Grid® for Performance Management Software
Performance Management Software Definition
Performance management software helps organizations track and improve employee performance against set goals and workplace expectations. It supports managers in evaluating job performance, monitoring progress, and aligning individual growth with organizational goals. Companies use performance management software to facilitate meaningful and ongoing discussions between managers, direct reports, peers, and other coworkers.
HR departments most commonly implement performance management software to support managerial staff throughout various departments. These tools enable users to conduct employee performance reviews, maintain a record of discussion topics, establish and track employee goals, and enable 360-degree feedback. Some performance management solutions also assist HR departments in identifying essential skills within the organization and plan for succession contingencies in case of employee departure, either directly or through integrations with skill management and succession planning software. Performance management software can be implemented as a standalone solution or part of an integrated HR management suite. Many integrate with compensation management software, linking performance reviews to salary-related decisions.
Note: Products can’t belong to both performance management systems and 360 feedback software. If peer review capabilities are the primary focus, 360 feedback software is a better fit.
To qualify for inclusion in the Performance Management category, a product must:
- Facilitate the employee performance review process
- Enable 360-degree feedback among managers, employees, and peers
- Track individual employees goals
- Allow users to evaluate employee performance benchmarked against overarching company goals
- Generate in-depth dashboards or reports based on performance data
Performance Management Grid® Scoring Description
Products shown on the Grid® for Performance Management have received a minimum of 10 reviews/ratings in
data gathered by November 27, 2019. Products are ranked by customer satisfaction (based on user reviews) and market
presence (based on market share, seller size, and social impact) and placed into four categories on the
Grid®:
- Products in the Leader quadrant are rated highly by G2 users and have substantial Market Presence scores. Leaders include: ADP Workforce Now, Paylocity, Workday HCM, 15Five Continuous Performance Management, Lattice Performance Management, UltiPro, BambooHR, Paycom, Reflektive, Kronos Workforce Ready, Saba TalentSpace, and Betterworks
- High Performing products have high customer Satisfaction scores and low Market Presence compared to the rest of the category. High Performers include: PerformYard Performance Management, APS Core HR Solution, Quantum Workplace, Vibe HCM, SurveySparrow, Culture Amp, Threads Culture, 7Geese, Workboard, ClearCompany, Trakstar, Rallyware, WideAngle, WebHR, Heartpace, Insights, Performance Pro, Small Improvements, Actus, and VM360 Feedback
- Contender products have relatively low customer Satisfaction scores and high Market Presence compared to the rest of the category. While they may have positive reviews, they do not have enough reviews to validate those ratings. Contenders include: Oracle PeopleSoft, SAP SuccessFactors, TriNet, PiiQ by Cornerstone, Ascentis, Zoho People, Namely, Saba Cloud, Zenefits, Bridge, Sage Business Cloud People, Cornerstone Performance Suite, Oracle Talent Management Cloud (formerly Taleo), and Kronos Workforce Dimensions
- Niche products have relatively low Satisfaction scores and low Market Presence compared to the rest of the category. While they may have positive reviews, they do not have enough reviews to validate those ratings. Niche products include: OrangeHRM, People HR, Engagedly, Kazoo, Impraise, Reviewsnap, Synergita, SilkRoad Technology, Primalogik 360, PeopleFluent Performance Management, PageUp, and InfinityHR
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in any form without G2’s prior written permission. While the information in this report has been
obtained from sources believed to be reliable, G2 disclaims all warranties as to the accuracy,
completeness, or adequacy of such information and shall have no liability for errors, omissions, or inadequacies in such information.
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