Best Performance Management Software: The Top Tools on the Market Compared

Today’s HR teams need performance management tools that deliver continuous feedback, real-time visibility into performance, and clear alignment with individual and organizational objectives.

In this guide, we break down the best performance management software available today and show you how to choose the right system to streamline review cycles and drive your people’s development.

7 best performance management software

The following seven leading performance management software solutions offer strong capabilities, scalability, and flexibility to help you manage and grow talent across your organization.

1. Deel Engage

Deel Engage is a powerful talent management platform that offers versatile performance management tools, including goal setting (OKRs), automated performance reviews, 360-degree feedback, development plans, and performance analytics.

Deel Engage integrates directly with Deel’s compensation management module to support seamless pay-for-performance programs. It’s also highly customizable and offers advanced AI-assisted options to accelerate setup and content creation.

Key features

• OKR and goal tracking with customizable access and permission rights (e.g., who can edit goals, who can approve them, etc.)
• Fully customizable 360-degree feedback reviews with advanced anonymity settings
• Competency frameworks linked to reviews and career paths
• AI helper for feedback writing
• Real-time analytics dashboards
• Multiple integrations with Slack, MS Teams, Google Workspace, and HRIS solutions such as Workday and BambooHR

Pros

• Highly customizable and flexible review configurations
• Strong linkages between performance reviews and development and learning pathways
• Automated notifications and reminders
• Deep integration with the broader Deel platform, enabling unified HR workflows for global teams (e.g., sync performance scores to compensation adjustments by adding on the Compensation module)
• Option for specialist-led implementation and project management

Cons

• Engage is sold as a single solution, so pricing may be higher for very small teams who only want performance automation
• As an evolving performance provider, some users feel features are “not as deep as” other long-standing established tools
• No features for public recognition and continuous feedback are available at this time within Engage
• Unlimited access to Deel Academy, our customer education program

Pricing

$20 per worker per month, but you can get custom pricing based on headcount and bundle

Best for

• Global scaling teams centralizing and integrating HR and performance
• Companies with distributed teams needing consistent review cycles
• Organizations seeking unified linkages across performance, compensation, and development

2. Lattice

Lattice is a people management platform recognized for its continuous performance management approach. It offers modules for performance reviews, goal tracking (OKRs), continuous feedback, and 1:1 meeting management.

Key features

• Continuous feedback and public recognition
• Customizable review workflows with templates and role-based questions
• Goal-setting and OKR tracking
• 1:1 meeting agendas and shared action items

Pros

• Holistic approach to performance and engagement
• Modern intuitive interface that drives adoption
• Highly scalable with strong integrations

Cons

• Can be expensive for smaller organizations, considered by some users to be “considerably high” compared to alternatives
• Some users cite a need for “better functionality around dual management (having co-leads / co-managers of teams)” and “an inability to export data in all areas of the tool (employee engagement surveys, etc.)”
• Steep admin learning curve, noting “it can be really tricky to make changes”

Pricing

From $11/user/month for performance and OKRs

Best for

• Mid-sized and growing companies
• Tech and professional services companies focused on continuous development
• Organizations wanting integrated engagement and performance

3. Leapsome

Leapsome is a modular people enablement platform combining performance, surveys, OKRs, and learning.

Key features

• Customizable performance reviews with AI assistance
• Dynamic goal tracking and visual goal trees
• Robust engagement survey functionality with deep segmentation

Pros

• Highly customizable and modular
• Single solution for performance, engagement, and learning
• Rapid product innovation
• Strong implementation support

Cons

• Steep learning curve given platform breadth
• Some advanced analytic tools are not as capable as specialist tools
• Limited native integrations relative to peers: “[...] it seems that Leapsome integrates with a limited number of programs.”

Pricing

• Pricing based on module selection

Best for

• SMBs scaling their performance programs
• Companies with unique workflows needing customization
• Fast-growing teams requiring flexibility

4. 15Five

15Five is a performance and engagement platform focused on communication, coaching, and weekly check-ins.

Key features

• Weekly check-ins with built-in recognition
• Comprehensive 1:1 meeting tools
• OKRs and goal tracking are linked to check-ins

Pros

• Intuitive and manager-friendly
• Strong focus on transparency and early issue detection
• Coaching resources and AI guidance for managers

Cons

• Limited customization for complex workflows
• Overwhelming for small HR teams or organizations
• Some customers note inconsistent support: “My experiences with customer support have been inconsistent, with agents providing conflicting information.”

Pricing

From $11/user/month for the performance plan

Best for

• Small-to-mid-sized companies
• Teams prioritizing regular manager-worker communications
• Organizations wanting a simple, coaching-driven tool

5. Culture Amp

Culture Amp is a leading employee development, engagement, and analytics platform that has expanded into performance management.

Key features

• Research-backed engagement surveys with benchmarks
• Performance and 360 reviews, goal alignment, and continuous feedback
• Advanced employee data and people analytics capabilities

Pros

• Deep analytics and benchmarking
• Market-leading survey tools
• Enterprise-ready structure and permissions

Cons

• More expensive than peers
• Notable admin learning curve, with some users reporting “the learning curve and pricing could be a bit much for smaller teams” and “there is a bit of a learning curve to the navigation of the tool for administrators as things aren’t always where you expect them to be”
• Some users find limitations in Culture Amp’s performance management, e.g., “the annual review can be time-consuming to maintain, especially without streamlined options for bulk planning or time-saving templates” and “I can’t update [performance reviews] by people manager / individual contributor unless I create a whole different cycle, and the development plan leaves plenty to be desired”

Pricing

Custom quotes provided

Best for

• Medium to large enterprises
• Data-driven organizations, e.g., those wishing to correlate engagement and performance data
• Industries where people analytics are a priority, e.g., tech and finance

6. Betterworks

Betterworks is an enterprise-grade platform built around OKRs and continuous performance evaluations.

Key features

• Comprehensive OKR management
• Continuous performance tools, including check-ins and prompts
• Flexible review cycles incorporating peer, self, upward, or manager inputs
• Analytics and distribution insights

Pros

• Strong goal alignment and transparency
• Highly scalable with enterprise-grade security
• Robust analytics promoting strategic talent management

Cons

• Steep learning curve with limited training support, as one user notes: “Least helpful is the help site, I don’t feel the training was very strong.”
• Limited customization, requiring workarounds: “There are a lot of areas that are a bit clunky, like Feedback; I’ve found that I need to use a lot of workarounds.”
• High cost, especially for smaller companies—average contract value estimated at nearly $77,000.

Pricing

Custom pricing

Best for

• Enterprise and mid-market companies
• Organizations running OKR-driven operating models
• Teams needing structure, frequent performance modules

7. BambooHR Performance Management

BambooHR is an HRIS solution with a performance management add-on module designed for small and medium businesses.

Key features

• Review cycle setup with pre-build templates
• 360 review support
• 1:1 meeting tools with goals integration

Pros

• Seamless for existing BambooHR customers
• Easy to use for HR teams moving off spreadsheets
• Simple, intuitive user experience

Cons

• Limited features compared to standalone tools: “The performance management module is adequate for straightforward reviews and goal setting, but it lacks some of the advanced features found in specialized performance management tools.”
• Limited integration and customization options: “The main challenge is initial implementation, especially when aligning complex HR processes or customizing certain workflows .. A few features could benefit from deeper customization option.s”
• Requires a BambooHR HRIS subscription

Pricing

Custom per-user pricing

Best for

• Small to medium-sized businesses using BambooHR
• Teams seeking simple, structured reviews
• Organizations wanting basic performance tools without complexity

Best performance management software: Summary table

Here’s a summary of the leading performance management software tools discussed above:

How to choose the best performance management software for your organization

To choose the best performance management software for your organization, prioritize what aligns with your culture, processes, and growth plans.

Here’s a practical, five-step process your HR teams can follow:

1. Identify your needs and goals

Start by clarifying why you’re looking for a new performance management tool:

• Are you replacing spreadsheets or scattered forms with a structured system?
• Are you formalizing review cycles for the first time, or upgrading a basic tool that no longer scales?
• Do you want to move from annual reviews to more continuous feedback and regular check-ins?

Map this back to your needs and context:

• Company size and structure: Is your company a large, established organization or a smaller, growing business?
• Review frequency: Annual, bi-annual, quarterly, project-based, or continuous?
• Integration needs: Do you need your performance management system to connect with your HRIS, payroll, Slack/Teams, or LMS to avoid duplicating people data and drive efficiencies?
• Strategic goals: Are you focused on better goal alignment, clearer measurable goals, boosting your people engagement, or building stronger links between evaluations and compensation?

Once you’re clear on your priorities, you’ll find it easier to filter out tools that don’t fit.

2. Evaluate essential features

Once you understand your needs, evaluate each performance management system against the key features you require. Some questions to ask include:

• Goal setting and OKRs: Can your managers and people set measurable goals, align them to your business objectives, and track them through the cycle?
• Continuous feedback and check-ins: Does the system support regular 1:1s, pulse check-ins, and peer feedback, rather than once-a-year performance evaluations?
• Performance reviews and calibration: Can you run different types of review cycles (e.g., self, manager, 360) and calibrate ratings across teams to reduce bias?
• Worker development tracking: Are development plans, competencies, or career paths built in so that performance data guides your people development?
• Reporting and analytics: Are there dashboards that visualize performance data at individual, team, and organizational levels? What metrics are offered, e.g., completion rates, distribution of ratings, and team performance trends?
• Integrations: Does the system connect with your HRIS, payroll, or LMS so that your people data stays in sync and links performance to rewards or learning?
• Mobile and remote-friendly UX: Is there a mobile or web experience that works smoothly for hybrid and global teams?

3. Assess user experience and adoption potential

Focus on the following aspects of UX:

• Intuitive design: Can your people managers log in and quickly understand how to complete a review, give feedback, or run 1:1s without training?
• Self-service: Can your people easily see their goals, past feedback, review history, and development plans in one place?
• Smart notifications and templates: Are reminders, nudges, and built-in templates helping your people stay on top of review cycles?

4. Prioritize scalability, flexibility, and budget

As your performance management process evolves, your software must keep up. Evaluate the following:

• Scalability: Can the tool handle more workers and locations or more complex org structures?
• Flexible review cycles: Does it support quarterly, continuous, project-based, and probation review cycles, with multiple concurrent cycles (if necessary)?
• Configurable workflows: Can you tailor rating scales, competencies, permissions, and workflows without needing developers or expensive professional services assistance?
• Pricing and ROI: Look beyond the list price to consider per-worker/per-month costs vs. value and time saved, whether you’re paying for redundant modules, and how easily you can expand or amend as your needs change.

5. Check global readiness, compliance, and support

Global and compliance requirements matter. Consider:

• Global readiness: Does the platform support multiple languages, time zones, currencies, and region-specific settings for distributed teams?
• Data privacy and security: Is it compliant with GDPR and other relevant regulations? Does it offer robust access controls around sensitive worker data?
• Vendor reliability: What do real customers say about uptime, support, and implementation help? Do you get dedicated customer success assistance?

Common pitfalls when choosing performance software

Here are a few common traps to be aware of when choosing the right performance management software for your organization:

• Focusing only on review forms: Avoid systems that treat performance as a once-a-year event. Look for tools that support goals, continuous feedback, development, and other elements that drive performance.
• Choosing complex tools workers won’t adopt: Avoid overly complex workflows that can undermine even the best-designed performance management process. If your people find the system too confusing, they won’t use it.
• Ignoring integrations with HR and payroll: Poor integrations lead to duplicate data and prevent tying performance to rewards or development actions. Connections to your HRIS, payroll, or compensation tools are essential.
• Not linking performance to development or compensation: A system that collects ratings without adequately supporting development plans or pay decisions limits your ability to drive meaningful improvement and fair outcomes.
• Choosing for today, not tomorrow: Select a platform that evolves with your organization and scales with your future growth, multiple review cycles, or more complex org structures.

Manage and drive performance on a global scale with Deel Engage

Go beyond merely automating your reviews. Drive growth, fairness, alignment, clarity, and global consistency with Deel Engage.

With Deel, you can:

• Align individual and company-wide objectives across every team and timezone
• Replace spreadsheets and scattered feedback with a seamless, unified performance management system
• Give managers and workers continuous feedback, transparent 360 reviews, and clear development pathways
• Connect performance to compensation, translating high performance to real rewards
• Monitor performance and development with data-driven analytics and real-time insights

Request a demo to see how Deel Engage can transform your organization’s performance process.