Best Performance Management Software for 2024

• Deel is an excellent solution for organizations with international contractors, offering a smooth and simplified process.
• It provides EoR services in over 150 countries and includes additional features like onboarding and time-off tracking for international contractors.

I worked with a company expanding into two international markets as part of a tech stack selection project. My engagement lasted about six months and involved selection, implementation, and change management for onboarding.

Deel is a global payroll solution designed to streamline compensation operations for organizations. The company needed a system to manage international payroll efficiently while ensuring compliance across different regions.

• Deel is only worthwhile if you fit its niche. It can be expensive, and if you don’t have a high volume of international hires, the cost may not be justified.
• If you need a more streamlined international hiring process with lower volume, alternatives like Oyster, Remote, or Papaya may be better options.
• Customer support is lacking.

Deel is uniquely positioned to expedite international hiring, particularly for contractors, seasonal hires, or high-turnover roles. It outperforms most competitors in this area for the price. However, if your needs don’t align with this niche, Deel may not be the best choice.

• What does your international hiring strategy look like, and what types of employees are you hiring?
• What is your budget?
• What HRIS features do you need?

Deel’s primary strength is its extensive EoR services, which have expanded to meet user demand. The company has focused on increasing its EoR coverage in new countries to strengthen its niche. Additional onboarding and benefits features support this strategy, but overall, Deel has not evolved significantly beyond its core offering.

• Companies with high-volume international hiring can benefit from Deel, particularly for contractors or high-turnover roles.
• Organizations managing extensive international payroll and compliance requirements.
• Employers needing to sponsor immigration visas.

It is extremely adaptable, allowing for multiple different processes and rules. It has unique features and the ability to change language, save anything, and add dates that make sense for your organization. The support staff is helpful and accessible, ready for unique requests and retraining.

My organization purchased Trakstar Performance Management before I arrived. I took on the training, design, launch, and implementation of the tool. I developed processes and policies and distributed them to the staff of 30+. I used all functionalities in the performance management tool. Our team built this tool for our organization over the course of 3 months, rolled it out over another 3 months, and have been using it for about 2 years.

The titles of the functions are rather confusing, as "policy" and "review" are not what I expect them to be. Its high adaptability can make it challenging to build and maintain. The reports are simple, but I believe they are being developed further; I never got much value from them.

Trakstar stands out for having some of the best service I've experienced and the most practical adaptability I've seen.

When seeking a tool like this, consider cost per user, functionality/adaptability, system integration, and support available. This tool is especially useful if you have multiple existing processes to change over. It is easy to set up users, and it would be much more streamlined if personnel data came from recruitment and fed into learning and development paths using the additional platforms.

I'm unsure of all changes, but the reporting was advancing when I was using it more. Metrics were available for performance but not in minute detail from what I recall.

Our organization is a nonprofit with about 100 employees. However, we had high turnover, so user build-out was a frequent function. It's great for organizations looking for adaptable performance reviews, with the resources to afford and build out the platform package (hire, recruit, learn). There is more value in time and money with the additional areas. Once built, it's a breeze.

Rippling is a one stop shop for our employees. We enjoy the ease and flexibility of the tool. It is also highly customizable to our needs. Payroll processing is straightforward. It takes care of all the compliance, reporting and tax matters we have. The customer support is exceptional and I always get to speak with a real agent when I have a question.

To bring a single source of truth and information hub to the company, we implemented Rippling. We've had Rippling in place since January of 2022. We wanted a tool that supports single sign on, benefits admin, time and attendance tracking, PTO requests and more. We also use Rippling for payroll, onboarding/offboarding, compliance and tax, IT device management and more.

Paying for workflows was a surprise. In order to create custom workflows or approvals you have to upgrade your package.

Rippling truly offers everything you might need. You can pick and choose the features and services you'd like to have, which I appreciate. As a smaller business, we don't need every feature, but we use quite a few and we are very satisfied with what they offer. They also integrate with several other tools which makes it easy to keep all of your platforms connected and speaking to one another.

What are you trying to solve for your company? Make a list of ways an HRIS could simplify your life, for employees, managers and HR. Look at what tools you currently use and see if Rippling could replace those. Or if those tools could integrate with Rippling.

They add new capabilities all the time. They now have a global payroll feature so you could pay all of your contractors and employees from one place. They have headcount planning features now. They also offer compensation banding.

Rippling is good for companies of all sizes and stages. It could be used to manage a team of 15 or a team of 50,000. It is flexible and customizable. I can't think of a company Rippling wouldn't be good for.

• Quantum Workplace is easy to use, featuring an intuitive interface that allows users to find what they need quickly, with important items pinned at the top for easy access.
• Users can personalize surveys, use best-practice templates, or create surveys from scratch based on their needs.
• The platform enables teammates to share and review recognition in a social newsfeed format, with flexibility to make posts as detailed and scheduled as desired.

We chose to purchase Quantum Workplace to enhance our employee experience and build a culture that attracts and retains top talent. We've used it for one year. The platform allows us to streamline our tools, providing ongoing insights and motivating our teams to take action.

With Quantum Workplace, we aimed to boost engagement, maximize performance, and cultivate a dynamic workplace culture. Overall, it has been instrumental in helping us create a winning environment for our organization.

• We encountered challenges with canceling, rescheduling, and the inability to schedule one-on-one meetings on short notice.
• The goals feature was somewhat confusing due to its complexity and extensive options.
• The platform’s appearance is not visually appealing; it would be great to customize it to at least display the company's name.

Quantum Workplace offers three solid core products—tools for employee engagement, performance management, and people analytics—which is unique.

People should consider whether Quantum Workplace meets all their needs and if the price aligns with their long-term goals for the company or team.

Quantum Workplace has improved over time; their performance management tool enables employees to set and track goals, hold one-on-one meetings with managers, and receive recognition for contributions. They continue to make meaningful improvements.

Quantum Workplace is best for mid-sized and large companies and is a solid option for organizations across all industries.

• Culture Amp is easy to set up.
• Culture Amp has an intuitive system.
• Culture Amp supports large organizations seamlessly.

My client purchased Culture Amp after rehauling the employee experience post-covid. I have been using the platform since then.

• Culture Amp has outdated terminology on occasion.
• It can take a lot of time to sort through what surveys are applicable to you.
• Setting up multiple users can take time.

Culture Amp is one of the better HRIS/Employee Feedback tools available. I would recommend it to 90% of their competitors.

Employers should consider the time it takes to properly analyze an effective survey before purchasing Culture Amp. If you are unfamiliar with the 360 process, it can be a learning curve.

Culture Amp has consistently maintained high marks among my clients based on their evolving to users’ needs.

Public-facing, growing organizations (particularly after M&A or high employee turnover).

The UI is very appealing and well laid out. I like the dashboard and the components of what is included. It has beautifully developed org charts. Extracting data from the data sheet tab is easy. ChartHop compiles data from HRIS and ATS to create a robust database to build reports and organization structures. The support and product assistance is great.

We were looking for a comprehensive "1-stop" shop for critical People Analytics. We've been using ChartHop for over two years and are very satisfied with the data management and reporting capabilities. While our HRIS system offered some basic dashboard options, there were a lot of gaps, and we don't have the capacity to build the dashboard internally. We started with the free version which offered minimal yet useful insights and have remained impressed ever since. The Org Charts in a single platform is a dynamic solution. ChartHop has completely changed the way we look at employee data.

Charthop is not the most user-friendly where mapping custom fields and building reports is concerned, and they could have more self-service options available so that one-to-one support is not needed. Charthop can seem difficult to use at first and the implementation process can be overwhelming.

Charthop is unique in the way performance reviews transfer to the compensation section. There's also a variety of options for viewing employee information. Charthop is better than our HRIS for delivering information, and is one of the best employee dashboard analytics available for the cost, service and capabilities offered.

It is most important to consider integrations and compatibility with other systems as this is pivotal to the success of this platform within any organization. It is equally important to consider how information will be uploaded/downloaded. Lastly, consider the features needed; customization can be tricky with Charthop, so if there are specific data/analytics needed, it is imperative to ascertain whether these data sets are possible to extract from this platform.

Charthop is ever evolving to meet user needs and is transparent in its communications of such via regular notifications and emails. There have been improvements to data fields and sorting and filtering functions.

Organizations of any size and within any industry could benefit from Charthop. Charthop has different packages offering a variety of features, making it easy to adapt to an organization's changing needs through periods of growth, expansion and/or transition.

The applicant tracking system works well for our small (less than 500 employees) business. It integrates well with our background check processes. It improves our communication with potential hires.

My company started using Clear Company because we wanted to make the onboarding process smoother for new hires. Prior to using Clear Company, we had a disjointed process. We had to individually craft emails to applicants in the recruitment process, and check in constantly on where we were in the process of recruiting them and completing background checks. Clear Company allowed us to streamline the process. We were able to set up customizable templates for ongoing communication with new hires. We were also able to streamline the background check process.

It takes some time to learn how to use it. We have not tried integrating with our payroll/HRIS software because it doesn't seem like it will function that well. It doesn't integrate with our social media.

I have not used other tools just like Clear Company, but we added Clear Company to our tool chest because it offers functionality that our HRIS software does not when it comes to applicant tracking and onboarding.

If you're considering using Clear Company, think about what functionality it will add that you don't already have with your other HR software. In our case, it adds additional applicant tracking and background check integration functionality that we wouldn't otherwise have. I would also consider the price. It is well-priced for our smaller business where we only pay for the essentials for a few users each month. The price could add up quickly in larger businesses, so you need to consider if the value-add of the product is worth the price tag.

I know they integrate with more payroll/HRIS systems than they used to (but still not with ours). They have improved the user interface over time as well.

I think Clear Company is good for small to medium-sized businesses. It is right-priced for this size of business and adds functionality that most businesses this size might be lacking in their other HR software.

• Ease of use for both administrators and employees.
• AI functions generate a critical framework for training programs.
• Integration with existing platforms is seamless, and it includes performance management, collaboration tools, reporting, and data analytics.

I evaluated this platform for a client who made the purchase. The client needed a tool to support employee development and client learning for their rapidly growing business. Additionally, the platform needed to have API integration, analytics, and skills intelligence as they prepared to implement strategic workforce planning.

Pain Points:

• Decentralized and fragmented learning platforms
• Limited employee engagement in career mobility through learning and development
• Challenges with onboarding new employees— inconsistency and misalignment of expectations
• Lack of tracking and oversight for skills aligned with regulations and compliance for individual roles

• Lacks customization options and deeper analytics in reporting, which could be helpful as the company scales.
• The integration options work for the company now, but they will likely outgrow these in the next two years and need to look for new options.
• The cost is relatively high, which could prompt the company to consider alternative tools in the future.

We also evaluated Docebo, but at the time, AI capabilities were less of a priority for the client. I believe Docebo could be a future opportunity for the client, as I have recommended it for clients seeking stronger analytics and AI-driven capabilities.

My client’s top three priorities when looking for a similar tool are user experience, integration, and ramp-up time. Cost is also critical, as my clients are scaling startups accountable to investors, which means they need to get the most value for their spending.

Eloomi has expanded its integration options and improved its mobile experience, significantly enhancing the user experience. However, the cost remains a factor, driving a stronger need for the platform to increase its value, which it appears to be doing.

Eloomi is ideal for professional services, tech startups, and SMEs.

I like the anonymity, which protects against skewed data. I appreciate the responsive recommended actions, and I value the efficiency and speed of the real-time data.

My company needed to review projected turnover for succession planning, so we turned to WorkTango to conduct anonymous employee stay interviews and surveys. We have been using it for two years, and it is a fantastic tool. The anonymity feature allows the employer to engage in feedback with the surveyed employees. I highly recommend this tool to other HR professionals.

The number of emails received from WorkTango is annoying. The visualization aspect could be improved for less savvy data interpreters. Compiling reports can be difficult.

Compared to other platforms, I like that it is cloud-based and that training can be done online. This makes the service more accessible.

Before purchasing, you should consider how often the tool will be used. Is your workforce large enough to receive accurate data and a sufficient sample size? Does your entire workforce have access to a computer?

Customer service now offers a live chat service to respond more quickly to complaints.

WorkTango is good for midsized to larger organizations.

• PerformYard offers a high level of customization, allowing the organization to tailor the performance management process to its specific needs.
• The platform is user-friendly and easy to learn for employees at all levels.
• PerformYard enables ongoing feedback for employees, fostering a workplace culture of development and continuous improvement.

My organization chose PerformYard because we needed a better way to stay on top of employee performance and streamline how we manage goal-setting and reviews.

Before PerformYard, it was challenging to track everyone’s progress and ensure feedback was delivered consistently, often leaving employees unclear about how they were performing. This tool has been transformative, providing a straightforward way to keep goals visible, track progress, and make feedback an ongoing process rather than a once-a-year event.

We’ve been using PerformYard for over a year, and it has noticeably improved how connected our team feels to their personal goals and the broader objectives of our organization.

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• PerformYard does not easily integrate with other HRIS programs, which limits its utility in more complex tech environments.
• The lack of a mobile app restricts employees from accessing the system flexibly on the go.
• The tool could benefit from more data-driven reporting features to provide managers with enhanced capabilities for analyzing employee performance.

Compared to Lattice, PerformYard offers more robust customization options and is notably more user-friendly. Specifically, the platform allows organizations to customize performance reviews to align with their unique requirements.

When considering PerformYard, organizations should evaluate whether the software integrates with existing HRIS or other tools containing employee data, such as UKG Ready. It’s also important to assess the level of customer support and training offered by PerformYard to ensure smooth adoption and ongoing use.

PerformYard has improved over time by enhancing its ability to implement continuous feedback and coaching through more customizable templates.

PerformYard is ideal for small organizations that require customization and for newer organizations building their performance management processes.

1. It allows you to build as many teams as you would like.
2. It is clear on its anonymity policy so that team members feel comfortable sharing honest feedback.
3. It allows you to conduct custom surveys on any topic.

We bought this tool for our organization because we take employee feedback very seriously. We have been using the tool for 3 years. I have been using it as a regular employee for 2 years and as an HR professional (admin of the tool) for 1 year. It allows you to get regular feedback (at whatever frequency you prefer) and allows you to put team members into teams so that managers can get team-specific feedback. It also allows you to give "Good Vibes" so that any team member can provide recognition to their peers.

1. It does not have a Performance Management feature, which other similar tools do. For the price point, I would expect more features.
2. It does not have industry benchmark data for specific questions, which is something our ELT was hoping to see.
3. It currently does not integrate with our HRIS, which I mostly fault to the HRIS but it means I have to manually add all of our members and put them on teams.

I have not personally used comparable tools but I have done demos with others. I think this tool is very clear (more so than competitors) on its anonymity policy which is very important to our employees. I also think Good Vibes is a fairly unique feature that our team heavily uses and appreciates.

People should consider what features they need the tool to have. This tool does not have performance management, which is something that many similar tools do. They should also consider pricepoint. Workleap is a high price point for the limited number of features. Overall, I think it is a great tool, just hard to justify the price considering it is lacking a crucial feature (performance management) that we will need soon.

Workleap has launched new features throughout our time using it and I know it is currently working on others. Good Vibes was a feature that was added due to requests, and it has been a great addition to the tool. It also has an amazing Customer Support system, where you can answer your own questions or if you can't, they are very prompt at responding.

It is very good for large organizations that want specific team feedback. It is also good for teams that have a large budget for employee engagement metrics.

• It centralizes and monitors all strategic priorities, goals, and initiatives in one location, helping to identify potential issues early and enabling timely interventions.
• Business reviews are organized and highly effective, ensuring discussions occur in the same space where OKRs are established, so nothing is overlooked.
• You can easily integrate data, narratives, screenshots, and media into reviews, making them more comprehensive and clear.
• Preparing for reviews takes hours instead of days, thanks to automated updates on goals and initiatives.

We used Peoplebox for one year. Peoplebox accelerates strategic business outcomes by effectively identifying, aligning, and retaining top talent through a comprehensive talent management and people analytics platform. By streamlining talent management processes,

Its robust analytics capabilities enable organizations to track progress and adapt strategies as needed, fostering a culture of continuous improvement and innovation. Ultimately, Peoplebox empowers businesses to unlock their full potential by leveraging their most valuable asset: their people.

• As companies grow, it becomes harder to execute strategies with the same agility, often due to misalignment and insufficient cross-functional visibility.
• Implementing OKRs can be complex, and many organizations struggle with a "Set and Forget" mentality, leading to failure.
• The fragmented approach of using separate tools for OKRs, metrics, and reviews can result in disconnection between strategy and execution, making it difficult for teams to stay aligned.

Peoplebox is one of the most integrated, highly customizable, and user-friendly platforms for goal setting and performance management. It allows you to tailor the experience to fit your organizational needs, enabling seamless collaboration and alignment across teams. Its intuitive interface makes it easy to set and track goals, monitor performance, and engage employees, while real-time analytics support informed decision-making and continuous improvement.

Teams should confirm their specific needs in a platform and ensure it meets those requirements. It's also important to have a backup plan in case the platform experiences downtime.

Personally, my team and I did not notice any significant changes or updates during the time I was with my previous employer.

Peoplebox is well-suited for mid-sized teams.

Betterworks is great for building team collaboration. It has a well developed information hub. Betterworks also has a mobile app that is popular with employees.

Betterworks was purchased to streamline collaboration among the team. It is primarily used in employee goal setting across the organization. It provides team members with the ability to recognize and congratulate each other on accomplished goals. It integrates with multiple systems that we use. I have used Betterworks for 1 year.

It is very expensive and not suitable for small teams. It also has issues with integration across several systems that we use. Customer service isn’t super responsive.

There are other more cost effective and less buggy tools to use. However, its goal setting capabilities are impressive.

Betterworks is built for teams that are 1000+. It is an investment at its price point. I have run into technical issues and had issues with customer service occasionally.

They have added features to be more competitive and updated their goal setting capabilities.

Betterworks is good for large organizations with a large budget and someone to keep track of interface issues.

I like that this tool is user-friendly and allows us to monitor performance management and a view into the consistency of managers. I also like that I can create customized templates for various review cycles at different levels of the organization. Rather than sending multiple review cycles, I can assign people to different templates under one review cycle. This makes it very convenient.

Before Lattice, we did not have a structured Performance platform across the board for our organization. We did not have a way to monitor that managers were completing 1:1’s with their staff or properly completing 90-day and annual performance reviews. We have now been using Lattice since January 2021 and it has been great.

One of my biggest frustrations was not being able to get a live person on the phone. They have since allowed representatives to send links for Zoom calls as part of that solution. Also, within the review cycle the peer, self, and upwards reviews are grouped together, it would be great to initiate them staggered. I will say that when you give feedback they will try to find a way to add a feature. Hopefully, this one will be added soon.

User friendly

When thinking about a performance management tool, think about the needs of your company. What challenges or gaps are you trying to fill? Will you need a live agent/a direct representative or can you navigate with chat support? Look at what you are currently doing and what you want to work on better.

In the past few years, they have made changes to the platform. When we started using Lattice, it was only a chat feature when you needed assistance. Now, if they see you need more help they will ask you to join a Zoom and further assist you. In addition, I can now allow managers to have a downward view into 1:1 so they can monitor their direct reports directly to ensure 1:1’s are being completed.

This tool can be useful for any company that's looking to have better performance management across their organization.