Employee engagement isn’t about satisfaction—it’s building a workplace where people feel valued, motivated, connected to their work and peers, and inspired to do their best work.

But in a time when remote and hybrid work means that teams are more distributed, keeping employees engaged can be a challenge for HR leaders.

That’s where employee engagement software can provide companies with the tools they need to foster a culture of recognition, feedback, and collaboration.

In this article, we explore the core types of engagement tools, show you the pros and cons of 12 of the best employee engagement platforms, and explain exactly the steps you need to take to get leadership buy-in and start making progress on your engagement goals.

4 Types of Employee Engagement Tools for Small to Enterprise Businesses

Recognition tools

Showing appreciation for employees goes a long way in making them feel valued and like they belong in the workplace. Acknowledging people for contributions to your business improves morale, strengthens loyalty, and increases engagement and motivation.

Celebrate milestones, high performance, anniversaries, and results using recognition-based employee engagement software that integrates with your tech stack.

One of the best things about recognition tools is they allow other employees, managers, HR leaders, or even the C-suite, to give praise in real time. This helps build a culture of appreciation, trust, and open feedback from the top down, which supports employee retention and relationship building.

Want to know more about how to build a high-performing culture? Download our ebook.

Reward tools

Reward tools provide financial bonuses, gift cards, or non-monetary rewards like extra time off or exclusive experiences that incentivize employees to meet their targets or goals.

Depending on the size of your organization, you could combine recognition software with a reward tool to further engage and motivate your employees.

Tools for large enterprise teams

Managing employee engagement at an enterprise level means dealing with multiple departments with various team sizes, needs, and demands. This requires a robust, flexible engagement tool that supports your goal to engage distributed teams while measuring and adjusting engagement strategies for maximum impact.

With employees often spread across different locations or time zones, engagement tools for a large business need to work asynchronously. The tool also has to be easily scalable and capable of handling cross-team collaboration.

Tools for small teams

While large enterprises need engagement tools that can scale, small teams require more flexible, budget-friendly options. Employee engagement tools for small teams should be affordable, easy to use, and help build a tight-knit company culture with limited resources.

Best Employee Recognition Tools

1. CultureBot

CultureBot is an employee recognition tool designed for remote or hybrid businesses that use Slack and Microsoft Teams.

The easy-to-use platform automates key events such as birthdays, anniversaries, and milestones, making it easy for teams to celebrate achievements without added administrative work.

Its simple interface, multiple integrations, and affordability make it a top choice for small, medium-sized, and enterprise businesses.

Pros:

• Real-time employee recognition in Slack and Microsoft Teams
• Automates celebrations for birthdays, anniversaries, and milestones
• Cost-effective with straightforward pricing for small teams
• Promotes seamless peer-to-peer recognition
• Customizable messages to reflect company culture and values

Cons:

• Focused mainly on Slack/Teams users with limited web access
• Not ideal for companies without a strong chat-based culture

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• Gusto
• Rippling

2. Bonusly

Bonusly is a peer-to-peer recognition platform that allows employees to award points to coworkers, which can be redeemed for rewards.

With its public recognition feed, Bonusly helps foster transparency, improve collaboration, and grow a culture of appreciation for remote and in-office teams.

Pros:

• Peer-to-peer recognition with points redeemable for real rewards
• Public feed promotes transparency and motivation
• Offers detailed reporting and engagement analytics
• Highly customizable reward catalog

Cons:

• Can become expensive if not managed carefully
• Employees may focus on rewards rather than intrinsic motivation
• Outdated user-interface
• Limited offline recognition options

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• Workday
• Zapier

3. 15Five

15Five combines recognition, feedback, goal-setting, and employee development in software. The platform is especially suited for organizations that integrate recognition with performance reviews and OKRs.

Pros:

• Promotes continuous feedback between managers and employees
• Built-in pulse surveys to gauge team morale
• Facilitates one-on-one meetings for personal development
• Strong emphasis on OKRs (Objectives and Key Results)

Cons:

• Requires significant manager involvement
• Can be overwhelming for smaller teams
• Limited gamification features for engagement
• Relatively higher pricing for small businesses

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• G Suite

Best Employee Reward Platforms

1. Giftbit

Giftbit is a digital gift card platform that helps companies distribute rewards quickly and efficiently and offers a range of e-gift cards, making it ideal for companies managing global teams.

Pros:

• Offers a wide range of digital gift cards
• Easy to use with minimal setup
• Can send rewards individually or in bulk

Cons:

• Lacks built-in recognition features
• Limited customization of rewards delivery
• No integration with employee recognition platforms

Integrations:

• Zapier
• Google Sheets
• HubSpot
• Microsoft Teams
• Salesforce (via API)

2. Tremendous

Tremendous allows companies to send cash, gift cards, and charitable donations worldwide with fast delivery and customizable reward options.

Pros:

• Supports cash, gift cards, and charitable donations
• Simple user interface
• Works globally with international reward options
• Strong API support for custom workflows
• No minimum purchase requirements

Cons:

• No employee recognition features
• May require API expertise for advanced integration
• Lacks built-in social recognition tools
• Not ideal for companies focused on peer-to-peer recognition

Integrations:

• Slack (via Zapier)
• HubSpot
• Microsoft Teams
• BambooHR
• Salesforce

3. CultureBot

Pros:

• Automates rewards alongside recognition events
• Works natively within Slack and Microsoft Teams
• Low cost compared to other reward platforms
• Easy for managers to track budgets and spending
• Customizable reward triggers for key milestones

Cons:

• Reward catalog options are more limited
• Minimal branding options for reward delivery
• Can only be accessed via chat platforms, not a standalone app

Integrations:

• Slack
• Microsoft Teams
• Zapier
• Google Calendar
• Outlook

Best Employee Engagement Tools for Large Teams

1. Leapsome

Leapsome is designed to align large teams through feedback, OKRs, and learning paths.

Pros:

• Combines performance management, feedback, and learning
• Real-time pulse surveys to track engagement
• Strong focus on OKRs and goal alignment
• Supports 360-degree feedback reviews

Cons:

• Steep learning curve for new users
• Expensive for smaller organizations
• Can feel too complex for teams focused solely on recognition

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• Google Workspace
• Salesforce

2. CultureBot

Pros:

• Scales easily for larger teams
• Works seamlessly within chat platforms for daily engagement
• Supports automated messages to reduce manager workload
• Encourages peer-to-peer recognition across departments
• Affordable compared to full-scale engagement tools

Cons:

• Limited standalone web or mobile access
• Lacks performance management functionality

Integrations:

• Slack
• Microsoft Teams
• Zapier
• Google Calendar
• Zoom

3. Quantum Workplace

Quantum Workplace provides pulse surveys, performance management tools, and goal tracking.

Pros:

• Comprehensive engagement platform with surveys, goals, and feedback
• Provides detailed analytics and customizable reports
• Supports pulse surveys and engagement dashboards
• Offers performance management tools for large teams
• Strong support for manager-employee alignment

Cons:

• Expensive compared to smaller engagement tools
• Implementation can take time for large organizations
• Limited reward and recognition functionality
• Complex interface may overwhelm some users

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• Workday
• Salesforce

Best Employee Engagement Tools for Small Teams

1. CultureBot

Pros:

• Affordable and easy to set up
• Works well for startups and small businesses
• Promotes daily engagement with minimal manager effort
• Automates birthdays, anniversaries, and milestone celebrations
• Lightweight and intuitive for users

Cons:

• Limited customization options
• Not ideal for companies needing advanced analytics
• Reward catalog may not be comprehensive

Integrations:

• Slack
• Microsoft Teams
• Zapier
• Google Calendar
• Zoom

2. Officevibe

Officevibe is a well-being and engagement tool designed for small teams. Built-in pulse surveys and anonymous feedback help managers gain valuable insights into employee morale.

Pros:

• Focuses on employee well-being and engagement
• Includes pulse surveys with actionable insights
• Easy-to-use platform with minimal training required
• Anonymous feedback promotes honesty
• Ideal for small, growing teams

Cons:

• Limited features for performance management
• Can become expensive as the team grows
• Limited reward options

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• Google Workspace
• Zapier

3. Motivosity

Motivosity combines employee recognition, rewards, and well-being in a single platform and promotes peer connections, mental health, and meaningful rewards.

Pros:

• Combines recognition, rewards, and well-being tools
• Encourages peer-to-peer connections and engagement
• Includes a points-based rewards system
• Easy to use and affordable for small teams
• Strong focus on mental health and work-life balance

Cons:

• Limited advanced analytics
• Lacks deep integrations with HR tools

Integrations:

• Slack
• Microsoft Teams
• BambooHR
• G Suite
• Salesforce

What to Look for in a Quality Employee Engagement Tool

Employee engagement software should increase motivation and productivity, help build a trusting, inclusive company culture, and support HR’s goals to improve retention and performance.

But with so many engagement tools on the market, choosing the right fit for your company, its needs, and budget can be overwhelming.

These are the most important factors to consider when evaluating employee engagement apps, tools, and platforms:

1. Easy to use, adopt, and onboard

Look for a tool with a user-friendly interface to encourage widespread adoption among employees. Even the most feature-rich tool won’t be effective if your teams find it confusing or difficult to use.

Employee engagement software should be intuitive for managers and employees, with minimal training required. Most tools come with a streamlined onboarding process, meaning that teams can get up and running in no time, and you can reach your goals faster.

Key questions to consider:

• Is the interface simple and easy to navigate?
• Can employees quickly learn how to use the tool without extensive onboarding?
• Is mobile access available for remote or on-the-go employees?

2. Customizable and flexible

Every business, no matter the size, has its own unique culture and engagement goals, which is why only the best employee engagement software solutions will allow for customization and flexibility.

Look for a tool that helps reinforce your brand identity, values, and mission to help employees feel connected to your business and its goals. For example, if you’re a sustainable business, onboard engagement software that provides eco-friendly rewards.

By customizing your engagement tool, you help ensure it's relevant and engaging for all employees—regardless of the team or department they work in.

For example, the sales team will be motivated by performance-based rewards, whereas the marketing team might prefer public recognition for high performance.

Key questions to consider:

• Can we tailor the recognition and rewards programs to reflect our company culture?
• Does the tool allow us to adjust workflows or features as our needs change?
• Are engagement programs customizable for different departments or teams?

3. Scalable

The best-fit employee engagement software will be designed to grow with your business. For example, a small business might evolve into a large enterprise in the future, and switching engagement platforms can be disruptive, costly, and stressful.

So, choose a tool that supports both small teams and larger companies so it can grow alongside your business when you need to add more seats to the account.

Remember to think about the features you might not need now but potentially could be helpful in the future. For example, a small business might focus on peer-to-peer recognition to start and add an employee engagement survey or questionnaires further down the line.

Key questions to consider:

• Can the tool handle an increasing number of users as the organization grows?
• Are there advanced features or add-ons available for larger teams?
• Is the pricing structure suitable for both small and large-scale use?

4. Integrations

Integrations are often an afterthought, but how your employee engagement software works with other systems and platforms is crucial to success.

Without solid integrations, it’s easy for engagement software to become siloed and underused, leading to inefficiencies and adoption challenges.

Look for a tool that integrates with existing software such as Slack, Microsoft Teams, or Zoom and human resource information systems (HRIS) to streamline workflows, allow for easy information sharing, and reduce HR’s administrative workload.

Key questions to consider:

• Does the tool integrate with our current communication platforms and HR software?
• Are APIs or automation tools available to reduce manual work?
• How easily can data flow between this tool and our existing systems?

5. Analytics and reporting

Analytics help you understand the impact of your employee engagement strategies and provide data-driven insights into how you can improve engagement in your organization.

Without detailed analytics, it’s challenging to identify what’s working and optimize programs for maximum effectiveness and participation. You’ll also struggle to measure the tool's return on investment (ROI), which could impact your future HR budget.

Look for tools with built-in reporting features to measure key metrics such as employee sentiment, recognition frequency, and participation levels.

Key questions to consider:

• Does the tool offer real-time dashboards and data visualization?
• Can reports be customized to fit our specific KPIs?
• Does it offer actionable insights to improve engagement efforts over time?

6. Employee feedback and survey features

The best employee engagement tools don’t just reward or recognize employees—they also collect feedback to help you make informed decisions about the future of your business by helping you understand employee sentiment, satisfaction, and morale.

Look for a platform with pulse surveys and feedback mechanisms that give employees a respectful, anonymous way to ensure their voice is heard, which helps create a culture of trust, openness, and accountability.

Key questions to consider:

• Are surveys included to gather employee feedback regularly?
• Can the platform automatically send pulse surveys and analyze trends?
• Does it offer anonymous feedback options to encourage honest responses?

7. Budget and ROI

Affordability is a major consideration, especially for smaller businesses that might not have an enterprise-level company's budget.

Assess the tool’s ROI by evaluating how it improves employee engagement, productivity, and retention over time and the financial impact of this on your business. For example, in an organization of 100 employees, a 1% boost in retention can result in a $17,600 return in year one of using employee engagement software.

Key questions to consider:

• Does the tool offer transparent pricing?
• Are there any hidden fees for additional features or users?
• What is the expected ROI based on improved engagement and reduced turnover?

8. Security and Data Privacy

Since employee engagement tools often collect personal data, make sure the software meets privacy regulations and maintains high-security standards.

Look for a tool that offers secure data storage and complies with GDPR, CCPA, or other relevant privacy laws.

Key questions to consider:

• How does the platform secure employee data?
• Does it comply with data privacy regulations (e.g., GDPR, CCPA)?
• Is multi-factor authentication (MFA) or single sign-on (SSO) available?

9. Customer Support and Training Resources

Even the best engagement tools can run into issues, so reliable customer support is a must-have for businesses of any size.

Look for platforms that offer various support channels, including live chat, email, phone support, onboarding assistance (take a peek at CultureBot’s setup guide), and knowledge bases.

Key questions to consider:

• What support is available (live chat, phone, email)?
• Is onboarding support or training included?
• Does the platform offer self-help resources, such as tutorials and FAQs?

How to Get Buy-In for Employee Engagement Software

Employee engagement software is a strategic investment that requires buy-in from key stakeholders, including senior leadership, HR, and IT.

But, gaining buy-in is a multistep process that requires understanding competing priorities, goals, and budget constraints, which can be challenging to manage.

To help, we’ve put together this quick guide on how to secure leadership buy-in when looking to onboard employee engagement software:

1. Align on business goals: Demonstrate how the engagement tool contributes to business goals, such as improving productivity, reducing turnover, or increasing employee engagement.
2. Quantify the ROI: Show the potential return on investment by outlining how the employee engagement software can reduce recruitment and retention costs and improve productivity or engagement. Highlight financial benefits to give decision-makers a clear picture of its value and impact.
3. Show pain points and provide solutions: Identify challenges within your business, such as disengaged employees or poor communication, and explain how the software addresses them. Use insights from employee surveys, exit interviews, or engagement metrics to back your claims.
4. Involve stakeholders early: Include managers, department heads, and the chief operating officer (COO) early in the selection process to ensure their needs are considered. Early involvement also helps refine the tool’s requirements and creates internal champions for the initiative.
5. Demonstrate the platform’s capabilities: Show how easy the tool is to use and how it integrates with existing platforms, such as Slack or an HRIS, to reduce fears of a complicated onboarding process or disruption to current workflows.
6. Communicate the impact on employee experience: Highlight how engagement software improves the employee experience, leading to better morale, increased productivity, and stronger retention rates.
7. Provide a clear action plan for implementation and adoption: Create an actionable implementation plan that includes timelines, onboarding strategies, and training sessions. Leaders will be more confident in approving the software if they see a clear roadmap for smooth adoption.

Ready to onboard the best employee engagement software for small to enterprise-level businesses? Book a demo to understand why CultureBot is the number one choice.