Maintaining employee engagement and retention is vital in the current competitive and fast-paced job market. Organizations face challenges such as high employee turnover, a growing demand for work-life balance, and the need to foster a positive company culture that retains talent. We understand how complex this journey can be for companies striving to reduce employee turnover while improving employee satisfaction.
At Matter, we empathize with these challenges and are here to help. Our platform is designed to simplify the process of employee engagement, providing the tools businesses need to foster engaged employees, create a motivated workforce, and address employee concerns with ease. This guide offers 28 actionable strategies to help companies of all sizes achieve higher employee retention and build a thriving workplace.
Whether you're managing a hybrid team, leading a small business, or overseeing a large enterprise, these strategies will empower you to reduce training costs, retain experienced employees, and improve employee morale. Let's explore the solutions that matter most for keeping your workforce engaged and motivated.
What is employee engagement and retention?
Employee engagement and employee retention are closely linked concepts that play a critical role in a company's success. While employee engagement refers to the level of enthusiasm, connection, and dedication employees feel toward their work and the organization, retention focuses on the strategies and efforts businesses use to keep employees long-term.
Employees that are engaged exhibit higher productivity, innovation, and commitment to their positions, creating a positive work environment and contributing directly to business success. On the other hand, efficient employee retention methodologies help organizations reduce employee turnover, retain valuable talent, and avoid the high costs associated with recruitment and training.
Key characteristics of employee engagement:
- Employees feel aligned with company values and the organization's mission.
- Engagement initiatives, like recognition programs and professional development opportunities, motivate employees to excel.
- Employee feedback mechanisms ensure employees feel heard and valued.
Key characteristics of employee retention:
- Retention strategies focus on maintaining a stable and satisfied workforce through initiatives like competitive compensation and career growth opportunities.
- Organizations address employee concerns and provide a healthy work-life balance to enhance loyalty.
- Efforts to retain talent lead to productive employees who contribute consistently to long-term goals.
Together, engagement and retention form a foundation for organizational stability and growth. When employees are engaged, they possess a higher likelihood to stay with the company, reducing employee turnover and creating a cohesive, motivated workforce. By understanding these concepts, businesses can design programs that attract top talent and ensure employees remain satisfied and productive throughout their tenure.
Why is employee engagement and retention important?
In any organization, employee engagement and employee retention are essential for fostering stability, driving growth, and achieving business success. Employees who perceive engagement and connection to their work are more inclined to exhibit loyalty to the company, reducing employee turnover and contributing to a positive company culture. For businesses, prioritizing engagement and retention translates into both short- and long-term benefits.
The benefits of employee engagement
Engaged personnel are passionate about their work, aligned with the company's vision, and motivated to contribute to organizational success. Here's why employee engagement matters:
- Increased employee productivity: Engaged employees are more focused and dedicated, resulting in higher-quality work and efficiency.
- Boosted morale: Employees who feel valued and recognized are happier and more motivated, creating a more positive work environment.
- Enhanced innovation: Employees who are engaged are more inclined to take initiative, share ideas, and find creative solutions to challenges.
Engagement also helps organizations create a motivated workforce that champions company goals and delivers exceptional results.
The importance of employee retention
While engagement focuses on enthusiasm and connection, employee retention ensures that businesses can maintain a stable workforce, avoiding the disruption and costs of frequent turnover.
Here's why retention is critical:
- Reduced costs: Replacing employees involves significant expenses, including recruitment, onboarding, and training. Retaining employees minimizes these training costs and ensures smoother operations.
- Preserved institutional knowledge: Long-tenured employees hold valuable expertise and insights that contribute to organizational success.
- Stronger relationships: A loyal workforce fosters trust among team members, customers, and leadership, creating a cohesive work environment.
Retention is also essential for protecting a company's reputation. Businesses with high turnover may struggle to attract top talent in a competitive job market, making retention a strategic priority.
The intersection of engagement and retention
Engagement and retention are deeply interconnected. When employees feel engaged, they are more likely to remain with the organization, contributing to higher employee satisfaction and employee job satisfaction. Similarly, retaining engaged employees strengthens company culture and ensures a consistent, productive workforce.
By addressing engagement and retention, organizations can establish a climate that enables employees to feel appreciated, motivated, and invested in their work. This comprehensive approach benefits employees and drives business success, making these efforts a win-win for everyone involved.
5 employee engagement and retention strategies for remote/virtual and hybrid workplaces
Managing remote and hybrid teams brings unique challenges, such as maintaining connections, ensuring clear communication, and fostering a sense of belonging. By focusing on tailored employee engagement strategies, organizations may cultivate a unified and driven workforce, no matter where employees are located.
1. Foster strong connections through communication and collaboration tools
Building relationships in virtual spaces requires intentionality and the use of the right tools. Employees who feel connected to their colleagues and managers are more inclined to sustain engagement and loyalty to the company.
Strategies:
- Use tools like Slack, Microsoft Teams, or Zoom to facilitate regular communication.
- Schedule virtual coffee chats or team-building events to strengthen interpersonal connections.
- Encourage managers to check in with team members individually to address employee concerns and build trust.
Strong connections ensure employees feel part of a team, even when working remotely.
2. Provide flexibility to support work-life balance
Remote and hybrid employees value the ability to balance professional responsibilities with personal needs. Offering flexible work arrangements demonstrates trust and fosters loyalty.
How to implement flexibility:
- Allow employees to set their own schedules within reasonable parameters.
- Urge staff to engage in regular breaks to prevent burnout.
- Support time-off policies that prioritize healthy work-life balance.
Flexibility enhances employee satisfaction and reduces employee turnover by creating an environment in which employees feel respected and empowered.
3. Recognize achievements in meaningful ways
In a remote setting, accomplishments can go unnoticed, leading to feelings of underappreciation. Recognizing achievements is essential for maintaining employee morale and boosting engagement.
Recognition ideas:
- Use platforms like Matter to facilitate peer-to-peer and manager-led recognition.
- Celebrate milestones in team meetings or through company-wide announcements.
- Offer personalized rewards, such as e-gift cards or additional time off.
Acknowledgment ensures employees feel valued and motivated to contribute their best.
4. Support career development and professional growth
Remote employees need access to the same career development opportunities as in-office staff. Offering clear growth pathways keeps employees motivated and invested in their future with the company.
Development opportunities:
- Provide access to online training platforms and certifications.
- Create mentorship programs that connect employees with leaders for guidance.
- Host virtual workshops or webinars on leadership, technical skills, and other topics.
Investing in employee growth builds loyalty and prepares employees for long-term success within the organization.
5. Regularly gather and act on employee feedback
Frequent feedback loops allow remote employees to voice their concerns and suggestions. Taking action on employee feedback shows employees that their opinions matter.
Feedback strategies:
- Conduct pulse surveys on an ongoing basis to assess employee engagement and wellbeing to help identify emergent challenges.
- Use one-on-one meetings to gain deeper insights into individual experiences.
- Act transparently by sharing feedback results and outlining plans for improvement.
Feedback-driven engagement ensures employees remain connected and committed to the organization.
By implementing these strategies, organizations can improve employee engagement and retention in remote and hybrid workplaces. Employees who feel supported, connected, and valued are more inclined to maintain loyalty and enhance a flourishing, efficient workforce.
5 employee engagement and retention strategies for in-office workplaces
In-office workplaces present unique opportunities for how to improve employee engagement and enhance employee retention. With employees sharing the same physical space, organizations can leverage face-to-face interactions, a shared work environment, and on-site resources to create a dynamic and positive company culture. Here are five actionable strategies tailored to in-office teams:
1. Create a positive and inclusive workplace culture
A thriving company culture is the foundation of an engaged workforce. In-office environments allow leaders to shape the workplace culture through daily interactions and shared experiences.
How to build a strong culture:
- Encourage collaboration through open floor plans, communal spaces, and regular team meetings.
- Foster inclusivity with initiatives like employee resource groups (ERGs) and cultural appreciation events.
- Align the culture with company values, ensuring employees understand and embrace the organization's mission.
An encouraging work atmosphere fosters employee connection, appreciation, and loyalty to the organization.
2. Recognize and reward achievements regularly
Recognition is one of the most effective ways to increase employee engagement and reduce employee turnover. In-office settings allow for immediate and impactful recognition.
Recognition ideas:
- Celebrate individual and team successes in all-hands meetings or informal gatherings.
- Use bulletin boards or digital displays to highlight employee achievements.
- Offer tangible rewards like gift cards, bonuses, or additional paid time off to show appreciation.
Recognizing employees ensures they feel valued and motivates them to continue performing at their best.
3. Support employee wellness programs
Physical presence provides a unique opportunity to offer on-site employee engagement programs that promote well-being and enhance job satisfaction.
Wellness program initiatives:
- Create dedicated wellness spaces, such as gyms, relaxation rooms, or outdoor areas.
- Offer regular health and wellness workshops focused on topics like stress management, nutrition, and mindfulness.
- Facilitate access to resources such as counseling services or wellness apps to address mental health concerns.
Wellness programs demonstrate the company's commitment to employees' physical and mental health, fostering loyalty and satisfaction.
4. Offer growth and development opportunities
In-office environments make it easier to facilitate hands-on professional development and mentorship opportunities that inspire growth and career advancement.
Development strategies:
- Organize in-person training sessions, workshops, and leadership programs.
- Establish a mentorship program to connect experienced employees with newer team members.
- Motivate staff to undertake challenging assignments or cross-functional projects to expand their skills.
When employees see a clear path for career growth, they are more inclined to maintain engagement and loyalty to the organization.
5. Actively listen to employee feedback
In-office settings provide numerous opportunities for leaders to gather and act on employee feedback, ensuring employees feel heard and appreciated.
Feedback strategies:
- Hold regular town hall meetings or sessions for questions and answers to address employee concerns and gather suggestions.
- Conduct anonymous surveys to measure employee satisfaction and highlight areas for improvement.
- Use one-on-one check-ins to discuss challenges, career goals, and overall well-being.
Acting on feedback shows employees that their opinions matter, creating a workplace where they feel respected and valued.
By concentrating on these tactics, organizations can create a motivated workforce, enhance employee relations, and ensure long-term employee retention in in-office environments. A supportive and engaging workplace benefits employees and drives overall business success.
5 employee engagement and retention strategies for medium-sized businesses
Medium-sized businesses face unique challenges as they grow and scale their operations. Balancing personal connections with operational efficiency requires targeted employee engagement and retention strategies. By focusing on these areas, medium-sized businesses can retain top talent, boost employee satisfaction, and foster a positive work environment.
1. Strengthen employee-manager relationships
In medium-sized businesses, managers play a crucial role in connecting employees to the company's goals and culture. Strong relationships between employees and managers drive employee engagement and encourage loyalty.
Strategies for success:
- Schedule regular one-on-one meetings to discuss performance, goals, and concerns.
- Train managers to provide constructive, actionable employee feedback that fosters growth.
- Encourage managers to act as mentors, guiding employees in their career development.
When employees feel supported and understood by their managers, they are more likely to stay motivated and engaged.
2. Invest in career development opportunities
Medium-sized businesses often have the resources to offer structured growth pathways. Providing opportunities for learning and advancement demonstrates a commitment to professional growth.
Development initiatives:
- Offer workshops, certifications, or tuition reimbursement programs to enhance skills.
- Create leadership training programs to prepare employees for management roles.
- Encourage cross-departmental projects to expose employees to new challenges and perspectives.
Investing in career growth not only boosts employee morale but also reduces employee turnover by showing employees they have a future with the company.
3. Recognize achievements across departments
With a growing workforce, recognition can sometimes feel siloed. Implementing cross-departmental recognition ensures that employees across all levels feel appreciated.
Recognition ideas:
- Use platforms like Matter to facilitate real-time peer recognition.
- Celebrate company-wide achievements in newsletters, town halls, or annual events.
- Recognize employees who embody company values with awards or public acknowledgments.
Consistent recognition fosters a culture of appreciation and loyalty, encouraging employees to stay engaged.
4. Foster a collaborative and inclusive company culture
Maintaining a strong sense of community and inclusivity is essential as businesses scale. Employees who perceive a connection to the company culture are more inclined to exhibit loyalty and engagement.
Tips for fostering inclusivity:
- Host team-building activities that encourage collaboration across departments.
- Develop employee resource groups (ERGs) to support diversity and inclusion efforts.
- Regularly communicate the organization's mission and how employees contribute to its success.
A collaborative culture enhances employee engagement levels and creates a thriving work environment.
5. Leverage technology to streamline engagement efforts
Medium-sized businesses can benefit from employee engagement tools that simplify recognition, feedback, and communication.
Recommended tools:
- Platforms like Matter to manage engagement initiatives and track metrics.
- Pulse surveys to assess employee happiness and pinpoint areas for enhancement.
- Virtual learning platforms for skill-building and career development.
By using technology, businesses can scale their engagement efforts without losing the personal touch that makes medium-sized organizations unique.
Focusing on these strategies allows medium-sized businesses to retain top talent, create an engaged workforce, and drive business success. When employees feel valued, recognized, and supported, they are more likely to contribute to a thriving organization.
5 employee engagement and retention strategies for large and enterprise-sized businesses
Large and enterprise-sized organizations face unique challenges in fostering employee engagement and improving employee retention due to their scale and complexity. With diverse teams spread across departments and locations, it's essential to implement scalable strategies that promote connection, loyalty, and motivation. Here are five tailored strategies to help large organizations thrive.
1. Create a unified and inclusive company culture
As organizations grow, maintaining a cohesive workplace culture becomes more challenging. A strong, unified culture ensures employees feel aligned with the organization's mission and values.
How to build a unified culture:
- Develop and communicate clear company values that resonate across departments and locations.
- Promote inclusivity by fostering diverse leadership teams and creating employee resource groups (ERGs).
- Use technology to share company-wide updates, celebrate successes, and connect employees.
A unified culture fosters a sense of belonging and enhances employee satisfaction at every level.
2. Provide career growth opportunities at scale
For large organizations, offering structured career development opportunities is key to retaining top talent. Employees need to see clear pathways for growth and advancement.
Scalable growth initiatives:
- Offer company-wide leadership development programs and rotational opportunities.
- Invest in personalized development plans tailored to employees' roles and aspirations.
- Use virtual learning platforms to provide consistent access to training across locations.
When employees see opportunities for career growth, their likelihood of remaining engaged and dedicated to the business is increased.
3. Implement recognition programs across all levels
In large organizations, it's easy for employees to feel overlooked. Recognizing contributions consistently and publicly helps employees feel valued and drives loyalty.
Recognition ideas:
- Use platforms like Matter to enable real-time recognition from peers, managers, and leadership.
- Celebrate department-specific achievements alongside company-wide milestones.
- Host annual award ceremonies or recognition events to spotlight exceptional performance.
Effective recognition programs reduce employee turnover and create a culture of appreciation.
4. Use data-driven engagement strategies
With a large workforce, collecting and analyzing employee feedback is crucial for proactively identifying trends and addressing issues.
Data-driven approaches:
- Conduct regular employee engagement surveys to measure satisfaction, morale, and areas for improvement.
- Use pulse surveys to monitor employee sentiment in real-time.
- Leverage analytics to track the effectiveness of retention strategies and make informed adjustments.
Data ensures that engagement efforts are targeted, measurable, and responsive to employees' needs.
5. Prioritize leadership training and development
In large organizations, leaders set the tone for employee relations and engagement. Equipping managers with the skills to support their teams is essential for fostering loyalty and motivation.
Leadership initiatives:
- Offer comprehensive leadership training programs focused on communication, feedback, and mentorship.
- Provide tools and resources to help managers address employee concerns and promote work-life balance.
- Encourage managers to recognize and celebrate individual and team successes.
Strong leadership is a cornerstone of effective retention strategies, ensuring employees feel supported and inspired.
By implementing these strategies, large organizations can overcome the challenges of scale and create a thriving, engaged workforce. When employees feel connected, valued, and supported, they are more inclined to remain devoted and contribute to the organization's ongoing success.
3 best employee engagement and retention software
In 2025, finding the right software to enhance employee engagement and retention is a primary concern for organizations aiming to build stronger, more connected teams. Among the leading platforms, Matter takes the spotlight, providing innovative solutions that make recognition and retention effortless. Complementing Matter's capabilities are Lattice and Culture Amp, both offering valuable features to help businesses support their employees effectively.
1. Matter
About Matter: Matter is an innovative platform that revolutionizes the way companies approach employee engagement. By prioritizing real-time recognition and feedback, Matter establishes an environment in which employees are encouraged to flourish while also feeling appreciated and connected. The platform's unique focus on celebrating contributions fosters a positive work environment, encouraging collaboration and loyalty across teams.
In addition to recognition, Matter excels at integrating seamlessly with tools like Slack and Microsoft Teams, making it a natural fit for any workflow. Its reward system, powered by Matter coins, incentivizes employees by offering customizable rewards that align with their personal interests. With its user-friendly interface and actionable insights, Matter stands out as the number one choice for businesses looking to reduce employee turnover and drive engagement.
Matter main features:
- Real-time peer-to-peer recognition and feedback tools.
- Reward system with Matter coins for personalized incentives.
- Seamless integration with Slack and Microsoft Teams.
- Analytics to measure engagement and track team progress.
Matter pricing:
- Free Forever: $0/user/month
- Basic: $1/user/month, billed annually
- Pro: $3/user/month, billed annually
- Pro + Surveys: $5/user/month, billed annually
To learn more, view Matter's pricing page.
Matter G2 score: Matter has a G2 score of 4.7/5 based on user reviews.
What Matter customers are saying on G2: "Our company's culture & morale changed overnight! In under 2 months, we've had over 2,000 kudos sent and 80%+ engagement across all employees. Matter has motivated people to participate like no other software we have ever used." - Jeff Hagel, President at McInnis & Holloway (Customer Story)
2. Lattice
About Lattice: Lattice is a leading platform for employee engagement and performance management that helps businesses align individual goals with organizational objectives. By combining engagement surveys, feedback tools, and career development features, Lattice empowers employees to grow while giving organizations actionable insights to improve employee satisfaction. Its focus on professional development and goal alignment makes it a valuable asset for fostering an engaged workforce and reducing employee turnover.
Lattice main features:
- Engagement surveys to measure employee sentiment and track improvements.
- Performance management tools to align individual goals with company objectives.
- Career growth resources, including individualized development plans.
- Real-time feedback systems to encourage collaboration and growth.
Lattice pricing: To learn more, view Lattice's pricing page.
Lattice G2 score: Lattice has a G2 score of 4.7/5 based on user reviews.
What Lattice customers are saying on G2: "Lattice has transformed how we manage performance reviews and employee feedback. It's intuitive and helps us stay connected to our team's needs and goals." – Verified G2 User.
3. Culture Amp
About Culture Amp: Culture Amp is an analytics-driven platform designed to enhance employee engagement and retention through deep insights into the employee experience. With customizable surveys, real-time analytics, and tools for fostering inclusivity, Culture Amp provides businesses with the data and resources they need to create a thriving, positive company culture. Its focus on feedback and development ensures organizations can retain top talent while building an environment where employees feel valued and motivated.
Culture Amp main features:
- Customizable engagement surveys to gather meaningful insights.
- Analytics dashboards to measure employee satisfaction and identify trends.
- Feedback tools for collaboration and professional growth.
- Training resources to support inclusivity and leadership development.
Culture Amp pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Culture Amp. To learn more, view Culture Amp's pricing page.
Culture Amp G2 score: Culture Amp has a G2 score of 4.5/5 based on user reviews.
What Culture Amp customers are saying on G2: "I've been using this software for a while now, and one of its standout features is how well-organized the system is. Everything is laid out in a clear and intuitive way, making it easy to navigate. Additionally, the punctuality of the communications is exceptional – notifications and updates are always timely, ensuring that I stay on top of tasks and deadlines. It's a reliable tool for those who value efficiency and clear communication. Highly recommended!" - Anna L., SEO Consultant (G2 Review for Culture Amp).
Employee engagement and retention statistics
Numbers are capable of conveying a significant narrative, and when it comes to employee engagement and retention, the data highlights just how essential these strategies are for organizational success. Engaged employees bring enthusiasm, commitment, and higher productivity to their roles, while effective retention strategies ensure businesses avoid the high costs associated with employee turnover. By understanding these employee engagement statistics, businesses can prioritize efforts that enhance the employee experience and foster long-term loyalty.
Employee engagement statistics
Focusing on employee engagement pays dividends in productivity, profitability, and employee satisfaction. Engaged employees not only perform better but also contribute to an affirmative workplace atmosphere and company culture that motivates their peers.
These statistics demonstrate the direct impact of engagement on organizational performance:
- Organizations with highly engaged personnel experience a 21% increase in profitability.
- Teams with high engagement levels see 41% lower absenteeism and 59% less turnover than disengaged teams.
- Companies with effective employee engagement strategies report a 17% increase in productivity and 24% lower employee turnover.
Employee retention statistics
Retaining employees is about more than just saving on recruitment costs; it's about preserving institutional knowledge, strengthening relationships, and maintaining a motivated workforce. Businesses that invest in employee retention strategies see stronger teams and better results.
These statistics underscore the importance of retaining talent:
- The expense associated with employee replacement can vary from 30% to 50% of their yearly compensation, depending on their role and seniority.
- Employees who feel aligned with their company values and mission are 75% more likely to remain with their employer.
- Organizations that offer professional development opportunities see a 34% increase in employee retention rates.
The connection between engagement and retention
The correlation between employee engagement and retention is unequivocal. When employees are engaged, they are more likely to remain with their organizations, reducing employee turnover and creating a stronger positive company culture.
These statistics highlight the synergy between these two critical factors:
- Employees who are engaged exhibit an 87% lower likelihood of departing from their employers, highlighting the direct link between engagement and retention.
- Companies that implement flexible work arrangements and prioritize work-life balance report a 25% improvement in both employee satisfaction and retention.
- Addressing employee concerns through regular feedback and action plans increases retention by 20% on average.
These statistics provide a compelling case for prioritizing employee engagement and retention. By leveraging these insights, organizations can make data-driven decisions that lead to a more productive workforce, happier employees, and greater business success.
Difference between employee engagement and employee retention
Although employee engagement and employee retention are closely linked, they represent distinct aspects of the workplace experience. Understanding the difference between these two concepts is crucial for businesses aiming to foster a motivated workforce and build a thriving company culture.
What is employee engagement?
Employee engagement denotes the emotional dedication employees possess towards their firm and its objectives. Engaged employees are enthusiastic, proactive, and invested in their roles, going above and beyond to contribute to organizational success. Engagement is built through employee satisfaction, opportunities for professional development, and a supportive work environment.
Key indicators of employee engagement include:
- High levels of enthusiasm and dedication.
- Employees who see alignment with the organization's mission and values.
- Increased participation in employee engagement initiatives, such as feedback sessions or recognition programs.
What is employee retention?
Employee retention, on the other hand, focuses on strategies designed to keep employees within the organization for the long term. Retention efforts address the practical and emotional factors influencing an employee's decision to stay, such as compensation, career growth, and a positive company culture.
Effective employee retention strategies include:
- Offering competitive compensation and benefits.
- Addressing employee concerns through regular feedback loops.
- Creating clear career development opportunities to encourage loyalty and growth.
The connection between engagement and retention
While distinct, engagement and retention are deeply interconnected. Employees who are engaged are more inclined to remain with their employer, which ultimately reduces employee turnover and preserves institutional knowledge. Similarly, retention strategies that prioritize engagement—such as recognition programs, work-life balance initiatives, and opportunities for growth—help foster a loyal and productive workforce.
By understanding the difference between engagement and retention, businesses can implement holistic strategies that address both areas. This comprehensive approach not only improves the employee experience but also contributes to the success of the business.
Final advice on employee engagement and retention
Building a strategy for employee engagement and retention is more than a one-time initiative; it's an ongoing effort to create a workplace where employees feel valued, motivated, and connected. Organizations that prioritize these areas not only retain great talent but also develop a positive company culture that contributes to long-term business success.
Key takeaways for driving engagement and retention:
- Prioritize flexibility: Offering flexible work arrangements supports a healthy work-life balance and ensures employees can thrive both professionally and personally.
- Invest in professional growth: Providing career development opportunities and training programs helps employees see a future with your organization, reducing employee turnover.
- Recognize contributions regularly: Recognition programs that celebrate achievements—like those enabled by Matter—boost morale and engagement, creating a culture of appreciation.
- Encourage feedback and communication: Actively seeking and acting on employee feedback builds trust and addresses employee concerns, ensuring employees stay connected to the organization.
- Offer competitive compensation: Retaining valuable talent often hinges on ensuring employees feel fairly compensated and supported in their roles.
By implementing these strategies, businesses can build a loyal, engaged workforce that remains productive and satisfied.
Ready to transform your approach to employee engagement and retention? Matter provides the tools you need to recognize, connect, and inspire your team. From real-time feedback to meaningful rewards, Matter facilitates the establishment of a workplace in which employees feel inspired and appreciated. Get started with Matter for free today and examine how our platform can help you cultivate a prosperous and dedicated team.
