Side-by-side comparison of features, reviews, pricing and more
Category: Performance Management Tool
Industries: Marketing, Financial, Technology, Business
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Category: Performance Management Tool
Industries: Marketing, Financial, Technology, Business
Leadership Succession
Talent Management
$3Monthly Per Employee
Performance & Employee Engagement
$4Monthly Per Employee
Full Platform
Our Most Comprehensive Plan
$6Monthly Per Employee
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“Speechify is absolutely brilliant. Growing up with dyslexia this would have made a big difference. I’m so glad to have it today.“
Sir Richard Branson
In general, Evalart became an ally in our processes of attraction and selection of candidates being an important tool for us
- Saile In
In general I can say that in this time it has been a great help for our selection process, the tool is friendly, easy to understand and manage, I can add to my team at no cost and manage the evaluations we require for each profile.
- Maria P.
We have managed to recruit in a more efficient way, getting the candidates to meet the requirements. The tests are very complete and the result with the tool has been satisfactory. The tool has allowed us to check the technical knowledge of our candidates.
- Susan Gabriela C.
When introduced to the Performance Culture System (PCS), I was immediately impressed with the system's ability to align key players with our company goals as well as the graphic nature of the evaluation results on the 2 x 2 grid. This system has made a huge difference in our organization (we are an-in home care company with 300 employees) by creating a coaching culture via weekly meetings and quarterly performance reviews. Quarterly reviews are now two-way conversations between key players and their managers. In their 90-day performance reviews, key players have the opportunity to talk about what's going well, what help they need in areas that are not going well and specific actions for the next 90 days. This quarterly process enables managers to be proactive and to make adjustments in resources, support as well as individual goals. Because this system is web-based, key players and managers can track progress over time and go back to review manager and employee feedback. In the past, annual reviews were viewed as necessary obligations by employees and managers and, once complete, thrown in a drawer, never to be looked at again. PCS's unique ability to align individual performance objectives (and for us, individual bonuses) with company goals is now very clear to everyone. Since we have used PCS for a full year, I can honestly say that a 25% increase in our annual revenue is directly tied to our implementation of this system. I highly recommend this process to any organization that strives to align their employees with their company goals.
- Roberta F.
I love the check-in feature so that employees and managers can keep track of thoughts throughout the review cycle.
- Mary M.
The team has been patient with me and has helped me cross many finish lines. They have been awesome, and I've already referred others into this system. The team is very collaborative, flexible in helping you get what you want out of the tool(s) in Performance Culture.
- Kevin H.
| Pros |
|---|
| It is very intuitive, easy to handle and manage |
| It has a good catalog of tests, which allows me to complement my talent evaluation processes |
| The function that has the greatest impact for me is that a test can be configured according to the specific needs that we need to evaluate in the candidates. |
| Cons |
|---|
| Absence of graphic results in the DISC test as do other platforms that are competition |
| The role of the administrator is differentiated from the created users, that the actions that users can do within it can be delimited |
| It can be visualized which user configured a test. |
| Pros |
|---|
| I like that employees can login and take ownership of their own goals and check-ins |
| This method feels much more interactive than shuffling paper back and forth to record progress |
| A fun progressive way to handle performance management and better understand your talent |
| The Check In process has helped us to consistently communicate with our employees (especially our remote employees), appreciate their efforts and track their goals." |
| Cons |
|---|
| I am confused about the order in which notifications are to be sent for starting a review and for ending a review |
| What does the manager need to do and what does the EE need to do |
| Some of the processes are confusing (our managers have a hard time with the signing process) |
| Some of the drop downs and lists are not in alphabetical order." |
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