12 Best Leapsome Alternatives Reviewed in 2025

I’ve spent over a decade working with HR leaders, operations teams, and people managers who’ve tried almost every performance management platform out there. When I first started exploring Leapsome alternatives, it wasn’t because I found Leapsome lacking—it was because I noticed something deeper. Even great tools can feel out of sync with how a company actually works.

Imagine setting up your next review cycle with a platform that promises it all—goals, learning paths, 360-degree feedback, and engagement surveys—yet somehow, you end up juggling spreadsheets, chasing reminders, and re-explaining workflows to your team. That’s when I realized the issue wasn’t capability; it was compatibility.

In this blog, I’ll walk you through the tools I’ve personally tested, implemented, and recommended to clients. You’ll see what truly makes them stand out—and by the end, you’ll have a clear sense of which platform could fit your team’s goals, size, and culture best.

Key Reasons to Explore Leapsome Alternatives

Leapsome is a great platform for managing performance and engagement, but that doesn’t mean it’s the perfect fit for every team. As your company grows or your needs change, you might start looking for something that feels more tailored to how you work.

Maybe you want a tool that’s easier to set up or one that lets you customize reviews, surveys, and goals exactly the way you like. Or perhaps you’re after something that integrates more smoothly with your existing HR systems or collaboration tools like Slack and Microsoft 365.

Cost can also play a role. If you only need certain features, a simpler or more modular platform might make more sense for your budget. Exploring Leapsome alternatives isn’t about replacing what works — it’s about finding a solution that fits your team’s size, culture, and long-term goals even better.

Top 12 Leapsome Alternatives

Here’s a quick comparison table of the 12 alternatives, including what each tool is “Best for” and their starting price:

Now, let’s dive into detailed reviews of each Leapsome alternative. 

1. PeopleGoal – Best for Boosting Employee Performance & Improving Engagement

I implemented PeopleGoal in our mid-sized tech firm last year as an alternative to Leapsome. I was immediately struck by how flexible it was compared to other tools I’ve tried. We designed our own performance review workflows and custom survey forms without needing any IT help. 

One of my favorite experiences was rolling out a 360-degree feedback program using PeopleGoal. It supported anonymous peer feedback, which encouraged honest insights from our team. We set up OKRs for each team, and I appreciated how seamlessly those goals aligned up to our company objectives within the platform. 

Another aspect that stood out was integration and support. PeopleGoal integrated with our HRIS and with Slack for sending nudges and recognition. I was also pleasantly surprised that, as part of the package, we had a dedicated customer success manager who guided us during onboarding. 

Why PeopleGoal Is One of the Best Leapsome Alternatives

• No-code App Engine & Custom HR Apps. Teams can build tailored HR apps and workflows (e.g., onboarding, absence tracking, asset management) without needing IT support.
• Highly customizable interface & branding: You can adjust the look and feel of the platform (colors, layouts, app design) and make workflows suit your company culture.
• Broader HR workflow support beyond just reviews & goals — onboarding automation, core HR data, asset tracking, custom workflows in a unified platform.
• Integrations with popular HR systems (e.g., Workday, BambooHR) and communication tools like Slack.

Cons:

• No downloadable or on-premise version
• Dark user interface option is not available

Pricing:

FREE 7-day trial. Paid starts at $4/user/month.

2. Lattice – Best for Performance Management

Image source: Lattice

Many HR leaders using Lattice praise its ability to centralize performance management in one platform. It combines reviews, goal tracking, feedback, 1:1 meetings, and engagement surveys in a clean, structured way. 

Several teams report that Lattice’s real-time feedback and check-in features have helped managers stay connected with employees and maintain accountability throughout the year.

While its comprehensive nature is a major strength, administrators often note that setup can take time. Customizing review templates, configuring permissions, and training employees may require a dedicated onboarding phase, especially in larger organizations.

Why Lattice Is One of the Best Leapsome Alternatives

• All-in-one people management platform (performance reviews, goals/OKRs, feedback, 1:1s, and engagement surveys in a single system)
• Supports real-time feedback and weekly check-ins, fostering a culture of continuous improvement
• Customizable review templates and questions to fit different teams or cycles
• Strong analytics and reporting on performance trends and engagement scores

Cons:

• Setup and onboarding can be complex due to the wide range of features (administrators need time to configure and learn the system)
• Some features may go unused in small to mid-size companies, meaning you might pay for more than you strictly need

Pricing: 

Starts at $11/user/month (billed annually).

3. 15Five – Best for Building a Continuous Feedback Culture

Image source: 15Five

I’ve had a very positive experience using 15Five for developing a continuous feedback culture on a team. I used the weekly check-ins to share my accomplishments, challenges, and morale, and over time it really kept managers in the loop. 

Beyond the weekly reports, we also ran performance reviews and engagement surveys with 15Five. The performance review templates were straightforward and geared toward constructive conversations. We also made use of the built-in engagement surveys (they have a feature called “Pulse” surveys). I launched a couple of pulse surveys to measure team sentiment, and the insights helped us address issues.

For our relatively small team, 15Five was easy to adopt. The interface is clean and user-friendly – most people needed little to no training to start using it. The tool also integrated with our Slack, which sent gentle reminders on Fridays to fill out our 15Five check-ins. 

Why 15Five Is One of the Best Leapsome Alternatives

• Emphasizes continuous feedback with its weekly 15Five check-in ritual (fosters consistent manager–employee communication)
• Manager enablement tools (e.g., question prompts and AI insights) to help supervisors coach their team and have meaningful 1-on-1s
• Includes engagement Pulse surveys and basic performance review templates, giving actionable insights into team morale and performance
• Good integration options (connects with Slack, MS Teams, HRIS like BambooHR or Workday) to streamline updates and data management

Cons:

• The weekly check-in cadence can feel burdensome for some teams, especially if the workload is high or if people are not used to frequent updates
• The system’s effectiveness depends on active participation – if managers or team members don’t engage consistently, the feedback loop falters

Pricing: 

Starts at $4/user/month (billed annually).

4. Culture Amp – Best for in-Depth Employee Engagement Insights

Image source: SaasList

One of the HR teams I’ve worked with implemented Culture Amp to improve engagement insights, and they were impressed by the depth of its analytics. The tool’s library of research-backed survey templates made it easy to launch detailed engagement surveys quickly. 

Managers appreciated how Culture Amp went beyond collecting feedback by surfacing actionable insights—like highlighting “Career Growth” or “Manager Support” as focus areas and suggesting next steps.

Its emphasis on actionable data makes it a go-to for culture-driven organizations that want more than surface-level feedback. However, some users note that advanced data analysis can require expert help to interpret effectively.

Why Culture Amp Is One of the Best Leapsome Alternatives

• Offers a wide range of pre-built survey templates (onboarding, engagement, eNPS, etc.) that are grounded in research.
• Provides heatmaps, trend analysis, and lets you compare your scores against industry benchmarks or company’s past results.
• Supports anonymous feedback and advanced segmentation.
• Culture Amp’s reports highlight key drivers of engagement and often suggest focus areas, helping HR prioritize next steps.

Cons:

• You may need expert help or analysis to get the most out of the data.
• The performance management tools are less configurable than some competitors; for instance, goal-setting and review workflows are somewhat opinionated and might not fit highly unique processes.

Pricing: 

Custom pricing. 

5. Betterworks – Best for Goal-Setting & Performance Alignment

Image source: Betterworks

I chose Betterworks to improve how we set and track goals across the organization. One of the first things I did in Betterworks was set up company-wide OKRs and invite teams to link their own goals to these top-level objectives. I really liked the goal alignment visuals – I could literally see an objective tree of how each team’s goals laddered up to our big company goals. 

Betterworks also pushed us toward continuous performance management. We moved away from a single annual review and instead implemented quarterly check-ins and real-time feedback. I remember configuring a continuous feedback feature where anyone could give a coworker feedback or kudos at any time (similar to a social feed). 

From an admin perspective, Betterworks felt effective and enterprise-ready. It offered a lot of integration options – we connected it with Slack to send goal update reminders, and with our HR system so that new hires and org structure updates would sync automatically. The reporting in Betterworks was useful as well: I would generate reports on goal completion rates and check-in participation, which helped identify teams that might be falling behind. 

Why Betterworks Is One of the Best Leapsome Alternatives

• Makes it easy to set, align, and track goals across individuals, teams, and the entire company, keeping everyone on the same page.
• Supports regular check-ins, ongoing feedback, and updates instead of relying solely on annual reviews.
• Strong analytics on goal progress and performance trends, which help in identifying areas where teams are excelling or struggling.
• Integrations with enterprise systems (Workday, SAP SuccessFactors, Salesforce, Jira, Slack, etc.) to fit into your existing workflow.

Cons:

• Some features required workarounds to fit specific processes – the out-of-the-box workflows may not cover every unique use case, so admins might need to get creative.
• The learning curve can be steep for administrators setting up the system and for managers new to continuous performance practices.

Pricing: 

Custom pricing.

6. Workleap (Officevibe) – Best for AI-Driven People Analytics & Engagement

Image source: Workleap

HR professionals using Workleap (Officevibe) often highlight its strength in AI-powered insights. The platform’s intelligent analytics help identify patterns in engagement and feedback data, revealing potential issues like burnout or low morale before they escalate. 

Its combination of pulse surveys, eNPS tracking, and anonymous feedback channels makes it ideal for maintaining a real-time pulse on employee sentiment.

Many organizations also appreciate how Workleap’s AI helps ensure fairness in performance evaluations and supports better data-driven decisions during reviews and compensation discussions. While feature-rich, the platform can feel overwhelming at first and may require some training for full adoption.

Why Workleap Is One of the Best Leapsome Alternatives

• The platform provides intelligent insights into employee sentiment and performance patterns (helps identify issues like bias, engagement drops, etc. in real time).
• Includes Officevibe pulse surveys, eNPS tracking, and anonymous feedback channels that keep a constant pulse on morale.
• Customizable performance reviews and templates, with AI assistance to ensure fairness and consistency in evaluations.
• Compensation management tools to help plan equitable pay (useful for aligning raises/promotions with performance and market data).

Cons:

• Occasional system lag in the user interface, especially when navigating between modules or loading analytics.
• Requires tech-savvy users to take full advantage of all features – there is a lot of functionality, which can be overwhelming without training.

Pricing: 

Starts at $5/user/month (billed annually).

7. PerformYard – Best for Customizable Performance Review Processes

Image source: PerformYard

In one of my past roles, our company had very specific performance appraisal needs, and we chose PerformYard for its flexibility. PerformYard helped me to custom-build templates for each department’s performance appraisals. 

PerformYard’s goal-tracking also helped us ensure every employee’s objectives were aligned with company priorities. I liked that I could set a goal for an employee, tie it to a department goal, and see progress over the quarter. 

One specific memory: we wanted to implement a lightweight continuous feedback system (like a simple “give a badge or note” style recognition). PerformYard isn’t a full social feed or anything, but it did allow for recording feedback outside of formal reviews. We encouraged managers to log quick feedback notes in the system.

Why PerformYard Is One of the Best Leapsome Alternatives

• Highly customizable review templates and workflows – you can tailor performance evaluations to different roles, teams, or frequencies as needed.
• Flexible goal tracking that links individual goals to team or company objectives.
• Clean, straightforward interface focused on the essentials of performance management (reviews, goals, feedback), which makes it easy for managers and employees to adopt.
• Integrates with common HR systems (Paylocity, ADP, BambooHR, etc.) so you can sync employee data and even with payroll for tying performance to compensation if needed.

Cons:

• Primarily focused on performance – lacks additional modules like engagement surveys, recognition feeds, or learning and development tools.
• Limited API connectivity and fewer third-party integrations compared to some larger platforms.

Pricing: 

Starts at $5 per user per month (billed annually).

8. HiBob – Best for All-in-One HRIS+Performance

Image source: HiBob

I implemented HiBob (often just called “Bob”) as our HR platform when our company grew from startup stage to a more established size. One thing I noticed immediately was how modern and friendly the interface felt compared to legacy HR systems – it’s visually appealing and had a social media-like vibe that our employees actually enjoyed using.

When it came to performance management, I used HiBob to run our semi-annual reviews. Setting up review cycles was straightforward. We could customize the review forms with our own questions. We also started using HiBob’s goal-setting to track OKRs. It wasn’t as intricate as dedicated OKR software, but it provided the basic structure to set goals and check in on them.

HiBob also includes engagement and culture features. We rolled out a few pulse surveys using HiBob and gathered feedback on topics like “How do you feel about our new hybrid work policy?” The response rates were solid, partly because employees were already logging into HiBob to do things like request time off or check their payslips – having the engagement surveys in the same hub made it easy. 

Why HiBob Is One of the Best Leapsome Alternatives

• All-in-one HR platform that covers core HRIS functions (employee data, time off, org charts) plus performance management and engagement tools – good for consolidating systems.
• Designed for fast-growing companies: flexible enough to adapt as your company scales.
• Performance reviews in HiBob are easy to set up and use, with customizable forms and the ability to include various reviewers.
• Employee engagement features like pulse surveys and shout-outs/recognition are built into the platform, helping to foster a unified company culture.

Cons:

• The mobile app lacks full functionality – employees can do basic things on the app, but managers might not be able to complete more complex tasks.
• Some workflows and fields have limited customization; you might not be able to tailor every aspect of a performance cycle or form to the degree you want.

Pricing: 

Custom pricing. 

9. Engagedly – Best for Gamified Performance & Learning Platform

Image source: Engagedly

HR teams who’ve adopted Engagedly often mention how its gamification approach sparks participation. Employees earn points, badges, and recognition for giving feedback, completing reviews, or finishing training programs — helping make engagement fun and consistent.

Many organizations also like that Engagedly combines performance management with learning and development. Teams can manage OKRs, run 360-degree reviews, and assign training courses all within the same ecosystem. 

While the platform offers impressive flexibility, its modular pricing can make it tricky to estimate total costs upfront, especially for growing companies adding more features over time.

Why Engagedly Is One of the Best Leapsome Alternatives

• Holistic talent management platform: combines performance management, goal setting/OKRs, employee engagement surveys, and even a learning management module in one system.
• Includes gamification features (points, badges, leaderboards), which can boost employee engagement and participation in HR initiatives like training or giving feedback.
• Supports comprehensive 360-degree feedback and multi-source performance reviews, allowing peers, subordinates, and managers to all provide input.
• Integrated learning and development capabilities – you can assign and track training courses and link them to development goals, enhancing the growth aspect of performance management.

Cons:

• Modular pricing means costs can add up; and the pricing structure isn’t very transparent without a quote, making it harder to predict the total cost until you engage with sales.
• Changing or customizing processes mid-stream can be tricky – for example, editing review templates or resetting certain features can disrupt historical data, so you have to be careful and plan ahead.

Pricing: 

Starts around $5–$8/user/month (billed annually).

10. BambooHR – Best for Comprehensive HRIS With Payroll Solutions

Image source: BambooHR

I’ve implemented BambooHR at a small company to handle all of our core HR needs, and we later enabled the performance management add-on as a lightweight alternative to Leapsome. BambooHR’s strength is that it’s a very approachable all-in-one HR system for small to mid-sized businesses. As an HR manager, I lived in BambooHR for time-off requests, storing employee records, onboarding new hires, and running basic reports. 

When we turned on BambooHR’s Performance Management module, it added functionality for goals, feedback, and reviews right into the same interface. We started doing regular performance check-ins using BambooHR. The tool allowed us to create a simple review form (we kept it pretty basic: a few open-ended questions and a rating or two). 

One feature our team liked was the eNPS (Employee Net Promoter Score) survey BambooHR offers. It could send out a quick anonymous survey asking “How likely are you to recommend our company as a place to work?” and gather a score.

Why BambooHR Is One of the Best Leapsome Alternatives

• BambooHR combines a full HRIS with basic performance management features, so you don’t need separate systems for HR admin and performance reviews.
• Employees and managers can navigate it with little training (great for small HR teams without a lot of IT support).
• Performance module covers the essentials: you can set employee goals, gather manager and self assessments, and conduct periodic reviews within the same system.
• Built-in eNPS and basic pulse surveys provide a quick way to measure employee satisfaction without adding another tool.

Cons:

• The performance management features are basic compared to specialized tools – for instance, no native 360-degree feedback workflows, limited competency libraries, and simpler goal-tracking.
• Many advanced functionalities (like learning, advanced analytics, or compensation management) are not present.

Pricing: 

Custom pricing.

11. Workday (Workday Peakon) – Best for Enterprise HR Suite With Advanced Analytics

Image source: Workday

Enterprise HR teams frequently rely on Workday and Workday Peakon Employee Voice for a unified HR and performance management experience. 

Because employee data, roles, and organizational structures are centralized, managers can run deeply customized reviews and access analytics that tie performance directly to compensation, retention, and growth trends.

What truly stands out is Workday’s data depth — large organizations use it to identify turnover risks, performance patterns, and even predict engagement shifts. That said, its scale also brings complexity. Implementation requires careful planning and, often, a dedicated HRIS team to manage ongoing configurations.

Why Workday Is One of the Best Leapsome Alternatives

• Workday handles everything from core HR, payroll, and talent acquisition to performance, learning, and engagement, providing a truly integrated ecosystem for large organizations.
• Can accommodate complex organizational structures, customized review workflows, multiple appraisal forms, and regional compliance needs.
• You get powerful people analytics, engagement insights, and even predictive tools (e.g., identifying turnover risk or performance trends) all in one place.
• Performance data is directly linked with other HR data (compensation, promotions, etc.), enabling more strategic talent management decisions and reducing data silos.

Cons:

• Workday’s interface and configuration options are complex, so dedicated training and resources are needed to use it effectively.
• Workday is a premium solution with pricing suitable for enterprises; it is generally not cost-effective for small or even many mid-sized companies.

Pricing: 

Custom pricing. 

12. Mitratech (Trakstar Perform) – Best for Compliance-Focused Performance Tracking

Image source: People Managing People

Many HR teams that prioritize compliance and consistency turn to Mitratech (Trakstar Perform) for its structured approach to performance management. The system makes it easy to create standardized review templates, track completion rates, and generate audit-ready reports.

Users appreciate that it automates reminders and timestamps review activities, helping organizations meet annual appraisal requirements without manual follow-ups. 

While straightforward and dependable, the platform focuses strictly on reviews and goal tracking — so it may feel limited for companies seeking engagement or development features.

Why Mitratech Is One of the Best Leapsome Alternatives

• Provides a clear, straightforward process for self-reviews, manager reviews, and approvals, which helps enforce consistency and fairness in evaluations.
• Ability to set and track employee goals within the platform, so performance reviews can easily reference whether goals were met.
• It logs all review activities and completion, useful for organizations that need to prove reviews were done.
• Automated notifications and reminders keep the review cycle on schedule, reducing manual follow-up by HR.

Cons:

• Focuses mainly on the core performance review cycle – lacks additional engagement or development modules.
• Customization is limited compared to some competitors: you can configure standard processes.

Pricing: 

Custom pricing.

My Top 3 Picks for the Best “Leapsome Alternatives”

Here are my three favourite alternatives to Leapsome, each bringing strong features and practical value for different organizational needs.

1. PeopleGoal: I like PeopleGoal for its flexibility and depth. It lets you build custom review workflows, set OKRs aligned with company goals, and enable anonymous 360-degree feedback—all without technical complexity. Its seamless integrations with HRIS systems and tools like Slack also make it easy to roll out across teams.

2. Lattice: Lattice stands out for its comprehensive suite that combines performance reviews, goal tracking, continuous feedback, 1:1s, and engagement tools. The interface is clean and intuitive, and the platform supports multiple review types and goal-setting frameworks, making it ideal for structured, data-driven organizations.

3. 15Five: I shortlisted 15Five because of its strong focus on continuous feedback and engagement. Features like weekly check-ins, peer recognition, and manager prompts help create consistent communication and a transparent feedback culture, encouraging teams to stay connected and aligned.

Evaluation Criteria

When I evaluated the best Leapsome alternatives, I focused on what really makes a performance management tool valuable for growing teams — flexibility, usability, and alignment with real business needs. Here’s what guided my selection:

• Customization & Flexibility: The best tools adapt to your company’s workflow, not the other way around. I looked for platforms that allow custom review templates, feedback cycles, and goal frameworks to match unique organizational structures and processes.
• User Experience & Adoption: A clean, intuitive interface is crucial for adoption. I prioritized tools that employees can start using with minimal training, ensuring consistent participation and a positive user experience across roles and departments.
• Integration Capabilities: Performance management doesn’t work in isolation. I favored platforms that integrate smoothly with HRIS systems, communication tools like Slack or Teams, and productivity platforms, ensuring seamless data flow and workflow continuity.
• Feedback & Recognition Tools: Continuous feedback drives engagement and improvement. I valued systems that promote ongoing feedback, peer recognition, and check-ins, helping build a transparent, supportive, and growth-oriented culture.
• Goal Setting & Alignment: Effective goal management ties individual efforts to company-wide objectives. I selected tools that support frameworks like OKRs or SMART goals, allowing clear alignment and measurable progress tracking.
• Analytics & Insights: Data-backed decisions lead to better outcomes. I gave preference to solutions with robust analytics that help identify performance trends, engagement levels, and areas where teams need additional support or recognition.
• Scalability & Support: A good platform should grow with you. I chose tools that scale easily, offer responsive support, and provide onboarding guidance to ensure smooth implementation as organizations evolve.
• Pricing & Value: Finally, I assessed the overall value each platform delivers relative to its cost. The goal was to highlight tools that balance affordability with depth, ensuring teams get impactful features without overspending.

Drive Better Performance & Engagement With the Right Leapsome Alternative

Choosing the right performance management solution can redefine how your organization grows. The right tool empowers teams to set meaningful goals, exchange feedback effortlessly, and align individual performance with broader company objectives. Whether your priority is engagement, analytics, or ease of use, each alternative offers a unique way to strengthen your performance culture.

As you compare these options, focus on what best fits your organization’s size, workflow, and goals. Enterprise solutions may deliver robust analytics, while leaner platforms can offer greater flexibility and faster adoption. Think about how each platform supports feedback cycles, integrates with your existing tools, and adapts to your company’s culture over time.

If you’re looking for a flexible and customizable platform that still keeps things intuitive, PeopleGoal is worth exploring. Its balance of simplicity and depth makes it an excellent choice for teams aiming to improve engagement and performance without overcomplicating their HR stack.

Frequently Asked Questions

Why might companies explore Leapsome alternatives?

Many organisations seek Leapsome alternatives because while it offers a broad suite of performance, goal and feedback tools, it can be too complex for smaller teams, difficult to integrate with certain HRIS or Microsoft 365 ecosystems, and cost-intensive as user counts grow.

What should you evaluate when comparing alternatives to Leapsome?

When assessing Leapsome alternatives, key criteria include how easily the tool supports your performance workflows (goals, reviews, feedback), the depth and ease of integrations with your existing systems (HRIS, Slack, Teams), pricing scalability relative to team size, and how intuitive the interface and adoption process will be for all users.

Are there strong Leapsome alternatives suited to small and mid-sized companies?

Yes — there are alternatives tailored for smaller or mid-sized organisations that prioritise ease of setup, lower user cost, simpler workflows and faster time-to-value. These alternatives typically forgo heavy complexity in favour of agility and adoption. 

How important are integrations when looking at Leapsome alternatives?

Integrations are critical in selecting a Leapsome alternative because performance management, goal tracking and feedback need to live within your broader HR and collaboration ecosystem. Weak integrations with tools like Microsoft 365, Slack, or HRIS can hamper adoption and data flow. 

Does switching from Leapsome guarantee cost savings?

Not necessarily — while switching from Leapsome may reduce costs if you move to a more streamlined tool with fewer modules and users, true savings depend on matching features, implementation burden and adoption. You’ll need to evaluate total cost including training, integration and licence fees.