Organizations looking to improve performance reviews often look for an employee assessment platform that helps managers understand performance, identify development opportunities, and make better talent decisions.
But not every solution serves the same purpose.
Performance management platforms help organizations manage goals, feedback, reviews, and employee development. Employee assessment providers add structured insight into specific workplace constructs, such as behavior, motivation, emotional intelligence, skills, and decision-making.
For organizations looking to add assessment insights to their performance management strategy, TTI Success Insights offers a different approach from traditional performance management software. TTI provides validated workplace assessments that can complement an organization’s existing HR or performance management platform.
Here are five employee assessment and performance management solutions organizations may consider for performance reviews in 2027.
Key Takeaways
- TTI Success Insights is an employee assessment provider focused on understanding workplace behavior, motivation, emotional intelligence, personal skills, and decision-making.
- Lattice provides performance management and talent management software, including performance reviews, talent reviews, succession planning, and performance improvement plans.
- Culture Amp provides employee experience and performance management technology, including reviews, feedback, calibrations, goals, and 360-degree feedback.
- 15Five provides an AI-powered performance management platform with performance reviews, 360 feedback, talent reviews, goals, and performance reporting.
- Engagedly provides performance management capabilities including performance reviews, goals, development plans, and performance tracking.
- The right solution depends on what you need to understand. Performance management software and assessment providers can serve complementary roles.
1. TTI Success Insights: Best for Workplace Assessment Insights
TTI Success Insights is an employee assessment provider rather than a performance management platform. Its assessments provide insight into specific workplace constructs that can add context to performance, development, coaching, and talent conversations.
TTI’s assessment portfolio includes five core sciences:
- DISC: Observable workplace behavior and communication
- 12 Driving Forces: Motivation and the “why” behind behavior
- EQ: Emotional intelligence
- DNA: 25 personal skills across Relating, Thinking, and Working
- ACI: Judgment, perspective, and decision-making
TTI also combines these sciences into multi-science assessments. Talent Insights combines DISC and 12 Driving Forces, while TriMetrix assessments bring additional sciences together for a broader view.
How TTI Can Support Performance Reviews
Performance reviews often tell managers what an employee accomplished. Assessment data can provide additional context about how the employee approaches work and what may influence their development.
For example:
- DISC can provide insight into behavioral and communication preferences.
- 12 Driving Forces can provide insight into what motivates and engages an employee.
- EQ can support conversations about emotional awareness and relationships.
- DNA can identify personal skills and development opportunities.
- ACI can provide another perspective on judgment and decision-making.
TTI’s Talent Insights assessment combines behavior and motivation, providing insight into both the “how” and “why” behind workplace behavior.
TTI also offers team reports that bring individual assessment results together to show patterns, differences, strengths, and potential development opportunities across a team.
Why Consider TTI?
TTI is particularly relevant when an organization already has a performance management system but wants more information about the people behind the performance data.
TTI does not replace goal tracking, review scheduling, compensation workflows, or other performance management functions. Instead, its assessments can complement those systems with structured people insights.
Best fit: Organizations looking to add validated assessment data to performance reviews, coaching, professional development, leadership development, hiring, or team development.
2. Lattice: Performance and Talent Management
Lattice is a performance and talent management platform designed to connect performance processes with broader talent management.
Its performance capabilities include performance reviews, talent reviews, performance improvement plans, succession planning, feedback, 1:1s, and other performance-related workflows.
Lattice also uses organizational data such as goals, feedback, 1:1s, and updates to support performance review workflows.
Best Fit
Lattice may be relevant for organizations looking for software to run and manage performance processes rather than an assessment provider focused primarily on measuring workplace constructs.
Best fit: Organizations looking for performance management and talent management software.
3. Culture Amp: Performance Management and Employee Experience
Culture Amp combines performance management with broader employee experience capabilities.
Its performance tools include goals and OKRs, 1:1s, reviews and calibrations, continuous feedback, recognition, and 360-degree feedback.
Culture Amp’s performance review workflows can include self-reflections, peer feedback, upward feedback, and manager reviews.
Best Fit
Culture Amp may be a fit for organizations looking to connect performance reviews with broader employee experience and feedback processes.
Best fit: Organizations looking for an employee experience and performance management platform.
4. 15Five: Performance Management and Continuous Feedback
15Five provides performance management software that connects reviews, feedback, goals, and talent processes.
Its Perform product includes performance reviews, 360-degree feedback, talent reviews, calibrations, performance reporting, goal and OKR tracking, and HRIS integrations.
The platform also includes AI-assisted performance review capabilities and tools designed to help managers turn performance information into action plans.
Best Fit
15Five may be relevant for organizations looking for a performance management system that combines formal reviews with continuous feedback and goal tracking.
Best fit: Organizations looking for performance management software with continuous feedback, goals, and AI-assisted review capabilities.
5. Engagedly: Performance Reviews and Employee Development
Engagedly provides performance management functionality for managing reviews, goals, development plans, and performance information.
Its performance workflows allow managers and employees to participate in structured review processes, including self-reviews, manager reviews, feedback, and development conversations.
Best Fit
Engagedly may be relevant for organizations looking for software to organize performance reviews and connect them with employee development processes.
Best fit: Organizations looking for performance management and employee development software.
Employee Assessment Platform vs. Performance Management Platform
One of the most important considerations when comparing these solutions is recognizing that an assessment provider and a performance management platform aren’t necessarily competing products.
They can solve different problems.
| Need | Assessment Provider | Performance Management Platform |
| Run performance review cycles | — | ✓ |
| Track goals and OKRs | — | ✓ |
| Collect review feedback | — | ✓ |
| Schedule and manage reviews | — | ✓ |
| Measure workplace behavior | ✓ | May use assessment data |
| Understand motivation | ✓ | May use survey or feedback data |
| Measure emotional intelligence | ✓ | May incorporate development data |
| Identify personal skills | ✓ | May track competencies |
| Explore judgment and decision-making | ✓ | May incorporate talent data |
| Support coaching and development | ✓ | ✓ |
| Add structured assessment insight | ✓ | May integrate assessment data |
The distinction is important because an organization may benefit from both.
A performance management platform can provide the infrastructure for managing reviews. An assessment provider can provide additional insight that helps managers have more informed conversations about behavior, motivation, skills, and development.
How to Choose an Employee Assessment Solution
Before choosing an employee assessment platform or provider, start with the question you want the solution to answer.
Do You Need to Manage Performance Reviews?
If your primary need is to manage review cycles, goals, feedback, 1:1s, and performance documentation, a performance management platform may be the appropriate category to explore.
Do You Need to Understand Employee Behavior?
A behavioral assessment such as DISC can provide insight into how people tend to communicate and operate at work.
Do You Need to Understand Motivation?
12 Driving Forces can provide insight into the drivers behind behavior and what may influence engagement.
Do You Need to Develop Emotional Intelligence?
EQ measures five dimensions of emotional intelligence: Self-Awareness, Self-Regulation, Social Awareness, Social Regulation, and Motivation.
Do You Need to Identify Development Opportunities?
DNA measures 25 personal skills across Relating, Thinking, and Working, providing another perspective on employee development.
Do You Need Insight Into Judgment?
ACI provides another perspective on judgment and decision-making.
Do You Need Multiple Perspectives?
A multi-science assessment can combine several of these perspectives rather than relying on one assessment alone.
The goal isn’t necessarily to gather more data. It’s to gather the right data for the question you’re trying to answer.
Can Employee Assessments Improve Performance Reviews?
Employee assessments can add context to performance and development conversations, but they shouldn’t be treated as a standalone measure of employee performance.
An assessment can help a manager ask better questions.
For example:
Performance information:
“You’re having difficulty collaborating with other departments.”
Assessment insight:
“Your DISC results suggest a particular behavioral preference. How does that preference show up when you’re working with teams that operate differently from you?”
Or:
Performance information:
“You seem less engaged in your current role.”
Assessment insight:
“Your 12 Driving Forces results suggest that certain types of work are particularly motivating to you. Are you getting enough opportunities to use those drivers in your current position?”
The assessment doesn’t provide the answer on its own. It gives the manager another source of information to bring into the conversation.
What Is the Best Employee Assessment Platform?
There is no single solution that is best for every organization because employee assessment platforms and performance management platforms address different needs.
Organizations looking for performance management software may prioritize review workflows, goal tracking, feedback, calibrations, and talent management.
Organizations looking for assessment capabilities may prioritize scientific foundation, construct accuracy, reporting, practical application, and the ability to measure the specific dimensions they need to understand.
For organizations seeking assessment insights to complement an existing performance management system, TTI Success Insights provides a multi-science assessment approach that goes beyond a single measure of workplace behavior.
TTI can help organizations explore how people behave, why they are motivated, how they manage emotions, which skills they have developed, and how they approach judgment and decision-making.
Frequently Asked Questions
What is an employee assessment platform?
An employee assessment platform generally refers to technology used to administer, manage, or analyze employee assessments. The term is sometimes used more broadly for employee assessment solutions. Assessment providers develop the instruments and measurement frameworks that produce the underlying insights.
Is TTI Success Insights an employee assessment platform?
TTI Success Insights is an employee assessment provider, not a performance management platform. TTI develops workplace assessments measuring behavior, motivation, emotional intelligence, personal skills, and acumen.
Can TTI assessments work with a performance management platform?
Yes. TTI assessments can complement an organization’s existing performance management technology. The performance management system can manage goals, reviews, and feedback while TTI assessment data provides additional insight into the people participating in those processes.
Are TTI assessments personality tests?
TTI uses the term assessment sciences to describe its measurement approach. Its assessments focus on specific constructs rather than assigning people fixed personality labels. For example, DISC measures observable behavior, while 12 Driving Forces measures motivation.
Can assessments determine whether an employee will succeed?
No. Assessment results provide insight into specific constructs and should not be treated as a guarantee of performance or as the sole basis for employment decisions.
Should you use one assessment or multiple assessments?
It depends on the question. One assessment may be appropriate when you need insight into one specific construct. A multi-science assessment can be useful when you need to understand several connected dimensions.
Add More Insight to Your Performance Management Strategy
Performance management technology helps organizations manage the process. Assessment science helps organizations better understand the people within that process.
TTI Success Insights provides assessments that can complement existing performance management systems with insight into behavior, motivation, emotional intelligence, personal skills, and judgment.
When performance data and people insights are considered together, managers have more context for conversations about performance, development, communication, leadership, and growth.
Don’t replace your performance management platform. Add a deeper understanding of the people using it.