Employee Engagement & Culture Software Buyer’s Guide 2026

Who This Guide Is For

You need this guide if you are responsible for employee engagement, recognition, culture, or employee listening and you need to make a vendor decision in the next 1–2 quarters.

Primary buyer personas

You should not read this guide if:

• You are only buying a single wellness perk or a one-off gift card solution.
• You are looking for a full HRIS, performance management suite, or LMS first and engagement is a minor add-on.
• Your organization is too small to need a formal platform yet — for example, under 75 employees and no manager layer.
• You want a tool purely for company swag without surveys, recognition, or analytics.

If your goal is “send gifts once in a while,” this category is overkill. If your goal is changing how people feel and behave at work, it’s the right category.

---

What Employee Engagement & Culture Software Does

At its core, employee engagement & culture software is about three jobs:

• Listen to employees continuously or at key moments.
• Translate feedback into action that managers can actually execute.
• Reinforce the culture through recognition, rewards, communication, and values-based behavior.

The best platforms are not just survey tools. They connect measurement + action + reinforcement. The worst ones stop at data collection.

Before vs. after

What these platforms usually include

Depending on the vendor, you may get some or all of the following:

• Pulse surveys
• Annual engagement surveys
• Lifecycle surveys for onboarding, exit, promotion, manager change, etc.
• Anonymous feedback channels
• Recognition and rewards
• Social feeds / appreciation streams
• Manager dashboards
• Action planning workflows
• Employee communications / intranet
• Wellbeing perks
• AI-driven sentiment analysis
• Benchmarking and analytics
• Integrations with HRIS, Slack, Teams, Workday, and identity providers

What they do not do well by themselves

• They do not fix toxic leadership.
• They do not improve engagement if managers ignore the data.
• They do not create culture by announcing “our values” once a year.
• They do not work if you launch 14 programs at once and expect employees to care.

Business case example

A 2,000-employee company with an average salary of $85,000 has roughly $170M in annual payroll. If voluntary turnover is 18% and the average replacement cost is conservatively 30% of salary, then replacing 360 people costs about:

• 360 x $25,500 = $9.18M per year

If an engagement and recognition platform reduces turnover by just 10% relative — not 10 points, just 10% of the turnover pool — that saves about:

• 36 fewer exits x $25,500 = $918,000 annually

That does not include:

• productivity gains from better manager action,
• lower recruiter load,
• reduced time-to-fill pressure,
• lower absenteeism,
• higher internal mobility,
• better customer experience in frontline teams.

A decent platform that costs $3–$10 per employee per month can pay for itself quickly if it prevents even a small fraction of regrettable attrition.

---

Market Landscape 2026

This market is crowded, but not all vendors solve the same problem. In 2026, employee engagement & culture software is splitting into five major buckets:

1) Listening-first platforms

These focus on surveys, sentiment, and action planning.

Examples:

• Culture Amp Pty Ltd
• Workday Peakon Employee Voice
• Perceptyx
• Qualtrics XM for Employee Experience
• Medallia Employee Experience
• Leapsome Surveys
• Workleap Officevibe
• Vantage Pulse
• Empuls Pulse Survey Software
• Eletive
• Alchemer Pulse
• Keka Employee Pulse Survey Software
• Terryberry Employee Listening Software
• XM for Employee Experience by Qualtrics
• Employee Survey (Feedback) by Vantage Circle
• Employee Surveys & Insights by WorkTango

These are best when your primary need is continuous listening and action planning. If you are still asking “What do employees think?” this is your lane.

2) Recognition and rewards platforms

These focus on appreciation, points, gift cards, rewards catalogs, and incentive workflows.

Examples:

• Achievers Employee Engagement Platform
• Achievers Recognition Platform
• Awardco Engage™
• Employee Rewards & Recognition Platform by Awardco
• Workhuman Platform
• Workhuman Social Recognition
• Bonusly
• Motivosity
• Employee Recognition Software by Motivosity
• Nectar Recognize
• Nectar Rewards
• Reward Gateway | Edenred
• WorkStars
• Bucketlist Rewards
• Kudos Recognition
• Terryberry 360 Recognition
• Terryberry Reward Platform
• Semos Cloud
• HiFives
• Snappy
• Snappy Gifts
• Assembly
• BRAVO
• Mo
• Fond
• Empuls
• Rewards & Recognition Platform by Empuls
• Vantage Rewards
• Vantage Circle
• Recognition and Rewards by Vivup
• Recognition (Performance Pro Recognition Application)
• Custom Rewards Catalogs by Awardco
• Turnkey Company Swag Store by Awardco
• Virtual Gift Cards by Hoppier
• Fringe
• Lifestyle Savings by Vivup

These are best when your biggest problem is low appreciation, poor morale, and no reinforcement mechanism.

3) Employee experience platforms / digital workplace hubs

These blend communication, intranet, listening, and engagement.

Examples:

• Simpplr
• Totara Engage
• Benifex Mobile App
• Genesys Cloud EX
• Five9 Workforce Engagement
• ChartHop Engagement
• Engagement by ChartHop
• ChangeEngine
• Flimp Communications
• Digital Postcards by Flimp Communications
• Video Communications by Flimp Communications
• AI HR Assistant by iTacit
• FOUNT Global SaaS Platform

These are best when the engagement problem is really a communications and manager-execution problem.

4) Industry-specific or workforce-specific tools

These solve engagement in a specific context rather than broadly.

Examples:

• Retail Employee Engagement Software by Empuls
• FOUNT Global SaaS Platform for multi-site/global employers
• Five9 Workforce Engagement
• Genesys Cloud EX
• Benifex Mobile App
• Diversio DEI & Culture Training
• Diversity and Inclusion Support by Apex Benefits

If you manage a distributed, frontline, multi-site, or regulated workforce, general-purpose tools often underperform. These specialized tools can be better.

5) Behavior change / coaching-oriented tools

These try to nudge managers and change habits, not just measure sentiment.

Examples:

• Humu
• Engagedly Meetings
• Meetings Module by Engagedly
• ChangeEngine
• Workleap Officevibe
• Perceptyx
• Workday Peakon Employee Voice
• Culture Amp
• Leapsome

These are compelling when your problem is not data scarcity but follow-through scarcity.

---

The 2026 market reality

AI has changed expectations, but not outcomes by itself

Every serious vendor now claims AI. Most of it falls into four buckets:

• Survey generation and question suggestion
• Sentiment analysis and theme clustering
• Manager action recommendations
• Drafting communications or nudges

That sounds useful, and sometimes it is. But AI does not fix bad adoption. If your managers do not have time, trust, or consequences, AI-generated recommendations just become nicer-looking neglect.

The market is moving from “measure” to “act”

Buyers no longer want dashboards alone. The shift is toward:

• automatic action plans,
• manager nudges,
• workflow automation,
• linking engagement with performance and turnover,
• connecting recognition with company values,
• tying wellbeing and perks into the same employee experience.

Consolidation is real

Some vendors now bundle multiple modules:

• listening,
• recognition,
• rewards,
• wellbeing,
• comms,
• intranet,
• analytics.

That can reduce vendor sprawl, but it can also create bloated suites where 30% of the features are impressive and 70% are half-used.

Enterprise buyers care more about governance than novelty

For larger buyers, the differentiators are often:

• data security,
• role-based access,
• multi-language support,
• regional compliance,
• HRIS integrations,
• action planning workflows,
• advanced segmentation,
• manager adoption.

SMB and mid-market buyers care more about speed and adoption

They want:

• fast launch,
• intuitive UX,
• Slack/Teams integration,
• simple recognition,
• minimal admin overhead,
• pricing they can actually forecast.

---

How the vendor landscape is structured

A useful way to think about the 76 products is by buyer intent:

---

The 8 Things That Matter Most

Below is the evaluation framework I’d use if I had to shortlist vendors in under 30 days.

Weighting summary

1) Problem fit and scope — 18%

Why it’s critical: This category is overloaded. A vendor that is great at recognition may be weak at listening. A vendor that excels at surveys may have a weak rewards engine. Buying a “platform” that does not match your main pain point is the most common mistake.

What to evaluate:

• Is the primary problem listening, recognition, culture change, or employee communications?
• Is the platform built for frontline, knowledge workers, or both?
• Does it support your org structure: countries, business units, shifts, managers, locations?

What good looks like:

• Clear module architecture
• Strong fit to your top 1–2 use cases
• No need to bolt on 4 external tools to make it usable

Red flag: A vendor that says it does everything equally well.

Ask the vendor:

• Which use case is your product strongest at in practice?
• Where do customers commonly add third-party tools because your product is insufficient?
• What types of buyers churn or downgrade after year one?

---

2) Manager actionability — 16%

Why it’s critical: Engagement improves when managers act. If the platform doesn’t make action obvious, specific, and trackable, it becomes a reporting graveyard.

What to evaluate:

• Team-level dashboards
• Recommended actions
• Nudges/reminders
• Goal or action plan ownership
• Follow-up visibility to HR

What good looks like:

• Managers can see their team’s key risks in under 2 minutes
• The system suggests 3–5 concrete actions
• Follow-up is tracked over 30–90 days

Red flag: A beautiful analytics dashboard with no workflow to change anything.

Ask the vendor:

• What actions can managers take directly inside the product?
• How do you measure whether managers completed actions?
• Can HR see which managers consistently fail to follow through?

---

3) Survey and listening depth — 14%

Why it’s critical: If you need employee listening, shallow survey tools will fail. You need frequency, flexibility, and lifecycle coverage — not just one quarterly pulse.

What to evaluate:

• Pulse surveys
• Annual surveys
• Lifecycle surveys
• Anonymous feedback
• Question libraries
• Custom question logic
• Benchmarking

What good looks like:

• Survey templates you can deploy in days
• Logic branching and segmentation
• Ability to run monthly or biweekly pulses without fatigue

Red flag: Only one survey type, or a tool that requires heavy admin work to change question sets.

Ask the vendor:

• How do you prevent survey fatigue?
• Can we run lifecycle surveys by event and role?
• How granular is comment/theme analysis?

---

4) Recognition and rewards quality — 12%

Why it’s critical: Recognition without reward controls becomes inconsistent. Rewards without meaningful recognition become transactional. You need both sides to work.

What to evaluate:

• Peer-to-peer recognition
• Manager-to-employee recognition
• Value tagging
• Points systems
• Reward catalog quality
• Milestone automation
• Compliance/tax handling

What good looks like:

• Recognition tied to values and behaviors
• Automated birthdays, anniversaries, and milestones
• Reward options that matter to your workforce, not just generic gift cards

Red flag: A reward catalog that is broad but low-value, or recognition that feels spammy.

Ask the vendor:

• How do you prevent reward inflation?
• What controls exist for approvals, budgets, and regional compliance?
• How often do employees actually redeem rewards?

---

5) Analytics, segmentation, and benchmarking — 14%

Why it’s critical: HR doesn’t need more charts. HR needs signal. If you cannot segment by function, manager, tenure, location, job family, or demographic, you will miss the real issue.

What to evaluate:

• Heatmaps
• Trend analysis
• Driver analysis
• Attrition risk indicators
• Benchmarking
• Demographic slicing controls
• Comment theme analysis

What good looks like:

• You can find a problem cohort in under 5 clicks
• Benchmarks are relevant and current
• Statistical confidence warnings exist so you don’t overreact to small samples

Red flag: Every insight is presented as truth, even when sample sizes are tiny.

Ask the vendor:

• How do you handle small sample sizes?
• Can managers only see appropriate data slices?
• Do you support custom benchmark comparisons?

---

6) Integrations and workflow fit — 10%

Why it’s critical: Engagement tools fail when admins manually sync employee data every week. If the system doesn’t fit your HRIS and communication stack, adoption and data quality suffer.

What to evaluate:

• HRIS integrations
• SSO
• Slack / Microsoft Teams
• Calendar / email integrations
• Workflow automation
• API quality

What good looks like:

• Employee data syncs automatically
• Recognition can happen inside daily tools
• Identity, org structure, and manager hierarchy are accurate

Red flag: “CSV import supported” is presented as a strong integration story.

Ask the vendor:

• Which HRIS systems do you support natively?
• How often does data sync, and what fails most often?
• What can users do inside Slack or Teams without logging in elsewhere?

---

7) Security, privacy, and governance — 8%

Why it’s critical: This software often touches sensitive employee sentiment, manager performance, and demographic data. Weak governance creates legal and employee trust risks.

What to evaluate:

• SOC 2 / ISO certifications
• GDPR / regional compliance
• Data retention controls
• Role-based access
• Audit logs
• Anonymity thresholds
• SSO and SCIM

What good looks like:

• Clear data processing terms
• Strong anonymity rules
• Role-based permissions down to the right level

Red flag: A vendor that cannot explain what happens when a survey group is too small to protect anonymity.

Ask the vendor:

• What anonymity thresholds do you enforce?
• Where is data stored and processed?
• Can we control retention and deletion policies?

---

8) Adoption, UX, and administration — 8%

Why it’s critical: A brilliant platform no one uses is a failure. Engagement tools live or die on habit formation.

What to evaluate:

• Mobile experience
• Manager experience
• Employee onboarding
• Administrative complexity
• Notification design
• Accessibility

What good looks like:

• Employees understand it in under 10 minutes
• Admins can run core tasks without vendor support
• Recognition and surveys become part of the weekly routine

Red flag: Training is a multi-hour change-management project just to launch a basic pulse survey.

Ask the vendor:

• How long until a manager can use the product effectively?
• What does admin work look like after launch?
• Which features are actually used most by customers?

---

9) Implementation speed and services — 4%

Why it’s critical: Some tools are fast to launch; others take real work. The issue is not complexity itself — it’s whether the vendor tells you the truth.

What to evaluate:

• Onboarding timeline
• Data migration
• Configuration effort
• Change management support
• Training and enablement

What good looks like:

• A clear go-live plan in 2–8 weeks for mid-market use cases
• Defined services scope
• Realistic ownership split

Red flag: A “fast implementation” that requires your team to do most of the heavy lifting.

Ask the vendor:

• What does week one through week four look like?
• What internal resources do you require from us?
• What is the most common cause of delayed go-live?

---

10) Pricing transparency and scalability — 6%

Why it’s critical: This market often looks affordable at small scale and expensive at renewal. You need to understand not just seat cost, but reward funding, add-ons, and admin overhead.

What to evaluate:

• Per-employee cost
• Reward funding
• Minimum contract size
• Module bundling
• Implementation fees
• Support tiers

What good looks like:

• Clear pricing logic
• Predictable renewal math
• Easy understanding of what scales with headcount

Red flag: Low subscription price but high hidden costs for rewards, integrations, or support.

Ask the vendor:

• What increases price at renewal?
• What features are excluded from the base package?
• What percentage of customers add paid modules later?

---

Use-Case Matching: Which Type of Buyer Are You?

1) Growth-stage company: 200–1,500 employees

What matters most:

• Fast deployment
• High adoption
• Manager simplicity
• Slack/Teams integration
• Affordable per-employee pricing

Prioritize:

• Pulse surveys
• Peer recognition
• Milestone automation
• Basic analytics
• Lightweight action planning

Avoid:

• Overly complex enterprise governance
• Multi-year implementation projects
• Features you won’t use in year one

Good-fit product types:

• Bonusly
• Motivosity
• Nectar
• Workleap Officevibe
• Empuls
• Vantage Circle
• Assembly
• BRAVO
• Bucketlist Rewards
• Fringe

---

2) Enterprise / global organization: 5,000+ employees

What matters most:

• Segmentation
• Governance
• HRIS integration
• Multi-language support
• Regional compliance
• Action accountability
• Demonstrable ROI

Prioritize:

• Advanced listening
• Benchmarking
• Manager dashboards
• Role-based access
• Strong security certifications
• Multi-module platform consolidation

Avoid:

• Tools that cannot handle org complexity
• Weak anonymity controls
• Products that look good in demos but fail in real governance

Good-fit product types:

• Culture Amp
• Workday Peakon Employee Voice
• Perceptyx
• Qualtrics XM for Employee Experience
• Medallia Employee Experience
• Reward Gateway | Edenred
• Workhuman Platform
• Achievers Employee Engagement Platform
• Simpplr
• Leapsome
• Engagedly
• ChartHop Engagement

---

3) Industry-specific / frontline-heavy organizations

What matters most:

• Mobile access
• Shift-worker usability
• Manager workflows
• Non-desk communication
• Recognition that actually reaches frontline employees

Prioritize:

• Mobile-first UX
• Store/site/location-level analytics
• SMS or frontline-friendly communication
• Simple reward redemption
• Offline or low-friction access

Avoid:

• Desktop-only designs
• Survey-heavy programs with low participation
• Recognition systems that assume every employee sits at a laptop

Good-fit product types:

• Genesys Cloud EX
• Five9 Workforce Engagement
• Retail Employee Engagement Software by Empuls
• FOUNT Global SaaS Platform
• Benifex Mobile App
• Flimp Communications
• Vantage Circle
• Reward Gateway
• Workhuman
• Nectar

---

4) Budget-conscious buyer

What matters most:

• Simple pricing
• Quick wins
• Low admin overhead
• Enough functionality to show value in 90 days

Prioritize:

• Recognition and rewards first
• Basic pulse surveys
• Free or low-cost trial
• Easy employee self-service

Avoid:

• Custom enterprise contracts
• Expensive implementation services
• Platforms with multiple modules you won’t turn on

Good-fit product types:

• Bonusly
• Motivosity
• Nectar HR
• WorkStars
• Mo
• Assembly
• Hoppier
• Snappy Gifts
• Virtual Gift Cards by Hoppier
• Fringe

---

Vendor Evaluation Questions

Use these in RFPs, demos, and reference calls.

Features

• What are your core use cases: listening, recognition, rewards, comms, wellbeing, or all of the above?
• Can we run annual surveys, pulse surveys, and lifecycle surveys in one platform?
• How do you handle anonymous feedback and follow-up conversations?
• Can recognition be tied to company values and not just free-text praise?
• Do you support peer-to-peer, manager-to-employee, and leadership-wide recognition?
• Can we automate birthdays, anniversaries, onboarding, and service awards?
• What does your action planning workflow look like?
• Do managers get recommended actions based on their team results?
• Can employees access the product on mobile?
• What are the strongest features that are not obvious in the demo?

Integration

• Which HRIS platforms do you support natively?
• How do you sync manager hierarchy, location, department, and tenure?
• Do you support SSO and SCIM?
• Which collaboration tools integrate best: Slack, Microsoft Teams, email?
• Is there an API, and what can we actually do with it?
• Can recognition or survey prompts be embedded into workflows we already use?

Security / privacy

• What certifications do you hold: SOC 2, ISO 27001, GDPR?
• What is your data retention policy?
• What anonymity threshold do you enforce for survey reporting?
• Can admins see individual comments, and under what conditions?
• Where is data stored and processed?
• What audit logs are available?
• Do you support customer-controlled deletion requests?

Pricing / commercial

• Is pricing based on active users, total employees, or module usage?
• What features are included in the base package?
• What add-ons usually increase the price?
• Are there implementation fees?
• Are reward funds separate from subscription fees?
• What causes pricing to increase at renewal?
• Is there a minimum contract size?
• Do you offer annual and multi-year terms?

Implementation / support

• How long does implementation usually take for a company our size?
• What internal resources do you need from us?
• What does customer success include after go-live?
• How often do clients actually use your support team after launch?

---

Common Mistakes to Avoid

Mistake #1: Buying “engagement” when the real problem is manager execution

If managers do not act, surveys become theater.

Consequence: You collect more data but change nothing.

Do instead: Choose tools with manager dashboards, nudges, and action tracking.

---

Mistake #2: Launching surveys without a follow-up operating model

A survey with no action plan damages trust.

Consequence: Participation drops after the first or second survey cycle.

Do instead: Define:

• who reviews results,
• who owns actions,
• when managers respond,
• how progress is reported.

---

Mistake #3: Overbuying modules on day one

Bundling listening, comms, wellbeing, rewards, and intranet can be tempting.

Consequence: Adoption is shallow and admin burden explodes.

Do instead: Start with the one or two workflows that will move the needle in 90 days.

---

Mistake #4: Ignoring frontline usability

If the app is built for desk workers, frontline adoption will be weak.

Consequence: You get biased feedback and low recognition participation.

Do instead: Test mobile flows, notifications, and reward redemption with real non-desk users.

---

Mistake #5: Underestimating data cleanup

Bad org data ruins segmentation.

Consequence: Wrong managers, wrong teams, bad benchmarks, and broken trust.

Do instead: Budget 2–4 weeks for data cleanup if your HRIS data is messy.

---

Mistake #6: Choosing a vendor for survey UX alone

Pretty surveys do not equal better culture.

Consequence: You optimize response collection, not behavior change.

Do instead: Evaluate action planning, analytics, and accountability with equal seriousness.

---

Mistake #7: Using recognition as a popularity contest

Recognition without values and controls can become social noise.

Consequence: Employees see it as performative or unfair.

Do instead: Set clear rules:

• what behaviors are recognized,
• who can give rewards,
• whether budgets are capped.

---

Mistake #8: Not checking anonymity thresholds

Small teams can make “anonymous” feedback obvious.

Consequence: Employees stop telling the truth.

Do instead: Confirm how the vendor suppresses results for small groups and comments.

---

Evaluation Timeline & Process

A good buying process takes 6–8 weeks if you are serious and want to avoid regret.

Week-by-week timeline

Weighted evaluation matrix template

Use this template to score vendors on a 1–5 scale.

Scoring rule

• 5 = excellent fit
• 4 = strong
• 3 = acceptable
• 2 = weak
• 1 = unacceptable

Don’t let a great demo override a weak score in manager actionability or integration fit.

---

Implementation Reality Check

Typical implementation timelines by company size

Key success factors

• One executive sponsor
• One operational owner
• Clean org data
• Clear rollout message
• Manager training
• A defined follow-up cadence
• A real rewards policy
• A plan for low-response groups

What vendors won’t tell you

• The product is only half the work. Adoption is the other half.
• Manager behavior is the bottleneck in most companies, not survey quality.
• Reward programs need policy discipline or they become expensive noise.
• Data cleanup is not optional if your HRIS hierarchy is inaccurate.
• You may need to phase implementation by population, not launch company-wide.
• Results usually show up in 1–2 quarters, not next week.
• If you don’t communicate “what changed because of your feedback,” trust drops fast.

---

Red Flags — When to Walk Away

These are deal-breakers, not minor annoyances.

---

How This Guide Was Created

This guide was created using a vendor-neutral evaluation framework informed by:

• product capability patterns across the employee engagement & culture market,
• enterprise buying criteria for HR technology,
• common implementation and adoption failure modes,
• market positioning across the 76 products in this subcategory.

Review date: 2026-09-09 Update frequency: Quarterly, or sooner if major product launches, M&A, or security/compliance changes materially alter the market. Independence disclaimer: This guide is independent and not sponsored by any vendor. Product mentions reflect market coverage, not endorsement.

---

Employee Engagement & Culture solutions in the catalogue (57)

• Achievers Recognition Platform by Achievers — More recognition, better results
• Amber by inFeedo by inFeedo AI — Meet Amber, your Chief Experience Officer
• Assembly by Assembly — Recognition that drives Culture and Retention
• Awardco by Awardco — Build culture, incentivize performance, and power engagement
• Awardco Earn by Awardco — Run incentive programs with more clarity and less complexity
• Awardco Engage™ by Awardco — Awardco Engage ™ connects insight to action
• Bonusly by Bonusly — Great work deserves to be seen, celebrated, and rewarded
• BRAVO by BRAVO — Recognize, reward, and retain your top talent with AI-powered appreciation.
• Bucketlist Rewards by Bucketlist — We’re on a mission to build the best cultures in the world.
• ChangeEngine by ChangeEngine — Employee communication infrastructure meets AI‑native intranet
• Cooleaf by Cooleaf — Employee engagement made easy
• Culture Amp by Culture Amp Pty Ltd — The employee experience platform
• Culture Cloud by O.C. Tanner — Make culture your superpower
• Digital Postcards by Flimp Communications — Get 70% engagement rates with actionable Digital Postcards
• Diversio by Diversio — Measure inclusion, track progress, and drive real workplace change with data your leadership team can act on
• Eletive by Eletive — Increase engagement & performance with AI-powered people intelligence
• Employee Engagement Software by Empact — The Employee Engagement Software to Connect & Simplify
• Employee Recognition Software by Motivosity — Motivosity is your key to automated, meaningful employee recognition.
• Employee Rewards Marketplace by Motivosity — The Motivosity store gives you millions of options in one place—making meaningful recognition moments more rewarding than ever.
• Employee Surveys & Insights by WorkTango — Deploy unlimited employee surveys, reveal insights, and take action
• Empuls by Empuls — The employee engagement platform for every way people feel valued
• Engagedly Meetings by Engagedly — Meetings that turn performance context into action.
• Engagement by ChartHop — See what's behind the score, including pay.
• Flimp HR & Employee Videos by Flimp Communications — HR explainer videos that employees actually watch
• Fringe by Fringe — One unified platform for all your employee benefits
• Genesys Cloud EX by Genesys — Genesys Cloud EX helps any organisation foster employee engagement, performance and trust through industry-leading AI-powered workforce mana
• Global Rewards Marketplace by Awardco — Better rewards. Better employee experience.
• HiFives by HiFives — Digitize, Automate & Transform Your Employee Rewards & Recognition
• Keka Employee Pulse Survey Software by Keka — Improve and evaluate your culture to reduce employee turnover
• Kudos Recognition by Kudos — The Next Generation of Recognition Software
• Lattice Engagement by Lattice — Understand sentiment to drive engagement and results
• Leapsome Surveys by Leapsome — AI-powered surveys for deeper workforce insights
• Medallia Employee Experience by Medallia — Unleash the power of your employees.
• Mo by Mo — Create a culture where people feel seen, valued, and connected
• Motivosity by Motivosity — People-First Employee Recognition & Rewards Software
• Nectar One by Nectar — Stop running your employee experience in pieces
• Nectar Recognize by Nectar — Elevate Employee Engagement with Recognition & Rewards
• Perceptyx by Perceptyx — The AI-Powered Employee Experience Platform That Drives Action And Builds Capability
• Performance Pro Recognition & Rewards by Navari — Recognition that happens in the moment, not months later
• Qualtrics Employee Experience by Qualtrics — Close the gap between feedback and action
• Reward Gateway by Reward Gateway | Edenred — A great EVP isn't just what you say. It's what your people experience.
• Semos Cloud by Semos Cloud — People and Culture Intelligence Platform
• Service Awards & Milestones by WorkTango — Automatically celebrate Years of Service Awards & employee milestones
• Simpplr by Simpplr — AI intranet for modern work
• Snappy Gifts by Snappy — All-in-One Corporate Gifting Platform
• Terryberry Be Rewarded by Terryberry — Employee Rewards Program for Better Engagement
• Terryberry Employee Listening Software by Terryberry — Be Heard®: Employee Listening Program
• Turnkey Company Swag Store by Awardco — Company swag they'll want to brag about
• Vantage Circle by Vantage Circle — Recognition, wellness, surveys, and perks in one platform.
• Vantage Pulse by Vantage Circle — Employee Survey Software & Pulse Survey Tool
• Vantage Recognition by Vantage Circle — Employee Recognition & Rewards Software
• Vivup highfive by Vivup — Employee Recognition and Rewards
• Workday Peakon Employee Voice by Workday — Workday Peakon Employee Voice Software
• Workhuman Platform by Workhuman — Peer-to-peer employee recognition that fuels culture, engagement and productivity.
• Workhuman Social Recognition by Workhuman — It all starts with Workhuman's Social Recognition software.
• Workleap Officevibe by Workleap — AI-driven employee engagement platform providing pulse surveys and actionable manager insights.
• WorkStars by WorkStars — Employee Recognition Software