Where Leapsome falls short for people managers and HR
Leapsome gives managers a variety of tools for tracking employee performance, making it a competitive offering in this space. The platform’s main drawback is its lack of cohesion. Leapsome’s interface doesn’t flow well due to a limited user interface that customers describe as buggy, clunky, and in need of improvement.
Some Leapsome users struggle with issues like difficulty discovering settings and features and navigating the platform’s complicated interface. These issues disrupt workflows, resulting in frustrating experiences for managers.
The platform also lacks the maturity, robustness, and speed expected by large, dynamic organizations. For example, Leapsome doesn’t allow you to import a competency framework from Excel/CSV, meaning the process of creating skills and assigning them to frameworks is very challenging. Upon deeper inspection, teams find out the hard way that the platform is full of similar limitations.
What’s more, Leapsome lacks critical customization capabilities. For example, the platform doesn’t let users create holistic individual development plans that incorporate both long-term career goals with their shorter-term development areas. Users also frequently request new features from customer support, indicating the platform is out of sync with the needs of its user base. Leapsome tries to address these concerns by promising prospects unbuilt features, but unfortunately for the majority of its customers, Leapsome gives its small number of larger customers the most influence over the roadmap.
Making matters worse, Leapsome is difficult to administer and update, which significantly impedes scalability across larger organizations and more complicated processes. People managers need to invest hours of time into maintenance and upkeep of their people systems, since updating the platform is neither fast nor intuitive.
