7 Best Employee Feedback Software Compared for HR Teams
Key Takeaways
- brioHR is best for growing Malaysia and Singapore teams that want employee feedback software connected to pulse surveys, performance reviews, and the full HR record in one system.
- HiBob is best for engagement-first cultures that prioritize recognition, Employee Net Promoter Score (eNPS), and continuous feedback, though it has no native Malaysian or Singaporean payroll.
- altHR is best for Malaysian small and medium-sized enterprises (SMEs) that want a strong performance suite with objectives and key results (OKRs) and 360-degree feedback, but don't need built-in pulse surveys.
- Employment Hero, Workday HCM, and Swingvy suit broad HR ecosystems, large global enterprises, and smaller teams just starting to automate HR, respectively.
Annual reviews tell you how someone felt about last year. They rarely tell you how your people feel right now.
The best employee feedback software closes that gap. It turns one awkward yearly conversation into a steady stream of signals you can act on, ideally before good people quietly start looking elsewhere.
The short answer? brioHR is the strongest all-in-one pick for growing teams in Malaysia and Singapore. HiBob wins on engagement depth, altHR on local performance features, and Workday HCM on enterprise scale.
Below, we compare seven employee feedback platforms on features, pricing, and real user reviews, so you can find the right fit fast.
Employee Feedback Software Comparison: Best Options in 2026
Not every employee feedback platform solves the same problem. Some are built for deep engagement surveys, others for performance reviews, and a few try to do both alongside payroll and leave.
Here's how the top seven employee feedback tools stack up at a glance.
| Tool | Best For | Standout Feature | Starting Price |
|---|---|---|---|
| brioHR | All-in-one HR plus feedback (MY/SG) | Pulse surveys, 360 feedback, and payroll in one system | From RM3 per employee/month |
| HiBob | Engagement-first cultures | eNPS, recognition, and continuous feedback | From $5 per employee/month |
| altHR | Malaysian SMEs wanting performance depth | OKRs, 360 feedback, and dashboards | From RM8 per employee/month |
| Employment Hero | Broad HR ecosystems (AU/MY) | Pulse surveys plus wide HR breadth | From USD $10 per employee/month (USD $100 min) |
| Swingvy | SMEs starting HR automation | Modern, mobile-first self-service | From RM10 per employee/month |
| HR2000 | Legacy payroll-first teams | Proven Malaysian statutory payroll engine | Custom quote |
| Workday HCM | Large global enterprises | End-to-end HCM with calibration | Premium enterprise pricing |
Notice the pattern? Most tools force a trade-off between feedback depth and everything else HR runs. brioHR is the exception, connecting pulse surveys and reviews directly to payroll, leave, and the employee record. If you want continuous feedback without stitching three subscriptions together, it's the natural place to start.
"Disengaged employees, what happens? Every day when we show up at work, they tell everyone how bad the company is, how bad the manager is, how bad everything is."
brioHR: Best for All-in-One Employee Feedback and Engagement
brioHR is an all-in-one human resource management system (HRMS) built for SMEs and growing companies in Malaysia and Singapore. It covers hiring, onboarding, payroll, leave, claims, attendance, performance, and engagement in one system. Today, more than 1,000 organizations across 50 countries use it.
What sets it apart? Employee feedback isn't a bolt-on. Pulse surveys, 360-degree reviews, and continuous feedback all sit inside the same platform as the data HR already manages every day.
brioHR Key Features
brioHR brings together the tools HR teams need to understand what employees are experiencing, then act on it. Here's where it stands out for employee feedback specifically.
Pulse Surveys and Anonymous Feedback
brioHR's pulse survey software lets HR teams and managers launch quick check-ins on the topics that matter most, from workload and wellbeing to manager support and team morale. You can start from a ready-made template or build your own questions, set the frequency and anonymity, and launch in a couple of clicks.
Employees respond on mobile or desktop with no training, which keeps participation high. All responses flow into a live dashboard, automatically organized and easy to read.
Managers get visibility into their own team's results directly inside the platform. No extra reporting step, and no delayed signals that arrive too late to act on.
Here's the payoff. Teams using the tool report four times faster sentiment analysis compared to manual spreadsheet methods. That speed is the difference between spotting a morale dip this week and finding out in next quarter's exit interviews.
Anonymity controls are built in, so sensitive topics get honest answers. If you're new to this, our guide on why you should run employee pulse surveys and the list of pulse survey questions to ask are useful starting points.
360-Degree Feedback and Continuous Feedback
brioHR's performance management module supports full 360-degree feedback cycles: self-assessments, peer reviews, manager reviews, and upward feedback, all inside one workflow. Nothing lives in a separate tool that HR has to reconcile later.
HR teams can customize each review cycle, set competency frameworks, and run calibration sessions to keep ratings fair across departments.
Goals and key performance indicators (KPIs) link directly to the feedback. So a review becomes a development plan, not a form that gets filed and forgotten.
Continuous feedback is supported too, not just the annual cycle. Employees and managers can exchange real-time feedback all year, capturing wins and course corrections while they still matter.
Because it sits in the same system as payroll, leave, and attendance, feedback history stays attached to the right employee record. When it's time for a merit review, managers aren't pulling data from three different systems. For a deeper look at the category, see our roundup of the best 360 feedback tools.
People Analytics and Reporting
Move past scattered spreadsheets and isolated survey results. brioHR's HR reporting software helps HR and leadership review engagement trends, track performance over time, and act with more confidence.
Custom report builders let teams slice data by department, grade, or tenure. Headcount dashboards, attrition analytics, and scheduled report emails keep stakeholders updated without a single manual export.
The real advantage is context. Because feedback data sits alongside payroll, attendance, and performance, you can connect dots that standalone survey tools miss, like whether a dip in a team's eNPS lines up with a spike in overtime or turnover.
That connection turns raw responses into decisions leadership will back. To understand what separates strong analytics from a basic dashboard, our guide on people analytics software breaks down the essentials.
brioHR Pricing
| Plan | Details |
|---|---|
| Modular pricing | Per-employee pricing based on modules and company size, starting at RM3 per employee per month |
| Custom quote | Tailored to headcount, workflows, and rollout needs. See current plans on the pricing page. |
Where brioHR Shines
- One platform for all of HR: Payroll, leave, claims, attendance, performance, and engagement sit in one connected system. Feedback flows into the same employee record as everything else, so there's no tool-stitching and no double entry.
- Feedback connected to performance: Survey results and 360 reviews link to goals, KPIs, and merit conversations. That connection between daily work and engagement data is where most standalone tools fall short.
- A partner, not just software: Sub-three-minute support response times and a 96% positive feedback rate. Real humans, not disappearing tickets, which matters most during review season.
Where brioHR Falls Short
- Better as a long-term investment than a quick fix: brioHR is built for teams committing to a proper HR and engagement system, not a one-off survey for a single review cycle.
- Sized for teams with real HR complexity: Very small teams (under 30 people) may not use enough of the platform to justify the full setup.
brioHR Customer Reviews
brioHR holds 4.7 out of 5 on G2 from 31 verified reviews and 4.9 on Capterra from 57 verified reviews. Reviewers consistently highlight easy implementation, strong analytics, and responsive support.
Who brioHR Is Best For
- Growing SMEs (50 to 500 employees): Teams replacing spreadsheets or fragmented tools who want one connected HR system.
- Mid-sized companies in MY and SG: Organizations that need local compliance plus strong reporting and feedback tools.
- HR teams moving toward strategic HR: Those who want to automate admin and focus on performance, engagement, and retention.
HiBob: Best for Modern Engagement-First Cultures
HiBob (Bob) is a mid-market HR platform built for fast-growing, people-first companies. Its performance and engagement tools are among the strongest on this list. The catch for local teams: it has no native Malaysian or Singaporean payroll, so you'll need a separate solution for statutory compliance.
HiBob Key Features
Engagement Surveys, eNPS, and Recognition
HiBob's engagement module includes pulse surveys and eNPS built in, plus a recognition and kudos system for peer-to-peer appreciation. This is genuinely deep, not a token add-on.
360 Feedback and Continuous Check-Ins
HiBob supports 360-degree feedback, peer reviews, and continuous feedback workflows, alongside performance dashboards, OKRs, and calibration. Its clean interface drives strong adoption and higher response rates on surveys.
HiBob Pricing
| Plan | Details |
|---|---|
| Core platform | Starts from $5 per employee per month |
| Model | Custom global contracts based on baseline headcount, with tiered implementation fees and separate module licensing |
Where HiBob Shines
- Engagement and performance depth: eNPS, recognition, peer feedback, and continuous check-ins are natively connected.
- Modern user experience: A clean interface that drives adoption and response rates on 360 surveys.
Where HiBob Falls Short
- No native MY or SG payroll: Local teams still need a separate payroll system for statutory compliance, which adds cost and integration work.
- Higher price point: Harder to justify for SMEs that don't need the full engagement suite.
HiBob Customer Reviews
HiBob holds 4.5 out of 5 on G2 from more than 2,400 reviews and 4.6 on Capterra. Reviewers consistently praise the intuitive interface and the depth of its engagement and performance tools, which lift survey participation. The most common criticism is cost: pricing climbs at scale, and some reporting sits behind higher tiers.
Who HiBob Is Best For
- Mid-market companies with a strong people culture: Those that prioritize engagement, recognition, and continuous feedback.
- Teams already running a separate payroll tool: Companies that want a dedicated performance and feedback platform to complement it.
altHR: Best for Malaysian SMEs Wanting Performance Depth
altHR is a Malaysian HR platform that combines leave management with a real performance suite: OKRs, 360-degree feedback, KPI tracking, and performance dashboards alongside core leave, claims, and payroll. It's a strong choice for teams that want to go beyond tracking absence.
altHR Key Features
Performance Management and 360 Feedback
altHR offers OKRs, KPI tracking, 360-degree feedback, peer review, self-assessment, calibration, and performance dashboards. These are genuinely built out for the price tier, not surface-level features.
Leave, Onboarding, and Communications
You also get full leave application with multi-level approval, custom leave types, and Malaysian public holiday sync, plus digital onboarding, announcements, and a company calendar.
altHR Pricing
| Plan | Details |
|---|---|
| Pricing | From RM8 per employee per month, based on company size and modules |
Note: For an employee feedback comparison, one gap matters. altHR does not include pulse surveys or eNPS. If continuous engagement collection is a priority, that's a real limitation.
Where altHR Shines
- Strong performance suite for the price: OKRs, 360-degree feedback, and dashboards are genuinely built out, not token additions.
- Good onboarding coverage: Pre-boarding, checklists, and task assignment make new-hire workflows cleaner than most local tools.
- Malaysian-first compliance: Full support for local statutory contributions (EPF, SOCSO, EIS, and PCB) and the HRDF training levy, with religious leave types.
Where altHR Falls Short
- No pulse surveys or eNPS: There are no built-in engagement survey tools. For software evaluated as employee feedback software, that's the most significant limitation.
- No Singapore payroll: altHR is built for Malaysia, so companies with Singapore headcount will need additional tools.
altHR Customer Reviews
altHR is used by a range of Malaysian SMEs, who highlight a user-friendly interface and responsive support. On Capterra, one reviewer noted the "OKR and 360-degree feedback features are much more built out than I expected at this price point." On the downside, some users say the feature set can feel overwhelming at first, and there are no built-in pulse surveys for ongoing engagement.
Who altHR Is Best For
- Malaysian SMEs: Teams that want leave and performance management in one local platform and don't need built-in pulse surveys.
- Performance-driven HR teams: Companies moving beyond admin toward active talent development.
Employment Hero: Best for Broad HR Ecosystems
Employment Hero is an HR and payroll platform built around a wide employee engagement ecosystem. Unlike most tools here, it includes pulse surveys and employee recognition, alongside recruitment, onboarding, performance management, and self-service. It's best for teams that want breadth over tightly unified payroll.
Employment Hero Key Features
Pulse Surveys and Recognition
Employment Hero includes built-in pulse surveys and a recognition feature, plus 360-degree feedback in the performance module. That makes it one of the more complete feedback options on breadth alone.
Wide HR and Payroll Coverage
The platform spans payroll, timesheets, leave, claims, reporting, and an employee self-service portal. It's more horizontal coverage than most SME-focused tools offer.
Employment Hero Pricing
| Plan | Details |
|---|---|
| HR Premium | From USD $10 per employee per month, subject to a USD $100 minimum monthly contract |
| Malaysia guidance | Roughly RM8 to RM12 per employee per month, tiered by package and modules |
Where Employment Hero Shines
- Wide HR feature breadth: Covers recruitment, onboarding, performance, payroll, and engagement in one ecosystem.
- Modern employee experience: Self-service and engagement features are a genuine strong point.
Where Employment Hero Falls Short
- Payroll and HR not fully unified: Payroll was acquired separately, which can create friction between modules and a less seamless experience.
- Weaker localization in MY and SG: Support depth and compliance coverage can be inconsistent compared to regional specialists.
Employment Hero Customer Reviews
Employment Hero holds 4.4 out of 5 on Capterra from 239 reviews.
Who Employment Hero Is Best For
- HR-first organizations: Teams that want a broad platform with payroll included as part of the ecosystem.
- Teams in Australia or the UK: Markets where Employment Hero's localization and support are strongest.
Swingvy: Best for SMEs Starting HR Automation
Swingvy combines HR admin and payroll in a modern, mobile-first package. It's usually chosen by SMEs moving away from spreadsheets without stepping into a heavier platform. Its trade-off is depth, especially on feedback and performance.
Swingvy Key Features
Core HR and Mobile Self-Service
Swingvy handles payroll, leave, claims, attendance, and employee records, with strong iOS and Android apps. Mobile GPS clock-in, geo-fencing, and shift scheduling suit retail, hospitality, and field teams.
Lighter Performance Layer
Feedback and performance are thin. Swingvy supports basic review cycles and self-assessments, but there are no OKRs, KPI tracking, 360 feedback, pulse surveys, or performance dashboards.
Swingvy Pricing
| Plan | Details |
|---|---|
| Modular pricing | From RM10 per employee per month, depending on modules |
Where Swingvy Shines
- Modern, mobile-first experience: Clean apps make leave, claims, and clock-in easy, which drives adoption across teams.
- Solid day-to-day HR coverage: Leave, claims, attendance, and core payroll live in one place with full statutory support.
- Cleaner interface than most legacy local tools: Reviewers consistently call out ease of use.
Where Swingvy Falls Short
- Light performance and feedback: No OKRs, KPI tracking, 360 feedback, pulse surveys, or engagement analytics.
- No recruitment or deep learning and development: Job posting, resume parsing, and training records require separate tools.
Swingvy Customer Reviews
On Capterra, Swingvy reviewers highlight an easy-to-use, intuitive interface and solid local compliance for Asia-based teams. The common critique is depth: some note the feature set is limited and report minor bugs during setup.
Who Swingvy Is Best For
- SMEs starting HR automation: Teams that want clean core HR and payroll without heavy performance features.
- People-first teams: Companies that care most about usability and employee experience.
HR2000: Best for Legacy Payroll-First Teams
HR2000 is a long-standing Malaysian payroll and HR system covering payroll, leave, claims, time management, and appraisal, with employee self-service on web and mobile. Its strength is proven statutory payroll and broad bank compatibility (50+ formats).
For employee feedback, though, it's thin. There's no 360 feedback, no pulse surveys, and no OKRs or performance dashboards. The interface feels dated and users report slow loading. It's a cost-effective, stable choice for teams that prize familiar payroll workflows over modern feedback features.
Workday HCM: Best for Large Global Enterprises
Workday HCM is the enterprise gold standard, with end-to-end human capital management covering performance reviews, 360 feedback, calibration, succession planning, and engagement surveys. Its analytics and depth are hard to match.
The trade-off is cost and complexity. Implementation runs long and expensive, so Workday is best reserved for large enterprises (10,000+ employees) that can absorb the timeline. For most SMEs in Malaysia and Singapore, it's far more platform than the feedback job requires.
Listen to what your team is really thinking
Regular pulse surveys reveal what engagement surveys miss. Act on feedback before issues grow.
Employee Feedback Software vs Traditional Feedback Methods
Traditional feedback means the annual review, the suggestion box, and the occasional all-hands question. It's slow, easy to forget, and often too late to change anything.
Employee feedback systems flip that. They make feedback continuous, structured, and measurable, which is exactly what the research supports. According to Gallup research, employees whose managers give weekly rather than annual feedback are 5.2 times more likely to strongly agree they receive meaningful feedback.
The payoff is real. One large meta-analysis from Gallup found the most engaged business units see 23% higher profitability and up to 51% lower turnover than the least engaged. Feedback is how you get there.
| Traditional Methods | Employee Feedback Software |
|---|---|
| Once-a-year reviews | Continuous feedback and pulse surveys |
| Paper forms and spreadsheets | Live dashboards and sentiment analysis |
| Anonymous only in theory | Built-in anonymity that lifts response rates |
| Feedback disconnected from performance | Feedback linked to goals, reviews, and the employee record |
Key Features to Look for in Employee Feedback Software
Not sure what separates a strong platform from a checkbox feature? These are the capabilities that actually move engagement and retention.
Continuous Feedback, Not Just Annual Reviews
The single biggest upgrade over traditional methods is frequency. Gallup finds that only two in 10 employees strongly agree their performance is managed in a way that motivates them. Continuous feedback fixes the timing problem, letting managers coach in the moment instead of once a year.
brioHR handles this well, supporting real-time feedback alongside formal review cycles, so recognition and course-correction happen when they matter. Our guide on when to conduct performance reviews digs into cadence.
Pulse Surveys, eNPS, and Anonymous Feedback
Look for quick, repeatable pulse surveys with eNPS and true anonymity. These surface morale and sentiment shifts early, so you can identify concerns before they become retention issues.
This is a core brioHR strength. Templates, scheduling, anonymity controls, and a live results dashboard let HR launch a survey in minutes and read the room the same day. See our best practices for employee pulse surveys for a practical setup.
360-Degree Feedback and Review Cycles
Multi-rater feedback beats one manager's opinion. Look for self-assessments, peer reviews, manager reviews, and upward feedback in a single, customizable cycle, with calibration to keep ratings fair. If you're building this from scratch, our template on how to write a performance review helps.
brioHR runs all four review types in one workflow and connects the results to goals and KPIs, so feedback leads to a development plan rather than a filed form.
Survey Analytics, Sentiment, and Action Planning
Collecting feedback is the easy part. The value is in the analysis: trend lines, sentiment, and clear next steps. Prioritize tools with custom reporting and scheduled updates so insights reach leaders without manual exports. Our overview of people analytics software explains what strong analytics looks like.
brioHR turns survey and review data into dashboards for headcount, attrition, and engagement trends, giving HR the evidence to act with confidence.
How We Selected These Employee Feedback Platforms
We focused on tools that HR teams in Malaysia, Singapore, and the wider region actually shortlist, then judged them on what matters for feedback specifically. Three criteria did the heavy lifting.
Depth of Feedback and Engagement Features
We prioritized platforms with real feedback capability: pulse surveys, eNPS, 360-degree feedback, continuous feedback, and survey analytics. Tools offering only a basic review cycle scored lower, because a single annual form isn't employee feedback software in any meaningful sense.
Connection to Performance and the Employee Record
Feedback is far more useful when it connects to goals, reviews, and the digital employee file. We favored platforms where survey and review data live alongside the rest of HR, rather than trapped in a standalone tool that needs another integration.
Value, Support, and Ease of Adoption
Finally, we weighed price, support quality, and how easily employees adopt the tool. Low response rates kill feedback programs, so usability is not optional. For broader guidance, see our guide to choosing HR software in Singapore and what functions your HRIS should have.
Everything HR.
One login
From payroll to onboarding, brioHR gives you everything you need in one place. Built for busy teams. Backed by people who care.
Final Words on brioHR
If you take one thing away, make it this: the best employee feedback software is the one your people actually use, connected to the systems HR already runs.
For growing teams in Malaysia and Singapore, that's brioHR. It brings pulse surveys, 360 feedback, and continuous feedback into the same platform as payroll, leave, and performance, without enterprise cost or complexity. Pick HiBob for engagement-first cultures, altHR for local performance depth, or Workday HCM for global enterprise scale.
Feedback only helps if it leads to action, and action is easier to sustain when it lives where your team already works. If you're also focused on keeping good people, our guide on how to improve employee retention pairs well with a feedback rollout.
Conclusion
- brioHR is the strongest all-in-one pick for Malaysia and Singapore teams, connecting pulse surveys, 360 feedback, and performance to payroll and the full employee record.
- HiBob leads on engagement depth with eNPS, recognition, and continuous check-ins, but needs a separate payroll tool for local statutory compliance.
- altHR is a strong local performance option with OKRs and 360 feedback, but has no built-in pulse surveys or eNPS.
- The right choice depends on whether you need feedback embedded in your full HR stack, or a standalone engagement platform layered on top of existing systems.
FAQs
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