Flexibility in the process
Shape forms, stages, participants and approvals around your organisation. Keep common principles while allowing different teams to work at a rhythm that makes sense.
Explore configurable workflows
vsNew Dynamics vs Workday
Explore the fit for your people, your working relationships and your performance process.
THE DECISION IN BRIEF
Where should you focus the comparison?
This decision is often about architecture rather than replacing an entire HR system. New Dynamics offers a focused performance conversation around goals, feedback, recognition and reviews. If Workday remains your system of record, evaluate the value of a dedicated performance experience alongside the integration and governance work it would require.
New Dynamics and Workday, side by side
| Your decision | New DynamicsYour process, connected | |
|---|---|---|
| Core emphasis | Connected performance, shaped around how your organisation works. | Enterprise talent within a wider HCM platform |
| Review flexibility | Configure forms, stages, participants, reminders and approvals. | Performance and development within the Workday talent management portfolio. |
| Connected context | Bring goals, feedback and recognition into reviews and development conversations. | Talent development, skills and wider enterprise people processes. |
| Test in your demo | Include line and project managers with distinct roles, contribution weighting and relationship-specific permissions. | Which Workday modules and configuration are included in the evaluation? |
| Explore the fit | See your process in action → | Read the full comparison → |
WHY NEW DYNAMICSA connected approach.
A connected approach.
Room to do it your way.
Your performance process should reflect how people contribute, who sees their work and what helps them grow. New Dynamics brings those connections into the same conversation.
GoalsFeedbackRecognitionReviewsDevelopment
See New Dynamics in actionA fuller picture of contribution
Bring line managers, project leads and functional perspectives into the assessment. Define their roles, contribution weighting and permissions so responsibility stays clear.
Explore multi-manager reviewsContext that carries forward
Connect goals, feedback and recognition to the review, then turn the conversation into development. The next check-in should build on what you agreed.
Explore connected performanceA demo scenario for your Workday comparison
An enterprise uses a central HR system but one business unit needs project-led reviews. Ask how a tailored review process works without compromising employee identifiers, manager changes or access governance. Compare the administrator effort and the manager experience. Include a transfer between business units, and establish which system owns the employee record and which owns the performance decision.
Give both suppliers the same anonymised example and ask to see the employee, manager and HR administrator views. Record what happens inside the product, which steps require manual coordination and what needs additional configuration. Involve the people who will use the process, not only the team choosing the software.
Questions to ask before deciding
- Which Workday modules and configuration are included in the evaluation?
- What performance workflow changes can the People team own?
- If systems coexist, how will employee and manager changes be reconciled?
A clear answer should identify the product, plan and configuration being demonstrated. Ask to see the result rather than accept a yes-or-no feature response. Capture any dependencies in the proposal, including the people who will maintain the configuration once the initial implementation is complete.
Plan implementation around adoption
Clarify whether the project changes the performance layer or the core HR system. Assign owners for identities, organisational data and historical review access. Any New Dynamics connection needs an agreed technical scope and a tested handover process.
Define a small number of useful success measures before the pilot: whether managers can find relevant evidence, whether employees understand their next development action and whether HR can handle a normal exception without a separate spreadsheet. Review the experience together and refine the process before extending it.
Compare the whole commitment
Subscription price is only part of the decision. Ask about configuration, migration, identity and HR connections, training, support and the effort required to keep the process current. Confirm data export, retention and access responsibilities with your IT and People teams. An existing HR system may continue to hold employee records even if you choose a dedicated performance platform.
For New Dynamics, bring those requirements into the discovery conversation. We can explore the stages, relationships and evidence your process needs and agree the scope for your organisation. Integration availability, migration work and commercial terms should be confirmed in writing.
Our editorial approach
Our competitor summary uses vendor-published product information. Reviewed on 18 September 2026. Evaluation scenarios and recommendations are New Dynamics’ analysis; this is a comparison published by a supplier, not an independent product test.
Capabilities can change and depend on your plan, region and configuration. Names and logos identify their respective owners and do not imply endorsement or affiliation. Read our comparison methodology or send corrections to contact@new-dynamics.com.
Your questions, answered.
Is New Dynamics an alternative to Workday?
New Dynamics is an option to evaluate when your priority is connected performance management with configurable workflows and multi-manager perspectives. Workday is also worth assessing against the same requirements. Compare the named product, package and employee journey rather than assuming the two proposals cover identical scope.
How should we compare New Dynamics and Workday pricing?
Request proposals covering the same workforce, capabilities and services. Include implementation, historical data, integrations, training, ongoing support and renewal terms. There is no price or savings claim on this page: an accurate comparison requires the scope and commercial terms offered to your organisation.
Can we move from Workday to New Dynamics?
Start with discovery and a representative pilot. Clarify whether the project changes the performance layer or the core HR system. Assign owners for identities, organisational data and historical review access. Any New Dynamics connection needs an agreed technical scope and a tested handover process. Migration feasibility, supported data, technical connections and delivery dates must be agreed with the team; this page does not promise an automatic migration.
Where do the competitor facts come from?
Published Workday product information was reviewed on 18 September 2026. Product summaries describe published capabilities; the demo scenario and evaluation advice are New Dynamics’ analysis. Functionality can vary by plan, region and configuration.
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