Corporate Performance Management Software Statistics 2025

In the dynamic and ever-evolving corporate environment, understanding the metrics that drive performance is more critical than ever. Corporate performance management (CPM) software has become an indispensable tool for organizations striving for agility, precision, and informed decision-making. As we look forward to 2025, the landscape of CPM software promises to bring even more robust capabilities, offering stakeholders deep insights into their operational effectiveness and strategic positioning. Analyzing the latest statistics surrounding CPM software’s growth and adoption will shed light on its burgeoning importance and influence on the business world.

For a wide range of stakeholders—from C-suite executives and financial analysts to IT managers and business consultants—these statistics offer invaluable information. Executives can harness this data to steer their companies towards better financial health and strategic success, while IT managers and consultants can leverage insights to recommend and implement cutting-edge solutions tailored to organizational needs. As the industry continues to integrate advanced technologies such as predictive analytics and artificial intelligence, the implications of this data extend further, impacting investment decisions and competitive strategies across various sectors.

By delving into the key statistics surrounding corporate performance management software in 2025, businesses can gain a nuanced understanding of industry trends, identify opportunities for improvement, and craft strategies that are resilient and forward-thinking. This data is not merely informative but transformative, equipping stakeholders to navigate the complexities of the modern business landscape with confidence and proficiency.

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Top Corporate Performance Management Software Statistics 2025

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Historical Context And Development

• The concept of corporate performance management was first described by Eliyahu Goldratt in his 1984 book, “The Goal” [?].
• Corporate performance management (CPM) as a term was coined by Gartner in 2001 [3].
• In 2017, Gartner retired the term corporate performance management after realizing that companies were focusing only on point solutions for specific CPM software processes, like financial reporting and planning [3].

Employee Engagement And Feedback

• 70% of the variance in employee engagement can be attributed to managers [2].
• 43% of highly engaged employees receive feedback at least once a week [2].
• Highly engaged employees are 87% less likely to leave their roles [2].
• Companies that rank in the top quartile for employee engagement are 23% more profitable than those in the bottom quartile [2].
• Companies that give feedback consistently report turnover rates that are 14.9% lower than for employees who receive no feedback [2].
• 92% of employees want feedback more often than just once a year [2].
• If they felt they received an unfair performance review, 85% of employees would consider quitting [2].
• 77% of human resources leaders say annual reviews are not an accurate representation of employees’ work [2].
• 84% of highly engaged employees say the last time they went above and beyond at work, they received recognition, compared to 25% of actively disengaged employees [2].
• 37% of employees say if they received more personal recognition, they’d feel encouraged to produce better work [2].
• 69% of employees say they would work harder if they felt recognized [2].
• Only around 50% of employees strongly agree they know what’s expected of them at work [2].
• 86% of professionals would switch jobs if they were offered more chances for professional development [2].
• Engagement is 15% higher and retention is 34% higher when employees have access to growth opportunities [2].
• 94% of employees will stay with a company longer if it invests in their development [2].
• 70% of companies say there should be a stronger link between performance management and other talent considerations [4].
• 84% of managers agree that burnout needs to be addressed through performance management [5].
• Companies adopting continuous performance feedback significantly outperformed the competition by 24% [5].
• Only 14% of employees claim they are motivated by traditional performance reviews [5].
• 37% of employees claim they would put in more effort at work if they received more praise from their leaders and employers [5].
• 82% of employees say they want to be regarded as people, not just workers in their different organizations [5].
• 75% of employees who receive feedback from their employers claim that it influenced their success at work [5].
• 53.7% of organizations affirmed that improving customer experience led to an increase in customer loyalty [5].
• 29% of organizations that use peer review feedback reported it had the most positive effect when it was ongoing rather than given at certain times of the year [5].
• Employee engagement has been shown to reduce theft in organizations by 28% and accidents by 64% [5].
• 22% of remote workers claim it is hard to unplug after work [5].
• In a survey in 2021, only 65% of employees felt engaged in their work [5].
• Organizations with continuous performance processes are 39% better at attracting top talent and 44% better at retaining talent [5].
• Companies and organizations with greater-than-average employee engagement reported 27% higher earnings and 38% higher productivity [5].
• Statistics have shown that removing performance ratings can lead to a 4-10% decrease in employee performance [5].
• Inclusivity has been seen to be a critical metric in determining employees’ performance as of 2021 [5].
• 87% of employees say they want to work from home at least one day of the week [5].

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Software And Market Trends

• The global corporate performance management (CPM) software market size was USD 7.5368 billion in 2021 and is expected to reach USD 40.564 billion in 2031, exhibiting a CAGR of 17.12% during the forecast period [8].
• The corporate performance management (CPM) software market share in North America is anticipated to increase at the greatest CAGR between 2021 and 2031 [8].
• Oracle’s Corporate Performance Management suite was acquired from Hyperion in 2007 [7].
• Pigment is an enterprise-grade business planning platform providing users with a 360 view of the business, updating its financial models in real-time, and allowing users to run what-if scenarios at the click of a button [7].
• The performance management software market will increase from $2.29 billion in 2019 to $5.82 billion by 2027 [6].

Key Performance Management Statistics

• Only 21% of employees feel their performance metrics are within their control [9].
• Employees are 3.6 times more motivated when they receive daily (rather than annual) feedback [9].
• 47% of employees receive feedback only a few times a year or less [9].
• Performance reviews worsen performance more than a third of the time [9].
• 60% of companies that report having an effective performance management system perform better than their competitors [9].
• 63% of remote workers who receive feedback from their managers multiple times a week are engaged [9].
• High employee engagement can greatly impact a company’s bottom line, increasing profitability by up to 23% [10].
• 84% of employees report being more engaged at work when they’ve received meaningful feedback in the past week [11].
• High performers are 800% more productive than average performers in the same position [11].
• Companies with continuous performance feedback were 50% more satisfied than those relying on an annual system [5].
• 36% of engaged employees are enthusiastic about their jobs and willing to offer extra efforts to make the business move forward [5].
• 10% of U.S. workers felt engaged after receiving negative feedback on the job [5].
• 30% of workers are so discouraged by negative feedback that they actively seek new employment [5].
• 75% of employees who receive feedback from their employers claim that it influenced their success at work [5].
• 45% of executive professionals have shown that customer experience is one of the most critical strategic performances [5].
• 53.7% of organizations affirmed that improving customer experience led to an increase in customer loyalty [5].
• 84% of HR departments said burnout was a significant issue that needed to be addressed using performance management [5].
• 29% of organizations that use peer review feedback reported it had the most positive effect when it was ongoing rather than given at certain times of the year [5].
• Employee engagement has been proven to have benefits such as an 81% decrease in absenteeism, an 18% increase in productivity, and a 10% increase in customer loyalty [5].
• Employee engagement has been shown to reduce theft in organizations by 28% and accidents by 64% [5].
• In a survey in 2021, only 65% of employees felt engaged in their work [5].
• 10% of managers spend a lot of time ensuring there is a set-out policy for performance management [5].
• HR teams with a continuous performance program are 50% more satisfied than those in companies that rely on an annual system [5].
• 85% of employees who receive weekly performance reviews are more engaged [5].
• Organizations with continuous performance processes are 39% better at attracting top talent and 44% better at retaining talent [5].
• Companies and organizations with greater-than-average employee engagement reported 27% higher earnings and 38% higher productivity [5].
• 59% of employees think traditional performance reviews have no impact on their personal performance [5].
• 47% of millennials started looking for a different job after receiving their performance review [5].
• The use of annual review systems decreased from 82% in 2016 to about 54% in 2020 [5].
• Research has shown that most managers delay up to 50% of workers’ reviews for up to 30 days [5].
• 49% of HR leaders are unprepared for emerging performance and management needs [5].
• 85% of employees who have weekly check-ins with their managers have also experienced higher employee engagement than employees who do not [5].
• Only 2% of employees feel disengaged with weekly check-ins from their managers [5].
• Statistics have shown that removing performance ratings can lead to a 4-10% decrease in employee performance [5].
• 36% of HR leaders struggle to maintain accountability regarding DEI (Diversity, Equity, and Inclusivity) [5].
• Inclusivity has been seen to be a critical metric in determining employees’ performance as of 2021 [5].
• However, 65% of employees clarified that they need and want more feedback [5].
• 87% of employees say that they want to work from home at least one day of the week [5].

Trends And Future Outlook

• According to Gartner, 56% of CEOs said digital improvements have led to revenue growth [12].
• The digital economy constitutes over 65% of the global economy, and global investment in digital transformation services and technology is expected to reach $2.3 trillion by 2023 [12].
• By 2025, about 70% of the US workforce will be mobile [13].
• In the USA alone, freelancers make up about 34% of the workforce [13].
• 70% of executives feel that remote and hybrid work will become permanent organizational features [13].
• By 2025, millennials will constitute 75% of the world’s workforce [13].
• 85% of organizations are at the forefront of performance management initiatives to enhance employee engagement and productivity [13].
• The Gallup poll reveals that a business with high employee engagement will achieve 21% more profits [13].
• Deloitte researched and proved that companies with proper performance management tendencies are, on average, 40% more likely to have above-average staff engagement [13].

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