Employee engagement has hit a 10-year low, with only 31% of US workers engaged at work according to Gallup's latest research. This disengagement costs organizations $8.8 trillion globally in lost productivity, making the right employee engagement software critical for business success.

The challenge isn't just finding tools—it's understanding that engagement requires intentional structure, not mandates. While some companies force return-to-office policies, smart organizations design purposeful strategies that help employees feel valued through the right employee engagement platforms.

What is employee engagement software?

Employee engagement platforms are designed to measure, improve, and sustain workforce motivation through structured systems for recognition, feedback, and development that drive measurable business outcomes.

The right employee engagement software addresses three critical areas:

• Measurement: Pulse surveys, sentiment analysis, and analytics to track engagement trends
• Action: Recognition programs, performance management, and development pathways aligned with company values
• Connection: Communication tools and collaboration features that integrate with existing workflows

Why employee engagement matters in 2025

Financial impact of disengagement

Employee engagement in the U.S. fell to its lowest level in a decade in 2024, representing approximately 8 million fewer engaged employees compared to pandemic highs. Companies with engaged employees see measurable returns—21% greater profitability and 59% less turnover.

Collaboration challenges in hybrid work

71% of HR leaders are more concerned about workplace engagement this year than before COVID-19. With 52% of U.S. remote-capable employees operating under a hybrid model, engagement platforms must provide insights across locations.

The recognition gap

Only 22% of employees experience high levels of satisfaction at work, with employee recognition being one of the lowest-scored areas in engagement surveys. This gap shows why engagement strategies must focus on making employees feel valued.

Why mandates fail

Return-to-office mandates hurt employee satisfaction but do not improve firm performance, according to University of Pittsburgh research. The same principle applies to engagement—you can't mandate your way to a motivated workforce.

Instead, successful organizations create intentional frameworks for collaboration. Hybrid teams show greater agility: 70% adapt meeting structures based on outcomes versus only 49% of on-site employees.

20 best employee engagement software platforms for 2025

Recognition and rewards platforms

1. Bonusly - Best overall employee recognition

Bonusly leads the recognition space with peer-to-peer appreciation that drives measurable improvements in engagement metrics.

Key Features:

• Points-based recognition system with real rewards
• Integration with Slack, Microsoft Teams, and major HRIS
• Real-time analytics showing recognition patterns
• Automated milestone celebrations
• Performance management integration

Pricing: Starting at $2.70 per user per month
Best For: Companies prioritizing peer recognition
Why It Works: Makes recognition habitual with 98% customer satisfaction rates

2. Achievers - Best for enterprise recognition programs

Achievers provides comprehensive employee engagement solutions designed for large organizations with complex recognition needs and global teams.

Key Features:

• Global rewards marketplace
• Social recognition platform
• Advanced analytics and insights
• Integration with major HR systems
• Customizable recognition programs

Pricing: Custom enterprise pricing
Best For: Large organizations (1,000+ employees) needing scalable recognition
Customer Satisfaction: 98% satisfaction with 95% retention rate

3. Kudos - Best for values-based recognition

Kudos connects recognition directly to company values, reinforcing culture while celebrating achievements.

Key Features:

• Values-aligned recognition messaging
• Customizable rewards marketplace
• People analytics and insights
• Mobile app for on-the-go recognition
• Performance management integration

Pricing: Starting at $3 per user per month
Best For: Organizations strengthening culture through recognition
G2 Rating: 4.8/5 stars

4. Motivosity - Best for community building

Motivosity combines recognition with social networking features to build workplace community and connection.

Key Features:

• Social feed for team interactions
• ThanksMatters recognition system
• Manager relationship tools
• Community building features
• Employee Net Promoter Score (eNPS) tracking

Pricing: Starting at $2 per user per month
Best For: Companies fostering social connections alongside recognition
Standout Feature: 95%+ user engagement rate

5. Nectar - Best for SHRM partnership

Nectar makes recognition an everyday habit with strong support for company values and extensive rewards catalog backed by its SHRM partnership.

Key Features:

• Peer-to-peer recognition tied to company values
• Amazon integration for rewards redemption
• Automated birthday and anniversary celebrations
• Custom company swag options
• Challenge and contest features

Pricing: Starting at $2.70 per user per month
Best For: Organizations with 50-500 employees seeking values-based recognition
Key Benefit: SHRM partnership validates effectiveness

Collaboration and workspace management

6. Gable - Best for hybrid team collaboration and workspace management

Gable uniquely addresses employee engagement through intentional workspace experiences, enabling distributed teams to collaborate meaningfully when they choose to be together.

Key Features:

• On-demand workspace booking across 14,000+ locations globally
• Office space management and utilization analytics
• Team coordination tools for hybrid scheduling
• Budget tracking and cost optimization with real-time data
• Integration with HRIS and communication tools including Microsoft Teams

Pricing: Pay-as-you-go model with no long-term commitments
Best For: Distributed teams needing flexible workspace solutions
Unique Value: 72% of Gable bookings are for team gatherings, enabling teams to design collaboration rather than mandate it

Learn more about Gable's workspace management solutions

7. Slack - Best for daily team communication

While primarily a communication tool, Slack's engagement features make it essential for maintaining team connection and culture.

Key Features:

• Team channels and direct messaging
• Huddles for quick collaboration
• Integration with recognition and engagement platforms
• Custom emoji and reactions for culture building
• Workflow automation for team coordination

Pricing: Starting at $8.75 per user per month
Best For: Teams prioritizing seamless daily communication
Engagement Factor: Facilitates informal interactions that drive satisfaction

8. Workvivo - Best for employee experience and internal comms

Workvivo combines employee engagement, internal communications, and social networking in one consumer-grade platform designed for high adoption.

Key Features:

• Social intranet with activity feed
• Employee recognition and shoutouts
• Live streaming and video content
• Pulse surveys and sentiment tracking
• Mobile-first design for frontline workers

Pricing: Custom pricing starting around $20,000 for 250-2000 employees
Best For: Mid-to-large organizations prioritizing employee experience
Why It Works: 89% adoption rate with 228% ROI

Pulse surveys and feedback tools

9. Culture Amp - Best for comprehensive engagement analysis

Culture Amp provides the most sophisticated approach to measuring and improving workplace culture through employee data and AI-powered insights.

Key Features:

• Customizable pulse surveys and lifecycle surveys
• AI-powered recommendations and insights
• Benchmarking against industry trends
• 360-degree performance reviews
• Manager effectiveness tracking

Pricing: $4-$9 per employee per month (custom pricing)
Best For: Mid-to-large organizations wanting deep culture analytics
Why It Stands Out: Combines measurement with actionable improvement frameworks

10. Officevibe (Workleap) - Best for manager-employee relationships

Officevibe focuses on strengthening manager-employee relationships through guided feedback and development tools.

Key Features:

• Anonymous pulse surveys
• 1-on-1 meeting templates and guidance
• Manager coaching insights with metrics
• Team mood tracking and sentiment analysis
• Goal setting and progress monitoring

Pricing: $3.50-$5 per user per month
Best For: Organizations prioritizing manager development
G2 Rating: 4.3/5 stars

11. TinyPulse - Best for real-time sentiment tracking

TinyPulse specializes in simple, frequent pulse surveys that provide analytics on employee sentiment without creating survey fatigue.

Key Features:

• Weekly pulse surveys that track trends
• Anonymous suggestion system ("Cheers for Peers")
• Engagement analytics and sentiment analysis
• Manager coaching tools with actionable insights
• Custom survey builder with mobile access

Pricing: Starting at $5 per user per month
Best For: Companies wanting simple, consistent measurement
Key Benefit: Reduces survey fatigue while maintaining insight quality

12. WorkTango - Best for employee voice and recognition combined

WorkTango unifies employee surveys, recognition, and incentives in one platform focused on improving the employee experience.

Key Features:

• Pulse surveys with AI-powered insights
• Social recognition and rewards
• Incentive management for key behaviors
• Analytics dashboard with engagement metrics
• Anonymous feedback options

Pricing: Custom pricing
Best For: Mid-sized companies seeking unified voice and recognition
Standout Feature: Combines listening and appreciation in one tool

Performance and development platforms

13. Lattice - Best for performance-driven engagement

Lattice integrates employee engagement with performance management, creating alignment between individual growth and organizational success.

Key Features:

• OKR and goal tracking
• Performance reviews automation
• Employee engagement surveys correlated with performance data
• Career development planning
• Real-time data showing connections between engagement and outcomes

Pricing: Starting at $8 per user per month
Best For: Organizations linking engagement metrics with performance outcomes
Standout Feature: Integration between engagement data and performance management

14. Leapsome - Best for learning and development focus

Leapsome emphasizes employee development as a driver of engagement, combining learning tools with performance management.

Key Features:

• Personalized learning paths
• 360-degree feedback systems
• Goal alignment with business objectives
• Engagement analytics tied to development
• Manager training modules

Pricing: Starting at $8 per user per month (annual billing)
Best For: Companies prioritizing employee development and learning
Why It Works: Addresses development as a key engagement driver

15. 15Five - Best for manager-led engagement

15Five focuses on manager effectiveness as the primary driver of engagement, providing tools for better leadership.

Key Features:

• Weekly check-ins and pulse surveys
• Manager training and coaching
• OKR tracking and alignment
• Peer recognition features
• Engagement trend analysis

Pricing: Starting at $4 per user per month
Best For: Organizations prioritizing manager development
Research Backed: Managers account for 70% of the variance in team engagement

All-in-one engagement platforms

16. Workday - Best for integrated HR and engagement

Workday combines HR management with engagement, offering a unified platform for people operations at enterprise scale.

Key Features:

• Employee experience surveys
• Performance and goal management
• Learning and development tracking
• Analytics and reporting
• Workforce planning integration

Pricing: Custom enterprise pricing
Best For: Large enterprises wanting integrated HR and engagement functionality
Strength: Seamless data flow between HR operations and engagement initiatives

17. Matter - Best for Slack/Teams integration

Matter seamlessly integrates recognition and engagement directly into communication tools teams already use daily.

Key Features:

• Native Slack and Microsoft Teams integration
• Peer-to-peer recognition system
• Automated birthday and anniversary celebrations
• Analytics dashboard with engagement data
• Custom reward options

Pricing: Free tier available; paid plans start at $2 per user per month
Best For: Teams heavily using Slack or Teams
Key Advantage: Reduces friction by meeting teams where they communicate

Specialized engagement solutions

18. Assembly - Best for affordable, comprehensive engagement

Assembly provides peer recognition, engagement tools, and digital HQ features at an accessible price point for growing companies.

Key Features:

• Peer-to-peer shoutouts and recognition
• Automated milestone celebrations
• Gift card and custom rewards
• Employee directory and knowledge base
• Integration with Slack and Microsoft Teams

Pricing: Starting at $2 per user per month for Recognition
Best For: Small to mid-sized companies seeking affordable engagement tools
Why It Works: High engagement rates with budget-friendly pricing

19. Empuls - Best for social intranet with recognition

Empuls combines recognition, rewards, surveys, and social networking in one comprehensive platform designed for global teams.

Key Features:

• Social intranet with activity feed
• Peer recognition and rewards marketplace
• Pulse surveys and feedback tools
• Perks and benefits management
• AI-powered engagement bot

Pricing: Starting at $3 per employee per month
Best For: Mid-sized to large companies seeking holistic engagement
Standout Feature: Social intranet functions like "internal Facebook"

20. Terryberry - Best for long-term service recognition

Terryberry specializes in comprehensive recognition programs, particularly excelling at service anniversaries and milestone celebrations.

Key Features:

• Service award programs
• Safety recognition systems
• Peer-to-peer appreciation
• Custom awards and rewards
• Analytics and reporting

Pricing: Custom pricing based on program scope
Best For: Organizations with strong tenure and service recognition needs
Specialty: Deep expertise in meaningful, lasting recognition programs

How to choose the right employee engagement software

Assess your specific challenges

Start by identifying problems rather than shopping for features:

• Low survey participation? Focus on tools with mobile access and frequent, short pulse surveys
• Manager-employee disconnect? Prioritize platforms with 1-on-1 guidance and feedback tools
• Hybrid collaboration issues? Consider solutions that enable intentional in-person coordination. Learn more about keeping remote employees engaged through purposeful collaboration
• Recognition gaps? Look for peer-to-peer recognition systems with meaningful rewards

Consider your workforce structure

• Fully Remote Teams: Emphasize communication tools integration and virtual recognition
• Hybrid Teams: Require platforms that work across locations and enable purposeful collaboration. Understanding how remote employees feel connected is crucial
• In-Office Teams: Focus on analytics and features that enhance workplace satisfaction
• Distributed Global Teams: Need multilingual support and timezone-friendly features

Evaluate integration requirements

Your employee engagement software should connect seamlessly with:

• HRIS for data flow
• Slack and Microsoft Teams for daily adoption
• Performance management tools for holistic development
• Learning management systems for development-driven engagement

Define success metrics

Leading Indicators:

• Survey participation rates
• Recognition frequency and distribution
• Manager-employee interaction quality
• Tool adoption and usage patterns

Lagging Indicators:

• Overall engagement scores and sentiment
• Employee retention rates and satisfaction improvements
• Performance improvements and productivity indicators
• Company culture survey results and eNPS enhancements

Implementation best practices

Phase 1: Foundation (Months 1-2)

• Define engagement goals and success metrics with HR teams
• Choose primary employee engagement software and key integrations
• Train managers on engagement leadership and sentiment analysis
• Launch with small pilot groups to gather initial feedback

Phase 2: Adoption (Months 3-4)

• Roll out to full organization
• Establish recognition and feedback cadences aligned with company values
• Integrate with existing performance management and communication tools
• Monitor usage patterns and gather actionable insights

Phase 3: Optimization (Months 5-6)

• Analyze data for patterns and trends
• Adjust engagement strategies based on insights from pulse surveys
• Expand successful initiatives that improve employee engagement
• Demonstrate ROI to leadership using data and analytics

Creating intentional structure

Design for Purpose: Companies that focus on developing hybrid work norms at the business function level get more traction with employees. Apply this principle to engagement solutions—create specific frameworks rather than generic programs.

Enable Choice: Rather than mandating participation, design platforms that make engagement valuable and voluntary. Employees are 12% more likely to report being happy with their job when they have autonomy.

Measure Outcomes: Focus on business results rather than activity metrics. Track how engagement efforts impact retention, performance, and collaboration quality. Consider implementing HR metrics to measure workspace utilization.

ROI of employee engagement software

Calculating your investment return

Cost Savings:

• Reduced turnover: 59% less in highly engaged business units
• Lower absenteeism: 81% reduction in engaged employees
• Decreased recruitment costs through improved employer brand and referrals

Revenue Impact:

• Increased productivity: 21% greater profitability in engaged organizations
• Better customer service through engaged employees
• Innovation increase through engaged teams

Sample ROI calculation

For a 500-employee organization:

• Annual turnover cost reduction: $750,000 (assuming 15% turnover reduction at $10,000 per replacement)
• Productivity improvement: $500,000 (assuming 5% increase at $100,000 average salary)
• Employee engagement tool investment: $50,000 annually
• Net ROI: 2,400%

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Common implementation mistakes to avoid

Tool-first thinking: Don't start with software selection. Begin by understanding your specific workplace engagement challenges and designing solutions around real employee needs.

Survey fatigue: Avoid over-surveying employees. Focus on actionable feedback that leads to visible improvements rather than constant measurement without follow-through.

Manager abdication: Employee engagement platforms don't replace manager responsibility. Ensure managers are trained to use data effectively and take ownership of creating positive culture.

Mandate mindset: Organizations that force employee engagement through mandates often see resistance. Focus on creating value through recognition and meaningful experiences rather than requiring participation.

Ignoring integration: Siloed employee engagement tools create more work. Prioritize platforms that integrate seamlessly with existing systems, communication tools, and performance management workflows.

Future trends in employee engagement

Emerging trends for 2025-2026

AI-Powered Insights: Machine learning will increasingly predict trends and recommend next steps based on employee engagement data and sentiment analysis.

Micro-Learning Integration: Employee engagement software platforms will combine recognition with bite-sized development opportunities throughout the employee lifecycle.

Environmental Impact Tracking: Engagement tools will incorporate sustainability metrics as drivers for environmentally conscious employees.

Global Accessibility: Recognition platforms will expand language support and cultural customization for distributed international teams.

Quick implementation checklist

Week 1:

• Complete employee engagement audit and gap analysis
• Define success metrics, engagement strategies, and timeline
• Research employee engagement software platforms matching your needs
• Schedule demos with top 3-5 vendors

Week 2-3:

• Run pilot with select team to test engagement tools
• Gather insights on user experience and participation rates
• Test integrations with systems like Microsoft Teams or Slack
• Finalize vendor selection based on engagement metrics

Month 1:

• Complete organization-wide implementation
• Train all managers on engagement leadership
• Establish regular cadences for feedback and recognition
• Set up analytics dashboards to track engagement trends

Month 3:

• Analyze employee engagement data trends and patterns
• Adjust engagement efforts based on initial results
• Celebrate early wins and success stories
• Plan next phase of employee engagement initiatives