Help your teams reach their full potential

Yes. Most modern performance review software, including Sense HR, lets you adapt templates to fit your culture, roles, and processes. This makes performance appraisals feel more relevant and meaningful, instead of being just a generic tick-box exercise.

Sense HR supports engagement through interactive reviews and 360-degree feedback. By encouraging continuous feedback between employees, peers, and managers, it helps with employee development and creates a culture where staff feel involved and valued in the performance management process.

Yes. Good employee performance management software allows both individual and team-level goal setting. With goal tracking software built in, managers can monitor progress for their teams while employees clearly see how their contributions link to wider company objectives.

The five classic elements are:

• Planning - setting clear goals and expectations using goal tracking software.
• Monitoring - keeping up with employee performance tracking on an ongoing basis.
• Developing - supporting growth through training and employee development.
• Reviewing - carrying out fair and structured performance appraisals.
• Rewarding - recognising and celebrating staff achievements.

However, it’s worth noting that there are many approaches to good performance management, and following these five classic elements is not the only correct approach.

Performance management is the ongoing process of guiding, supporting, and assessing employees so their work aligns with organisational goals. With the help of employee performance management software, it becomes a continuous cycle of goal-setting, feedback, staff performance evaluation, and recognition - as opposed to simple once-a-year reviews.

The 5 C’s are: Clarity (everyone knows what’s expected), Capacity (having the resources to perform), Capability (having the right skills), Commitment (employees are motivated), and Community (a sense of belonging and teamwork). These elements are reinforced by software to manage employee performance, which ensures consistency across the organisation.

There are two common ways people describe the 3 P’s:

• People, Process, Performance - focusing on employees, how work gets done, and results.
• Planning, Progress, Performance - focusing on goal-setting, employee performance tracking, and measuring outcomes.

As with the 5 elements of performance management, and indeed the 5 C’s of performance management, the 3 P’s are just an acronym to help you remember some of the important fundamentals. There are many ways to conduct good performance management reviews, and different ways to engage and motivate your team members.

Many of our customers are delighted with how Sense HR helps them manage employee performance, as we are intuitive enough to be easy to use for smaller companies with fewer resources, but we are customisable enough to adapt to even the most complex processes required by larger enterprises. However, if you’re looking for a system other than Sense Workplace, there are plenty of other options:

• Small businesses: Simple and affordable performance management tools such as Effy AI or 15Five are ideal. They offer straightforward staff performance evaluation and continuous feedback without complex setup.
• Medium-sized businesses: Options like BambooHR, Lattice, or Namely provide richer performance review software, with features for goal tracking, employee development, and engagement.
• Large enterprises: Platforms such as Workday or SuccessFactors excel at large-scale employee performance management software. They offer advanced analytics, integrations, and robust employee performance tracking for complex structures.

Remember that Sense Workplace integrates with many business tools, including other HR systems - so if you’d like to take our time and attendance system, or our employee location system, then you don’t need to move away from your current HR system or performance management software, as we can help you ensure all of your data links up between systems

The right choice depends on your company’s size, culture, and goals. When evaluating software to manage employee performance, keep an eye on:

• Core features: Goal tracking software, performance appraisals, and continuous feedback should be included.
• Ease of use: If the performance management tool is too complicated, people won’t use it.
• Customisation: Make sure you can tailor performance review software to your processes.
• Analytics and reporting: Strong reporting helps you spot trends in staff performance evaluation.
• Integrations: It should connect smoothly with your existing HR and productivity tools.
• Scalability and cost: Choose a solution that fits your budget but can also grow with your business.
• Employee experience: The best employee performance management software makes reviews and development conversations constructive, supportive, and motivating.

In short: the best software to manage employee performance should be easy to adopt, flexible enough to fit how your company works, and powerful enough to support both current and future performance management needs.