled from all review cycles you’ve included in the Performance section of your HR Outcomes Dashboard configuration.
- Specific review cycle question: Shows the percentage of active users whose latest performance designation (top, middle, or bottom) is based on a custom question selected from your performance review cycles. This also pulls from the cycles you’ve selected in your dashboard configuration.
- External review data: If your team has run a review cycle using a tool other than 15Five, you can easily import that data to populate the Performance tile before you run a Best-Self Review® in 15Five—giving you earlier visibility into how your people are performing. Learn more →
This view shows progress toward active objectives across your organization. It displays the percentage of objectives (excluding self-development objectives) marked “On Track” at their last update.
To switch to this view, click the gear icon in the top-right corner of the Performance tile and select “Switch to Objectives.”
Options for Analyzing Performance 📊
15Five allows you to analyze performance using feature-specific reporting for Best-Self Review® cycles and Objectives. In addition, the HR Outcomes Dashboard gives you access to the following data insights that help you analyze performance:
Quickly view and compare performance designations across employees by department, manager, and tenure.
When viewing performance designation data in the Performance Scorecard, clicking "Explore this data" will take you to the "Performance" data insight details page. This detailed view breaks down employee performance designations—such as top, mid, and bottom performers—alongside contextual information like department, manager, and tenure.
Use the filters at the top to segment data by group, demographics, or outcome metrics, making it easier to identify trends, spot outliers, and inform strategic decisions related to talent development, recognition, or support.
Shows changes in the distribution of objective status over time.
This visualization shows the current state of objective statuses. Objective owners update the status of their objectives from within their Check-ins or from the Objectives Dashboard. The options are No Status, At Risk, Behind, and On track.
- Y-axis (vertical): Total % of company-wide, group, and individual objectives. This does not include self-development objectives
- X-axis (horizontal): Timeframe by week
- Color key: Objective status category
Shows the distribution of people who left your organization and their performance designation over time.
This visualization shows the comparison of Performance Ratings and Turnover, and is intended to display the relationship between performance and turnover.
- Y-axis (vertical): # of employees
- X-axis (horizontal): Timeframe by month
- Color key: Performance designation (based on Performance Rating or answers given to a specific performance-related question provided in Best-Self Review® cycles)
Shows the engagement of current top performers over time.
This visualization highlights the engagement levels of your top performers—giving you a quick view into whether your highest-impact employees are feeling engaged. Use it to monitor potential risk areas, celebrate where things are going well, and ensure your best people stay engaged and supported.
- Y-axis (vertical): Number of employees
- X-axis (horizontal): Engagement survey date
- Color key: Engagement level (based on engagement survey results)
Shows the Pulse score of top performers over time.
Note
This insight is only available if your organization has held an engagement campaign. If you haven’t yet, don’t worry—Pulse data will still appear in the Engagement tile, and you can apply filters there to view this data.
This insight highlights how your top performers are feeling at work based on their responses to the Pulse question in Check-ins ("How did you feel at work since your last Check-in?"). It’s a quick way to gauge morale among your highest-impact employees, helping you spot burnout risks early and prioritize retention efforts where they matter most.
- Y-axis (vertical): Number of employees with a top performer designation (based on performance reviews or Best-Self Review® responses)
- X-axis (horizontal): Timeframe by quarter
- Color key: Numerical Pulse score given in the most recent Check-in
Performance in the HR Outcomes Flywheel 🔁
At 15Five, we frame all strategic HR work through the HR Outcomes Flywheel—a simple yet powerful model built around three phases: Diagnose, Plan, and Act. The goal of the Flywheel is to help HR teams continuously measure what matters, make targeted improvements, and drive long-term business outcomes.
Performance plays a critical role in each phase:
Create a shared understanding of what's working, what's not, and where to focus
Start by launching a Best-Self Review® cycle that includes Performance Ratings+ to assess how individuals are performing. This process automatically assigns performance designations—top, middle, or bottom—to help you see how your talent is distributed across the organization.
Use advanced reporting tools, like the Talent Matrix (9-box), to inform decisions around promotions, compensation, and succession planning. Already have a review process in place? You can also import external review data to populate your performance scorecard.
Implement strategic action plans that are clear, accountable, and trackable
Leverage competency assessment reporting in Best-Self Review® to identify which skills and behaviors your organization excels at—and where there's room to grow. Then, create Action Plans that address critical gaps, align with business objectives, and support your people in developing the capabilities that matter most.
Scale your strategy by activating and enabling your people managers
Equip managers with team-specific engagement data and personalized actions—like coaching and training—so they can make meaningful improvements in the flow of work. Learn about our manager enablement offerings →
The HR Outcomes Dashboard brings this full circle by visualizing engagement trends, helping HR teams connect feedback to impact. By measuring performance consistently and tying it to action, you create a repeatable system for strengthening culture and maximizing impact over time.