10+ Best Employee Management Software in 2025

The top three reasons why we like this solution are: 1. We no longer have to jump from a spreadsheet, to a PowerPoint, to QuickBooks, and an ATS to accomplish daily tasks. 2. We are saving money by having one centralized system that integrates with our other software instead of paying for multiple systems. 3. Gusto has helped reduce our time to hire thanks to automated onboarding.

We are a startup organization, and we were seeking a cost-effective SaaS HR platform to assist with our onboarding and employee management. We started off utilizing spreadsheets, PowerPoint presentations, and Google Docs. We wanted to streamline our process and have everything in one centralized location. We have used Gusto for two years, and it has been a tremendous help with our hiring workflow. The key benefit it provides is having everything in one place that is readily accessible to all responsible parties in the hiring workflow as well as our employees. We love the self-service functionality.

I dislike Gusto’s applicant tracking system. It isn’t user-friendly and doesn’t have the best UI. They can improve the ATS by making it user-friendly and creating a better dashboard.

Gusto fares well with its competitors in benefits administration and onboarding services. From a cost perspective and the number of features included in their lower-tiered plan, Gusto outperforms its competition. They offer flexible monthly plans that scale with your business without being locked into a contract. This is a very enticing feature for startups that are still getting familiar with tools on the market and determining their software needs.

People should consider how many users require access and whether Gusto integrates with their existing software. They should also look at the number of existing employees and their projected hiring goals to determine if Gusto is a long-term solution.

Over time, Gusto has added new features such as the ATS. It appears it is attempting to be an HRIS. They have also added additional third-party integrations.

Gusto is an excellent tool for startups. It provides cost-effective solutions to help you get started with a small workforce.

The client appreciated the simple and intuitive interface, making it easy for both employees and managers to navigate. The platform’s design minimizes the learning curve, making it quick to adopt for teams of all sizes, which is a plus for a growing company.

The ability to integrate goal-setting (OKRs), continuous feedback, and performance reviews was highly valued. Another advantage was the ability to create custom review cycles, run 360-degree feedback, and effectively track performance.

Leapsome was purchased to streamline performance management, OKR tracking, and employee engagement. It allowed my client to align team and individual goals with the organization’s objectives through goal-setting frameworks like OKRs (Objectives and Key Results). It increased visibility and tracking to ensure that everyone was working toward measurable outcomes.

Leapsome provided customizable performance review cycles, including 360-degree feedback, continuous reviews, and self-assessments, which helped tailor reviews to organizational needs and culture. The ability to engage employees through surveys and gather real-time feedback was also a key selling point. The learning and development tools were valuable, although the client was using an existing tool at the time and had not yet begun leveraging this aspect of the platform.

There are limitations in customization for features like performance review templates and feedback processes, which could benefit from more flexibility. Companies with unique organizational structures or processes may find it challenging to tailor every aspect to their needs.

The learning curve for advanced features, such as custom analytics or deep performance tracking, can be difficult to fully grasp and utilize. The per-user pricing model and modular nature of the platform can become cost-prohibitive as the organization scales, which is interesting since scalability is also a pro, but the cost structure could be more considerate of hyper-growth companies.

Leapsome offers a modular approach, allowing companies to choose and pay only for the features they need, offering flexibility that many competitors lack. While some competitors provide all-in-one solutions that can be less customizable, Leapsome allows companies to avoid paying for unnecessary features.

Unlike many performance management platforms that emphasize periodic reviews, Leapsome strongly encourages a culture of continuous feedback and recognition, making it ideal for companies that prioritize ongoing development.

Competitors like Lattice and 15Five offer feedback options, but Leapsome’s seamless integration of real-time feedback and performance tracking helps embed feedback as a constant part of the employee experience.

Companies should clearly define the must-have versus nice-to-have features and consider how their future growth could impact their needs. Customization options for performance cycles, feedback, and surveys are essential.

Organizations should evaluate their data requirements, such as the need for deep data analysis versus standard performance, goal, and engagement tracking. Ease of use for both users and administrators, including integration with existing tools and the level of skill required for customization, should also be key considerations.

Leapsome initially focused on performance management and employee engagement. Over time, it expanded to include a full suite of tools covering goal setting (OKRs), continuous feedback, learning and development, and detailed reporting and analytics.

Recognizing that different companies have unique processes, Leapsome introduced greater customization options. Users can now tailor performance review cycles, feedback forms, and learning paths to meet their specific organizational needs.

Leapsome is ideal for tech companies and startups that are scaling, especially those with a feedback-rich culture. It’s also well-suited for medium-sized companies looking for scalability, as well as companies focused on learning and development and personal learning tracks for employees.

Pros:

- The information you can get access to is extremely helpful

- The UI/UX is very clean

- All-in-one type solution

Workday was selected because it offered a comprehensive people solution. Instead of having different portals for compensation, performance management, recruiting, and people analytics, Workday allowed everything to live in one system of record. This reduced costs and ramp time in some ways because it allowed everyone to be in one place.

I've used it for a combined 2-2.5 years in my career in all facets from selection to design and then every day use for reporting and recruiting.

Cons:

- The Recruiting module for recruiters and recruiting coordinators is not intuitive and user friendly

- The Recruiting module for candidates is lengthy and miserable. It does a terrible job of parsing resumes

- Job management versus position management makes data funky in some instances (for example, if you were hired into a position, it can look like you hired your whole team unless you put in specific calculated fields)

- If you don't have the right access controls, it is borderline impossible to do your job effectively.

The Workday Recruiting Module (their ATS) is one of the most reviled in the Recruiting space. It doesn't compare well to other ATS like Greenhouse, Lever, or Ashby because the latter offers better functionality, controls, and ease of use.

- Ease of use. Workday has the ability to be so much but you have to know exactly what to look for and how to configure it.

- Implementation time. Workday requires a focused implementation and testing period. Without it, you will run into a number of problems. If you need to roll out something quickly, Workday isn't the tool for you.

It is difficult to tell because they release big updates every 6 months so requests for solutions might be forgotten by that point.

HR Business Partners, HR Operations, Finance, Compensation, and C-Suite

• It has a modern, user-friendly interface that is very intuitive.
• Every section of BambooHR is customizable.
• It consolidates payroll, HR, benefits, and performance management in one place.

We were using Heartland Payroll Solutions when I joined the team, which was a terrible platform. BambooHR came highly recommended by our new CRO at the time, who had used it before. We wanted a more user-friendly system for both administrators and employees that would also allow us to pay contractors and process all company benefit packages. We also liked that BambooHR offers hiring and performance review options.

• It doesn't allow you to add a fixed semi-monthly amount for contractors who are not charging hourly rates, requiring you to create an hourly rate and manually adjust hours when running payroll.
• We've had minor issues with pay periods when a weekend and holiday fall together, causing the system to prompt us to run payroll before the pay period has ended. While there are workarounds, it's stressful and inconvenient.
• Employees have reported that the time-tracking feature on the BambooHR app doesn't always work correctly, requiring me to adjust their hours. I have brought this to BambooHR's attention, but since it doesn't seem to be a widespread issue, it may be user error on our employees' part.

I have some minimal experience with Gusto, which I liked well enough. However, compared to our previous payroll provider (Heartland Solutions), the difference is night and day. Heartland was slow, not user-friendly, and had very few integrations. Everyone in our company was happy when we switched to BambooHR. It has definitely made my job as an HR manager much easier.

Consider your main goals. I think BambooHR is reasonably priced for what it offers. The yearly cost is based on a variable monthly fee that depends on the number of employees, whether they use time tracking, etc. It usually amounts to $216 per month.

BambooHR also offers many add-ons that can increase the subscription cost, such as a Slack-style platform and a Community feature, which we do not use.

I recommend discussing pricing and features with the platform representatives to ensure it aligns with your budget. Also, consider the other services and benefits you offer and whether you want them integrated into your HR platform. BambooHR is designed to be an all-in-one HR solution.

We have only been using it for 1.5 years, but they are constantly adding new features. They also send out frequent newsletters with downloadable HR guides.

We are a relatively small startup (<50 employees), so I’m not sure how BambooHR would work for a very large organization. It is well-suited for dynamic, tech-forward companies, as it requires some customization on the user's end. It feels very much like a Millennial/Gen Z platform.

UKG is fairly user-friendly once you get used to the system. The recruiting module feeds into the onboarding, making hiring candidates simple. The community boards in UKG Community are very helpful when you're looking for tips and tricks on how to do something.

Our organization was looking for an HRIS as we were currently only using Ceridian for payroll. We purchased the UKG software about seven years ago. We were sold on the capabilities that were described to us during their sales pitch. The main objective was to streamline our HR processes and integrate various functions like recruiting, onboarding, payroll, benefits administration, and learning into one platform. Since implementing UKG, we have improved our HR efficiency and overall employee management.

Since it's a SAAS system, there is very limited customization despite what their sales team says. For example, we don't like to use the term "review," and their sales team said we could change that to "coaching," but we actually can't.

In the recruiting module, once a requisition is approved, you can't change the job title. For example, if we decided to upgrade an assistant manager role to a manager, we would need to put in a whole new requisition or change it on the back end once the employee is hired.

Time and Attendance can be a challenge depending on how you run your payroll. We've run into problems with showing the correct amount of PTO for our weekly payroll employees.

I've used SilkRoad for recruiting in previous organizations, and I definitely prefer that to the recruiting module in UKG. UKG doesn't let you save your view preferences, so every time you log in to look at jobs, you see everyone's jobs and not just yours.

Organizations need to think about how much customization they really need. If it's minimal, then UKG would be a good option. You should also consider your end user—tech-savvy employees will have little issues learning and navigating the system, while those who aren't as tech-savvy may struggle.

Yes, UKG makes updates based on customer feedback. For example, there used to be no option for new candidates to "sign and accept" their offer letter. Now there is.

UKG is good for a mid-size organization.

1. Ease of use and implementation (lots of CX support with onboarding).
2. It is science and research-backed so you know the tool and approach are effective for your employees.
3. Affordable and customizable to your team size and needs.

We originally purchased a subscription to 15Five in order to simplify and streamline the Annual Performance Review (APR) process. Employees, managers, and HR were facing tremendous time and administrative burdens when it came to the APR process and we wanted a place to facilitate a more comprehensive, timely, and meaningful experience. We also were looking for something to easily store and document all performance-related information and feedback. We've used the tool for just over one year.

Very few cons about this tool. It really is effective and affordable.

I prefer this tool to others for how easy and straightforward it is. Performance reviews don't need to be complicated, and 15Five has found a way to make it easy and fun.

What are the main needs of your team? How do you want reviews to be structured? What are your employees craving in terms of feedback, engagement, and training?

We have customized weekly check-in questions to fit each team specifically. We have run off-cycle reviews as needed. We have added managers who have high potential to the manager training.

Highly engaged teams. Small-medium sized businesses. Companies with high Gen Z and Millenial populations.

Namely's user interface is modern and intuitive, making it easy for managers and employees to navigate. The workflow configurations are straightforward, reducing the need for extensive support. The reporting functions are robust, allowing us to generate customized reports essential for effective planning and reporting.

Our organization was experiencing rapid growth, doubling in size each year, and we needed to upgrade our HRIS system to accommodate this expansion. We sought a solution that integrated HRIS, payroll, and IT support into a single tool.

After evaluating Namely and ADP, we chose Namely for its more cohesive system. It offered improved permission settings, enabling managers, IT, and finance to access necessary information and generate reports.

Additionally, it facilitated the creation of cross-functional workflow notifications. We used the system for 2 and a half years until our acquisition necessitated its discontinuation.

Namely's HRIS and payroll systems are connected but not fully integrated, which complicates data transfer between the two. The payroll interface is less user-friendly, creating additional workload for our payroll personnel and requiring more support from our HR implementation team. Although we were initially assured of specific reporting capabilities, we found ourselves unable to generate certain reports without delays and additional support from Namely.

Namely is particularly appealing to mid-market and small enterprise companies due to its price point and functionality, positioning it between basic SMB tools and more complex systems like Workday. However, newer entrants like Rippling and BambooHR are beginning to offer improved functionality at a competitive price, encroaching on the niche Namely once effectively filled.

When it comes to HRIS systems, none of them are perfect. It's really about finding a tool that can do 70-80% of what you need and have workarounds for the rest. My biggest factors for evaluating tools like this is to see if it'll take care of our "basic needs/high priority needs" first, whether it will be easy to use for the people who use it most, and then cost. I would start by creating a spreadsheet of what problems are you trying to solve, then label them–is this a basic need, high/medium/low priority? Make sure you include the stakeholders so you can look at the tool holistically and make better-informed decisions.

When we were using the tool, a lot of Namely's updates were more back-end functions. For example, they later implemented better reporting which helped make looking at data easier. This was great for HR teams because it reduced the friction in the product for us.

Namely is best suited for mid-market to smaller enterprise customers, typically with employee sizes ranging from 400 to 3,000.

Pros -

1. Comprehensive HR Management:  It provides a centralized platform for managing all HR-related tasks, simplifying processes, and increasing efficiency.
2. Mobile Accessibility: It offers a mobile app that enables employees and managers to access HR-related information and perform essential tasks on the go.
3. Scalable and Customizable:  It offers scalability, allowing us to accommodate our growing needs. It's highly customizable, and allows us to tailor the software to our specific HR workflows and requirements.

We majorly use it for attendance & leave management. Zoho People helps in keeping a track record of each & every employee. Other than that it provides Efficient HR Management, Employee Self-Service, seamless collaboration between HR teams and employees, Comprehensive Analysis of key HR metrics, etc. I personally have been using it for the past 1.6yr

1. Customer Support Response Time: The support response time is slower. This affects the resolution of critical issues.
2. Pricing Structure: The pricing structure is relatively higher compared to other HR management software options in the market.
3. Learning Curve: It has certain features, which may require a learning curve for new users. Getting familiar with the platform and understanding its functionalities might take some time, particularly for users who are not familiar with HR management software tools.

I have used Workday HCM in the past and I feel ZOHO People is better as it provides better UI at a very cheaper price. It is not possible for small or mid-size organizations to afford workday

Following things should be kept in mind while deciding on such tools-

1. Size of the organization
2. Goals of the organization regarding growth & increase in team size in future
3. Price of the product
4. Number of users it allows to access

Zoho People has evolved in the following ways -

1. Continuous Feature Enhancements: Zoho People has consistently improved its feature set based on user feedback and market trends. It has undergone regular updates and enhancements to offer new functionalities and improve the overall user experience.
2. Mobile Accessibility: Recognizing the growing importance of mobile devices, Zoho People has expanded its mobile capabilities.
3. Integration Capabilities: It has focused on integration with other Zoho applications, such as Zoho CRM, Zoho Recruit, and Zoho Analytics, to provide a comprehensive suite of tools for businesses.
4. Automation and Workflow Customization: It has placed an emphasis on automation and workflow customization features. Users can define their own workflows, set up approval processes, and automate routine HR tasks.
5. Self-Service Portals: It has expanded its self-service capabilities. The software offers self-service portals where employees can access their personal information, submit leave requests, manage time and attendance, view payslips, and collaborate with their teams.

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