10+ Best Employee Management Software in 2026

The interface is extremely intuitive and easy to use. Everything for our employee pay and benefits is all in one place, so when a new employee joins, they can enroll in everything at once. Our employees have access to Gusto also, so if they need to make any updates to their information, it's easy for them to self-serve.

We've been using Gusto since 2021. We purchased Gusto because as a small start-up, we needed to have a full-service payroll provider that was intuitive to use and could also provide us with other services, such as 401K administration, worker's comp, and more. It was helpful for us to also have a service where they could alert us on any state-by-state requirements with regard to payroll and insurance, as we do have employees across many different states. I also really appreciate that Gusto helps to file all taxes related to payroll.

Some of the benefits via Gusto are administered via third parties (eg, worker's compensation, 401k), which means that for any detailed changes that we need to make, we have to work through a different point of contact. I wish that Gusto could help handle all of that for us. Also, Gusto doesn't have a customer service phone number that you can easily call, so if you need help, it is more cumbersome.

The user interface is significantly more user-friendly than other payroll providers like ADP.

You should consider if your payroll provider can help do payroll for other states or countries. You should also consider whether you want your payroll provider to help assist with other benefits. Also, consider how important high quality and speedy customer service is for you.

I've noticed that Gusto now offers assistance in registering with states, which is helpful for remote or distributed teams.

It's great for start-ups who may not have an HR team to figure out benefits administration.

• Leapsome’s user-friendly design makes it easy to recognize colleagues and boost morale with positive feedback.
• The platform functions as both a learning management system and an organizer for meetings, reviews, and surveys.
• It’s intuitive and quickly adopted by employees, improving morale by encouraging shared feedback and appreciation.

My organization adopted Leapsome to centralize and improve multiple HR functions within a single platform. We wanted a solution that could integrate goal-setting, OKRs, performance reviews, employee learning, and engagement into a cohesive system. Leapsome’s all-in-one design has been key in enabling streamlined performance tracking and employee development. It has also helped promote better communication and engagement with features like 360-degree feedback, surveys, and recognition tools. I have personally used Leapsome for two years, and it has consistently proven valuable to our team.

• The platform’s workflows could be better optimized for smoother use.
• The UI/UX for completing a learning path could be improved to provide a more seamless experience.
• Some internal management processes still rely on outdated methods.

Leapsome differentiates itself with customizable performance and 360° reviews that are straightforward to use. It supports goal alignment and tracking across the organization, fostering transparency and accountability.

Through employee engagement surveys, it provides insights into company culture that help in strategic decision-making. Leapsome also encourages a culture of continuous growth with real-time feedback and praise.

These features create a holistic approach to performance management, employee development, and engagement that stands out from competitors.

I recommend researching the platform’s functions to ensure it aligns with your organizational needs. Leapsome offers many valuable features, though some may require further development.

Leapsome has remained relatively consistent, though there is room for further updates to meet evolving user requirements.

The platform’s versatility makes it suitable for various types of organizations and industries.

I love that Workday is set up to have administrators who cross check local changes, hold all employee data, keep historical data and maintain who made changes in the employee file. The cross checking minimizes mistakes that can’t be figured out except by a manager who no longer works for the company! With such a large employee base, the ability to be able to keep up with everyone is paramount.

My company was really trying to get organized, and we felt that Workday was the ideal product we needed! We needed to be in a position where different individuals could access employee files. Different authorizations needed to be granted to different levels of managers. This tool offered organization and a tremendous amount of adaptation to what we needed as a global company. We have had Workday for three years and we are super happy with it!

The cons of Workday are that it can only give the information that you input into the system. Workday does not blend reports; the user has to tell Workday what to do. The best way for the Workday system to improve I think is for back office imaging to have a more active role in the information that is programmed into Workday.

Workday is different from its competitors because it has the ability to build files. As technology changes any software that is going to remain effective has to have a stacking component.

For anyone considering to purchase Workday, i’d recommend having full time programmers to enhance the core of the software. This product is extremely sophisticated and requires a lot of programming. Workday is not for the small business!

Workday is fantastic because the software is forever evolving. Workday knows what the end user wants and that is the ability to export files to excel, and add and subtract components to create a more accurate document.

Workday is designed for very large companies that survive off of statistics. Workday's strong suit is its ability to build on other reports.

I appreciated that BambooHR handled tracking well. The automation of some enrollment and setup processes was helpful. Lastly, it has a clean interface and is visually appealing.

I previously used BambooHR in another role for about two years. BambooHR was implemented to assist with onboarding, offboarding, and general reporting. Tracking and reporting workflows were the most useful to us at the time.

Payroll was not very functional, and it was difficult to get in touch with customer service. There were strong advantages in the reporting features, but the payroll issues outweighed those benefits.

I did not like the payroll functions, and they caused some issues. The BambooHR service team was not as responsive as we would have liked. Prices were higher than some competitors for the package we received, and most features were add-ons.

Implementation was smooth, and there were no major issues when starting with BambooHR.

Company size should be considered carefully. Prices can increase significantly and become difficult to manage if the company is too big or too small. Midsized organizations are the best fit. Companies that need currency conversion should avoid BambooHR, as this function is lacking.

BambooHR’s compliance updates are frequent and remain aligned with regulations.

Midsized companies needing process automation will find BambooHR a great fit.

UKG is ideal for complex organizations with multiple entities; payroll can be done with the click of a button. UKG is also optimal for organizations with complicated reporting structures, including dual reporting and multi-location reporting. Lastly, UKG is investing heavily in connecting all of their systems to create a seamless user experience.

My organization selected UKG as our HCM when comparing it against all mid-market products on the market. As a rapidly growing company via acquisition, our primary reason for selecting UKG was that we needed an HCM that allowed us to set up new component companies, new states, and new PTO and benefits plans independently without having to engage a UKG consultant.

The enterprise version of the UKG product allows us the flexibility to move as quickly as our business development team welcomes new partners into the fold. My team of HRIS and payroll experts leads the majority of the setup. We also selected UKG due to its focus on R&D and staying ahead of industry trends. With their robust network of partners, even if they aren't able to accommodate our needs directly, they have prebuilt integrations with many of the best boutique HR applications.

Three years after selecting them, I continue to be pleased with how our implementation and ongoing build-out of the system has gone.

As with all large organizations, getting in touch with customer service can be challenging, i.e., getting issues to the right department to be solved. Second, I wish that UKG Talk was fully integrated with UKG Pro so that our employees would have one interface. Third, I wish the text message functionality was more versatile.

UKG can handle complexity better than most of the other systems that I have used. The only platform that would compare would be Workday, but that's materially more expensive than UKG.

When making this investment, leaders should consider the size and complexity of their organization and have a good handle on all of their system requirements. Knowing how the company will grow or shrink is also important in determining whether UKG is the right price point for the company's trajectory.

For the three years that my team has used UKG, we have seen them invest in several areas. First, they are working to connect disparate modules on the backend to ease the user experience. Second, they have launched new systems in response to generational changes in the workplace. Third, in response to customer feedback, they have overhauled their approach to account management and customer care.

UKG is best for US-based companies with a minimum of 500 employees.

I like 15Five for the following reasons:

• Efficient and Effective Performance Management: With 15Five, it is easy to set and track goals, provide regular feedback, and recognize employee achievements, making the performance management process more efficient and effective.
• Improved Communication and Collaboration: 15Five provides a platform for employees to share their thoughts and ideas with managers, and for managers to communicate more effectively with their teams, leading to better collaboration and alignment.
• Analytics and Insights: The platform offers data and insights on employee engagement, satisfaction, and performance, allowing HR managers to make informed decisions and track progress over time.

Our organization decided to purchase 15Five for several reasons, primarily to address the pain points we were experiencing in the areas of employee engagement and performance management. We made the purchase in March 2021, and I have used it since then.

Specifically, we were struggling to keep track of employee goals, progress, and feedback in a streamlined and organized manner. This was leading to missed opportunities for recognition and development, as well as a lack of transparency between employees and their managers.

We were also facing challenges with regular check-ins and one-on-one meetings, as it was difficult to keep track of schedules and ensure that all employees were receiving the support and feedback they needed.

The key benefits of 15Five for our organization have been significant. With the platform, we are now able to track employee progress and provide feedback in real time, which has increased transparency and accountability across the organization. Regular check-ins and one-on-one meetings are now streamlined and easy to schedule, which has improved communication and support for our team.

Additionally, the platform's customizable features have allowed us to tailor the software to meet our specific needs, which has increased our efficiency and productivity. Overall, 15Five has been an invaluable tool for improving employee engagement, performance management, and organizational growth for our medium-sized organization.

While I find 15Five to be a valuable tool, there are a few areas where I feel it could improve:

• Limited Customization: While 15Five offers a range of features, the platform lacks the ability to fully customize certain features, such as the types of questions that can be asked in weekly check-ins, which may not meet the specific needs of all organizations.
• User Interface: Although the platform is easy to use overall, the user interface could benefit from some enhancements, such as more intuitive navigation, clearer labeling of features, and improved search functionality.
• Integrations: While 15Five offers some integrations with other HR tools, such as Slack and Zapier, I would like to see more options available to further streamline HR processes and improve overall efficiency.

I find that 15Five stands out from its competitors in several ways. Compared to similar tools, 15Five offers a more comprehensive platform for performance management, feedback, and employee engagement.

One of the key advantages of 15Five is its emphasis on regular check-ins and continuous feedback, which helps to foster a culture of open communication and transparency between managers and employees. The platform also offers a range of features for goal-setting, recognition, and feedback, all of which are essential components of a strong performance management program.

In terms of user experience, 15Five's platform is intuitive and easy to use, with a clean and modern design. It also offers a range of integrations with other HR tools, such as Slack and Zapier, which makes it easy to streamline HR processes and improve efficiency.

Compared to other tools I have used in the past, I find that 15Five is more user-friendly and offers more comprehensive features for performance management and employee engagement. I particularly appreciate the regular check-ins and the ability to track progress on goals over time, which helps to ensure that employees are aligned with organizational objectives and are continuously improving. Overall, I prefer 15Five because of its user-friendly interface, comprehensive features, and emphasis on regular feedback and communication.

I would recommend that people consider the following criteria when buying a performance management tool like 15Five:

• Features: Look for a tool that offers a range of features for goal-setting, performance tracking, feedback, and recognition, as well as any other specific needs that your organization may have. It's important to assess which features are most important to your organization and ensure the tool you choose has them.
• User Experience: It's important to choose a tool that is easy to use and navigate for both managers and employees. A good user experience can encourage adoption and regular usage, helping to maximize the tool's effectiveness and ROI.
• Customization: Look for a tool that allows for some degree of customization, such as the ability to add custom questions or fields, as this can help to tailor the tool to your organization's unique needs.
• Integrations: Consider whether the tool integrates with other HR software or systems that your organization uses, such as ATS or payroll software, as this can help to streamline HR processes and improve overall efficiency.
• Pricing: Finally, it's important to consider the cost of the tool and whether it fits within your organization's budget. While cost is an important factor, it's also important to remember that the tool you choose will have a significant impact on your organization's performance management processes, and investing in the right tool can yield significant ROI over time.

I have seen that 15Five has continuously evolved over time to meet the changing needs of its users. Some of the notable changes and improvements I have observed include:

• Increased Customization: 15Five has introduced more customization options for users over time, such as the ability to create custom questions, customize performance review cycles, and add custom fields.
• Enhanced Integrations: The platform has expanded its integrations with other HR software and systems, such as ATS and payroll software, to provide a more streamlined experience for users.
• Enhanced Analytics and Insights: 15Five has added more advanced analytics and insights over time, providing users with more data and insights into employee performance and engagement, as well as actionable recommendations for improving performance and engagement.
• Improved User Experience: The platform has made several improvements to the user experience over time, such as more intuitive navigation, clearer labeling of features, and improved search functionality, to make it easier for users to find what they need.
• Expanded Features: 15Five has expanded its features over time to provide users with more options for goal-setting, feedback, recognition, and more. For example, they have added features such as High Fives, Objectives, and 1-on-1s to further enhance the platform's capabilities.

Overall, I have seen that 15Five has continuously evolved and improved over time to meet the needs of its users, which has helped to make it a valuable tool for performance management and employee engagement in many organizations.

I would recommend the following types of organizations use 15five,

• Small to medium-sized businesses that want to establish a more formalized performance management process without adding significant administrative overhead.
• Remote or distributed teams that need a tool to facilitate regular check-ins, goal-setting, and progress tracking.
• Organizations that prioritize employee engagement and want to create a culture of continuous feedback and improvement.
• Companies that are experiencing rapid growth and need a scalable system to manage performance across a large number of employees.
• Human resources departments that want to streamline performance reviews and track employee development over time.

I really liked the fact that our staff, who had never used any kind of HRIS before, was able to pick up on this so easily and didn't have trouble or need intensive instruction. I also liked the degree to which they were able to solve problems and access information on their own. I also felt the onboarding features were robust and easy to use.

At the time we switched to Namely we didn't have an HRIS and were manually doing everything from onboarding to payroll. Since we were growing, we needed a proper system. It definitely made things like reporting and providing employee data far more efficient and accurate. Also, the onboarding process was easy and saved a lot of time and prevented overlooked details and errors. The staff also liked using it and clocking in and out became easier with fewer mistakes. Once it was all set up, running payroll, making payroll changes, and accessing payroll records was much faster, easier and problems became rare. I used it for a year.

When I needed customer service, it wasn't the best I have ever experienced or the quickest, with a lot of different representatives involved of varying knowledge and understanding. I think better built in help resources would improve the product overall. I didn't find the benefits administration easy to use either.

I have used many similar tools and feel like Namely is a solid system compared to similar products. I don't think it is the very best, as it did lack some features such as an ATS, but for a smaller company these may not be as needed. The ease of use was a bit better than others, but the customer support needed improvement. Overall, I was happy with it.

People should consider what features they may need, and compare them to similar tools, since there are similar products with more features. Also, they should consider the size of the company, since Namely is best for small to medium sized organizations. If people are without any kind of tool like this, they should consider the cost involved is worth the many efficiencies they will gain from employing Namely.

In the time I used Namely, I think they did improve the customer service somewhat, which was a problem in the beginning. This is important because the work done in Namely is often time sensitive, such as payroll, and problems can have a major impact on staff, so customer service is critical.

I think this is perfect for small companies with employees who need an easy-to-use tool. It is great for companies who have never used a system like this before because the user interface is very intuitive.

Zoho People is integrated with a range of other HR solutions. It is highly effective for managing interstate payroll and multistate tax compliance. I like that it offers a longer free trial period, which allows potential buyers time to evaluate which tier best suits their business needs.

As our company grew, we needed a reliable HR system that would bring all our employee management processes under one roof, such as tracking attendance, leave requests, employee data collection, and reporting.

We chose Zoho People to help centralize employee records, improve workflow automation, and streamline daily HR operations. Zoho People has provided the necessary support for employee management.

It has improved efficiency and reduced manual work for our HR department. I have personally used it for about two years now.

It can be overwhelming to set up and navigate, especially for users who aren't very tech-savvy. To access the full suite of HR tools, integration with additional products is often required, which means more subscriptions.

Although users in developing countries pay a lower price for Zoho People, the experience is limited compared to what users in developed countries receive. This creates a noticeable disparity in functionality and access.

Depending on the subscription, Zoho People is more comprehensive compared to many of its competitors. One downside is that it can be quite technical, which may discourage older HR professionals or those less familiar with digital tools from using it effectively.

One key criterion to consider is the size of your organization and whether your HR manager has a solid understanding of HRIS systems. Without this knowledge, it may be difficult to fully utilize the tool. Zoho People offers pricing plans that are suitable for both small and large businesses.

Zoho People has added more tools, expanding its HR lifecycle capabilities. The user interface has been improved and is now more user-friendly. It also supports more integrations than before.

Zoho People is well-suited for both small and large organizations, as its various subscription tiers address the HR needs of businesses of different sizes.