Boost Employee Performance & Build Better People Leaders

Drive better feedback conversations, align goals and promote informed and justified reviews with HRSoft’s pay for performance solution.

A screenshot of HRSoft's pay for performance software
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Graphic showing the pay for performance cycle: establish and track goals, share feedback and tie performance to compensation
A screenshot of HRSoft's pay for performance software that highlights the ability to create goals, establish public goals and connect individuals


Goals involve corporate, team, and individual objectives that can shift over time. Pay for performance software enables you to align, manage, execute and meet goals by:

  • Allowing teams to create, modify, add and achieve goals all year long.
  • Providing goals that are simple to manage and update regularly.
  • Connecting individuals to enable cross-functional execution.
  • Making important goals public and shared to improve coordination efforts.


Provide employees visibility into how their goals align with the rest of their team and organization – and managers the tools they need to manage, engage with and communicate feedback to the people they lead. With our flexible pay for performance software, you can:

  • Simplify the popular objective and key result (OKR) methodology.
  • Keep the team in sync with frequent check-ins and straightforward annual reviews. 
  • Provide rapid and timely feedback through configurable scorecards.
  • Consolidate views of past feedback for streamlined and non-biased reviews.
A screenshot of HRSoft's pay for performance software that highlights annual reviews, scorecards and feedback consolidation
A screenshot of HRSoft's pay for performance software that highlights performance metrics, team-based incentives and compensation and rewards


Motivate your top employees by tying their performance to compensation. This helps to enhance employee engagement and retention throughout your enterprise. Here’s how it works:

  • Link compensation and rewards to an employee’s achievements.
  • Set clear performance metrics so employees always know where they stand.
  • Establish different levels of performance achievement to incentivize employees.
  • Implement team-based incentives to encourage collaboration.
"We selected HRSoft because we wanted a performance management tool that was web-based and user friendly. When we implemented, our managers and Human Resources department were very impressed with the level of service provided during the design and implementation phase. HRSoft really learned our organization’s needs and helped us eliminate the pains of using a paper based performance process."
- Regional Transportation Authority
Administrator, Training & Employee Development
A graphic of the full compensation lifecycle and the HRSoft tools that are involved: pay for performance, total rewards communication, analytics, pay equity and benchmarking


Since performance and compensation are intricately linked, you need solutions that communicate with each other to eliminate guesswork and simplify processes.

We bundle our performance and compensation management solutions together to ensure streamlined operations that keep compensation at its core. With the HRSoft ecosystem, you can:

  • Sync data between solutions to keep everything up to date.
  • Integrate software with your broader HR tech stack.
  • Add powerful functionality and flexibility to your core HRIS and HCM.
  • Scale and adapt your HR suite as your organization grows.


What Are Pay-for-Performance Plans?

Pay-for-performance plans are a kind of pay strategy where an employee is compensated based on their individual performance and the organization’s overall performance. The better the performance, the higher the reward. A pay-for-performance plan typically involves clear objectives, a comprehensive performance process and software to keep track of performance.

What Is the Pay-for-Performance Model?

The pay-for-performance model incentivizes employees to meet their performance goals by offering a monetary reward, such as a spot bonus. Some models involve benchmarks so that employees earn a higher reward as they reach certain goals. A pay-for-performance model often includes evaluation forms, clear communication, and ongoing coaching and training.

What Is Performance Management?

Performance management is a tool corporations leverage to make sure goals are met efficiently and effectively. For example, managers use performance management to measure employees’ performance. In addition, managers provide frequent feedback and communication to help employees reach their goals.

Why Are Performance Management Systems Necessary?

Performance management systems are necessary because they help organizations meet their goals. Organizations can reach their objectives when employees, resources, and systems are properly aligned. But to accomplish this, managers need to communicate the goals to employees so everyone knows their part in the process.

How to Introduce a Performance Management System to an Organization

To successfully introduce a performance management system to an organization, start from the top down. First, educate your managers about the system’s purpose and tell them when to expect the rollout to employees. Then inform employees about the solution and explain how it benefits them. Throughout this process, make sure to allow for questions and concerns so you can adequately address them before rollout.

What Is Performance Management Software?

Performance management software is a solution that aims to boost an organization’s performance by fostering employee productivity. It allows teams to manage feedback, goals and performance collaboratively. The result is that employees feel valued and heard, which drives engagement and productivity.

Why Is Performance Management Important?

Performance management is important because it helps organizations remain profitable and retain employees. An organization can only meet its goals and objectives when employees are on the same page and work together to achieve desired outcomes. That’s why organizations incentivize employees to meet their individual goals. And when employees are recognized for their hard work, they are happier and more engaged, which increases the likelihood of them staying with the organization.

How to Measure Performance Management

There are various methods for measuring performance management: a numeric rating system, self-evaluations and peer reviews. Implementing a numeric rating system gives managers and employees an easy way to score how an employee is performing. Self-evaluations allow employees to reflect on their individual performance. And peer reviews give insight into how fellow workers view an employee’s performance.