Vizuna vs 15Five
Vizuna vs 15Five
15Five tracks performance and check-ins. Vizuna measures the trust underneath — the invisible foundation that determines whether feedback is honest.
How is Vizuna different from 15Five? Vizuna measures professional trust through source-protected colleague reflections using the Trust Equation (Credibility, Reliability, Safety, Selflessness), while 15Five focuses on performance management. Vizuna provides continuous, private measurement rather than periodic reviews.
- Measures trust dynamics, not just performance check-ins
- Source-protected reporting for trust patterns
- VizunaAI-guided Actions based on aggregated colleague reflections
Side-by-side comparison
| Dimension | 15Five | Vizuna |
|---|---|---|
| Focus | Performance check-ins + OKRs | Trust dynamics (CRSS framework) |
| Privacy model | Attributed (manager sees responses) | Aggregate, privacy-gated |
| Signal source | Self-report to manager | Source-protected colleague reflections |
| Output | Check-in summaries | Prioritized actions + guidance |
| What it catches | Performance trends | Trust patterns behind day-to-day friction |
Privacy & governance
No names. No ranking. No attribution.
Vizuna is designed to keep organisation-facing reporting aggregate and source-protected, without turning trust into surveillance.
No names. No ranking.
Organisation-facing reporting is designed to reduce attribution risk and avoid linking trends back to one person.
Aggregated, not attributed.
Signals appear only after combining multiple colleague perspectives.
Patterns, not people.
The system is built to prevent monitoring or employee ranking.
Built-in privacy constraint
Built for aggregate, source-protected reporting.
Vizuna is designed so org-facing analytics focus on patterns across multiple reflections rather than exposing who said what.
Signal submitted
Colleague reflection recorded
Aggregated
Combined with multiple others
Pattern only
Individual signals stripped away
Aggregate output
Only aggregate patterns reach the surface
Ready to measure trust more directly than performance management?