10+ Best Employee Management Software in 2025

The interface is user-friendly. Benefits deductions are seamlessly integrated with payroll processing. I appreciate how support tickets are efficiently tracked within Gusto.

Our small business needed a cost-effective payroll solution, and Gusto provided an affordable option. We've been using it for just under a year to manage payroll for our two employees. We also needed a solution for direct 401k deductions from our payroll, which has allowed us to save on taxes with pre-tax deductions.

I am not pleased that the support team seems to be outsourced outside of the USA, which occasionally makes me question the accuracy of the information provided. Also, I wish I didn't have to use one of their partners to integrate our 401k plan.

Gusto's interface is superior to many competitors with its ease of use and straightforward setup. It intuitively understands my needs without requiring setup in multiple areas to achieve the desired functionality.

Gusto might not be ideal for larger companies. It can be challenging to manage frequent payroll changes due to the platform's complexity in this area.

Since I am relatively new to using Gusto, I am not familiar with its historical changes or updates.

Gusto is very well-suited for small businesses with fewer than 20 employees.

• Leapsome’s user-friendly design makes it easy to recognize colleagues and boost morale with positive feedback.
• The platform functions as both a learning management system and an organizer for meetings, reviews, and surveys.
• It’s intuitive and quickly adopted by employees, improving morale by encouraging shared feedback and appreciation.

My organization adopted Leapsome to centralize and improve multiple HR functions within a single platform. We wanted a solution that could integrate goal-setting, OKRs, performance reviews, employee learning, and engagement into a cohesive system. Leapsome’s all-in-one design has been key in enabling streamlined performance tracking and employee development. It has also helped promote better communication and engagement with features like 360-degree feedback, surveys, and recognition tools. I have personally used Leapsome for two years, and it has consistently proven valuable to our team.

• The platform’s workflows could be better optimized for smoother use.
• The UI/UX for completing a learning path could be improved to provide a more seamless experience.
• Some internal management processes still rely on outdated methods.

Leapsome differentiates itself with customizable performance and 360° reviews that are straightforward to use. It supports goal alignment and tracking across the organization, fostering transparency and accountability.

Through employee engagement surveys, it provides insights into company culture that help in strategic decision-making. Leapsome also encourages a culture of continuous growth with real-time feedback and praise.

These features create a holistic approach to performance management, employee development, and engagement that stands out from competitors.

I recommend researching the platform’s functions to ensure it aligns with your organizational needs. Leapsome offers many valuable features, though some may require further development.

Leapsome has remained relatively consistent, though there is room for further updates to meet evolving user requirements.

The platform’s versatility makes it suitable for various types of organizations and industries.

User-friendly interface: Workday's clean and intuitive design makes it easy for users to navigate and find the information they need.

Scalability: This makes it an ideal solution for growing businesses that require additional functionality over time. As a company expands or needs change, Workday can be customized to meet those evolving requirements.

‍Seamless integration: Workday offers robust integration capabilities with various third-party applications, ensuring a smooth flow of data across different systems. This compatibility with other software tools enables organizations to maintain a connected ecosystem, streamlining processes and reducing the need for manual data entry or reconciliation.

My organization was 10k plus employees and our old HRIS system was dated and clunky. I used it for approximately 2 years. We needed better self-service for not only employees but for managers as well with built-in approval processes. Additionally, we were looking for a tool that could handle the complex requirements of our global workforce, including compliance with local labor laws and regulations. Our previous system didn't have robust reporting capabilities, and it was challenging to extract useful data for analysis. Furthermore, it made it easier to manage employee data and processes across multiple systems. It also provided built-in compliance features, ensuring that we were meeting legal requirements in all countries where we had operations.

Cost: The investment in Workday is substantial, and not a good option for smaller companies.

Learning curve: While Workday's user interface is intuitive, the platform's extensive features may require some time to master. Adequate training and onboarding are essential for users to get the most out of the software.

‍Limited customization: Workday offers a wide range of built-in features and functionalities, but it may not be the best fit for organizations with highly specific or unique requirements.

While Workday has a long list of impressive companies that utilize their system I find SAP SuccessFactors does just as much and for slightly cheaper.

Functionality: Determine the features and capabilities that are most important to your organization. Consider aspects such as human resources, payroll, talent acquisition, time and attendance, performance management, financial management, and analytics. Ensure the tool you choose covers the required functionalities or can be easily integrated with other systems to create a comprehensive solution.

Scalability: Assess whether the tool can grow and adapt to your organization's changing needs. A scalable solution will allow you to add or modify features as your business evolves, ensuring long-term viability.

Integration: Examine the tool's ability to integrate with existing systems and third-party applications. Seamless integration is essential for streamlining processes and reducing the need for manual data entry or reconciliation.

‍User experience: Evaluate the tool's user interface and overall usability. An intuitive and user-friendly design will encourage adoption and make it easier for employees to effectively use the platform.

They have expanded product offerings and made some user experience enhancements.

Enterprise with large (1000k+) and global employees.

• The ATS system was easy to use and well-suited for a small business, with flexibility to manipulate information as needed.
• The increased visibility provided by BambooHR greatly improved our candidate pool and reduced time-to-fill metrics.
• The Employee Self-Service page was intuitive and straightforward to navigate.

As an HR Business Partner for a smaller company that relied entirely on manual processes, we sought a software solution to support hiring and employee records management. Major pain points included the lack of a proper ATS and an effective system for managing employee records.

At the time, individuals would physically drop off applications or apply through Indeed, limiting our talent reach significantly. Additionally, employee records were maintained as physical files, posing significant challenges for tracking and audits. This tool addressed these issues and helped streamline our processes.

• BambooHR was costly compared to other tools, considering its features and practicality for a small business.
• A better onboarding and training process for the team could have improved the use of the Employee Self-Service tools.
• For a company with both tech-savvy and labor employees, the tool could have been more agile to meet diverse needs effectively.

From a small business perspective, I would rate it a 7 out of 10. It is easy to use and allows for quick adjustments, but the cost is high for what it offers. While its user-friendliness is a plus, it may not be suitable for larger companies with complex requirements.

Cost is a crucial factor to consider. It is essential to evaluate whether employees and HR team members will use all the functionalities of the tool effectively. Assess the types of employees in your company, their technical skills, and their familiarity with workflows or self-service tools.

If you have a team that is technologically adept and values independent workflows, this tool could be a great fit. Additionally, for companies transitioning to more technologically enhanced processes, this tool can be beneficial if the cost aligns with your needs and expected usage.

Based on feedback I’ve heard, the tool has remained consistent with the features and functionality I experienced during my time using it.

This tool is ideal for smaller to mid-sized companies with independent, technologically proficient employees who value easy-to-use self-service and ATS tools. It also supports organizations looking to modernize their processes.

UKG is ideal for complex organizations with multiple entities; payroll can be done with the click of a button. UKG is also optimal for organizations with complicated reporting structures, including dual reporting and multi-location reporting. Lastly, UKG is investing heavily in connecting all of their systems to create a seamless user experience.

My organization selected UKG as our HCM when comparing it against all mid-market products on the market. As a rapidly growing company via acquisition, our primary reason for selecting UKG was that we needed an HCM that allowed us to set up new component companies, new states, and new PTO and benefits plans independently without having to engage a UKG consultant.

The enterprise version of the UKG product allows us the flexibility to move as quickly as our business development team welcomes new partners into the fold. My team of HRIS and payroll experts leads the majority of the setup. We also selected UKG due to its focus on R&D and staying ahead of industry trends. With their robust network of partners, even if they aren't able to accommodate our needs directly, they have prebuilt integrations with many of the best boutique HR applications.

Three years after selecting them, I continue to be pleased with how our implementation and ongoing build-out of the system has gone.

As with all large organizations, getting in touch with customer service can be challenging, i.e., getting issues to the right department to be solved. Second, I wish that UKG Talk was fully integrated with UKG Pro so that our employees would have one interface. Third, I wish the text message functionality was more versatile.

UKG can handle complexity better than most of the other systems that I have used. The only platform that would compare would be Workday, but that's materially more expensive than UKG.

When making this investment, leaders should consider the size and complexity of their organization and have a good handle on all of their system requirements. Knowing how the company will grow or shrink is also important in determining whether UKG is the right price point for the company's trajectory.

For the three years that my team has used UKG, we have seen them invest in several areas. First, they are working to connect disparate modules on the backend to ease the user experience. Second, they have launched new systems in response to generational changes in the workplace. Third, in response to customer feedback, they have overhauled their approach to account management and customer care.

UKG is best for US-based companies with a minimum of 500 employees.

I like that 15Five allows for performance and engagement tracking - this insight gives us more understanding of where these things correlate. I like that 15Five's performance tool is modeled for OKRs. I like that 15Five has customizable options to accommodate different departments or teams throughout the business.

My organization was having issues with cross-functional collaboration, understanding the areas of the business with the least efficiency, and monitoring employee engagement. To address these challenges, I recommended that the organization invest in a performance management tool.

When we were shopping for a tool to support this effort, we were specifically interested in tools that would not only streamline 360 performance reviews but also aid us in ongoing performance and engagement tracking as well.

While two years ago I had never formally used 15Five, 15Five was initially attractive because it combined all of the desirable features and even utilized OKRs - which was our leadership team's preferred method of goal setting.

At its core, OKRs are a collaborative goal-setting methodology, so even though adding a new tool or responsibility to employees' day can often feel disruptive, 15Five made this rollout more seamless.

15Five could improve its UX/UI in some areas,  specifically in the best self-review section, there are some portions of reviews that are not that intuitive to regular non-admin users.

15Five should improve its support functionality, it is frustrating that the only way to communicate with support is through email.

15Five should produce training modules for admins and employees, the help center is largely ineffective for employees using the platform for the first time.

I would say 15Five is very similar to Lattice. Both tools have their pros and cons, but overall I would say that 15Five measures up similarly to its competitors if companies are looking to utilize this kind of performance tracking.

One opportunity I would say for 15Five is that a lot of companies are wanting to simplify their performance tracking procedures so they are choosing to go with more metric-driven tools that produce custom reports.

When shopping for a performance and engagement management tool, companies should consider what key results are most important. Everyone wants to adopt a system to streamline these areas of the business, but I think a tool like 15Five can overcomplicate companies that do not have the resources to properly roll out a tool with such functionality.

I have been utilizing 15Five for almost 3 years and I would say I am not super impressed with the tool's ability to roll out product improvements. I think making foundational improvements to their support system, help center, and UI/UX would make a larger impact rather than offering opportunities to attend webinars or upsell leadership courses to companies already paying for the platform.

I would say 15Five is best suited for organizations where performance is more subjective or difficult to measure.

I liked how easy it made onboarding new employees.

The ability to manage and store electronic files was a significant advantage.

The reporting dashboard was clear and helpful for monitoring key metrics.

Employees found it easy to access their paystubs and tax information.

The interface, with its social media-like design, was user-friendly and relatable for many employees.

I consulted with an organization for about one year and administered Namely. They were a small but growing business in need of an HR and payroll solution to manage their expanding workforce.

Namely was chosen because it met the needs of various types of organizations and had the flexibility to grow alongside the company as their requirements evolved. I appreciated the compliance features, which helped me stay on top of regulations and deadlines.

The tool was also within the budget approved by the CFO and addressed the needs of both the HR department and employees effectively.

When I first used it, the platform was new and had some glitches.

Payroll processing was initially difficult for the payroll specialist to adapt to.

Learning which reports were essential versus optional required more guidance than was provided.

I would have appreciated more hands-on support during the implementation phase.

The search function did not perform as effectively as I would have liked at the time.

Namely has a more modern and visually appealing interface compared to some competitors.

It promotes diversity and inclusion through its design and functionality.

Its scalable features are suitable for small to mid-sized companies, though larger organizations may need to explore alternatives.

Compared to tools like ADP or UKG, Namely is a more affordable option, though it may lack some of the advanced features those platforms offer.

While Rippling is a strong competitor, I prefer Namely’s design and user-friendly interface.

It’s important to have an experienced payroll person or request training to ensure smooth adoption, as Namely may not be as intuitive as other platforms like UKG or ADP.

Fully prepare questions for your implementation specialist to maximize the benefits of the tool.

Be aware of the states where your employees work, as compliance requirements can vary significantly.

Understand your organization’s growth plans to ensure the tool can scale with your business effectively.

Namely has added new features, including AI-powered tools, to improve functionality.

The interface has become more user-friendly, addressing previous concerns about the search and self-service features.

Employees now find it easier to access essential HR and payroll information.

I think Namely is great for small to mid-size organizations, but I remember it was a tool that scaled to a limit, and if you got too big, a different solution would be better. It possibly would be at the point a larger org could use them, but not sure they are there yet.

I know one of their main competitors is Rippling, so a user or organization should research both before making a decision. I’d also find out if there is a specific person to contact or just a generic number for questions. Over the years, I have been using many tools, and I personally like a particular person or team to work with.

1. Zoho People helped us manage all employee data in a single location and made it easier to track employee records.
2. Zoho People has features for employee self-service, performance tracking, and goal setting, which have helped our employees stay engaged and motivated in their work.
3. Zoho People automates a lot of HR processes we used to do manually including attendance tracking, leave management, and payroll processing.

There are many reasons why my organization chose Zoho People: it has customizable features, it’s easy to use, and also cost-effective. It helped us to improve our HR operations and create a more engaged and efficient workforce. I must say Zoho People is worth buying as it streamlines all HR processes. I have been using the tool for 8 months.

1. Zoho People could benefit from a more intuitive interface to make it easier to use.
2. While Zoho People does have a strong mobile app, there’s room for improvement in functionality and speed.
3. Zoho People does offer online documentation and support but it doesn’t cover everything so we do end up reaching out to the support team now and then.

While there are several competitors in the HR software space, Zoho People has several advantages that set it apart from the competition in my opinion.

1. Zoho People integrates seamlessly with other Zoho apps, such as Zoho CRM, Zoho Projects, and Zoho Books, which is great if you happen to use their other products too, and can keep virtually all of your employees on a single platform.
2. It is competitively priced and quite affordable for businesses of all sizes.

If anyone wants to buy a subscription to Zoho People, here are a few points to take into consideration:

1. Determine business requirements and the features you need from the HR management software to choose the appropriate subscription plan.
2. Check the pricing plans and select the one that fits the budget.
3. Before subscribing to Zoho People, take advantage of the free trial to test the software and its features to evaluate whether it meets your requirements or not.

When Zoho people was first released, it was only used by small-size organizations as this software was limited to employee database, leave, and time tracking. Zoho People has evolved over time to become a comprehensive HR management software that offers a wide range of features to businesses of all sizes. The software's integration with other Zoho applications and its focus on mobile accessibility and analytics have helped it stand out in the crowded HR management software market. It also added a few features recently like an onboarding management system and integration with Zoho Analytics.

Zoho People is a cost-effective HR management software that is ideal for small and medium-sized businesses that may not have fully staffed HR departments. Zoho People is also a great choice for remote-working employees to collaborate, track time, handle scheduling, and more.