I Compared the 8 Best Performance Management Software

I know you are here because your performance cycle is probably broken.

Clunky review cycles. Disconnected feedback loops. Spreadsheets, forms, and PDFs that used to work, until they didn’t. And now? They’re dragging down employee performance.

You’ve outgrown the old tools. You’re here because you’re ready for the best performance management software to fix it, and I’ve seen firsthand how the right platform can turn things around.

But once you’ve decided to invest in a platform, the real question hits: Which one actually works for a team like yours? What works for a 10-person startup won’t cut it for a 150-person org. Fast-moving teams need real-time feedback, flexible review cycles, and clear goal alignment.

And in my conversations with people across the org chart, the needs vary: Software developers and technical teams tell me they want reliable performance review tools for app developers: lightweight, intuitive platforms that don’t get in the way of deep work. HR leaders I’ve spoken to need structure and visibility. Managers tell me they want actionable insights, not bloated dashboards.

Whether you’re a startup formalizing reviews or a growing team trying to scale performance conversations, this list will help you find the right fit based on G2 data, real user feedback, and insights from the folks doing this work every day.

8 best performance management software I recommend 

From all the conversations I’ve had with HR leaders, team leads, and founders, one thing’s clear: performance management software means different things to different teams. But at its core, it’s any tool that helps people set goals, give feedback, track progress, and run review cycles, all in one place.

For some companies, that might mean quarterly reviews and lightweight check-ins. For others, it’s about real-time feedback, cascading company-wide goals, 360° reviews, engagement data, and calibration tools. The features vary, but the goal stays the same: help people grow, stay aligned, and do their best work.

And it pays off. Companies that focus on their people’s performance are 4.2 times more likely to outperform their peers, realizing an average 30% higher revenue growth and experiencing a lower attrition rate. That kind of lift only happens when performance management is done intentionally and with the right tools in place.

I’d say the best performance management software is the one that meets your team where you are, whether you’re formalizing reviews for the first time for your 10-person organization or scaling performance workflows across departments.

What makes the best performance management software: My criteria

There are a few things I kept coming back to while comparing these performance management tools, especially the features and functionality that actually make a difference in how teams give feedback, align goals, and grow together. These were the key traits I looked for in each tool:

• Easy review cycle setup: I looked for platforms that make it simple to launch and manage performance reviews, whether that’s quarterly check-ins, annual reviews, or ad hoc cycles. The best tools let you customize timelines, questions, and participants without needing a manual workaround or IT help.
• Goal-setting that scales: I prioritized tools that support both individual and company-wide goal alignment. Platforms that offer OKRs, cascading goals, and visibility into progress stood out, especially those that let managers and employees track updates in real time.
• Built-in feedback and recognition: It’s not just about formal reviews. I looked for platforms that support real-time feedback, peer recognition, and manager notes to encourage more ongoing, meaningful performance conversations.
• Usability and adoption across roles: A tool is only as good as its adoption rate. I focused on platforms with clean, intuitive interfaces that work for HR admins, team leads, and employees alike. In-app guidance, mobile access, and smart reminders all help boost engagement.
• Customization and flexibility: I looked for tools that can adapt to different workflows. Whether it’s adjusting review templates, creating custom rating scales, or modifying feedback cycles, the most flexible platforms give you room to evolve as your team grows.
• Integration with HRIS and collaboration tools: Performance management doesn’t live in a vacuum. I checked whether the platforms integrate with popular HRIS tools like BambooHR and HiBob, and communication tools like Slack or Teams, to keep everything connected and reduce context-switching.
• Reporting and calibration tools: I evaluated how well these tools surface performance trends. Features like score distribution reports, calibration dashboards, and manager rating analytics help ensure fairness and data-backed decision-making.
• Support and onboarding experience: Since I wasn’t hands-on with each tool, I relied on user feedback to understand how well vendors support new customers. I preferred platforms that offer onboarding support, training resources, and responsive customer success teams.

Now here’s the thing: After reviewing 20+ tools, I found that the top performers may not do everything, but they really shine in the areas that move the needle: goal alignment, reviews, and feedback. The right choice depends on what your team needs most right now.

The list below contains genuine user reviews from the performance management software category. To be included in this category, a solution must:

• Facilitate the employee performance review process
• Enable 360-degree feedback among managers, employees, and peers
• Track individual employees’ goals
• Allow users to evaluate employee performance benchmarked against overarching company goals
• Generate in-depth dashboards or reports based on performance data

*This data was pulled from G2 in 2025. Some reviews may have been edited for clarity.  

HiBob HRIS stood out to me right away for how seamlessly it blends performance management into the broader HR experience, without making it feel like an afterthought. Goals, feedback, time off, comp, and reviews all live in one place, and that context is powerful when you’re trying to drive real conversations around growth and performance.

I could see that it’s especially popular with mid-market organizations (82% of users fall in that segment). So, it looks like it’s the kind of platform that grows with you without dragging you into enterprise-level complexity.

HiBob takes a flexible approach to performance reviews, which I liked. Instead of rigid quarterly or annual reviews, it supports multiple review types, like 360-degree reviews, peer feedback, self-assessments, and manager reviews. Companies can tailor these to fit their cadence and culture, which is useful if you’re running fast and need agile, lightweight feedback loops.

Another big plus? The user interface. Teams loved how modern and intuitive it is to navigate the system, how simple it is to launch review cycles. According to G2 Data, HiBob scores a 91% for ease of use and 84% for ease of setup, proof that teams not only adopt it quickly but actually enjoy using it.

Feature-wise, HiBob nails a few things particularly well. Review status tracking, historical performance data, and customizable forms all ranked as its highest-rated features. The visibility into review progress is a big win for HR leaders trying to keep momentum across cycles. And the fact that you can tailor forms and pull up past performance data quickly makes check-ins and annual reviews feel a lot less like guesswork.

That said, there are still a few rough edges. While the overall experience is smooth and flexible, a few users mentioned that some features feel more limited than they expected. Things like 1:1s, reporting capabilities, or deeper survey customizations were either limited or required creative workarounds.

HiBob’s pace of innovation is something teams genuinely appreciate. I saw multiple users highlight how often the platform rolls out updates and how responsive the team is to feature requests. That kind of momentum builds trust.

But shipping fast can sometimes come with tradeoffs. A few users pointed out that new features occasionally launch with bugs, or that changes to workflows catch them off guard because the communication isn’t always as proactive or clear as it could be. Teams were excited about what’s coming, but also wanted more transparency around what’s launching, how to use it, and where to find step-by-step guidance.

The mobile app came up, too, not as a major issue, but as a clear opportunity. Users liked it, but said it lags behind the desktop experience. But even with those callouts, the sentiment stayed overwhelmingly positive.

HiBob holds a 4.5 out of 5 rating on G2, and 97% of users give it 4 or 5 stars. It’s modern, adaptable, and always improving. Multiple users mentioned how quickly the team is shipping updates and how much potential the roadmap holds.

If you’re a mid-sized company looking to level up how you run reviews, without taking on yet another point solution, HiBob is a smart, modern choice. It’s built for People Ops teams who want performance management to feel connected to the bigger picture, not a quarterly scramble.

What I dislike about HiBob HRIS:

• Some G2 reviewers mentioned that features like 1:1s, reporting, or survey customization felt limited and required workarounds to align with their team’s workflows.
• HiBob rolls out updates frequently and listens to feedback, but some users pointed out that new features occasionally launch with bugs or without enough heads-up, which can disrupt workflows.

What G2 users dislike about HiBob HRIS: 

“I would probably say the constant changes in the layout. I know everything is made to make the user interface easier to navigate, but at times, my staff members have struggled to keep up with finding things within the system because they are not where they were used to be (especially if they don’t use the system regularly).

Another feature that I would like to improve is the amount of work you can do through the app, as it is quite limited (for instance, it would be quite useful if, as an admin, you could log others’ absences).

– HiBob HRIS Review, Samuel R.

BambooHR has been around long enough that most HR folks have either used it or at least heard of it. It’s especially popular with small and mid-sized companies, which together make up 94% of its user base. It’s earned that reach by focusing on the fundamentals and doing them really well.

The performance management module feels like a natural extension of that philosophy. G2 users consistently say it’s easy to launch a cycle, track who’s completed their reviews, and follow up without nagging people.

That simplicity is what makes it so appealing for leaner People Ops teams or companies formalizing their process for the first time. And with BambooHR scoring 94% for ease of use and 90% for ease of setup on G2, it’s clear that teams find it both intuitive and quick to roll out.

It is especially popular in industries like IT, software, nonprofits, construction, and marketing sectors, where HR teams are often lean and need performance tools that don’t overcomplicate things.

I saw a lot of love for the performance management dashboards that show visibility on goals, feedback, and upcoming assessments. That kind of visibility goes a long way when you’re prepping for comp conversations or trying to spot performance patterns across a team.

Along with performance dashboards, review status tracking, and historical data also stood out as the most appreciated and highest-rated features on G2. I also came across several mentions of how responsive the BambooHR support team is. Users said they were able to get help quickly when questions came up, which made both the initial rollout and ongoing day-to-day use feel a lot smoother.

However, a few users noted that while BambooHR handles the basics well, they ran into limits when trying to customize review templates, tailor feedback questions, or set up more advanced evaluation flows. It’s not that the functionality is missing; it’s just fairly lightweight, and some teams are hoping for continued improvements.

Other G2 reviewers also pointed out that while BambooHR works great for smaller teams, it doesn’t always scale seamlessly as companies grow. Configuring multiple entities or more complex org structures can take extra effort.

That said, for small to mid-sized teams focused on getting the review process up and running without overcomplicating it, BambooHR is still a strong choice. In fact, if you’re searching for the best performance management software for small tech startups or IT services firms, BambooHR is one of the most consistently recommended options on G2.

With a 4.4 out of 5 rating on G2 and 96% of users rating it 4 or 5 stars, most teams feel the platform delivers exactly what they need without the bloat.

What I dislike about BambooHR:

• As per G2 reviews I analyzed, BambooHR covers the essentials, but some users felt boxed in when they needed more flexibility, especially around tailoring review formats, feedback questions, or setting up more advanced performance workflows.
• A few reviews pointed out that while it’s a great fit for smaller teams, it may take more work to adapt if you’re growing fast or managing more complex org structures, like multiple entities. Still, for teams focused on getting the core processes right, I think it strikes a good balance.

What G2 users dislike about BambooHR:

“It serves all the basic HR functions, but it’s too basic.”

– BambooHR Review, Alex T.

Culture Amp is one of the few performance platforms that started with engagement and feedback at its core, and it shows. It’s known in HR circles for helping companies turn performance management into something more consistent and people-first, not just a once-a-year formality.

Based on the G2 Data I saw, Culture Amp is especially well-suited for mid-market and enterprise teams, which make up more than 90% of its user base on G2. It’s also widely used in industries like software, IT services, marketing, and finance. In fact, along with BambooHR, Culture Amp consistently ranks among the most recommended performance management systems for IT services.

Beyond the basics, like reviews, goal-setting, 1:1s, and tracking, BambooHR’s Perform module distinguishes itself through its intuitive support for continuous feedback. Requesting feedback, giving it in the moment, and tying it to individual or team goals all feel like part of the everyday workflow, not a separate process.

Managers can log notes from 1-on-1s, track performance context over time, and connect those insights directly to goals or feedback. The platform also supports cascading goals, which helps companies drive alignment across departments without needing complex workarounds. That aligns with the features G2 users rate highest: requesting feedback, continuous feedback, and goal-setting.

For global teams, Culture Amp supports 120+ languages, which makes it a great fit for companies scaling reviews across multiple regions. Another advantage? Like other top-rated performance tools, Culture Amp also earns high marks for usability, scoring 91% for ease of use on G2. 

But it does come with a bit of a learning curve, especially for new users navigating performance reviews, goal-setting, feedback, and engagement tools all in one place. Several users noted that with so much functionality built in, it takes time to get fully comfortable and unlock the platform’s full value. 

A few users also shared suggestions to improve the feedback experience itself, like adding more text formatting options, receiving feedback summaries by email, or having an easier way to find past feedback. These weren’t blockers, but more like features they’d love to see added.

Minor gaps aside, users consistently rated their experience with Culture Amp highly. In fact, 97% of users rated Culture Amp 4 or 5 stars on G2, and it holds a strong 4.5 out of 5 overall rating.

So, if you are part of a fast-growing company or an established organization that wants a more dynamic, people-first approach to performance, consider Culture Amp.  Especially for fast-scaling product and IT teams, It’s one of the best-rated employee review platforms for the software industry.

What I dislike about Culture Amp:

• I found reviews suggesting that the feedback tools could be more flexible. Things like customizing feedback forms, getting email summaries, or easily finding past feedback came up as areas that could use improvement.
• I also saw some users saying there’s a learning curve, especially for new users, given the number of features the tool offers. It can take time to settle in fully.

What G2 users dislike about Culture Amp: 

 “How can we get a feedback copy via email if someone shared it in Culture Amp? Adding that would be more beneficial,” 

– Culture Amp Review, Shiv Pratap S. 

Workhuman has been around since 1999, which makes it one of the longest-standing platforms in this space. T hat kind of longevity shows in how thoughtfully it’s built, especially for large, global organizations.

To me, it’s best understood as a  social recognition and employee experience platform that has since added performance features. Its roots are in peer-to-peer recognition, rewards, and celebrating everyday impact. In fact, “Social Recognition” is part of the product name for a reason.

Based on what I gathered from G2 data and user reviews, it’s especially popular with enterprise teams, which make up 77% of its user base, and it’s widely used in industries like IT, pharmaceuticals, and software, sectors where employee recognition and structured feedback loops are deeply embedded into company culture.

Feature-wise, the platform covers the standard elements of performance management like continuous and anytime feedback, check-ins, adding agenda and priority items, sharing progress, reporting, and analytics, but what I really appreciated was how recognition is organically built into the flow.

I’d describe Workhuman as layering lightweight performance features on top of a recognition-first foundation, and that framing really aligns with how users talk about it. According to G2, public praise is Workhuman’s highest-rated feature, with 91% satisfaction, and continuous feedback and 360° reviews are both rated at 89%. 

That said, based on what I saw in G2 reviews, there are still a few areas users would like to see improved. One theme that came up often was search and filtering for past recognitions. In a large organization where hundreds of shoutouts happen each week, finding a specific message or looking up recognition history can take more effort than it should.

Some users also pointed to limitations in reward redemption, particularly around gift card availability or regional delays. While that’s not directly tied to performance management, it’s still part of what makes the recognition experience feel complete. That said, most users still found the overall platform meaningful and easy to engage with.

Workhuman holds a 4.7 out of 5 G2 rating, and 99% of users rate it 4 or 5 stars, which is impressive for an enterprise-scale tool with this level of reach.

So, if you’re an enterprise organization looking to build a feedback and performance culture around real-time recognition, Workhuman is one of the most mature and purpose-built platforms I’ve seen. 

What I dislike about Workhuman Social Recognition:

• One theme I noticed in the reviews was that users wanted better search and filtering for past recognitions. In big teams with a high volume of shoutouts, finding specific messages takes more work than it should.
• Quite a few users mentioned issues with reward redemption, mainly around limited gift card options or delays in certain countries. From what I saw, it’s not a performance-specific issue and also a minor gap, but it does affect the overall recognition experience, especially for global teams.

What G2 users like about Workhuman Social Recognition: 

“While the platform is generally user-friendly, the search and filtering features could be more robust, especially when trying to find past recognitions or browse by specific teams or values. Occasionally, notifications can feel excessive or redundant, particularly in large organizations with high activity. Additionally, some customization options for rewards or branding could be more flexible to better align with unique company cultures..“

– Workhuman Social Recognition Review, Pranava A 

I know Rippling as a modern HRIS and payroll platform. It’s one of the best-known names in the space, especially for fast-scaling companies that want to manage everything from onboarding to global EOR from a single system.

But what surprised me is how capable it’s become as a performance management tool, too. It deeply integrates it into how companies manage people, goals, and compensation. 

You can set up performance cycles in minutes and run them the way you want, without needing workarounds. You can assign goals and OKRs, align them with departments,  teams, or specific groups, and track progress in real time, all inside the same system you’re using for onboarding, payroll, and compliance. Everything from structured 1:1s to the admin tools for reporting and sharing outcomes with managers is available. 

Where Rippling really differentiates is in how performance connects to compensation. You can calibrate ratings, assign merit increases, and even push remuneration changes directly to payroll. For teams that manage comp cycles at scale, this removes a lot of the manual work (and human error) that comes with jumping between spreadsheets and systems, in my view.

According to G2, review status tracking is one of Rippling’s highest-rated features, alongside requesting and giving continuous feedback.

While Rippling earns high marks for its functionality and depth, I did notice a few recurring themes in the reviews about usability. Some users mentioned that while the interface looks clean, navigating between modules could feel a little clunky at times. A handful of reviewers said they had to click around more than expected to find what they needed.  It wasn’t a blocker by any means, but it’s something teams noticed when using the platform more heavily.

The mobile app also came up quite a bit. People liked being able to access Rippling on the go, especially for quick tasks, but some users felt the experience could be improved to match the polish of the desktop version. It just sounds like there’s room to refine it as the product continues to grow.

On the whole, Rippling has an impressive 4.8 out of 5 overall rating on G2, with 98% of users giving it 4 or 5 stars. Based on everything I’ve seen, it earns that trust.

If you’re already using Rippling for HR or payroll, enabling performance is a natural next step. And if you’re evaluating tools that can scale with your team, it’s one of the few platforms that truly connects performance, compensation, and operational workflows in a way that’s both powerful and easy to manage.

What I dislike about Rippling:

• A recurring theme I saw in G2 reviews was that the interface, while clean, isn’t always intuitive. Some users mentioned it took extra clicks to find what they needed, especially when navigating between different modules.
• The mobile app also came up in several G2 reviews. While users liked having access on the go, they felt the experience didn’t quite match the desktop version. 

What G2 users dislike about Rippling: 

“The only downside that I would list is that the GUI is sometimes a little bit confusing, but they have recently updated it to make it easier to find what you need. I am so glad they listen to their clients!”

– Rippling Review, Jason L.

I’d heard of HROne as a broader HR and HCM platform before, but digging into the performance management side of things really showed me how much the product has evolved.  

It’s especially popular with mid-market (57%) and enterprise (36%) teams, and it’s used widely in industries like manufacturing, education, and financial services where accountability, structure, and detailed reporting matter a lot.

From what I’ve seen, it works best for teams that want clarity. It handles the essentials like OKRs, continuous feedback, 360s, and status tracking, and ties them together with automation that helps the process stay on track.

You can automatically trigger goal cycles for new hires, use predefined templates to simplify setup, and align OKRs by department, team, or even role. I liked that the platform offers real-time feedback based on initiative completion and supports structured 1:1s with a built-in Plan, Progress, Problem model to guide conversations.

One thing I haven’t seen commonly in the other tools is that HROne includes a built-in 9-Box Matrix for mapping performance and potential. It’s a smart addition if you’re thinking about succession planning or trying to identify future leaders, not just manage reviews.

Its AI features, like automated summaries, text generation, and dashboards, and reports are also some of the highest rated on G2. Even its lowest-rated features, like public praise, historical data, and customizable forms, score 95% or higher, which is well above the category average.

That said, the reviews did surface a few things. Some users mentioned that the platform can slow down during peak hours, especially when pulling reports, running analytics, or after an update.

A few G2 reviewers also asked for more flexibility in customizing non-performance elements, like the homepage layout or employee profile section. There were also some mentions of limitations around uploading organization videos or documents directly to the platform. None of these were dealbreakers, but they did come up enough to suggest there’s room to expand UI personalization as the product continues to grow.

HROne holds a 4.8 out of 5 rating on G2, with 100% of users rating it 4 or 5 stars. While it’s primarily adopted by India-based organizations, its performance features are strong enough to hold their own alongside global platforms.

So, I’d say HROne is absolutely worth exploring if you’re looking for a system that brings structure, automation, and long-term planning into one workflow.

What I dislike about HROne:

• Some users mentioned the platform can slow down during peak usage or after updates, especially when running reports or uploading files. It’s not a dealbreaker, but it’s something to be aware of if you rely on heavy data.
• I also saw a few requests for more flexibility when it comes to customizing the homepage, profile layout, or uploading media. The performance tools are strong, but the UI could be a bit more adaptable for teams that want full control.

What G2 users dislike about HROne: 

“It works slowly during new releases. The support team takes 2 days to resolve the issue. The time office module needs to be more innovative.”

– HROne Review, RK. 

For a platform known for payroll, I found Paylocity’s performance tools are surprisingly collaborative. According to G2 Data, the platform has strong traction with mid-market teams, who make up 80% of its user base, and it’s commonly used across industries like healthcare, nonprofits, HR services, and IT. 

Goals, feedback, reviews, and recognition are all part of the package. Like most modern platforms, Paylocity lets managers and employees collaborate on goals, track progress, recognize employees, and carry that context into review cycles. Dashboards, historical data, and public praise are some of the highest-rated features on G2. 

What stood out to me, though, is the journal feature. Employees and managers can log reflections, wins, or updates using text or even video, which makes career conversations feel more human and less transactional.

It also provides tools like sentiment analysis for reviewers to help them understand their tone better. What’s more? It also incldues market compensation benchmarks, helping to ground conversations in both data and context. 

It also includes a 9-box talent assessment tool, much like HROne, useful for spotting high-potential employees and planning for future leadership roles as well as recognition and rewards tool for employee recognition. 

Overall, most teams seemed happy once the platform was up and running. But the reviews did flag a few consistent pain points on G2. Several mentioned that support response times could be slower than expected, with some needing to follow up more than once to get a resolution. A handful noted they often figured out solutions themselves before hearing back.

There were also comments around customization, particularly in building reports or adapting workflows to better match internal processes. A few teams found implementation a bit uneven, especially when launching multiple modules at once. Still, once it’s up and running, Paylocity appears to deliver reliably

According to G2 Data, it has a 4.4 rating out of 5, and 93% of users rate it above 4 stars, which speaks to how well it delivers once it’s set up and running. So, if you’re looking for a tool that brings performance, payroll, and  HR into one ecosystem,  Paylocity is a strong option for mid-sized teams.

What I dislike about Paylocity:

• A few G2 reviewers said support can be slow or inconsistent. I saw multiple mentions of having to follow up more than once.
• Some teams wished for more flexibility when it came to customizing reports or tweaking workflows. I came across a few reviews where users said they wanted more control over the kind of reports they wanted over the standard templates provided.

What G2 users dislike about Paylocity: 

“Customer support at Paylocity is outstanding for resonsiveness, however, I do have issues with their efficency at problem solving. It often takes weeks if not months to resolve an issue from beginning to end. I also find it frustating to see modules rolled out to customers that still have a large amount of internal bugs and issues. EX: Workflows.”

– Paylocity Review, Kylie U. 

I went into Performance Pro expecting a more traditional performance management tool given its name and honestly, that’s exactly what Performance Pro seems to aim for. It’s not flashy, but it’s focused. And for teams that want a reliable, structured system for running performance reviews, setting goals, and managing employee development, it checks a lot of boxes.

What stood out to me in the G2 reviews is how many users mentioned the simplicity and clarity of the platform. People found it easy to get started, navigate, and actually complete reviews without a steep learning curve. 

It’s also popular in highly regulated industries like banking, finance, and nonprofit, where documentation and consistency matter. According to G2, it’s used most by enterprise teams (40%) and mid-market orgs (34%), which makes sense given how much structure it brings to the process.

Performance Pro also scores high where it counts. Features like goal-setting, dashboards and reports, and company OKRs all rate above 88% satisfaction. And even its lowest-rated features, like customizable forms, public praise, and 360 reviews, score decently (between 78% and 83%), which suggests that while the experience is solid across the board.

That said, there are some things users consistently called out. One recurring theme was the interface. While it’s functional, several reviewers felt the design was outdated and wished for a more modern design.

I also saw quite a few reviews focused on the goal-setting experience. The tools are there, but some users said the process felt more rigid than helpful. Some users said the process can feel confusing, ike not being able to edit goals after marking a review ready, or not seeing past goals while entering new ones. A bit more flexibility and in-app guidance could go a long way here.

Overall though, the sentiment is generally positive. In fact, 92% of G2 users rated it 4 or 5 stars, and it holds a 4.4 out 5 overall rating. If you’re looking for a no-nonsense performance management platform that’s built to keep reviews on track, especially in financial or regulated environments, Performance Pro is a solid pick.

What I dislike about Performance Pro:

• A few users said the interface feels a bit dated and clunky. I noticed some feedback about having to click around more than expected or not always landing where you need to.
• Goal setting came up as a sticking point in my analysis. it works, but people wanted more flexibility and clarity, like being able to edit after submission or reference previous goals more easily.

What G2 users dislike about Performance Pro: 

“The format and look seem a little outdated. it could use a little bit of a modern look and feel. Overall function is fine.”

– Performance Pro Review, Verified User in Banking Sector. . 

If you’re looking to support your team beyond just performance, check out G2’s top-rated corporate wellness tools to help round out your people strategy.

Soundarya Jayaraman

Soundarya Jayaraman is a Content Marketing Specialist at G2, focusing on cybersecurity. Formerly a reporter, Soundarya now covers the evolving cybersecurity landscape, how it affects businesses and individuals, and how technology can help. You can find her extensive writings on cloud security and zero-day attacks. When not writing, you can find her painting or reading.