Teamflect is an all-in-one performance management and employee engagement software built for Microsoft teams and Microsoft…
4.5
1 reviews
Sub-Category
Performance Management Systems
Software for running performance reviews, goal-setting, 360 feedback and continuous check-ins, used by HR and people teams to replace annual review spreadsheets with something managers actually use.
The only platform that supports a bespoke approach to performance management, designed to work with the culture of each customer…
4.2
15 reviews
At mesh, we’ve reimagined boring old corporate software for managing goals/okrs, feedback & performance reviews into a simple…
4.2
235 reviews
Reflektive is a performance management company built for top performers and growing businesses. With reflektive, you can scale…
4.2
429 reviews
Goalspan is creating tools for improving feedback, setting and managing goals, and assessing performance. We help you…
4.1
71 reviews
Lighthouse helps people managers with the essential soft skills needed to motivate their teams and prevent turnover. Whether…
4.0
1 reviews
Insights is a performance alignment software system that creates a direct link between the strategy of the organization and key…
4.0
141 reviews
Chairlift is a modern, cloud based HR solution that elevates employee performance and provides HR professionals with the insight…
3.5
2 reviews
Altamira is a software company specializing in business applications for human resources management (hrm). Our platforms are…
Unrated
Bonusbank turns phantoms, options and convertibles into plug-and-play rights that you can launch in a day, not months-fully…
Unrated
Cognology is an australian company making people management software for the future of work. Over 250 businesses use cognology to…
Unrated
71% of employees fail to meet performance objectives. 25% are at psychosocial hazard risk. Most organisations cannot see it until…
Unrated
Flashbrand is a real-time employee feedback solution that sits at the heart of your feedback culture. It simplifies HR and…
Unrated
Happy5 is an enterprise-level performance management solution that helps organizations all around the world manage their goals…
Unrated
Mybig5 is a performance management solution. Your company will achieve directional alignment, thanks to a weekly cadence of 5…
Unrated
Our mission is to transform 1:1s to boost performance and develop people. Openblend provides managers and their direct reports…
Unrated
Performance leader supports professional firms to develop a vibrant feedback culture. Amid sector disruption, only firms with…
Unrated
Rhabit is a modern talent management platform that builds performance cultures with employee listening, performance management…
Unrated
Snapeval is a leading provider of continuous performance management and real-time employee performance recognition solutions for…
Unrated
At dataon, we believe business success is driven by technology, automation, and data-driven insights. Since 1999, we have…
Unrated
Head light - we know talent management. Headquartered in the UK and with our award-winning software and services, we help…
Unrated
Teamble makes feedback 💡 simple, 🔁 continuous, and 🎯 actionable! A better way to give and get feedback on Slack and teams
Unrated
We believe that performance management shouldn’t be about a form. We believe that forms merely capture narrative and do nothing…
Unrated
These vendors build the systems that HR and people teams use to run performance reviews, set and track goals (often OKRs), collect 360-degree feedback, and structure the ongoing conversations between managers and their reports. When a company brings one in, the change is mostly operational: review cycles that used to be run through email threads and shared spreadsheets get turned into a repeatable process with templates, deadlines, and a record of what was said and agreed. Managers get prompts to check in with people regularly instead of once a year, employees get visibility into their own goals and feedback history, and HR gets data on who's been reviewed, who's overdue, and where ratings are clustering.
People start looking for this when the current process is either nonexistent or actively resented. Reviews happen once a year, feel disconnected from day-to-day work, and are dreaded by managers and employees alike. Goals get set in January and never looked at again. Feedback is verbal, undocumented, and inconsistent between teams, which becomes a real problem when someone is managed out or promoted and there's no paper trail to justify the decision. HR is often trying to solve this alongside a related pressure: leadership wants better visibility into performance and succession risk, but the only source of truth is scattered notes and a spreadsheet someone built three years ago.
The products in this space split along a few real lines. Some are built around continuous, lightweight feedback and check-ins aimed at engagement and manager-employee relationships; others are heavier on structured review cycles, calibration, and succession planning aimed at HR governance and compliance. Some are standalone tools focused tightly on performance and feedback; others are modules inside broader talent or HR platforms, which matters if you already run payroll, recruiting, or an HRIS elsewhere and don't want a fourth login for managers. Integration with your existing HR system is usually the first practical filter, since performance data is only useful if it sits next to who reports to whom and what their role is.
Beyond that, compare them on how much structure they impose versus how much they leave to you: some are opinionated about methodology (forced rankings, specific review cadences, competency frameworks) while others are closer to a flexible toolkit you configure yourself. Look closely at the manager and employee experience, not just the admin dashboard, since adoption lives or dies on whether people actually fill things in. And check how reporting and analytics work in practice, whether that's spotting bias in ratings, flagging flight risk, or feeding succession planning, because the gap between vendors that store the data and vendors that let you actually use it is usually the deciding factor.