PeopleGoal | Pricing

BILLED ANNUAL

per user/month (up to 50 users)

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What's included in this price? Everything.

Performance Management
Engagement & Surveys
Development Plans & Reporting
Core HR & Onboarding
Include, Dedicated, Onboarding and Success Manager

Core HR & Onboarding

Give new hires the best possible experience.

Custom employee profiles

Build employee profiles with exactly the fields and data your organization needs. Custom profiles mean your team always has the right context on every person, in one place.
Integrations with HRIS / HRM systems

Sync employee data directly from your existing HRIS or HRM system so your records stay accurate without manual entry. One source of truth across all your HR tools.
Employee onboarding checklists

Assign structured checklists to every new hire so every onboarding step gets completed on time. Consistent onboarding produces faster time-to-productivity for every joiner.
Induction and orientation plans

Create structured plans that guide new joiners through their first days and weeks. A clear induction experience builds confidence faster and reduces early attrition.
Absence management

Track, request, and approve employee leave and absences in one place. Clean absence records keep payroll accurate and managers informed at all times.
Time tracking

Log employee working hours to support payroll, compliance, and project reporting. Accurate time data means fewer disputes and faster, cleaner payroll runs.
Custom reporting and analytics

Build reports on any HR metric to track trends, measure outcomes, and support decisions. The right data at the right time turns HR from a cost center into a strategic function.

Performance

Goals, feedback, reviews and one-to-ones. Manage & track performance.

SMART goals and Objective key results

Set SMART goals or OKRs and link individual targets to team and company objectives. When everyone can see how their work connects to the bigger picture, performance and alignment improve together.
360 and peer feedback

Collect structured feedback from peers, managers, and direct reports to give every review full context. Multi-source feedback produces fairer, more accurate performance pictures than manager reviews alone.
One-on-ones and check-ins

Run structured one-on-ones with shared agendas, notes, and follow-up action items. Regular, documented check-ins build stronger manager-employee relationships and catch issues before they escalate.
Performance reviews

Run customizable performance reviews with the forms, criteria, and participants your process requires. Reviews built around your actual process produce more meaningful outcomes than rigid templates.
Multi-manager assessment

Let multiple managers assess the same employee so every relevant perspective is included. Broader assessment coverage produces fairer evaluations and stronger development decisions.
Competency models

Define the skills and behaviors expected at each role or level to keep reviews consistent. Clear competency frameworks give employees a precise target to work toward and managers a fair basis for evaluation.
Peer recognition

Let employees recognize each other's contributions to build a stronger culture of appreciation. Teams that recognize each other regularly show higher engagement and lower turnover.
Performance analytics

See performance trends across individuals, teams, and your org to spot gaps and top performers. Org-wide visibility helps leadership make development and promotion decisions based on evidence, not instinct.
Custom reporting

Build reports on performance data to track progress, identify patterns, and share insights with leadership. Custom reports mean you always have the right cut of data for any stakeholder conversation.

Engagement

Surveys and tools to measure and manage employee engagement.

Employee engagement

Track employee engagement over time to spot trends before they become retention risks. Organizations that measure engagement regularly respond faster and retain more of their best people.
Employee Net Promoter Score (eNPs)

Ask employees how likely they are to recommend your company as a place to work and track the trend over time. A rising eNPS is one of the strongest indicators of a healthy, growing culture.
Diversity and Inclusion surveys

Run structured surveys to measure how included and valued employees feel across different groups. Consistent D&I measurement gives leadership the data to build a genuinely equitable workplace.
Employee well-being surveys

Check in on employee physical and mental well-being before small issues grow into larger ones. Organizations that measure well-being proactively see lower absenteeism and higher sustained performance.
Know Your Team (KYT)

Help managers understand their team's working styles, preferences, and needs through structured surveys. Managers who know their team members deeply build higher-trust, higher-performing teams.
Pulse surveys

Send short, frequent surveys to track how employee sentiment shifts week to week. Pulse data gives leaders an early warning system for engagement changes before they show up in attrition.
Culture surveys

Measure how well your company values show up in employees' day-to-day experience. Culture surveys turn abstract values into measurable data your leadership can actually act on.
New joiner surveys

Collect feedback from new hires during onboarding to continuously improve the joining experience. Every cohort of new joiners gives you fresh data to make the next onboarding even better.
Benchmarking

Compare your engagement and survey scores against industry benchmarks to see where you stand. Benchmarking turns internal data into competitive intelligence about how your culture measures up.

Development

Empower your employees with development opportunities.

Career paths

Show employees the skills and milestones they need to reach their next role. Visible career paths give employees a reason to grow within your organization rather than look elsewhere.
Employee development planning

Build individual development plans that connect each employee's growth goals to business priorities. Employees with a clear development plan are significantly more engaged and more likely to stay.
Performance improvement plans

Set up structured improvement plans with clear goals, timelines, and regular check-ins. A well-managed improvement plan gives every employee a fair, documented path to getting back on track.
Employee development goals

Set learning and growth goals that sit alongside each employee's performance objectives. Combining development goals with performance targets signals that growth is as important as output.
Training and learning plans

Assign learning plans and training resources to help each employee build the skills they need. Structured learning pathways close skills gaps faster and keep your team future-ready.
Succession planning

Identify and prepare high-potential employees to step into critical roles when they open up. Organizations with active succession plans fill key roles faster and with stronger internal candidates.
Skills gap analysis

Identify where employees lack the skills needed for their current or future roles. A clear skills gap picture lets you prioritize training investment where it will have the most business impact.
Custom reporting

Build reports on learning and development data to track progress and spot where support is needed. Custom development reports give HR and managers the visibility to intervene early and invest wisely.

You've Got Questions. We've Got Answers.

Do you have a free trial?

Yes we offer a 14 days free trial. You will have access to the entire product and our customer success team will answer any questions you might have. No limitations. No credit card details required.

Do you provide customer support?

Yes, we support available and numerous resources which we make available to every customer. These are the help center, FAQs and training. Enterprise customers have dedicated account managers and we provide email and phone support, admin and employee training and process consultations.

How long does implementation take?

Our average implementation cycle is between 1 to 6 weeks depending on your requirements and company size. Our team is specialised in accelerated delivery with SMEs and enterprises.

Is there a discount for yearly service?

Absolutely! We work closely with our clients to ensure that you get what you need from the platform, and we incentivize our most loyal customers to stay with us. Please reach out to your account manager or support representative.

Do you charge for implementation and training?

Our implementation cycle is fast—usually 1 to 6 weeks, depending on your needs and company size. Standard training is free, and we only charge for customized training under our Enterprise plan.

Is PeopleGoal GDPR compliant?

Yes – you can read about our approach to data protection here.

One Delightfully Simple Price for Everything