Patagonia's Performance Management Practice

Patagonia's founder, Yvon Chouinard, created the 5:15 (or 15:5) report after adapting the practice inspired by his friend and business mentor Vincent Stanley. Akin to Patagonia's overarching principles, it was designed to be a simple, enduring, and effective internal communication tool used within the company to keep teams aligned, encourage transparency, and improve efficiency. It functions as a concise way for employees to share updates without excessive meetings or lengthy reports, and has since become an integral part of Patagonia's management philosophy.

The 5:15 report is structured to take approximately 15 minutes to write and 5 minutes to read, ensuring it is both time-efficient and valuable. It's typically submitted on a weekly or biweekly basis via whichever medium suit the manager and the employee; it can be as simple as a shared Google doc, Slack message, or e-mail. This is one of the major reasons why tens of thousands of startups and large companies alike have adopted the 5:15 model with immediate success.

5:15 Benefits

Encourages Transparency – Helps managers stay informed without micromanaging.
Saves Time – Avoids long meetings and excessive reporting.
Fosters Communication – Ensures open dialogue between employees and leadership.
Promotes Problem-Solving – Identifies challenges early for quicker resolution.
Strengthens Employee Engagement – Encourages employees to reflect on their progress and voice concern.

Ultralight Process

The 5:15 is the easiest reporting process to socialize and implement across teams in one business week or less, and can be implemented at zero-cost to the company when budgets are tight. If your people managers and employees are struggling with performant and impactful 1:1 meetings, try implementing a simple 5:15 reporting process and measuring results in 30 days.

1. Employee documents the 5-15 report in a shared 1:1 document, email, or Slack weekly or bi-weekly
2. Managers read and respond to address issues, offer support, and provide feedback
3. Process is standardized across all levels of the company to maintain alignment between managers

General Structure

A standard 5:15 report includes the following key sections to cover weekly or bi-weekly. It's not uncommon for a manager to add one or two additional questions but remember to maintain the spirit of "15 minutes". This is not a substitute for an annual or bi-annual performance review, however it can help inform & accelerate reviews once a longitudinal history is established. For that reason, we prefer a living Google or Word doc that is shared privately between the people manager and employee for the life of their management relationship.

1. Accomplishments... "What did you do?"

A summary of key tasks or projects completed since the last report
Highlights of any milestones, successes, or significant progress
Focus on achievements that contribute to the team or company goals

2. Challenges... "What’s in the way?"

Any obstacles, roadblocks, or difficulties encountered
Issues that may require leadership attention or team collaboration
Areas where additional support, resources, or decisions are needed

3. Priorities... "What's next?"

Key tasks, goals, or objectives planned for the coming week(s)
Upcoming projects or deadlines that are top of mind
Strategic actions to address current challenges

4. Ideas & Suggestions... "What improvements can we make?"

Any innovative thoughts or feedback for improving work processes
Suggestions for optimizing team collaboration, efficiency, or productivity
Insights that might benefit the organization as a whole

5. Morale & Feedback... "How are you feeling as a human?"

A brief self-assessment of morale, motivation, or engagement
Thoughts on team dynamics or workplace culture
Any concerns, appreciation, or reflections on the work environment
“0-10” morale scoring can help spot patterns of burnout or churn-risk

For comprehensive performance management solutions that go beyond just the report, we recommend taking a look at at the following solutions: