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, but the right employee tools can help reverse this trend.

The challenge isn't just finding the best employee engagement software. It's understanding that collaboration needs intentional structure, not mandates. While some companies are forcing return-to-office policies, smart organizations are designing purposeful engagement strategies that help employees feel valued.

In this comprehensive guide, we'll explore the 15 best employee engagement platforms for 2025, helping HR teams choose employee engagement solutions that drive real results rather than surface-level metrics.

Key takeaways

The right employee engagement software platforms aren't magic solutions—they're enablers of intentional structure that help HR professionals create a strong workplace culture. The most successful organizations in 2025 will be those that:

1. Design for outcomes rather than selecting tools for features alone
2. Create voluntary value instead of mandating participation in engagement efforts
3. Enable purposeful connection rather than forcing proximity through outdated workplace engagement approaches
4. Measure impact beyond employee satisfaction scores, focusing on metrics that drive business results
5. Integrate seamlessly with existing systems and performance management workflows

With employee engagement at a 10-year low, organizations that invest thoughtfully in the right employee engagement solutions and engagement strategies will gain significant competitive advantage in talent retention, productivity, and innovation. The future belongs to companies that understand engagement as an intentional practice that makes employees feel valued, not a mandated outcome.

Engagement tools that provide valuable insights will be essential for creating a productive workforce and maintaining culture in an increasingly competitive talent market.

What are employee engagement tools?

Employee engagement software platforms are designed to measure engagement, improve satisfaction, and sustain workforce motivation. These tools go beyond simple employee surveys—they create structured systems for employee recognition, feedback, and development that drive measurable business outcomes.

The right employee engagement software addresses three critical areas:

• Measurement: Pulse and engagement surveys, AI-powered sentiment analysis, and data to track engagement trends
• Action: Peer recognition programs, performance measuring systems, and development pathways that align with company values
• Connection: Communication tools, social engagement features, and collaboration platforms that work seamlessly with Slack and Microsoft Teams

Why is employee engagement important?

Financial impact of disengagement

Employee engagement in the U.S. fell to its lowest level in a decade in 2024, with only 31% of employees engaged. This decline represents approximately 8 million fewer engaged employees compared to pandemic highs, creating urgent challenges for HR professionals and organizations seeking to improve employee engagement.

Highly engaged employees in business units achieve 59% less turnover and 21% greater profitability compared to disengaged teams. Companies with productive employees see measurable returns on their engagement efforts.

Collaboration challenges in hybrid work

71% of HR leaders are more concerned about workplace engagement this year than before COVID-19. Poor internal communication and fragmented employee feedback systems contribute to declining employee sentiment.

52% of U.S. remote-capable employees operate under a hybrid model, requiring software platforms that provide insights across locations and increase worker participation.

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 heard through recognition platforms and employee retention strategies.

Why mandates fail: The intentional structure approach

Here's what most organizations get wrong about employee engagement: they try to force it through mandates rather than designing intentional structures that support company culture.

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

Instead, successful organizations focus on creating intentional frameworks for collaboration and employee recognition that address real employee needs. Hybrid teams show greater agility: 70% of hybrid employees adapt meeting structures based on outcomes versus only 49% of on-site employees, demonstrating that thoughtful employee experience platforms drive better results.

The key is designing systems that facilitate connection and enable HR teams to measure employee engagement effectively, rather than requiring participation through mandates that often decrease employee satisfaction.

15 best employee engagement tools for 2025

Bonusly - Best overall employee recognition

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

Key Features:

• Points-based employee recognition system with real rewards that align with company values
• Integration with Slack and Microsoft Teams plus major HRIS
• Real-time data showing recognition patterns and insights
• Automated milestone celebrations
• Performance management tools providing actionable insights

Pricing: Starting at $2.70 per user per month with mobile access Best For: Companies prioritizing peer recognition Why It Works: Bonusly makes recognition habitual rather than occasional, with 98% customer satisfaction rates and dedicated account manager support

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
• Integration with performance management systems

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

Motivosity - Best for community building

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

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 wanting to foster social connections alongside recognition Standout Feature: 95%+ user engagement rate across customer base

Pulse surveys and feedback tools

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 sentiment analysis.

Key Features:

• Customizable pulse surveys and employee lifecycle surveys
• AI-powered recommendations
• Benchmarking against industry trends and metrics
• 360-degree performance reviews and feedback systems
• Manager effectiveness tracking with actionable insights for HR teams

Pricing: $4-$9 per employee per month (custom pricing) Best For: Mid-to-large organizations wanting deep culture analytics and comprehensive employee experience platforms Why It Stands Out: Combines data measurement with actionable improvement frameworks that help measure engagement effectively

Officevibe (Workleap) - Best for manager-employee relationships

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

Key Features:

• Anonymous pulse surveys that capture honest employee feedback
• 1-on-1 meeting templates and guidance for better internal communication
• Manager coaching insights with metrics for performance tracking
• Team mood tracking and sentiment analysis
• Goal setting and progress monitoring aligned with company values

Pricing: $3.50-$5 per user per month with mobile app Best For: Organizations prioritizing manager development and employee experience improvement G2 Rating: 4.3/5 stars for helping HR professionals enhance engagement

TinyPulse - Best for real-time sentiment tracking

TinyPulse specializes in simple, frequent pulse and engagement surveys that provide analytics on employee sentiment and workplace engagement.

Key Features:

• Weekly pulse surveys that track trends without creating survey fatigue
• Anonymous suggestion system ("Cheers for Peers") for peer to peer recognition
• Engagement analytics and sentiment analysis
• Manager coaching tools with actionable insights
• Custom employee survey builder with mobile access for increased participation

Pricing: Starting at $5 per user per month Best For: Companies wanting simple, consistent ways to measure engagement and track sentiment Key Benefit: Reduces survey fatigue while maintaining insight quality

Performance and development platforms

Lattice - Best for performance-driven engagement

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

Key Features:

• OKR and goal tracking aligned with company values and employee development
• Performance reviews automation with feedback integration
• Employee engagement surveys correlated with performance tracking data
• Career development planning throughout the employee lifecycle
• Real-time data showing connections between engagement efforts and business outcomes

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

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

Collaboration and communication tools

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, helping employees feel valued through purposeful in-person collaboration.

Key Features:

• On-demand workspace booking across 14,000+ locations globally for remote and hybrid teams
• Office space management and utilization analytics that provide engagement insights
• Team coordination tools for hybrid scheduling and improved internal communication
• Budget tracking and cost optimization with real-time data and analytics
• Integration with HRIS and communication tools including Microsoft Teams for seamless employee experience

Pricing: Pay-as-you-go model with no long-term commitments Best For: Distributed teams needing flexible workspace solutions and engagement through purposeful collaboration that enhances employee satisfaction Unique Value: 72% of Gable bookings are for team gatherings across locations, enabling teams to design collaboration rather than mandate it, leading to increased employee engagement and better workplace culture

Learn more about Gable's workspace management solutions

Slack - Best for daily team communication

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

Key Features:

• Team channels and direct messaging for seamless internal communication
• Huddles for quick collaboration and improved workplace engagement
• Integration with employee recognition and engagement platforms
• Custom emoji and reactions for culture building and social engagement features
• Workflow automation for team coordination and communication improvement

Pricing: Starting at $8.75 per user per month with mobile access Best For: Teams prioritizing seamless daily communication and building company culture through better internal communication Engagement Factor: Facilitates the informal interactions that drive employee satisfaction and help create highly engaged employees

All-in-one engagement platforms

Achievers - Best for enterprise recognition programs

Achievers provides comprehensive engagement solutions designed for large organizations with complex recognition needs.

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% customer satisfaction with 95% retention rate

Workday - Best for integrated HR and engagement

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

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

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 and leadership effectiveness Research Backed: Managers account for 70% of the variance in team engagement

Specialized engagement solutions

Matter - Best for Slack/Teams integration

Matter seamlessly integrates employee recognition and engagement directly into the communication tools teams already use, improving participation and satisfaction without disrupting existing workflows.

Key Features:

• Native Slack and Microsoft Teams integration for seamless employee experience
• Peer to peer recognition system that helps employees feel valued daily
• Automated birthday and anniversary celebrations
• Analytics dashboard with engagement data
• Custom reward options aligned with company values and employee needs

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

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 employee engagement challenges

Start by identifying specific problems rather than shopping for features in employee engagement software platforms:

• Low employee survey participation? Focus on engagement tools with mobile access and frequent, short pulse surveys that improve participation
• Manager-employee disconnect? Prioritize employee experience platforms with 1-on-1 guidance and feedback tools that enhance internal communication
• Hybrid collaboration issues? Consider engagement solutions that enable intentional in-person coordination and support hybrid teams effectively. Learn more about keeping remote employees engaged through purposeful collaboration.
• Recognition gaps? Look for peer to peer recognition systems with meaningful rewards that help employees feel valued and align with company values

Consider your workforce structure and employee needs

Fully Remote Teams: Emphasize communication tools integration and virtual employee recognition that maintain culture.

Remote or Hybrid Teams: Require engagement platforms that work across locations and enable purposeful collaboration. Understanding how remote employees feel connected is crucial for selecting the right tools.

In-Office Teams: Focus on analytics and features that enhance workplace satisfaction.

Distributed Global Teams: Need multilingual support and timezone-friendly engagement strategies with dedicated support.

Evaluate integration requirements

Your employee engagement software should connect seamlessly with:

• HRIS for seamless data flow
• Slack and Microsoft Teams for daily adoption and improved internal communication
• Performance management tools for holistic employee development
• Learning management systems for development-driven engagement strategies that support continuous improvement

Define success metrics to measure employee engagement

Leading Indicators:

• Employee survey participation
• Employee recognition frequency and distribution across teams
• Manager-employee interaction quality and feedback effectiveness
• Employee engagement tool adoption and usage patterns

Lagging Indicators:

• Overall employee engagement metrics and employee sentiment scores
• Employee retention rates and satisfaction improvements
• Performance improvements and productive workforce indicators
• Company culture survey results and Employee Net Promoter Score enhancements

Best practices for implementation

Phase 1: Foundation (Months 1-2)

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

Phase 2: Adoption (Months 3-4)

• Roll out to full organization with focus on workplace satisfaction
• Establish employee 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 same principle to engagement solutions—create specific frameworks rather than generic programs that address real employee needs.

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

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.

Advanced strategies for 2025

AI-enhanced personalization

Use employee engagement software platforms with AI-powered sentiment analysis capabilities to personalize employee recognition, continuous feedback, and development recommendations for individual employees, improving overall employee experience and job satisfaction.

Hybrid-first design

Highly engaged employees in hybrid arrangements report higher levels of connection with managers and teams compared to their in-office counterparts when engagement tools are designed intentionally for remote or hybrid employees.

Predictive analytics

Leverage data and engagement metrics to predict turnover risk and proactively address declining employee satisfaction before it impacts performance tracking and overall productivity of your workforce.

Integration with workspace strategy

Combine employee engagement solutions with workspace analytics to understand how physical and digital environments impact team motivation, culture, and collaboration effectiveness.

ROI of employee engagement software

Calculating your investment return

Cost Savings:

• Reduced turnover: Highly engaged business units achieve 59% less turnover
• Lower absenteeism: Engaged employees show 81% lower absenteeism
• Decreased recruitment costs: Higher engagement improves employer brand and referrals

Revenue Impact:

• Increased productivity: 21% greater profitability in engaged organizations
• Better customer service: Engaged employees deliver superior customer experiences
• Innovation increase: Engaged teams are more likely to develop new ideas and solutions

Sample ROI calculation

For a 500-employee organization:

• Annual turnover cost reduction: $750,000 (assuming 15% turnover reduction at $10,000 per replacement through improved employee engagement and job satisfaction)
• Productivity improvement: $500,000 (assuming 5% increase in productivity at $100,000 average salary)
• Employee engagement tool investment: $50,000 annually for comprehensive employee engagement software platforms
• Net ROI: 2,400% from effective engagement strategies and employee experience improvements

Common implementation mistakes to avoid

Tool-first thinking

Don't start with employee engagement software selection. Begin by understanding your specific workplace engagement challenges and designing employee engagement solutions around real employee needs and desired employee experience outcomes.

Survey fatigue

Avoid over-surveying employees with excessive pulse surveys. Focus on actionable employee feedback that leads to visible improvements in satisfaction rather than constant measurement without follow-through on engagement insights.

Manager abdication

Employee engagement platforms don't replace manager responsibility for team engagement. Ensure managers are trained to use data effectively, provide continuous feedback, and take ownership of creating a positive culture.

Mandate mindset

Organizations that try to force employee engagement through mandates often see resistance rather than improvement in employee sentiment. Focus on creating value through recognition platforms and meaningful employee experience rather than requiring participation.

Ignoring integration

Siloed employee engagement tools create more work rather than streamlining processes. Prioritize engagement 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 tools.

Micro-Learning Integration: Employee engagement software platforms will combine peer 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, enhancing overall employee experience and company values alignment.

Global Accessibility: Recognition platforms will expand language support and cultural customization for distributed international teams, improving workplace engagement and employee participation across diverse workforces.

Quick implementation checklist

Week 1:

• [ ] Complete employee engagement audit and gap analysis to understand current employee sentiment
• [ ] Define success metrics, engagement strategies, and timeline with HR teams
• [ ] Research employee engagement software platforms matching your specific employee needs
• [ ] Schedule demos with top 3-5 vendors offering employee engagement solutions

Week 2-3:

• [ ] Run pilot with select team or department to test engagement tools and gather employee feedback
• [ ] Gather insights on user experience and employee participation rates
• [ ] Test integrations with systems and tools like Microsoft Teams or Slack
• [ ] Finalize vendor selection based on engagement metrics and real-time analytics capabilities

Month 1:

• [ ] Complete organization-wide implementation of chosen employee engagement platform
• [ ] Train all managers on engagement leadership and how to use sentiment analysis tools
• [ ] Establish regular cadences for continuous feedback and employee recognition aligned with company values
• [ ] Set up analytics dashboards to track engagement trends and measure employee engagement effectively

Month 3:

• [ ] Analyze employee engagement data trends and patterns using insights from pulse surveys
• [ ] Adjust engagement efforts based on initial results and actionable insights
• [ ] Celebrate early wins and success stories that show improved employee satisfaction and workplace culture
• [ ] Plan next phase of employee engagement initiatives to enhance job satisfaction

FAQ: Employee engagement tools

What is employee engagement and why is it important?

Employee engagement measures how emotionally committed employees are to their organization and its goals. It's important because highly engaged employees are 21% more profitable, show 59% less turnover, and create more positive workplace culture. Employee engagement directly impacts job satisfaction, productivity, and business outcomes.

How do you measure employee engagement effectively?

To measure employee engagement, organizations use pulse and engagement surveys, sentiment analysis tools, employee Net Promoter Score tracking, and real-time analytics. The best approach combines employee feedback from surveys with behavioral data like employee participation rates, recognition patterns, and performance tracking metrics.

What's the difference between employee engagement and employee satisfaction?

Employee satisfaction measures how content employees are with their job conditions, while employee engagement measures emotional commitment and motivation to contribute beyond basic requirements. Engaged employees feel appreciated, connected to company values, and motivated to help the organization succeed, creating a more productive workforce.

Which employee engagement software is best for small businesses?

For small businesses, the best employee engagement tools include Bonusly for recognition, TinyPulse for simple pulse surveys, and Matter for Slack integration. These platforms offer affordable pricing, easy implementation, and features that help small HR teams improve employee engagement without complex setup.

How do employee engagement tools help remote or hybrid teams?

Employee engagement platforms designed for hybrid and remote teams provide communication tools integration, virtual recognition systems, and analytics that work across locations. They help maintain positive workplace culture, facilitate peer to peer recognition, and provide valuable insights about employee sentiment regardless of where people work.

What ROI can organizations expect from employee engagement software?

Organizations typically see 15-25% reduction in turnover, 21% increase in profitability, and 10-15% improvement in productivity. For a 500-employee company, this often translates to $500,000-$1.2 million in annual value from improved employee retention, increased job satisfaction, and enhanced workplace satisfaction.

How often should companies conduct employee engagement surveys?

Most experts recommend monthly or quarterly pulse surveys rather than annual engagement surveys. Frequent, short pulse surveys (5-10 questions) provide better employee participation and more actionable insights than lengthy annual surveys, allowing for continuous improvement in employee experience.

What are the most important metrics to track?

Key engagement metrics include Employee Net Promoter Score (eNPS), pulse survey participation rates, recognition frequency, manager-employee interaction quality, retention rates, and performance tracking indicators. The right engagement software should provide real-time analytics on these engagement trends.

How do you choose between different employee engagement platforms?

When selecting employee engagement solutions, consider your workforce structure (remote, hybrid, or in-office), integration needs with existing systems, specific employee needs, and desired engagement strategies. Prioritize platforms offering mobile access, sentiment analysis tools, and dedicated account manager support for implementation.