Poor implementation, hopeful for roadmap and future functionality.
October 29, 2024

Poor implementation, hopeful for roadmap and future functionality.

Anonymous | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User

Overall Satisfaction with Paylocity

We utilize Paylocity for the majority of their modules - HR & Payroll, Time & Attendance, Recruiting, Onboarding, Reporting, Position Management, Performance Reviews, Compensation Administration, etc. We rely on Paylocity to manage the entire employee lifecycle.

Pros

  • Mobile app functionality for general employee use
  • Reliability of site and features
  • Features are clearly beta-tested and few IT issues arise
  • User-friendly interface
  • Punch editing is flexible and robust

Cons

  • Implementation is difficult, time consuming, confusing, and poorly managed
  • Some data entry needs to be done multiple times in multiple places
  • Interface can be redundant, making instructing employees difficult when there are 5 different ways to complete a task
  • Reporting is rigid, and focuses on over formatting data instead of producing simple, flexible data.
  • Some report types cannot be scheduled.
  • Time Off is confusing, difficult to edit and audit, and rigid.
  • Many modules require Paylocity to edit/fix/maintain on your behalf - fewer self-service options than previous system.
  • Recruiting platform needs significant improvements to increase efficiency. Our previous platform had far superior recruiting capabilities.
  • Paylocity seems to focus on "trendy" features instead of improving on features that HR professionals actually need. They need to consult actual, working HR professionals when creating their roadmaps. Less focus on community engagement, chat features, AI, early-pay, etc., and more focus on robust recruiting, easy to view payroll, limiting redundant tasks, and improving workflows and automation.
  • AI functionality should not be a priority. Most HR professionals understand that using language model AI can be dangerous when it comes to HR, and can provide incorrect information to employees and administrators alike.
  • Reporting takes more manual effort in reformatting and organizing data than it used to in previous systems.
  • Employees having greater timesheet functionality as far as corrections and edits reduces tracking of requests communicated via other channels. Employees can be directed on how to make changes themselves.
  • Fewer payroll errors are made due to bulk import options and robust auditing features.
  • Onboarding is seamless and easy to complete before/on the date of hire.
Paylocity's automation tools do not align with the types of tasks that we are looking to automate. We are looking to be able to communicate information seamlessly on a granular level, move through approval workflows with the ability to edit/amend rejected requests, and have onboarding contain all necessary Paylocity-specific tasks in one module. Time tracking is rigid and requires a lot of out-of-the-box solutions to meet our current structure, requiring significant manual work.
We do not use these functions, and do not think that these types of functions are worth the effort and developer time that Paylocity seems to invest in them. Most businesses have multiple streams of communication - email, chat, texting, phone, ticketing, Slack, etc., and adding additional streams of communication and recognition just requires more moderation and effort. Paylocity needs to provide the option to disable this functionality entirely - our employees receive notifications that we do not want them to receive and are unable to disable on our own.
We selected Paylocity because Rippling lacked a core integration that we required. We left Paycor due to poor IT management, unexplained glitches with no plans to resolve, and a general degradation in the functionality of the site. Paycor grew too fast too quickly, and did not appropriately test their modules in a demo environment, or evaluate the effects across modules.

Do you think Paylocity delivers good value for the price?

Yes

Are you happy with Paylocity's feature set?

Yes

Did Paylocity live up to sales and marketing promises?

No

Did implementation of Paylocity go as expected?

No

Would you buy Paylocity again?

No

Paylocity is well suited to teams that have the staff to manage it. We are a team of generalists with a number of different responsibilities to juggle, and Paylocity seems to be catered towards specialists who can manage their "lane". Learning and compensating for the different quirks and redundant tasks across modules is time consuming - it would be less of an issue if I only had to be concerned with one module. Implementation should also be led by an employee who can manage it full-time, rather than having a team manage it concurrently with their existing responsibilities.

Paylocity Feature Ratings

7.2
Employee demographic data
9
Employment history
7
Job profiles and administration
7
Workflow for transfers, promotions, pay raises, etc.
4
Organizational charting
6
Organization and location management
10
Compliance data (COBRA, OSHA, etc.)
Not Rated
7.3
Pay calculation
8
Support for external payroll vendors
Not Rated
Off-cycle/On-Demand payment
Not Rated
Benefit plan administration
Not Rated
Direct deposit files
9
Salary revision and increment management
5
Reimbursement management
Not Rated
4.7
Approval workflow
5
Balance details
4
Annual carry-forward and encashment
5
9.3
View and generate pay and benefit information
8
Update personal information
9
View job history
10
View company policy documentation
10
Employee recognition
Not Rated
2.0
Tracking of all physical assets
2
5.7
Report builder
4
Pre-built reports
9
Ability to combine HR data with external data
4
Integration with other HR capabilities ()
Not Rated
7.6
Performance plans
8
Performance improvement plans
8
Review status tracking
10
Review reminders
9
Multiple review frequency
3
7.0
Create succession plans/pools
8
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
6
9.5
New hire portal
9
Manager tracking tools
10
6.0
Corporate goal setting
Not Rated
Individual goal setting
8
Line-of sight-visibility
Not Rated
Performance tracking
4
5.8
Job Requisition Management
9
Company Website Posting
10
Publish to Social Media
Not Rated
Job Search Site Posting
10
Duplicate Candidate Prevention
2
Applicant Tracking
2
Notifications and Alerts
2

Paylocity Implementation

Significant time needs to be dedicated to an implementation with Paylocity - a full-time staff member working exclusively on this project would be necessary to ensure a seamless transition. Build your own tools to track timelines, deadlines, expectations, phases, issues, and questions. We tried to once we realized that Paylocity did not have a "standardized" process and we would be monitoring multiple consultant styles/preferences, but struggled to catch up.
  • Implemented in-house
Yes - The implementation was siloed across multiple modules, and was conducted very differently based on the module. In a general sense, phases consisted of Data Collection, Import, Validation, Testing, Go-Live, though this differed depending on the module/consultant.
Not sure - We underestimated how significant the maintenance of implementing Paylocity would be compared to competitors. We did not think that significant strategy would be required, and were underprepared for the volume of work, communication, tracking, follow up, and auditing would be required.
  • Inexperienced/underprepared implementation consultant - did not have enough familiarity with critical HR responsibilities to set our organization up appropriately
  • Inconsistent procedures across modules - some modules/consultants were very email heavy and did not utilize the Tasks section. Others did use the Tasks section, which was preferred. No dynamic timeline/checklist to help client keep on top of deadlines, required tasks, etc.
  • Poor follow-through on questions, tickets, or changes that needed to be made. Most consultants did not have an accurate record of outstanding issues that we needed resolved, meaning resolution took weeks or months instead of days.
  • Critical communication issues during our first payroll, where multiple emails went ignored for the majority of the day.

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