The 6 Best Employee Engagement Software: My Hands-On Review

I joined G2 during the pandemic while working completely remotely, which made me realize just how important it is to feel connected, supported, and engaged—even from a distance. While I wasn’t in an office setting, the tools and strategies G2’s team used played a big role in helping me feel part of the company culture right from the start.

Although I’m not an HR professional, my role has given me the chance to interact with employee engagement specialists, HR leaders, and team managers who face the ongoing challenge of keeping employees motivated, especially in hybrid and remote environments. These conversations sparked my curiosity about the best employee engagement software that helps foster strong connections within teams, no matter where they’re located. 

Over several weeks, I explored 20-plus employee engagement software designed to boost employee morale, improve communication, and create a sense of belonging. In this listicle, I share the six tools that stood out to me, their unique features, pros and cons, and why they might just transform how your organization approaches employee engagement. Let's get into it!

6 employee engagement software I'd recommend 

Employee engagement is critical for building a motivated, productive workforce, but it can be tough to maintain without the right tools—especially in remote or hybrid environments. When I first started working remotely at G2, I realized how challenging it can be to feel connected to a team without the daily interactions that come naturally in an office setting. 

That’s where employee engagement software makes all the difference. Some tools help foster real-time communication and feedback, while others focus on recognition programs, employee pulse surveys, and creating a transparency and connection culture. The right employee engagement software doesn’t just boost morale; it helps teams collaborate more effectively, strengthens company culture, and keeps employees aligned with organizational goals.

As I explored different platforms, I tested features like employee feedback systems, recognition tools, engagement analytics, and integrations with popular productivity apps. Some tools were game-changers, making tracking engagement metrics easy and boosting team connection. Others looked promising on the surface but didn’t deliver the impact or user experience needed to truly engage employees.

What makes the best employee engagement software worth it: My perspective

Working from home made me appreciate the importance of feeling engaged and valued, even without face-to-face interactions. But with so many software options out there, I needed to dig deeper to figure out what matters, whether managing a large team, supporting a hybrid workforce, or trying to boost morale in a fully remote setup.

If you’re looking for the best employee engagement software, here’s what to keep in mind:

• Employee feedback and surveys: The first thing I looked for was how well the software captured employee sentiment. Regular feedback is essential to identify what’s working and what’s not. The best tools offer pulse surveys, eNPS, and customizable questionnaires—often with anonymous options. Platforms with easy-to-analyze data made it simpler for managers to take action based on real insights.
• Recognition and reward systems: Feeling appreciated is a huge motivator. I tested tools with peer recognition, shout-out boards, and automated rewards. What stood out was how recognition—done right—boosts morale and strengthens team connections, especially for remote teams. The best platforms made it easy to celebrate wins without adding extra admin work.
• Effective communication tools: Strong communication is the backbone of engagement. I explored platforms with built-in messaging, announcements, and social feeds. The best software is integrated seamlessly with tools like Slack or Microsoft Teams, making it easy to stay connected. Tools promoting transparent, two-way communication fostered a stronger sense of belonging.
• Engagement analytics: Data-driven decisions are key to improving engagement. I looked for platforms with dashboards that track participation, survey responses, and trends. The best tools provided real-time insights, helping leaders quickly identify and address engagement issues.
• Support for remote and hybrid teams: Having experienced remote work firsthand, I focused on features designed for distributed teams. Tools with virtual engagement activities, remote recognition programs, and mobile apps stood out because they kept engagement high, no matter where employees were working.

Over the course of several weeks, I researched and tried more than 20 employee engagement software programs. I narrowed down the best 6 based on their features and ease of use. 

To be included in this category, a solution must:

• Enable users to conduct employee pulse surveys to gauge employee satisfaction
• Allow users to design and distribute custom pulse surveys
• Organize and maintain data collected from pulse surveys for reporting purposes
• Promote employee recognition through internal communication channels

*This data was pulled from G2 in 2025. Some reviews may have been edited for clarity.  

1. Culture Amp

Culture Amp has been an outstanding tool for fostering employee engagement, performance, and development within our organization. I’ve been using it recently, and it has significantly improved how we track employee goals, monitor progress, and recognize achievements. Unlike traditional survey platforms, Culture Amp goes beyond data collection to drive real growth and connection within teams. Its intuitive, user-friendly interface seamlessly integrates into our workflow, making designing and distributing surveys, managing performance appraisal, and gathering meaningful employee feedback easy.

One of the standout features is the check-in slider, which highlights changes since the last check-in, fostering open communication and continuous feedback. The platform’s robust analytics provide clear, actionable insights that support data-driven decisions to enhance company culture, performance, and productivity. Additionally, Culture Amp’s strong emphasis on Diversity, Equity, and Inclusion (DEI) helps organizations align with modern values, creating more inclusive workplaces.

While the platform excels in many areas, there’s room for improvement. I’d love to see more customization options when building surveys, such as the ability to configure Likert scale colors. Adding quantitative recognition features to track objective achievements and dynamic feedback tools could further enhance performance evaluations. At times, navigation can be a bit confusing, especially for new users, and having a coaching feature or guided support could help maximize its benefits. Lastly, integrating 1-to-1 feedback options with clear guidelines for constructive communication would make the feedback process more personal and effective.

Overall, Culture Amp is an excellent, easy-to-integrate solution for organizations looking to improve employee engagement, performance, and company culture.

What I dislike about Culture Amp:

• I wish there were more customization options when creating surveys, like changing colors on the Likert scale.
• Exporting reports can be frustrating because getting the format I need takes a lot of effort.

What G2 users dislike about Culture Amp:

"It would be interesting if there were a quantitative recognition where the employee has actually achieved the set objectives, and it would be important to follow up on the requests made through the platform."

-  Culture Amp Review, Lorena D. 

2. Deel

When it comes to managing global teams, Deel doesn’t just handle the nuts and bolts of payroll and compliance. It also steps up its game with employee engagement features that genuinely make a difference.

One of the standout aspects I love about Deel is how it integrates employee feedback seamlessly into the workflow. The customer satisfaction surveys aren't just there for show; they provide real, actionable insights that help gauge employee sentiments. It's refreshing to see a tool that doesn't treat engagement as an afterthought but as an integral part of team management.

Deel also makes recognizing employees a breeze. I especially like the feature that allows sending vouchers directly to employees. It’s a simple yet effective way to show appreciation, whether it's for hitting milestones or just to boost morale. This small touch goes a long way in maintaining motivation across remote teams.

But it's not without its quirks. Managing feedback can sometimes be a bit tricky. For example, I've noticed that processing feedback can take longer than expected.

Another area where Deel could improve is during the offboarding process. After an employee leaves, managing their feedback and engagement history can get a bit frustrating as the system isn’t as intuitive for post-employment data.

Overall, Deel isn’t just about making payroll and compliance easier—it’s about keeping your team connected, motivated, and engaged, no matter where they are in the world. It’s a solid tool with room to grow, but its focus on employee engagement is definitely a strong plus.

What I dislike about Deel:

• Payment delays are a hassle, and I wish there was more transparent communication about what’s causing the hold-up.
• I feel that some of the withdraw methods are still expensive in their commissions.

What G2 users dislike about Deel:

"While Deel has been reliable overall, I’ve noticed occasional delays in the withdrawal process and updates to exchange rates. Additionally, I feel there could be more detailed tracking or transparency on fee structures when converting currencies."

- Deel Review, Anne F. 

3. Workhuman Social Recognition

One of my favorite things about Workhuman Social Recognition is how easy it is to give and receive recognition. Whether I'm at my desk or commuting home, I can send a quick shout-out from my phone, which is such a convenient feature. There’s something really special about knowing your colleagues might start or end their day with a message of appreciation from you. It’s a small gesture that makes a big impact.

The platform is intuitive and responsive. The user interface is clean, the colors are engaging, and everything feels where it should be. It’s no surprise that adoption has been high across our organization.

I also love how Workhuman isn’t just about day-to-day recognition. It helps us celebrate major personal and professional milestones, strengthening team bonds. Plus, the dashboards and reporting tools are a hidden gem. They give us great insights into how recognition is impacting our company culture and even business outcomes.

That said, there are a couple of things I wish were better. The points system, for example, can be a bit confusing. Sometimes it’s hard to gauge the true value of points, especially when the rewards vary so much. I think clearer communication about each point would make a big difference.

Also, it’s tricky to differentiate between similar items when redeeming points. It would be awesome if identical items (like the same product in different colors) were grouped together. That way, you could just pick the one you want without second-guessing.

And while the selection of rewards is generally good, it can feel a bit limited in certain regions. Expanding those options would definitely make the experience more inclusive for everyone.

Overall, Workhuman Social Recognition has had a really positive impact on our workplace. It fosters a culture of appreciation, boosts morale, and even helps with employee retention. Sure, it’s not perfect, but its strengths far outweigh the minor hiccups.

What I dislike about Workhuman Social Recognition:

• For global teams, the limited options for international rewards can be frustrating. I think it would be great if there were more choices that cater to different regions.
• I feel like redeeming points can be a hassle. There are too many steps involved, and it feels like it could be streamlined to save time.

What G2 users dislike about Workhuman Social Recognition:

"When redeeming points, it's sometimes hard to understand exactly what the difference between some of the items is. It would be nice to have "identical items" (e.g., same thing but in different colors) grouped together so I can just select the one I want with confidence."

- Workhuman Social Recognition Review, Joshua N.

4. HiBob HRIS

What I dislike about HiBob HRIS:

• The menu structure could be more compact. Sometimes it feels like I’m clicking more than necessary to find what I need.
• Extracting reports can be tricky because I don’t have access to the calculations behind the dashboard data, which makes analysis a bit frustrating.

What G2 users dislike about HiBob HRIS:

"One of the downsides of Bob is when it comes to permissions when it comes to fields and tables, sometimes we don't want everyone to see every field in a category, but enabling them to see a category means they can see every field. There are also small reporting constraints such as not being able to get all information in a general report, so we have to be intentional about which report we use."

- HiBob HRIS Review, Jamie N. 

5. Workvivo

I've been using Workvivo for a while now, and honestly, it feels like having a social network designed just for work. What I absolutely love about it is how user-friendly the interface is. Even when I first started using it, everything felt intuitive. The design is sleek yet simple, making it super easy to navigate, and the customization options are brilliant. I can tweak things just the way I like, which makes the whole experience feel personal and efficient.

One of my favorite features is the ability to create my own space where I can post updates, share my perspectives, and even showcase my photography. It’s not just about work tasks; it’s a place where I can express myself and connect with colleagues beyond just projects and deadlines. I also love how I can showcase my skills, react to others' posts, and interact with people across different teams, even outside my immediate office. It really helps in fostering that sense of community.

That said, it’s not perfect. The mobile app could definitely be better. It doesn’t feel as responsive or feature-rich as the desktop version, and tagging colleagues can be a bit tricky on mobile. Also, the notification system can get overwhelming. There are just so many updates and alerts that it’s easy to lose track of what's actually important. And while the platform is generally intuitive, I feel like the search function could be improved—finding specific posts or documents sometimes feels like hunting for a needle in a haystack.

Despite these minor hiccups, Workvivo has been a game-changer for me. It makes staying connected, engaged, and even a little creative at work so much easier. Plus, it’s fun, which is something I never thought I’d say about a work app!

What I dislike about Workvivo:

• I felt that the mobile app is not as rich as the desktop version.
• The only downside is that it tends to lag when I start the portal. It’s not a huge issue, but it can be annoying when I’m in a rush.

What G2 users dislike about Workvivo:

"Workvivo is a great tool for employee engagement, but there are a few drawbacks. The platform could benefit from more integrations with other productivity tools to streamline workflows. The mobile app is less responsive compared to the desktop version, and more customization options would be helpful. Additionally, notifications can become overwhelming at times."

- Workvivo Review, Swaraj K.

6. Vantage Circle 

I've been using Vantage Circle for quite some time now, and I can confidently say it's a game-changer when it comes to employee engagement and rewards. The platform offers a seamless integration with our existing systems, which makes managing and tracking rewards effortless. It's incredibly user-friendly and intuitive, so navigating through features, redeeming rewards, or accessing deals feels like a breeze.

What really stands out for me is the variety of benefits it offers. From discounts on popular brands to wellness programs, there’s something for everyone. The ability to easily browse and redeem rewards not only adds convenience but also fosters a positive work culture in our organization. I also appreciate the personalized experience it provides, making it feel tailored to each employee's preferences.

The customer support is top-notch—always responsive and helpful whenever I’ve had a query. Compared to other tools, Vantage Circle’s support team really goes the extra mile to ensure smooth user experiences.

Of course, like any platform, there’s room for improvement. I’d love to see more options for redeeming points, especially with platforms like Amazon and Blinkit. Also, while the real-time data processing is decent, it could be faster and more efficient to match industry standards. I’ve noticed that cashback and points sometimes take a bit longer to be credited, which can be slightly frustrating. Additionally, having more diverse redemption options in certain regions and better customization features for rewards catalogs would really enhance the experience.

Overall, Vantage Circle has significantly improved the way we handle employee recognition and rewards. It has boosted employee satisfaction, improved engagement, and genuinely made a difference in our work environment. If you’re looking for a reliable, efficient, and engaging rewards platform, I’d recommend giving Vantage Circle a try. 

What I dislike about Vantage Circle:

• Every now and then, I experience lags when trying to redeem rewards, which slows things down.
• I’d love to see more localized or tailored offers that match my preferences.

What G2 users dislike about Vantage Circle:

"The limited customization options in certain areas, such as the rewards catalog and localized offers."

- Vantage Circle Review, Abhishek K. 

Frequently asked questions about the best employee engagement software

Have more questions? Find more answers below.

1. Why is employee engagement important?

Employee engagement is important because it directly influences productivity, employee retention, and overall business success. Engaged employees are more motivated and committed and likely to go above and beyond in their roles. This not only improves individual performance but also fosters a positive work environment, which can lead to better customer experiences. Companies with high engagement levels often see reduced turnover, lower absenteeism, and increased profitability, making it a critical factor for long-term growth and success.

2. How to measure employee engagement?

Employee engagement can be measured through a combination of surveys, performance metrics, and feedback tools. Surveys, like pulse checks or employee net promoter scores (eNPS), help gauge employee sentiment and satisfaction. Performance data, such as productivity levels and turnover rates, can also provide insights into engagement trends. Additionally, collecting qualitative feedback through one-on-one meetings or focus groups helps organizations understand the “why” behind the data, allowing them to make informed decisions to improve engagement.

3. What is an employee engagement survey?

An employee engagement survey is a tool used to gather feedback from employees about their work experience, motivation, and satisfaction. These surveys typically include questions about leadership effectiveness, communication, recognition, career development, and workplace culture. By analyzing the responses, organizations can identify strengths and areas for improvement, enabling them to create targeted strategies to boost employee engagement and foster a more positive work environment.

4. How to improve employee engagement?

Improving employee engagement requires a combination of strategies focused on communication, recognition, growth, and workplace culture. Open and transparent communication helps employees feel heard and valued. Regular recognition of achievements, whether big or small, boosts morale and motivation. Providing growth opportunities through training and career development keeps employees invested in their roles. Additionally, promoting work-life balance and creating a positive, inclusive culture ensures employees feel supported both professionally and personally, leading to higher engagement levels.

5. What are the 5 C’s of employee engagement?

The 5 C’s of employee engagement are Connection, Clarity, Contribution, Confidence, and Commitment. Together, they represent the key drivers that influence how engaged employees feel at work.

6. Is employee feedback anonymous in engagement software?

Many platforms offer anonymous feedback options to encourage honest input. However, this can be configured based on company preferences and goals.

7. What Is an employee engagement matrix?

An employee engagement matrix is a framework that helps organizations categorize employees based on their level of engagement and performance. It’s commonly used by HR teams to identify different employee groups, such as highly engaged high performers, disengaged high performers, and disengaged low performers.

Log in to better employee experiences

Finding the right employee engagement software is just one piece of the puzzle—what really matters is how you use it. Now that you know the best tools available, the next step is to take action. Choose a platform that fits your organization’s needs, implement it thoughtfully, and start fostering a culture where employees feel valued, heard, and motivated.

If you’re new to employee engagement strategies, start small—run a pulse survey, introduce peer-to-peer recognition, and see how your team responds. If you’re already focused on engagement, look for ways to automate feedback, track progress more effectively, and scale your efforts with the right software.

Employee engagement success doesn’t happen overnight, but with the right tools and a proactive approach, you’ll be on your way to creating a happier, more connected, and more productive workforce. So, pick your software, put it to work, and watch your team’s engagement levels soar! 

To support a truly engaged workforce, the right corporate wellness software can help promote employee well-being, reduce burnout, and create a healthier, more productive work environment.