11 best PerformYard alternatives to consider in 2026

Here are our top three picks:

Looking for a PerformYard alternative?

PerformYard does a great job of bringing reviews, goals, and feedback into one place. For many organisations, that structure is enough to keep performance conversations consistent.

Still, it may not be the right fit for every organisation. Some teams want quicker summaries and more flexible reporting. Others want a simpler setup experience. In fact, one reviewer said they wished it were easier to pull a quick summary of past feedback or goals without clicking through multiple pages. Friction like that can slow down action, especially as your organisation grows.

If you are exploring options for similar reasons or simply want a better fit, we have curated 11 PerformYard alternatives for 2026 to help you find a platform that fits your workflow, supports managers, and scales with your organisation.

Why listen to us

We’re the team behind Eletive, an employee engagement and performance management platform built to help organisations understand how people are feeling in real time and support managers with practical tools to act. That focus shows up in what our customers say about using Eletive:

What managers really appreciate is the support in working with the results. You get tips instantly. In just a few clicks, you find concrete suggestions on what to do.

Based on our experience supporting HR teams and managers, we’ve built this guide to make it easier to compare PerformYard alternatives and choose a platform that fits your workflow and scales with your organisation.

Why organisations look for PerformYard alternatives

PerformYard is often a strong choice for structured performance reviews. It keeps goals, self-reflection, and manager feedback in one place, and it helps teams stay on schedule. But organisations usually start looking at alternatives when their needs change.

Here are the most common reasons.

Reporting starts taking too much effort

The first sign is when leaders want quick answers, but pulling them takes time. 

Here’s how one reviewer put it: “I wish it were slightly easier to pull a quick summary of past feedback or goals without clicking through multiple pages’’. When HR has to “hunt” for insight, action slows down, especially in growing organisations.

Flexibility becomes a setup burden

PerformYard’s customisation is a plus, until it becomes work. Some teams find that having many options also means spending more time deciding, configuring, and maintaining the process. That can be tough when HR is lean, or when you need to roll out a consistent approach across teams quickly.

You need deeper analytics, not just completed reviews

As performance programmes mature, the question shifts from “Did everyone submit?” to “What is changing, where, and why?” PerformYard users often ask for more visual dashboards and deeper analytics out of the box. When you need to segment by team, location, role, or manager, lightweight reporting can start to feel restrictive.

The experience can feel click-heavy for employees

Even when a tool works well overall, small usability friction can affect adoption. Reviewers mention areas that feel less intuitive, or tasks that require more clicks than expected. If employees need extra guidance just to complete the basics, HR ends up spending time on support instead of improvement.

You want continuous listening and follow-through, not just cycles

Many organisations also outgrow the idea that performance only lives inside review windows. They want a rhythm of regular check-ins, clearer manager habits, and a way to track actions over time. When follow-through depends on HR chasing updates, teams often look for platforms designed to make action easier to sustain.

11 best PerformYard alternatives to consider in 2026

Below are 11 strong options, depending on whether you want deeper analytics, easier manager follow-through, continuous listening, or a more complete all-in-one approach.

1. Eletive

Best for: Organisations that need real-time engagement insight and scalable manager enablement, especially across complex, multi-location, or deskless workforces.

Eletive is designed for organisations that have moved beyond review cycles and now need ongoing visibility into how people are actually doing. Instead of waiting for annual or bi-annual reviews, HR and leaders can monitor engagement continuously and see what is changing by team, role, location, or manager while there is still time to act.

Where many performance tools stop at collecting input, Eletive focuses on follow-through. Managers are equipped with clear guidance for 1:1s, check-ins, goal-setting, and performance conversations, so action does not depend on HR chasing updates.

Eletive is also built for inclusion. With it, participation is no longer limited to office-based employees because there’s strong support for deskless teams and 40+ languages.

Key features

• Real-time pulse surveys with dashboards, heat maps, and advanced segmentation

• Manager enablement tools for 1:1s, check-ins, goals, and performance conversations

• AI-powered analysis of qualitative feedback to surface themes and sentiment

• Structured action planning with progress tracking to close the feedback loop

• Support for complex hierarchies, role-based access, and large, multi-country organisations

Pros

• Real-time visibility into engagement and performance, not delayed review-cycle snapshots

• Clear segmentation by team, role, location, and manager for faster decision-making

• Helps managers act independently with built-in guidance for 1:1s, check-ins, and goals

• Reduces HR admin by decentralising follow-through without losing structure

• Strong support for complex organisations, including matrix structures and role-based access

• Designed for inclusive participation across deskless, frontline, and office-based teams

• Multi-language support (40+ languages) makes global engagement programmes practical

Cons

• May be more than you need if your focus is limited to basic review cycles

• Works best when you want continuous listening rather than occasional check-ins

G2 rating: 4.6 out of 5

2. Lattice

Best for: Organisations that want reviews, goals, feedback, and manager 1:1s in one place, with a strong focus on day-to-day performance conversations.

Lattice supports structured review cycles, but it also keeps performance conversations active between cycles. Teams use it to track goals or OKRs, share feedback, and run regular 1:1s with clear agendas and follow-up actions. That makes it a common PerformYard alternative when the organisation wants more consistency across managers throughout the year, not only during review season.

Key features

• Performance review cycles and templates

• Goals and OKRs with progress tracking

• Continuous feedback and praise

• 1:1s with shared agendas and action tracking

• Engagement surveys and reporting

Pros

• Encourages ongoing performance conversations, not just review windows

• Keeps goals, feedback, and 1:1 follow-through in one workflow

• Manager-friendly experience that supports adoption

• Works well for office-based teams and mid-market structures

Cons

• Reporting and segmentation can feel limited in complex organisations

• Less suited to deskless or frontline-heavy workforces

• Can feel feature-dense if you only need basic review cycles

G2 rating: 4.7 out of 5

3. Leapsome

Best for: Organisations that want a more structured performance programme, including 360 feedback, with goals/OKRs, engagement surveys, and manager 1:1s in one platform.

Leapsome works well when you want performance management to feel consistent across teams. It gives you structured review cycles and 360° feedback, so performance conversations include input beyond a single manager view. It also keeps the “between cycles” work organised. Managers can run regular 1:1s with shared agendas, notes, and action items. On the engagement side, teams can run surveys, review results in dashboards, and move from insight to action planning without jumping between tools.

Key features

• Performance review cycles with configurable templates

• 360° feedback for multi-rater input

• Goals and OKRs with progress tracking

• 1:1 meetings with agendas, notes, and action items

• Engagement surveys with analytics, benchmarks, and action plans

Pros

• Helps standardise reviews and 360 feedback across the organisation

• Makes 1:1 follow-through easier to maintain (agendas + actions)

• Strong option if you want engagement surveys alongside performance routines

• Works well when you want performance conversations to lead into development

Cons

• Broader scope means more setup decisions than a simple review tool

• May feel like more platform than you need if your process is very lightweight

G2 rating: 4.8 out of 5

4. 15Five

Best for: Organisations that want a strong manager cadence (weekly check-ins + 1:1s) with built-in recognition, alongside reviews and engagement insights. 

15Five leans into the routines that keep performance conversations alive between cycles. Teams use Check-ins to capture priorities, wins, and how people are feeling, then use 1:1s to turn that into real conversations with clear notes and follow-up. It also puts recognition front and centre through High Fives, so performance management does not become “only what went wrong”. That balance matters for teams trying to build a feedback culture that people actually engage with.

Key features

• Check-ins for regular updates on priorities, progress, and how employees are doing 

• 1:1s with shared agendas and documented follow-up 

• High Fives for public or private recognition (including Slack/Teams workflows) 

• Review cycles and engagement tooling (surveys + action planning, depending on package) 

Pros

• Keeps manager–employee conversations active through weekly check-ins and 1:1 structure 

• Recognition is built in (High Fives), which helps balance feedback and reinforce good work 

• Reviewers often mention the 1:1 experience and engagement tools as standout areas 

Cons

• Some teams find admin settings and reporting/goal features harder to navigate than the employee experience 

• You may need the right package to unlock the full performance feature set

G2 rating: 4.6 out of 5

5. Culture Amp

Best for: Organisations that want a mature employee engagement programme with strong benchmarking, clear reporting, and structured follow-through.

Culture Amp focuses heavily on engagement measurement and the “what do we do next?” part. It gives you research-backed survey templates, tools to summarise and understand employee comments, and benchmarks that help you put results into context. It also leans into action planning. After results come in, teams can move from insight to practical action plans, rather than leaving feedback sitting in a dashboard. 

Key features

• Engagement surveys, pulse surveys, and research-backed templates 

• Benchmarking to compare results with industry or regional peers 

• Comment analysis and summaries to make qualitative feedback easier to use 

• Action planning tools to turn results into follow-through 

• Integrations with common HR systems and workplace tools

Pros

• Strong engagement survey capability with reporting leaders can use 

• Benchmarks add context, so results feel less like guesswork 

• Helps teams move from results to action planning more consistently 

Cons

• Can feel heavier than a review-first tool if your main need is performance reviews rather than engagement programmes

• Typically requires more process ownership to run well at scale

G2 rating: 4.5 out of 5

6. Betterworks

Best for: Organisations that want tighter goal alignment (OKRs) and more structured performance conversations, with calibration and analytics for fairer decisions at scale. 

Betterworks puts alignment at the centre of performance. It focuses on connecting individual goals to company objectives, then keeping progress visible through check-ins, feedback, and structured conversations. It also leans into calibration and reporting, which matters when you need consistency across managers and want performance decisions to feel more evidence-based. 

Key features

• Goals and OKRs to link individual work to company priorities 

• Structured check-ins and performance conversations 

• Feedback and recognition tied to goals and outcomes 

• Calibration support to improve fairness and consistency 

• Analytics and self-serve reporting, plus common workplace integrations 

Pros

• Strong choice when goal alignment and accountability are the priority 

• Encourages regular check-ins and clearer performance conversations 

• Useful for organisations that need calibration and reporting to drive consistency 

Cons

• Can feel heavier than a simple review-cycle tool if your process is lightweight 

• Some teams mention navigation friction, so adoption may depend on clear rollout and manager habits 

G2 rating: 4.4 out of 5

7. Workday Peakon Employee Voice

Best for: Larger organisations that want continuous employee listening with benchmarking and manager action planning, especially if you already run Workday or need enterprise-ready governance.

Workday Peakon Employee Voice focuses on continuous listening rather than review cycles. It keeps a pulse on sentiment through intelligent surveys, then pushes insights to managers so they can create action plans instead of leaving feedback to sit in a dashboard. It also leans on benchmarking and survey design to help teams interpret results with more context. That’s useful when leadership expects a survey programme with consistent reporting across teams and time periods.

Key features

• Continuous listening with real-time insights 

• Intelligent surveys with follow-up questions 

• Global benchmarking to add context to results 

• Manager action planning and follow-through built into the workflow 

• Two-way conversations, including manager acknowledgement/replies to comments

Pros

• Strong choice for organisations that want always-on listening, not occasional surveys 

• Benchmarks help leaders interpret results with more confidence 

• Makes it easier to move from insight to action planning at manager level 

Cons

• Can be costly and works best when leaders commit to acting on insights 

• Heavier than review-first tools if your main need is performance reviews rather than listening programmes

G2 rating: 4.6 out of 5

8. Qualtrics Employee Experience (EmployeeXM)

Best for: Larger organisations that want a mature employee listening programme with advanced analytics, benchmarking, and structured action planning.

Qualtrics EmployeeXM centres on employee experience measurement across the employee journey. It helps teams collect feedback, analyse results at scale, and turn low-scoring areas into assigned action plans leaders can track. It tends to fit best when HR needs enterprise-grade reporting and wants managers to own follow-through, not just read dashboards. It can feel heavy if your main goal is performance reviews rather than continuous listening and experience improvement. 

Key features

• Employee experience platform for measuring and improving engagement and retention 

• Guided action planning to “close the loop” with manager-led plans 

• Action plans with task assignment and progress tracking 

• Qualitative feedback analysis themes/sentiment

Pros

• Strong choice when you need deep analytics and leadership-ready reporting 

• Action planning makes follow-through more structured and accountable 

• Helps run listening programmes at scale across large organisations 

Cons

• Can feel complex for new users and smaller teams

• Often more tool than you need if you mainly want a performance review workflow 

G2 rating: 4.4 out of 5

9. Viva Glint (Microsoft)

Best for: Microsoft-first organisations that want organisation-wide engagement surveys with leadership-ready reporting and a clear path from insight to action.

Viva Glint helps organisations run broad engagement surveys (often led by HR and leadership) and track how sentiment shifts over time. Microsoft positions it as the “organisation-wide” layer of employee feedback, alongside Viva Pulse for quick team-level check-ins. For teams comparing PerformYard alternatives, Viva Glint tends to come up when the priority shifts from review workflows to ongoing listening and reporting leaders can use. It can feel less relevant if your main goal is performance reviews, ratings, and review-cycle mechanics. 

Key features

• Organisation-wide engagement surveys aimed at culture and strategic change 

• People-science based measurement strategy and dashboards for visibility into organisational health 

• Designed to complement Viva Pulse (manager-led, quick team surveys) 

Pros

• Strong fit for organisations already standardised on Microsoft Viva / Microsoft 365 

• Built for leadership reporting and organisation-wide programmes 

• Useful when you want always-on engagement listening alongside manager check-ins (Glint + Pulse) 

Cons

• Less focused on performance review workflows compared with review-first tools 

• Requires programme ownership to turn survey insight into consistent follow-through 

G2 rating: 4.6 out of 5

10. HiBob HRIS (Bob)

Best for: Organisations that want performance reviews and goal tracking inside a wider HRIS, so reviews sit alongside core people data, workflows, and reporting.

HiBob (Bob) often comes up as a PerformYard alternative when teams want performance management to live inside their main HR system. It offers configurable review cycles and templates, plus goals/OKRs and ongoing check-ins/one-to-ones, so managers can handle reviews and feedback without jumping between tools. Because it’s an HRIS, it can also reduce duplicate work for HR. You’re not only managing review forms, you’re working from the same system that holds employee data, org structure, and reporting. 

Key features

• Configurable performance reviews (templates, timelines, approval flows) 

• Goals and OKRs, plus continuous feedback and one-to-ones 

• Manager access to reviews, feedback, and people context in one place 

• HR workflows and reporting alongside performance activity (as part of the HRIS) 

Pros

• Makes it easier to run performance cycles without splitting data across multiple systems 

• Flexible configuration for review processes and goal types 

• Strong overall user satisfaction on G2 

Cons

• Setup and configuration can take real effort, especially if you want it moulded to your process

• Some reviewers mention friction around certain workflows (for example, 1:1 meeting setup and how notes carry over) 

• Some modules can be add-ons, which may affect cost planning

G2 rating: 4.5 out of 5

11. Personio

Best for: European organisations that want performance reviews and goal tracking inside a broader HRIS, so performance sits alongside core HR data and workflows.

Personio’s Performance Management module lets you run adaptable review cycles, track goals, and collect ongoing feedback in a continuous process rather than one-off reviews. If you are considering it as a PerformYard alternative, it usually comes down to this: you want performance management to live inside your main HR system, not as a separate tool. That can reduce double entry and make it easier to run cycles across teams using the same employee data and org structure. 

Key features

• Performance management built around goals, adaptable reviews, and ongoing feedback 

• Performance review cycle builder (configure, launch, track due dates, centralise reviews) 

• Continuous feedback within cycles and beyond 

Pros

• Works well if you want performance inside an HRIS rather than a separate review tool 

• Clear structure for launching and managing review cycles across the organisation 

• Built for a continuous approach (goals + feedback + cycles), not only annual reviews 

Cons

• As with most HRIS-led approaches, you’ll likely spend more time on setup and process decisions than with a standalone review tool

• If your priority is advanced engagement analytics or deeper people insights, you may want to compare against platforms built specifically for continuous listening

G2 rating: 4.4 out of 5

Choosing the right PerformYard alternative

When it comes to choosing a PerformYard alternative, the right decision depends on why you are switching. If your priority is simply running reviews on time, several tools on this list can do that well. But if insight arrives too late, reporting takes effort, or follow-through depends on HR chasing everyone, the differences between platforms start to matter.

To narrow it down, start with three questions: do you need real-time visibility or are periodic snapshots enough? Should managers run most of the follow-through, or will HR stay the bottleneck? And can the platform handle your structure as you scale, across teams, locations, and deskless employees?

If you want real-time insight with manager enablement built in, then Eletive is designed for that shift. Get started with Eletive here.