GITNUXSOFTWARE ADVICE
HR & LeadershipTop 10 Best Performance Manager Software of 2026
Compare performance manager software options with practical tradeoffs for HR and people teams, including tools like Lattice and Culture Amp.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
Agents extract product evidence with provenance, then collect written reviews and transcribe video reviews and podcasts.
Framework: Features 40% · Ease 30% · Value 30%
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15Five is the best pick for mid-market HR teams running ongoing, manager-led performance cycles because its check-in templates capture coaching notes into later review inputs, whereas Culture Amp fits repeatable multi-rater review work at larger orgs since calibration and talent reviews run inside the same performance cycle.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
15Five
Check-in templates that turn recurring manager coaching into performance journal inputs for later review cycles.
Best for: Fits when mid-market HR teams need ongoing feedback feeding manager-led performance cycles.
Lattice
Editor pickCalibration workflows that consolidate multi-rater inputs before ratings lock for consistent outcomes.
Best for: Fits when HR teams need structured reviews tied to ongoing feedback and calibration workflows.
Culture Amp
Editor pickCalibration and talent review workflows run inside the performance cycle rather than as a separate reporting exercise.
Best for: Fits when HR teams need repeatable review cycles with calibration and multi-rater feedback workflows.
Comparison Table
15Five
SMB to mid-marketPerformance management suite offering check-ins, reviews, goals, and manager enablement tools.
Check-in templates that turn recurring manager coaching into performance journal inputs for later review cycles.
Teams typically adopt 15Five to run ongoing check-ins, pulse-style feedback, and manager coaching artifacts in one place. The workflow layer includes configurable review templates and manager evaluation steps, which helps standardize output across departments. Multi-rater feedback is supported through guided questionnaires tied to specific performance cycles. Admins gain governance through permissions and audit-friendly activity records for who completed what and when.
A key tradeoff is that 15Five requires stronger process discipline to keep check-in prompts, rating scales, and review templates consistent across managers. 15Five fits best when HR teams want continuous feedback to feed performance review cycles, and when managers can follow a repeatable cadence for submissions and follow-ups.
- +Check-in workflows keep coaching notes tied to performance context
- +Configurable performance review cycles reduce manager-to-manager variation
- +Multi-rater feedback flows support guided input collection
- +API and integrations support automating performance data handoffs
- –Consistent templates and scales require active HR enablement
- –Advanced competency modeling needs careful configuration
- –Calibration design can feel constrained versus enterprise HR suites
HR talent management teams
Run manager-led reviews and calibration
More comparable evaluation inputs
People managers
Document coaching via recurring check-ins
Clearer coaching history
Show 2 more scenarios
Learning and development teams
Plan development from feedback patterns
More targeted development actions
Feedback cycles surface development themes that can feed improvement planning discussions.
HR operations teams
Automate performance data with integrations
Less manual data handling
API access and integrations enable automated movement of performance and goal signals into internal systems.
Best for: Fits when mid-market HR teams need ongoing feedback feeding manager-led performance cycles.
Lattice
SMB to mid-marketPeople management platform combining performance reviews, OKRs, engagement surveys, and career development paths.
Calibration workflows that consolidate multi-rater inputs before ratings lock for consistent outcomes.
Lattice is a performance manager built for continuous feedback, with recurring check-ins, multi-rater feedback, and manager evaluation dashboards that surface what each reviewer still needs. The configuration layer supports review templates, rating scales, and workflow steps for submitting and completing performance reviews. Lattice also provides organizational and reporting views that help HR and managers track completion status during the review cycle.
A key tradeoff is that Lattice requires deliberate configuration to keep review templates, rating scales, and feedback prompts consistent across teams. For example, organizations running a formal calibration session benefit from setting rating scale normalization rules and gathering multi-rater notes before ratings lock.
- +Configurable review workflows with completion tracking across teams
- +Multi-rater feedback collected in the same cycle as manager reviews
- +Calibration support that centralizes rating inputs for normalization
- +Clear manager evaluation dashboards for in-cycle execution
- –Template and scale setup needs governance to avoid inconsistent outcomes
- –Complex enterprise reporting often takes additional configuration work
- –Some advanced workflow tailoring depends on deeper admin configuration
- –Large org rollouts can require staged rollout planning
HR operations teams
Run talent calibration cycles
Faster, more consistent decisions
People managers
Complete recurring check-ins
Lower follow-up effort
Show 2 more scenarios
Talent development teams
Standardize performance review templates
More comparable talent data
Apply consistent rating scales and review formats across groups to reduce variation.
Organizational leaders
Track review cycle completion
Better cycle control
Monitor workflow status and submission progress to keep cycles on schedule.
Best for: Fits when HR teams need structured reviews tied to ongoing feedback and calibration workflows.
Culture Amp
mid-market to enterpriseEmployee experience platform integrating performance reviews, engagement surveys, and people analytics.
Calibration and talent review workflows run inside the performance cycle rather than as a separate reporting exercise.
Culture Amp supports end-to-end review cycles with configurable templates for manager review, peer and feedback requests, and employee self-assessment. Calibration sessions and talent review workflows can be run inside the process so stakeholders discuss outcomes before publishing. Admin controls include role-based access for HR, managers, and employees plus configuration of who can see results and when.
A common tradeoff is that deep workflow customization depends on configuration discipline and careful template setup before the cycle starts. Culture Amp fits teams that run recurring performance review cycles and want consistent participation tracking across managers, peers, and employees.
- +Guided review cycles reduce incomplete ratings and missed feedback requests
- +Multi-rater feedback collection supports structured peer input
- +Calibration and talent review workflows fit into the same operational flow
- +Dashboards show cycle progress and rating distribution patterns
- –Template and permission setup needs careful cycle planning
- –Highly customized review formats can take iterative configuration time
- –Some automation expectations may require process design rather than one-click rules
HR operations teams
Run annual talent review cycles
Faster cycle closeouts
People managers
Collect feedback and write reviews
More consistent reviews
Show 2 more scenarios
Talent and analytics teams
Normalize outcomes across orgs
Better cross-team consistency
Reporting surfaces rating patterns so leaders can align decisions during calibration.
Global HR teams
Coordinate multi-region review calendars
Controlled timing and access
Role-based access and configurable visibility settings support controlled results release across regions.
Best for: Fits when HR teams need repeatable review cycles with calibration and multi-rater feedback workflows.
Leapsome
mid-marketPeople enablement platform unifying performance reviews, learning, goals, and compensation planning.
Configurable performance review templates that combine competency rubric scoring with guided manager and employee workflows.
Leapsome targets performance management workflows built around goal alignment, check-ins, and structured reviews. The system connects manager evaluation screens with review cycles, multi-rater feedback collection, and competency assessments through configurable templates.
- +Configurable review and competency templates reduce per-cycle setup work
- +Manager dashboards centralize ratings, feedback, and development planning in one view
- +Multi-rater feedback collection supports peer review matrices without extra tooling
- +Workflow automation routes employees to the next required step by schedule
- –Complex governance needs may require careful RBAC design and role mapping
- –Advanced reporting beyond dashboards can require configuration effort
HR and people operations teams
Run recurring performance review cycles
More consistent performance assessments
People managers and employees
Run continuous coaching check-ins
More regular coaching
Show 2 more scenarios
People managers and HR
Convert feedback into follow-ups
Follow-through on feedback
Assign follow-up actions from engagement feedback and track ownership through the engagement cycle.
People leaders and HR business partners
Calibrate ratings across managers
More consistent rating decisions
Run guided calibration sessions to compare assessments and align rating decisions.
Best for: Fits when HR teams need configurable review cycles, competency scoring, and guided manager workflows for many groups.
Betterworks
enterpriseEnterprise OKR and performance management platform with continuous feedback and calibration tools.
Review cycle templates that standardize check-in prompts, evidence fields, and rating capture within one configurable workflow.
Betterworks runs goal management workflows and performance conversations built around continuous feedback, manager check-ins, and structured review cycles. Betterworks supports OKR goal alignment with audit-ready goal history, plus configurable review templates that standardize talent review inputs across organizations.
- +Configurable review templates standardize manager inputs across cycles
- +Continuous feedback and check-ins keep performance signals current
- +Goal alignment workflows provide clear ownership and goal history
- +Calibration and talent profile views support consistent discussion
- –Audit-style governance needs deliberate admin configuration for each cycle
- –Complex multi-rater reporting can feel constrained versus enterprise HR suites
People managers and employees
Document continuous performance conversations
Structured progress record
HR teams and performance managers
Link goals to review decisions
Traceable appraisal inputs
Show 2 more scenarios
HR, compensation, and talent teams
Feed compensation planning from ratings
Less manual data rework
Use calibration outputs and performance ratings to reduce manual transfer for bonus planning.
HR leaders and review panels
Prepare talent calibration discussions
More consistent review calls
Consolidate goal progress, review history, and ratings to align decisions across managers.
Best for: Fits when HR teams want OKR-to-review workflows with strong templates and ongoing manager check-ins.
Primalogik
SMBPerformance management and engagement platform offering reviews, 360-degree feedback, goals, and surveys.
Review-cycle configuration with evidence capture and manager assignment tracking in a single workflow.
Primalogik delivers performance management workflows with structured rating forms, manager dashboards, and review-cycle tasking.
- +Configurable review templates reduce redesign work across cycles
- +Manager dashboards consolidate assignments, forms status, and feedback items
- +API support enables syncing goals and performance artifacts into HR ecosystems
- +Audit visibility supports traceability for submitted performance ratings
- –Complex workflows take longer to configure than simpler review tools
- –Governance discipline is needed to keep rubrics consistent across managers
- –Some organization-specific reporting needs custom configuration
- –Multi-rater coordination can feel heavy for small teams with infrequent cycles
Managers, HR business partners
Turn reviews into development plans
Documented development priorities
HR administrators and people managers
Run competency-based appraisals
Comparable performance ratings
Show 2 more scenarios
Managers and employees
Support evidence-based review discussions
Examples replace memory
Capture comments, journal entries, tagged evidence, and stakeholder input during the cycle.
HR leaders and talent teams
Compare ratings across cohorts
Identified rating patterns
Aggregate competency ratings and feedback patterns across roles, teams, and review cohorts.
Best for: Fits when HR teams need configurable review cycles with multi-rater feedback orchestration.
Mesh
SMB to mid-marketPerformance management and employee engagement platform offering OKRs, feedback, check-ins, and surveys.
Review configuration includes structured competency rubric scoring with behavior anchors that normalize ratings across managers.
Mesh is a performance management tool aimed at HR teams that need manager workflows, structured reviews, and auditable multi-rater input in one place. The system supports goal tracking and review cycles with templates for self-assessment and manager write-ups, plus configurable rubric-style competencies.
- +Configurable review templates for manager, self, and multi-rater workflows
- +Rubric-style competency assessments provide consistent scoring across cycles
- +Integration options support syncing org and user context for reviews
- +Audit-friendly activity tracking covers key steps in the review lifecycle
- –Setup requires careful workflow and field configuration to match policy
- –Advanced analytics depend on export or external BI rather than native dashboards
Managers, employees, and HR teams
Connect goals to performance conversations
Conversations reference objectives
HR teams and people operations leaders
Run repeatable performance review periods
Clear submission status
Show 2 more scenarios
Managers and employees
Keep continuous check-in records
Follow-through documentation
Use recurring prompts and progress discussions between formal review periods.
Managers, HR reviewers, evaluators
Document evidence tied to scores
More documented evaluations
Attach evidence and comments to prompts, competencies, and rubric-style scoring fields.
Best for: Fits when HR teams need configurable manager workflows and multi-rater review control without custom development.
PerformYard
SMB to mid-marketDedicated performance management software offering flexible review cycles, feedback, and goal tracking.
Calibration session tooling that supports rating normalization across teams inside the review cycle.
PerformYard targets performance management for organizations that need a manager-driven workflow for reviews, feedback, and talent discussions. It centers on configurable review cycles, multi-rater feedback collection, and structured development planning tied to manager check-ins.
- +Manager workflows keep check-ins, reviews, and development plans in one sequence
- +Multi-rater feedback collection supports structured peer and self inputs
- +Competency rubrics provide consistent behavioral evaluation across review cycles
- +Calibration sessions help align rating interpretations across managers
- –Advanced automation and data sync require careful configuration across workflows
- –Role-based governance controls can feel coarse for complex matrix orgs
HR and performance leaders
Align ratings through calibration workflows
Aligned rating decisions
Managers and employees
Run structured goal check-ins
Current goal updates
Show 2 more scenarios
HR administrators
Monitor review completion status
Visibility into outstanding work
Use cycle status and reporting views to identify pending reviews across groups.
HR administrators supporting departments
Adapt review workflows by department
Group-specific review processes
Configure forms, participants, routing, and approvals for distinct employee groups.
Best for: Fits when mid-market HR teams need repeatable manager workflows for reviews and talent calibration without heavy customization.
BambooHR
SMBHRIS platform with integrated performance management, employee records, and reporting capabilities.
Performance review workflows attach to employee profiles, keeping goals, ratings, and comments in one record-linked experience.
BambooHR pairs performance management with HR recordkeeping in a single system, which reduces copy-paste between employee profiles and reviews. It supports goal setting, performance review cycles, and manager-to-employee feedback in one workflow, so managers can keep context attached to the same person record.
- +Performance reviews run directly from the employee profile context
- +Review templates and fields can be configured per performance cycle
- +Manager workflows are built around check-in inputs and targeted prompts
- +API supports integrations for syncing employee and performance data
- –Multi-rater calibration and forced distribution workflows are limited
- –Complex competency rubric logic needs tighter governance to avoid drift
Distributed workforce HR teams
Administer remote employee profiles and approvals
Consistent remote administration
HR teams, managers, employees
Manage leave alongside performance workflows
More structured absence planning
Show 2 more scenarios
Recruiters and hiring managers
Track hiring pipeline before HR handoff
More traceable hiring workflows
Manage requisitions, candidate stages, approvals, and recruiting activity before outcomes move into HR records.
HR teams and hiring managers
Coordinate onboarding and offboarding tasks
Fewer missed lifecycle tasks
Coordinate forms, tasks, approvals, and status changes across employee arrivals and departures.
Best for: Fits when mid-market HR teams want reviews tied to employee records and an API-led integration path.
WorkTango
mid-marketEmployee experience platform combining performance management, recognition, and engagement surveys.
Feedback and review routing built around configurable workflow steps for recurring performance-cycle checkpoints.
WorkTango brings performance management closer to day-to-day execution through guided feedback workflows tied to manager and employee actions. The system supports goal alignment views, multi-rater feedback requests, and structured review forms that feed into talent review and calibration workflows.
- +Workflow-driven performance cycles with configurable review steps and routing
- +Strong multi-rater feedback collection with structured forms per review type
- +Goal and performance timeline views that reduce manual status tracking
- +Provisioning and RBAC support for role-separated manager and employee tasks
- –Deep calibration configuration can require HR Ops playbooks and careful setup
- –Reporting depth depends on configured fields and workflow outputs
HR teams and people managers
Run governed recognition programs
Recognition tied to behaviors
HR leaders and people managers
Assign follow-up tasks from feedback themes
More visible ownership
Show 2 more scenarios
HR and employee relations teams
Collect confidential employee input
Structured sensitive feedback
Gather anonymous or confidential feedback and route results into review workflows for follow-up.
Finance, sales operations, incentives admins
Manage incentive eligibility and reporting
Payout-ready incentive reporting
Configure eligibility, approvals, reporting, and payout preparation for tiered incentives and promotions.
Best for: Fits when HR teams need configurable performance-cycle workflows with structured multi-rater feedback.
Conclusion
After evaluating 10 performance manager software, 15Five stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Performance Manager Software
Performance manager software maps manager check-ins, multi-rater feedback, and performance review cycles into configurable workflows that HR teams can control across organizations. This guide covers Lattice, 15Five, Culture Amp, Leapsome, Betterworks, PerformYard, BambooHR, WorkTango, Primalogik, and Mesh.
Across these tools, key differences show up in calibration workflows that consolidate inputs before ratings lock, and in manager review experiences that tie goals, evidence, and development planning to a consistent cycle. Lattice leads for calibration workflows that consolidate multi-rater inputs before ratings lock, while Culture Amp and PerformYard place calibration and normalization inside the main review sequence.
Performance Manager Software for structured review cycles, calibration, and multi-rater workflows
Performance manager software coordinates performance review cycles with manager evaluation dashboards, check-in workflows, and multi-rater feedback collection so reviews can be completed, routed, and locked in a controlled sequence. Lattice, for example, uses configurable review workflows with completion tracking and collects multi-rater feedback in the same cycle as manager reviews to support consistent outcomes.
Culture Amp runs calibration and talent review workflows inside the performance cycle rather than as a separate reporting exercise to reduce missed feedback requests and incomplete ratings. In this category, the practical buying focus is workflow configuration depth, governance controls that prevent rubric and scale drift, and the automation surface that ties check-ins, competency scoring, and development plans into one review rhythm.
Performance Manager Software features that determine review-cycle control
Review-cycle control comes from how a platform sequences check-ins, multi-rater inputs, and rating lock across a governed workflow. The best fit depends on calibration behavior, workflow configuration depth, and how consistently the system enforces the same rubric inputs across managers.
Calibration workflow control before ratings lock
Lattice centralizes multi-rater inputs inside configurable calibration workflows that consolidate before ratings lock to support consistent outcomes. Culture Amp and PerformYard run calibration and normalization inside the main performance cycle rather than treating calibration as a separate reporting exercise.
Manager and employee check-in templates that feed the cycle
15Five uses check-in templates that capture manager coaching as performance journal inputs for later review cycles. Betterworks standardizes check-in prompts, evidence fields, and rating capture inside configurable review-cycle templates.
Competency rubric scoring tied to guided review steps
Leapsome combines competency rubric scoring with guided manager and employee workflows inside configurable review templates. Mesh provides structured competency rubric scoring with behavior anchors that normalize ratings across managers.
Multi-rater feedback orchestration and routing
WorkTango builds feedback and review routing around configurable workflow steps for recurring performance-cycle checkpoints. Primalogik consolidates review-cycle configuration with evidence capture and manager assignment tracking so multi-rater inputs stay attached to the right review stage.
Review workflow governance and admin configuration guardrails
Lattice offers configurable review workflows with completion tracking across teams and multi-rater feedback collected in the same cycle as manager reviews. PerformYard supports role-based governance controls that can feel coarse for matrix orgs, so governance design matters before rollout.
How to choose Performance Manager Software for consistent ratings and repeatable cycles
The decision should start with workflow philosophy: tools that consolidate multi-rater inputs before rating lock, versus tools that run calibration inside the main performance cycle. Each philosophy changes how the organization handles late feedback, incomplete requests, and rating drift across managers.
Pick the calibration sequencing model that matches policy
If policy requires consolidation of multi-rater inputs before rating lock, evaluate Lattice for calibration workflows that consolidate inputs before outcomes lock. If policy expects calibration to run inside the performance cycle, compare Culture Amp and PerformYard where calibration and normalization are executed as part of the main review rhythm.
Decide how much review-cycle configuration HR Ops will own
If HR Ops can maintain templates and scale governance, Lattice and Betterworks support configurable review-cycle templates with completion tracking and standardized inputs. If HR needs faster cycle setup with guided templates, compare 15Five and Leapsome where templates and guided workflows reduce per-cycle redesign work.
Map competency scoring needs to rubric and anchor behavior
If competency scoring must include rubric logic with behavior anchors that normalize rating behavior, Mesh provides rubric-style competency assessments with normalized scoring. If competency scoring must be embedded in review templates alongside guided manager and employee steps, Leapsome combines competency rubric scoring with configurable review templates.
Stress-test multi-rater routing with real review-step outputs
If routing and step-by-step workflow checkpoints must be configurable per review type, WorkTango uses workflow-driven performance cycles with structured forms per review type. If evidence capture and assignment tracking must live inside one review-cycle workflow, Primalogik centralizes evidence capture and manager assignment tracking so feedback stays tied to the correct stage.
Validate reporting depth against governance and analytics expectations
If enterprise reporting needs depend on how much configuration is available beyond dashboards, note that Lattice may require additional configuration for complex enterprise reporting. If reporting expectations are constrained to manager-facing dashboards, Leapsome and Primalogik provide central manager dashboards that consolidate ratings, feedback, and assignments.
Who Performance Manager Software fits best
Performance manager software fits teams that run structured review cycles with multi-rater feedback, evidence capture, and repeatable manager workflows. The right choice depends on whether the organization needs calibration consolidation control, ongoing check-in feeding, or competency rubric normalization embedded in review templates.
HR teams running recurring performance review cycles with multi-rater feedback
Lattice supports configurable review workflows with completion tracking across teams and collects multi-rater feedback in the same cycle as manager reviews to support consistent outcomes.
Mid-market HR teams that want check-ins to become performance journal inputs
15Five ties recurring manager coaching to check-in workflows that feed performance journals used later in manager-led performance cycles.
Organizations standardizing evidence capture and prompts inside OKR-to-review rhythms
Betterworks provides review cycle templates that standardize check-in prompts, evidence fields, and rating capture inside one configurable workflow.
Matrix orgs that require granular governance and role mapping for multi-rater processes
PerformYard supports role-based governance controls, but its governance can feel coarse for complex matrix orgs so role mapping needs scrutiny.
HR teams that need competency rubric scoring with behavior anchors
Mesh includes behavior anchors inside configurable manager workflows, which supports consistent competency scoring across review cycles without custom development.
Common mistakes in Performance Manager Software rollouts
Most failure points come from misaligning workflow configuration with governance and from assuming reporting depth exists without configuration work. Teams also risk inconsistent rubric outcomes when templates and scales are not governed across manager populations.
Allowing template and scale drift across teams during calibration
Lattice can produce consistent calibration outcomes, but template and scale setup needs governance to avoid inconsistent outcomes across teams.
Treating calibration as a separate reporting exercise instead of part of the review cycle
Culture Amp and PerformYard run calibration and talent review workflows inside the performance cycle, so separate calibration stages can create missed feedback requests and incomplete ratings.
Underestimating configuration effort for advanced competency modeling
15Five supports check-in workflows and templates, but advanced competency modeling needs careful configuration, so competency rules should be tested with real manager cases.
Overbuilding analytics expectations beyond what the dashboards can reflect
Mesh provides structured rubric scoring, but advanced analytics depend on export or external BI rather than native dashboards, so dashboard-only reporting assumptions can break review-cycle reporting.
Assuming multi-rater workflow routing will work without step-level validation
WorkTango supports configurable workflow steps and routing for recurring performance checkpoints, so HR should validate each configured step output before wide deployment.
How We Selected and Ranked These Tools
We evaluated Lattice, 15Five, Culture Amp, Leapsome, Betterworks, PerformYard, BambooHR, WorkTango, Primalogik, and Mesh on workflow control features, automation depth, and how consistently each tool supports multi-rater performance review cycles. Features took the largest weight, and those scores favored calibration behavior that consolidates inputs and configurable review workflows with completion tracking like Lattice’s calibration workflows.
Ease and value each influenced the ranking with additional emphasis on how much configuration HR teams must sustain to keep templates, rubrics, and scales consistent across managers. Lattice ranked highest due to calibration workflows that consolidate multi-rater inputs before ratings lock and because the same cycle captures multi-rater feedback alongside manager reviews.
Frequently Asked Questions About Performance Manager Software
How do Lattice and Culture Amp handle calibration and rating normalization inside the performance cycle?
What integration and API patterns differ between 15Five and BambooHR for performance data flows?
Which tools provide SSO and security controls for role-based access to performance workflows?
How does Mesh migrate performance history or keep existing review templates consistent when onboarding a new HR team?
What breaks if a performance cycle relies on multi-rater evidence capture but the tool only supports basic manager write-ups?
When do 9-box grid or forced distribution workflows come into play in performance manager software processes?
How do Betterworks and WorkTango differ in managing check-ins versus formal review cycle inputs?
Which tool model fits HR teams that need competency rubrics with behavior anchors rather than narrative-only reviews?
How do admin controls and governance differ between Leapsome and 15Five for provisioning, configuration, and audit traceability?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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