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Engagedly helps HR leaders, managers, directors, VPs, and CXOs—from fast-growing startups to Fortune 500 companies—boost employee performance, engagement, and development.
Ideal for companies with 500+ employees, SuccessFactors is built around employee experiences to help businesses manage core HR, payroll, recruiting, learning, workforce planning, and more.
It also allows for team members to request and give "Feedback", which can be great for transparency and personal growth. This software is also great for yearly, quarterly, etc. performance reviews.
The only con is that its a stand alone software and not built into other payroll or HR platforms.
I love how user friendly this software is to navigate. I also love that there are many different options (posting, praising, polling etc).
As an administrator, I have a difficult time pulling analytics besides the dashboard information, and sometimes the dashboard information is confusing/inaccurate.
Engagedly has been both the best too and the best vendor that Performance Optimization has worked with in a long time.
It limits this option and makes it difficult for us to share team events and team member profiles.
If I do run into an issue or have a question, the support team has been outstanding. You email them and the follow up and resolution is always prompt.
Haven't noticed any improvements needed at this time.
It has a clean dashboard with a to-do list. It's great for setting goals and performance reviews; it provides a nice timeline and lets you know exactly which stage it's in.
Contract lacked missed a lot of items. I had to rephrase and approach SAP multiple times to add all the missed items.
This is a good solution if you can be flexible with your process. Do not over-customize if you ever want help from support again.
The customer support is awful. To put in a ticket, you have to research the topic on their site before it lets you submit a ticket.
The best feature of SuccessFactors was that it was a operationally stable, cloud-native software when competitors were finding their footings with SaaS model and ensuring high availability.
Our platform is outdated and we'd have to pay a rather obscene amount of money to get it up-to-speed with other clients.
It is a product with rapid implementation and can be launched from different platforms. It is easy to use and has great reporting capabilities to meet compliance requirements globally as well.
It take a bit to load everything. Clicking the wrong thing will waste around 30 seconds to get back to where you wanted to be.
Justin: Hi, my name's Justin. I'm a Senior Manager II of talent acquisition for Capgemini Engineering, and I would rate SAP SuccessFactors HXM as a four out of five. So previous to SAP SuccessFactors, we were using a number of different applications. And that was the main issue and pain point, was that they didn't hand off to one another or talk to one another. So that was ADP Workforce Now, Taleo Oracle edition, and then also two homegrown proprietary systems that we were using for onboarding as well as workforce management. So the reason that we chose SAP SuccessFactors was, in a post-COVID world, you really have to have the ability to, in a remote manner, engineer and manage the whole employee lifecycle. And we thought that SAP SuccessFactors certainly allowed us to do that and configure the system to our needs and specs. So configuring SAP SuccessFactors was pretty painless. We had the help of both our internal team as well as our client success and implementation teams at SAP. The pain point that we had was the user adoption. It is something that allows you to have the full lifecycle view, so getting the team acclimated to being able to find what they needed at any given time, as well as make it muscle memory to really utilize it to all of its capacity was our main pain point. We've overcome that now. We just finished our first annual performance management lifecycle. And it went very smoothly, so it was a win in the end. The recommendation I would have for anyone considering SAP SuccessFactors for their business is to certainly put the due diligence and time in upfront, have an idea of what you want it to look and feel like, so that the usability is something that doesn't get in the way of what it's meant for, which is to have that full lifecycle view, and truly utilize it as a payroll performance management and applicant tracking system. If you think about that all upfront and you're prepared to do the due diligence and put some time in to configure the system, it really is a value add for your organization and, most importantly, for your employees.
Engagedly
Top FeaturesSAP SuccessFactors HXM Suite
Engagedly
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SAP SuccessFactors HXM Suite
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