The truth about employee engagement goes beyond buzzwords and corporate jargon—it's about building a culture where employees find meaning, connection, and a sense of progress in their roles. Companies prioritizing engagement are better equipped to tackle challenges, boost productivity, and retain top talent. However, many organizations still struggle to unlock the full potential of their workforce due to common misconceptions and poorly executed strategies.
In this guide, we'll explore the essential elements of employee engagement, reveal actionable insights, and address the unique challenges organizations face in creating lasting engagement. From understanding its importance to implementing effective programs, this extensive handbook will assist your company in attaining significant outcomes.
Why is employee engagement important?
Employee engagement serves as the foundation of a prosperous workplace. Engaged employees are not only more productive, but they also contribute to a positive and collaborative work environment. When employees feel valued, appreciated, and connected to their roles, they are motivated to go above and beyond, driving better outcomes for the organization and themselves.
1. Boosts productivity and performance
Engaged employees are often more focused and committed to their tasks. This leads to higher-quality work, increased efficiency, and the ability to effectively meet organizational goals. Studies show that employee engagement levels are directly tied to increased productivity, making it a key factor in business success.
2. Reduces turnover and improves retention
Employees who feel a sense of connection and fulfillment at work are less likely to leave. High employee engagement leads to greater retention by fostering a supportive culture where employees feel their contributions are valued.
3. Enhances job satisfaction
An engaged workforce is a satisfied workforce. When employees see their efforts recognized, understand their role's impact, and feel part of a team, they are more likely to find lasting job satisfaction and a sense of purpose.
4. Strengthens company culture
A highly engaged team contributes to a strong and positive company culture. Engagement fosters collaboration, communication, and alignment with the organization's values and mission, making the workplace more dynamic and supportive.
5. Improves customer satisfaction and loyalty
Engaged employees are more inclined to provide exceptional service, directly impacting customer satisfaction and loyalty. Employees who feel connected to their work are often the best advocates for the company's products and services.
By prioritizing employee engagement, companies can create an environment where employees feel appreciated and inspired, leading to long-term success for both the individual and the organization.
Pros and cons of employee engagement
While employee engagement is a vital component of a successful workplace, it's important to recognize that implementing engagement strategies can come with both benefits and challenges. Understanding the truth about employee engagement allows organizations to make informed decisions about their approaches and tailor strategies to their unique needs.
Pros of employee engagement
1. Increased productivity
Engaged personnel exhibit more commitment to their roles, resulting in enhanced production and efficiency. When employees feel connected to their work, they are more likely to contribute their best efforts, helping organizations achieve their goals faster and with higher quality.
2. Higher employee retention
A well-engaged workforce experiences greater retention, as employees who perceive themselves as respected and appreciated are less inclined to depart. This reduces turnover costs and helps maintain team stability, fostering long-term success.
3. Enhanced job satisfaction
Engaged employees experience a greater sense of job satisfaction as they feel their contributions matter. This leads to a more motivated and happy workforce, which reflects positively on workplace morale and culture.
4. Stronger company culture
Prioritizing engagement strengthens company culture, creating an environment where collaboration, communication, and trust thrive. Employees who align with the organization's values feel a stronger connection to their work.
5. Improved customer satisfaction
Engaged employees are more inclined to go above and beyond for their consumers, leading to better service and customer satisfaction. This helps build loyalty and enhances the organization's reputation.
6. Better innovation and creativity
Engaged teams often feel more empowered to share ideas and take risks, leading to higher levels of innovation. Employees who believe their opinions matter are more likely to contribute fresh perspectives and creative solutions.
7. Reduced absenteeism
Engagement programs promote a positive work environment, which reduces absenteeism. Employees who feel connected and fulfilled are more likely to show up consistently and actively participate in their roles.
Cons of employee engagement
1. Time-intensive implementation
Creating and maintaining effective employee engagement programs can be time-consuming. Regular surveys, feedback sessions, and recognition programs require significant effort from HR teams and managers.
2. Potential for disengagement if not managed well
Poorly executed engagement strategies can backfire, leading to frustration among employees. For example, if feedback isn't acted upon or recognition programs feel insincere, employees may become disengaged.
3. Costs of engagement initiatives
Investing in tools like employee engagement software, training programs, or wellness initiatives can be costly, especially for smaller organizations. While the ROI is often worth it, initial expenses may hinder certain businesses.
4. Risk of overloading employees
Occasionally, engagement initiatives may unintentionally increase the workloads of employees, resulting in tension rather than motivation. Striking a balance between engagement activities and regular responsibilities is crucial.
5. Difficulty measuring ROI
Although engagement contributes to metrics like productivity and retention, directly quantifying the ROI of engagement programs can be challenging. Without clear measurement tools, organizations may struggle to evaluate success.
The truth about employee engagement is that its benefits far outweigh the challenges, but successful implementation requires careful planning, clear communication, and regular evaluation. By addressing potential pitfalls, organizations can create strategies that truly resonate with their employees, driving job satisfaction and organizational growth.
13 benefits of employee engagement
Employee engagement has a transformative impact on individuals, teams, and organizations. When employees feel connected, valued, and motivated, the benefits ripple throughout the workplace, driving success and growth.
Here are 13 compelling benefits of investing in employee engagement:
1. Increased productivity
Engaged personnel exhibit enhanced focus and efficiency, resulting in increased productivity levels. They're motivated to contribute their best efforts, directly impacting organizational success.
2. Higher employee retention
A strong engagement strategy fosters greater retention by establishing an environment in which employees feel esteemed and acknowledged. Employees who are engaged are less inclined to pursue external opportunities, saving organizations the costs of turnover and recruitment.
3. Enhanced job satisfaction
Engaged employees experience greater job satisfaction because they feel their work is meaningful and aligned with their values. This leads to a more positive and motivated workforce.
4. Stronger company culture
Prioritizing employee engagement strengthens company culture, fostering trust, collaboration, and communication. Employees who feel aligned with the organization's mission and values create a unified and supportive workplace environment.
5. Improved customer satisfaction
Happy employees often lead to happy customers. Employees who are engaged are more likely to deliver exceptional service, leading to enhanced consumer satisfaction and loyalty.
6. Boosted innovation
Engaged teams are more creative and willing to share ideas. A culture of engagement fosters innovation, as employees feel empowered to contribute unique solutions and take calculated risks.
7. Reduced absenteeism
A workplace that values employee engagement sees lower rates of absenteeism. Employees who feel connected to their roles and colleagues are more likely to show up consistently and actively participate.
8. Better team collaboration
Engaged employees communicate effectively and work collaboratively to achieve shared goals. Team-building initiatives and recognition programs further strengthen these connections.
9. Improved mental health and well-being
Engagement initiatives that focus on mental health resources and wellness programs help employees feel supported and balanced. This reduces stress and promotes overall well-being.
10. Aligned organizational goals
When employees comprehend the extent to which their contributions influence the organization's success, they feel more connected to its mission. Employees who are engaged are more inclined to match their efforts with the organization's overall goals.
11. Greater loyalty and commitment
Engaged employees develop a stronger sense of loyalty to their organization. They are more committed to its success and are willing to go the extra mile when needed.
12. Positive workplace relationships
A culture of engagement fosters stronger relationships between colleagues and management. Employees feel more connected and supported, creating a more harmonious work environment.
13. Higher profitability
Ultimately, the combination of increased productivity, reduced turnover, and improved customer satisfaction leads to higher profitability. Engagement strategies aren't just good for employees—they're also great for the bottom line.
By focusing on these benefits, organizations can unlock the truth about employee engagement: it's a powerful driver of growth, innovation, and long-term success.
29 examples of good employee engagement questions
The cornerstone of an effective employee engagement initiative lies in understanding the perspectives of your employees. Asking the right questions fosters employee feedback, helps gauge sentiment, and uncovers areas for improvement.
Here are 29 impactful questions divided into key engagement areas to help you design effective employee engagement surveys:
Questions about employee satisfaction
- What is your level of satisfaction with your current position and responsibilities?
- Do you feel your work gives you a sense of personal interest and purpose?
- How would you rate your overall job satisfaction at the company?
- Do you believe the company provides a positive workplace culture?
- Are you happy with the recognition and rewards you receive?
Questions about leadership and management
- Does leadership communicate the company's vision and goals effectively?
- Do you feel supported by your manager in your role?
- Are you encouraged to share ideas with leadership?
- How often does your manager provide constructive and actionable feedback?
- Do you feel leadership takes steps to address employee concerns?
Questions about professional growth
- Do you feel the company supports your career development?
- Are you provided with sufficient training to excel in your position?
- Are there opportunities for advancement within the organization?
- Does the company offer resources that align with your long-term goals?
- How well does the organization recognize and reward professional growth?
Questions about teamwork and collaboration
- Do you feel connected to your team members?
- How well do you collaborate with colleagues across departments?
- Are team-building activities effective in fostering collaboration?
- Do you feel your team values your contributions?
- How would you describe the level of trust within your team?
Questions about workplace culture
- Does the organization promote a positive and inclusive company culture?
- Do you feel comfortable bringing your authentic self to work?
- Does the company demonstrate a commitment to employee well-being?
- How well does the organization handle work-life balance for employees?
- Are the company's values and mission reflected in day-to-day operations?
Questions about employee engagement efforts
- How engaged do you feel in your current role?
- Do you feel your feedback influences organizational decisions?
- How likely are you to recommend the company as a great place to work?
- Do you feel the company actively invests in improving employee engagement levels?
Best practices for using engagement questions
To effectively utilize these questions:
- Be specific and intentional: Tailor questions to address your organization's unique needs and goals.
- Encourage honesty: Use anonymous surveys to ensure employees feel safe sharing their genuine thoughts.
- Act on the insights: Analyze feedback and create action plans to demonstrate your commitment to improving the employee experience.
- Leverage tools: Use employee engagement software like Matter to automate surveys, gather insights, and track progress.
The truth about employee engagement lies in creating a feedback loop where employees feel heard, valued, and empowered to enhance the success of the company.
The truth about employee engagement: making a successful program
Creating a successful employee engagement program involves more than implementing surface-level initiatives. The truth about employee engagement is that it requires a thoughtful approach rooted in genuine care for employees' well-being and a commitment to fostering meaningful connections.
Here's how companies can craft programs that truly drive employee engagement and satisfaction:
1. Build a foundation of trust and transparency
Engagement begins with open communication. Employees must have confidence that their feedback will be acknowledged and implemented. Create spaces where employees feel safe sharing their opinions and ensure leadership is transparent about decisions and challenges.
2. Align engagement efforts with company values
An effective engagement program should reflect the organization's mission and values. Employees are more likely to feel connected when they see their work contributing to a greater purpose. Tie engagement initiatives to company-wide goals and emphasize how individual roles make a difference.
3. Focus on recognition and rewards
Recognition is a cornerstone of successful engagement. Programs that highlight employee achievements—whether through peer-to-peer kudos, team celebrations, or formal awards—reinforce the importance of each individual's contributions. Use platforms like Matter to automate and personalize recognition efforts.
4. Foster opportunities for growth
Employees crave growth and development. Offer training sessions, mentorship programs, and clear career progression paths to help employees see their future within the organization. Engagement thrives when employees feel their professional aspirations are supported.
5. Use data to guide decisions
Successful engagement programs rely on data-driven insights. Regularly conduct employee surveys to measure engagement levels, identify trends, and understand employees' needs. Use tools that provide actionable analytics to continually refine and improve your approach.
6. Make wellness a priority
Engagement flourishes when employees feel balanced and supported. Incorporate wellness initiatives, from mental health resources to fitness programs, to show employees you care about their well-being. A healthy workforce is an engaged workforce.
7. Encourage autonomy and ownership
Engagement grows when employees have control over their work. Provide autonomy in decision-making and encourage employees to take ownership of their projects. Employees who are empowered experience a greater sense of commitment to their positions and the organization's success.
8. Integrate engagement into daily workflows
Make engagement part of the everyday employee experience. Tools like Matter allow organizations to seamlessly embed recognition, feedback, and communication into platforms like Slack and Microsoft Teams, ensuring engagement efforts don't feel like an afterthought.
9. Celebrate milestones and successes
Don't overlook the power of celebrating wins—both big and small. Acknowledging project completions, personal milestones, and team achievements fosters a sense of community and belonging.
10. Tailor programs to your workforce
The truth is, there's no one-size-fits-all approach to engagement. Customize initiatives to suit the needs of your team, whether you're working with remote employees, in-office teams, or a mix of both. Understanding what motivates your workforce is key to building a program that resonates.
Creating a successful employee engagement program is an ongoing journey, not a one-time effort. By focusing on authenticity, continuous improvement, and alignment with organizational values, companies can realize the complete capabilities of their workforce and create a thriving workplace culture.
The truth about employee engagement for in-office companies
Employee engagement is critical for in-office companies looking to create an environment that makes employees feel connected, appreciated, and inspired. While in-office settings provide unique opportunities for collaboration and team-building, they also come with their own set of challenges.
Here's the truth about employee engagement for in-office companies and how they can make the most of their setup:
1. Leverage face-to-face interactions
In-office companies have the advantage of daily face-to-face interactions. Use this opportunity to foster strong relationships among team members through regular meetings, open-door policies, and casual conversations. Encouraging meaningful connections helps employees feel more engaged and valued.
2. Create a vibrant workplace culture
A thriving workplace culture is at the heart of engagement for in-office teams. Offer communal spaces for collaboration, host team-building events, and organize fun activities that bring employees together. A positive office atmosphere boosts morale and enhances job satisfaction.
3. Prioritize professional growth
Support employees' aspirations by offering on-site training programs, mentorship opportunities, and workshops. In-office environments are ideal for hands-on learning and career development, making it easier to align employees' goals with organizational growth.
4. Encourage collaboration across teams
Physical proximity makes collaboration more accessible. Promote cross-departmental projects and team-building exercises that allow employees to share ideas, build trust, and work toward common goals. These initiatives cultivate a sense of purpose and unity.
5. Recognize achievements in person
One of the biggest advantages of in-office engagement is the ability to celebrate successes face-to-face. Recognize individual and team achievements during meetings or host events to honor milestones. Personal, in-the-moment recognition strengthens employee satisfaction and commitment.
6. Address workplace distractions
In-office settings can sometimes lead to distractions that reduce engagement. To combat this, ensure employees have quiet spaces to focus, as well as designated areas for socializing. Balancing productivity with camaraderie is key to creating a successful workplace.
7. Use engagement tools tailored for in-office teams
Even in a traditional office setting, technology plays a crucial role in engagement. Platforms like Matter allow teams to give instant kudos, participate in surveys, and gather employee feedback, enhancing engagement efforts without disrupting daily workflows.
8. Foster a sense of purpose
Help employees see how their work contributes to the company's mission. Share stories of organizational impact and connect individual efforts to larger goals. Employees who feel a sense of purpose are more likely to stay motivated and engaged.
9. Make wellness a core priority
In-office companies can offer on-site wellness programs, from yoga classes to healthy snack options, to support employees' physical and mental well-being. These initiatives show employees they are valued beyond their job performance.
10. Act on feedback
Engagement thrives when employees feel their voices are heard. Regularly gather feedback through one-on-one meetings or surveys and take visible action to address concerns. This demonstrates that leadership is committed to creating a better work environment.
By leveraging the advantages of an in-office setup and addressing potential challenges, companies can build a culture that fosters highly engaged employees and long-term success.
The truth about employee engagement for small and medium-sized companies
Small and medium-sized businesses (SMBs) face unique challenges when it comes to employee engagement, but they also have distinct advantages. With fewer employees, SMBs often foster tighter-knit teams and a more personal connection between leadership and employees. The truth about employee engagement for SMBs lies in leveraging these strengths while addressing the hurdles of limited resources and scaling growth.
1. Create a tailored employee engagement plan
SMBs should develop an employee engagement plan that reflects their size and culture. A clear, actionable plan helps focus efforts and ensures employees understand the company's priorities and values. Including a collaborative employee engagement committee can help gather diverse ideas and ensure the plan is inclusive and effective.
2. Leverage cost-effective engagement tools
Limited budgets don't have to mean limited engagement. Utilize inexpensive employee engagement ideas like peer recognition, team celebrations, or gamified activities to foster connection. Additionally, affordable employee engagement software like Matter provides essential tools for recognition, feedback, and surveys, helping SMBs maintain engagement without breaking the bank.
3. Foster leadership and employee engagement
Strong leadership plays a critical role in small companies, where direct interaction with employees is more frequent. Leaders who take time to recognize individual efforts, share company updates, and show empathy can significantly increase employee engagement. Building trust and encouraging open communication creates a supportive work environment.
4. Encourage professional development
Offer scalable and accessible growth opportunities, such as mentorship programs, online courses, or cross-training initiatives. Supporting employees in their own progress fosters lasting fulfillment, helps them find fulfillment, and improves retention by demonstrating a genuine investment in their future.
5. Use team-building activities to drive engagement
Organize employee engagement activities and games that align with the company's culture and goals. Examples include brainstorming sessions, trivia contests, or collaborative volunteer efforts. These initiatives strengthen team dynamics, encourage collaboration, and promote a positive work atmosphere.
6. Measure engagement with employee feedback tools
Small and medium-sized companies can use employee engagement surveys to understand how employees feel and identify areas for improvement. Metrics such as the employee engagement index and participation rates provide valuable insights that help refine strategies. Tools like Matter make it easy to distribute surveys and analyze results.
7. Build a culture of recognition and well-being
SMBs can enhance employee engagement and wellbeing by fostering a culture of appreciation. Regular recognition, wellness initiatives, and supportive policies show employees they are valued as human beings beyond their roles. Recognizing unique qualities and contributions helps employees feel seen and appreciated.
8. Align with the drivers of employee engagement
Understand what motivates your team and design programs around these drivers. Whether it's creating a sense of purpose, providing autonomy, or offering flexible work arrangements, addressing these areas ensures employees remain connected and motivated.
9. Encourage innovation with inexpensive engagement ideas
Motivate employees to contribute their ideas and perspectives. SMBs can use brainstorming challenges or employee engagement games to tap into creativity without high costs. Offering small rewards or public recognition can make these activities both engaging and impactful.
10. Focus on employee engagement and retention
For SMBs, retaining top talent is crucial. An effective engagement program reduces turnover by ensuring employees feel valued and connected. When employees perceive the extent to which their contributions influence the company's prosperity, they are more likely to stay committed. By combining employee engagement strategies with tools and programs that align with
SMB-specific needs, smaller companies can create environments where employees thrive. Investing in affordable, effective engagement initiatives ensures a motivated and productive workforce, even with limited resources.
The truth about employee engagement for large/enterprise-sized companies
Large organizations face unique challenges in maintaining employee engagement due to their scale and complexity. However, they also have access to more resources, enabling them to implement robust employee engagement strategies that foster alignment, collaboration, and a shared sense of purpose.
Here's the truth about employee engagement for enterprise-sized companies:
1. Establish a centralized employee engagement plan
In large organizations, a structured employee engagement plan ensures consistency across departments and locations. Appointing an employee engagement committee can help create and oversee initiatives tailored to diverse teams, ensuring no group feels overlooked.
2. Invest in comprehensive employee engagement tools
Large enterprises benefit from adopting advanced employee engagement software to streamline processes and improve communication. Tools like Matter can automate recognition, distribute employee engagement surveys, and provide actionable analytics that measure engagement across the organization.
3. Address disengagement proactively
In large teams, it's easy for employees to feel lost in the crowd. Disengaged employees can have a ripple effect on productivity and morale. Use employee engagement metrics to identify areas of concern and implement targeted interventions to re-engage employees.
4. Promote leadership accountability
Strong leadership is crucial for maintaining engagement in large companies. By emphasizing leadership and employee engagement, organizations can ensure that managers actively recognize and support their teams. Training programs for leaders can equip them with the ability to establish confidence, communicate effectively, and inspire their teams.
5. Emphasize connection and culture
Creating a unified company culture in a large organization requires intentional effort. Use large-scale events, virtual town halls, and shared recognition programs to cultivate a sense of community. Aligning engagement efforts with organizational values ensures that employees feel connected to the company's mission.
6. Leverage employee engagement data
Enterprise companies can collect and analyze extensive data through employee engagement surveys and feedback tools. Metrics like the employee engagement index and pulse survey results provide valuable insights into what drives engagement and where improvements are needed.
7. Recognize and reward employees at all levels
With many layers of hierarchy, it's essential to ensure recognition reaches employees at every level. Implementing broad-reaching recognition programs that highlight achievements across departments helps employees feel valued and appreciated, regardless of their role.
8. Foster collaboration across teams and locations
Large companies often struggle with siloed teams and communication barriers. Encourage cross-departmental collaboration through shared projects, team-building initiatives, and engagement activities that unite employees.
9. Support career development and mobility
Employees in large organizations are often seeking advancement opportunities. Providing clear career paths, internal promotions, and skill-building programs demonstrates the company's commitment to its progress and fosters lasting fulfillment.
10. Prioritize employee well-being and flexibility
Support employees' mental and physical health through comprehensive wellness programs and flexible work arrangements. Resources like mental health support, fitness reimbursements, and remote work options show employees they are valued as human beings, not just workers.
11. Celebrate diversity and inclusion
Large organizations have the opportunity to lead in fostering diversity, equity, and inclusion. Celebrating employees' unique qualities and creating safe spaces for open dialogue can make all employees feel seen and respected.
12. Ensure communication flows both ways
In enterprises, it's crucial to maintain open lines of communication between employees and leadership. Use town halls, feedback sessions, and anonymous surveys to ensure employees' voices are heard and acted upon.
By addressing these key areas, large organizations can build engagement programs that are scalable and impactful. The truth about employee engagement for enterprise-sized companies is that success comes from investing in both the individual and the collective, ensuring employees feel valued and connected at every level.
The truth about employee engagement and why it is essential for long-term success
The truth about employee engagement is that it's not just a tool for boosting productivity—it's a transformative approach to creating workplaces where employees feel fulfilled, valued, and motivated. Engagement is essential for organizations aiming for long-term success because it directly impacts morale, retention, and overall business performance.
1. Preventing job misery
Employees who feel disconnected, undervalued, or overworked are at risk of experiencing job misery. A miserable job doesn't just affect the individual - it can reduce team morale and hinder organizational progress. Employee engagement programs combat this by fostering connection, recognition, and meaningful contributions, ensuring employees feel supported and valued.
2. A focus on human beings, not just workers
At its core, engagement is about recognizing employees as individuals with distinct requirements and ambitions. Engaged employees feel seen for their unique qualities, appreciated for their contributions, and supported in their personal and professional growth.
3. Helping employees find fulfillment
Engagement programs that emphasize purpose and connection allow employees to find fulfillment in their work. Organizations can help employees align their roles with their passions and skills, leading to lasting fulfillment that enhances both job satisfaction and productivity.
4. Encouraging self-assessment and personal growth
Employees who are engaged are more inclined to participate in self-assessment, evaluating their strengths and areas for improvement. This reflective mindset leads to better alignment with organizational goals and helps employees track their progress over time, fostering a sense of accomplishment.
5. Driving retention and loyalty
Employees who feel fulfilled and valued are less likely to seek opportunities elsewhere. High engagement drives employee engagement and retention, reducing turnover and ensuring that talented individuals remain committed to the organization's long-term vision.
6. Strengthening company culture
A positive and inclusive employee engagement culture creates a sense of belonging and alignment with the company's mission. When employees feel their contributions matter, they're more likely to invest emotionally in their work, leading to a thriving workplace.
7. Boosting productivity and innovation
Engaged employees are not only more productive but also more innovative. They bring fresh ideas, collaborate effectively, and solve challenges creatively. Engagement drives motivation, which directly translates to better performance and organizational success.
8. Enhancing employee satisfaction and well-being
Engagement initiatives that address both physical and emotional well-being help employees achieve a healthier work-life balance. By emphasizing mental wellness and cultivating a friendly atmosphere, companies create workplaces where employees thrive, reducing stress and improving employee satisfaction.
9. Ensuring long-term sustainability
The benefits of employee engagement strategies aren't just immediate—they lay the foundation for long-term success. A highly engaged workforce builds resilience, adapts to change more effectively, and contributes to sustained organizational growth.
10. Aligning with organizational goals
The most successful engagement programs connect employees' daily work to the organization's broader mission. When employees understand their role in achieving company objectives, they're more likely to feel a sense of purpose and motivation.
The truth about employee engagement is clear: when organizations prioritize their people, they unlock potential that benefits both employees and the company as a whole. Engagement fosters fulfillment, drives innovation, and ensures a workplace where everyone can thrive.
15 top employee engagement software
Investing in the right employee engagement software is essential for fostering a positive workplace culture, retaining talent, and improving overall productivity. The best tools address critical areas like communication, recognition, and feedback while helping companies overcome the three causes of disengagement: lack of recognition, unclear goals, and limited opportunities for growth.
Here are 15 top platforms that empower employees, give managers the authority to take action, and drive lasting results:
1. Matter
About Matter: Matter fosters recognition and feedback through a user-friendly platform that integrates seamlessly with Slack and Microsoft Teams. It encourages real-time engagement by empowering employees to celebrate their peers' achievements with customizable kudos and automated milestone celebrations.
Matter main features:
- Peer-to-peer recognition tools.
- Customizable kudos cards aligned with company values.
- Automated birthday and anniversary celebrations.
- Actionable insights via analytics dashboards.
- Incentivized surveys to gather employee feedback.
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 customers are saying: "Matter helps us encourage behaviors that align with our company values and can allow us to recognize and reward those who exemplify our values." - Autumn Amescua, Chief Culture & People Officer at SXSW (Customer Story).
2. Motivosity
About Motivosity: Motivosity combines peer recognition with goal tracking to boost engagement and productivity. Employees can express gratitude to their peers while managers gain insights into team sentiment and performance through real-time analytics.
Motivosity main features:
- Peer-to-peer recognition feed with monetary rewards.
- Analytics dashboards to track engagement trends.
- Integration with popular HRIS platforms.
- Feedback tools to strengthen team communication.
- Customizable reward options, including gift cards.
Motivosity pricing:
- Standard
- Pro
- Custom
- Add-Ons: Communications, Spaces, Surveys, Meetings
- $3,000 Minimum annual spend
To learn more, view Motivosity's pricing page.
Motivosity G2 score: Motivosity has a G2 score of 4.7/5 based on user reviews.
What customers are saying: "We are using a ton of the management tools now. They are riddled with bugs. Calendar invites work... sometimes. Sometimes meetings are canceled on one calendar but not the other. Sometimes it will only show on one calendar. This is a weekly occurrence. We sync names and accounts from our HR tool and last week the sync lost ALL OUR DATA. I hear it was our fault... cool story. If the HR person can't sync safely or roll back when it LOSES ALL OUR DATA, then what point is it to put data into it. The login page sucks, it logs me out ALL the freaking time. The eNPS calculates horribly and if you reorg all your historical data is toast or just not useful anymore. It doesn't really work. Refreshing screens reverts you to its favorite random page in the bread crumb of that area of the application. Management tool calculations with succession planning and such don't work (all filled out, the hex still isn't all filled out). I could go on and on." - Verified User in Computer Software (Customer G2 Review).
3. Bonusly
About Bonusly: Bonusly focuses on employee recognition and rewards, enabling employees to award points to their peers for achievements. Points may be exchanged for a range of incentives, making it easy to celebrate milestones and contributions.
Bonusly main features:
- Points-based recognition system.
- Customizable rewards catalog.
- Engagement analytics to track participation.
- Charitable donation options for point redemption.
- Integrations with Slack, Microsoft Teams, and HRIS platforms.
Bonusly pricing:
- Appreciate: $2/user/month, billed annually
- Connect: $5/user/month, billed annually
- Achieve: $7/user/month, billed annually
To learn more, view Bonusly's pricing page.
Bonusly G2 score: Bonusly has a G2 score of 4.7/5 based on user reviews.
What customers are saying: "The recognition method and how it can interact with the whole team. It is a great idea to use the Social Media way of posting. Reports and settings are a bit unstable, and the format will not load correctly occasionally." - Diego V., VP of Operations & HR.
4. Awardco
About Awardco: Awardco delivers comprehensive recognition and rewards solutions, aligning with companies' values and goals. Its robust platform provides global rewards options, making it ideal for large and dispersed teams.
Awardco main features:
- Employee rewards programs with global reach.
- Peer recognition tools integrated into workflows.
- Custom branding to align with company culture.
- Real-time feedback collection tools.
- Analytics for tracking engagement and performance.
Awardco pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Awardco.
Awardco G2 score: Awardco has a G2 score of 4.8/5 based on user reviews.
What customers are saying: "It was very difficult to find out that Amazon options were available or have any questions answered about these products. The number of choices is limited and if something needs to be returned it's somewhat complicated. There is no phone number to speak with anyone." - Verified User in Education Management (Customer G2 Review).
5. HeyTaco
About HeyTaco: HeyTaco takes a unique approach to recognition by gamifying kudos with tacos as currency. This lighthearted platform promotes consistent engagement and peer-to-peer appreciation in a fun and memorable way.
HeyTaco main features:
- Gamified recognition using virtual tacos.
- Integration with Slack and Microsoft Teams.
- Leaderboards to promote friendly competition.
- Personalized thank-you notes for added impact.
- Affordable pricing for small and medium-sized companies.
HeyTaco pricing:
- $3 per person/month
- Everyone Plan
- Team Plan
- Enterprise Plan (100+ Users)
To learn more, view HeyTaco's pricing page.
HeyTaco G2 score: HeyTaco has a G2 score of 4.8/5 based on user reviews.
What customers are saying: "This service is so easy to use and promotes gratitude. I like how people develop the habit of thanking easier, but the leaderboard makes the process too competitive." - Verified User in Computer Software.
6. Nectar
About Nectar: Nectar is a flexible recognition platform designed to empower employees to celebrate their peers and earn rewards. Its comprehensive features support company alignment with shared values, making it ideal for teams of any size.
Nectar main features:
- Peer-to-peer recognition integrated into workflows.
- Points-based rewards system with extensive redemption options.
- Customizable company value tags for aligned recognition.
- Employee wellness challenges to boost engagement.
- Reporting and analytics to track engagement metrics.
Nectar pricing:
- Plus $5/user/month, billed annually
- Premium $6/user/month, billed annually
- Custom [Book Demo for Quote]
- $4,000 Minimum annual spend
To learn more, view Nectar's pricing page.
Nectar G2 score: Nectar has a G2 score of 4.7/5 based on user reviews.
What customers are saying: "I struggled to properly give points to my team members in the beginning. The provided graphics, while simple, didn't clearly define the order of operations to mention, assign points, and assign a hashtag to the post. Perhaps a short video or animation on the three step process would be helpful." - Kelly S. (Customer G2 Review).
7. Mo
About Mo: Mo specializes in connecting recognition with organizational goals, ensuring every celebration reinforces company values. It emphasizes meaningful recognition and drives employee engagement with a user-friendly interface.
Mo main features:
- Interactive recognition wall for real-time kudos.
- Integration with HR tools like Workday and Slack.
- Personalized rewards catalog with unique redemption options.
- Advanced analytics to track and measure recognition trends.
- Manager-focused tools to celebrate team successes.
Mo pricing:
- Appreciate: $2.25/user/month, billed annually
- Engage: $4.50/user/month, billed annually
- Transform: Talk to sales for pricing
To learn more, view Mo's pricing page.
Mo G2 score: Mo has a G2 score of 4.7/5 based on user reviews.
What customers are saying: "I think that maybe it can facilitate bonding and interactions that may be more impactful and meaningful in person, as we continue to live in a world where people spend more time on social media and have more sense of loneliness and loss of genuine human interaction." - Bradley K., Senior Cancer Research Associate.
8. Assembly
About Assembly: Assembly provides a collaborative platform for employee recognition, feedback, and rewards. Its integration capabilities and simple interface allow teams to promote engagement without overwhelming their workflows.
Assembly main features:
- Peer-to-peer recognition integrated into Slack and Teams.
- Budget-friendly rewards programs with robust customization.
- Pulse surveys to gather real-time feedback.
- Celebrations for work anniversaries and milestones.
- Engagement insights via analytics dashboards.
Assembly pricing:
- Recognition: $2 per member/month, billed annually
- Engagement: $4 per member/month, billed annually
- Digital HQ: $4 per member/month, billed annually
- Custom: Talk to sales for pricing.
To learn more, view Assembly's pricing page.
Assembly G2 score: Assembly has a G2 score of 4.8/5 based on user reviews.
What customers are saying: "Email notifications about posts made to everyone say you specifically are mentioned in the post. While I like to know what posts are made to everyone, it would be nice if the wording was different from when I am specifically mentioned in a post." - Samantha H.
9. Guusto
About Guusto: Guusto focuses on creating meaningful moments of recognition through gift cards and rewards. Its emphasis on simplicity and employee choice ensures a personalized and impactful team recognition experience.
Guusto main features:
- Flexible gift card rewards with thousands of options.
- Peer-to-peer recognition programs.
- Real-time analytics to measure engagement efforts.
- Budget tracking tools for HR and leadership teams.
- Easy integration with existing HR systems.
Guusto pricing:
- Free: $0 per month, Single user account
- Lite: $40 per month, Single user account
- Essential: $120 per month, Starts with 30 seats
- Premium: $400 per month, Starts with 80 seats
To learn more, view Guusto's pricing page.
Guusto G2 score: Guusto has a G2 score of 4.9/5 based on user reviews.
What customers are saying: "Most nominations are team events, yet only single persons are recognized. Would be nice to see a group award." - Verified User in Food Production (Customer G2 Review).
10. Achievers
About Achievers: Achievers combines recognition, feedback, and performance tools into a single platform designed for large organizations. It offers advanced analytics to help leaders track the impact of their engagement strategies and refine them over time.
Achievers main features:
- Social recognition feed to promote collaboration and appreciation.
- Personalized rewards tailored to employee preferences.
- Integrated performance management tools.
- Sentiment analysis to monitor employee engagement trends.
- Comprehensive analytics for leadership insights.
Achievers pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Achievers.
Achievers G2 score: Achievers has a G2 score of 4.7/5 based on user reviews.
What customers are saying: "Achievers does not have a good system to keep employees engaged. Once you select the rewards, you just cash out and do not come back to the site until your account is filled up by your employer again." - Christopher C., Consulting (Customer G2 Review).
11. Workhuman
About Workhuman: Workhuman is a leading platform designed to improve workplace culture through recognition, feedback, and performance tools. It emphasizes human connections and creates meaningful moments of appreciation to foster employee engagement and retention.
Workhuman main features:
- Social recognition platform for real-time appreciation.
- Continuous feedback tools to enhance performance management.
- Data-driven insights with advanced analytics.
- Global rewards system offering a wide variety of redemption options.
- Integration with HRIS and communication tools for seamless use.
Workhuman pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Workhuman.
Workhuman G2 score: Workhuman has a G2 score of 4.7/5 based on user reviews.
What customers are saying: "There are some things that make it less likely to be used: Items don't have a great description: in many cases I had to manually search for the item online since either there is a single picture (which is not enough to see and even quality may be lacking) but also there is no technical description (or decent description), as well as missing a 'what is in the box' kind of description. e.g. I was looking for some keyboards (musical) and pictures were showing a piano stand, but the model generally does not come with one... so this is confusing and will generate missed expectations. Not having a consistent value for the points: If you are short on points, purchasing those points is quite steep and makes no sense to do at all, making you leave points in the system that cannot be redeemed." - Verified User in Airlines/Aviation (Customer G2 Review).
12. WorkTango
About WorkTango: WorkTango focuses on creating an engaging employee experience through surveys, analytics, and recognition programs. It empowers organizations to connect with their workforce and act on feedback effectively.
WorkTango main features:
- Employee engagement surveys with advanced analytics.
- Real-time feedback and recognition tools.
- Integration with HR and communication platforms.
- Insights to measure the impact of engagement initiatives.
- Flexible reward options for employees.
WorkTango pricing:
- Employee Surveys & Insights
- Recognition & Rewards
- Full Employee Experience Platform
Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with WorkTango.
WorkTango G2 score: WorkTango has a G2 score of 4.6/5 based on user reviews.
What customers are saying: "I tried to sell back points that were awarded to me so I could give more to others. The demo made it seem like this was an immediate point transfer. It was difficult and not immediate. It takes a lot of points to earn a meaningful award." - Verified User in Biotechnology (Customer G2 Review).
13. Empuls
About Empuls: Empuls combines recognition, surveys, and wellness programs into one cohesive platform to boost employee engagement and collaboration. It focuses on promoting a sense of belonging and improving workplace culture.
Empuls main features:
- Peer-to-peer recognition with personalized messages.
- Incentivized surveys to gather actionable employee feedback.
- Engagement analytics to track sentiment and participation.
- Wellness initiatives to promote physical and emotional well-being.
- Seamless integration with Slack, Teams, and HR tools.
Empuls pricing:
- Reward & Recognize: $3 per employee/month, billed annually
- Surveys: $3 per employee/month, billed annually
- Perks & Benefits: $2 per employee/month, billed annually
- Employee Gifting & Service Rewards: $0 Platform Fees (5% Fees on rewards issued)
- Social Intranet & Community Groups: $1 per employee/month, billed annually
To learn more, view Empuls's pricing page.
Empuls G2 score: Empuls has a G2 score of 4.6/5 based on user reviews.
What customers are saying: "Frequent reminders and notification help us to keep up to date. Its not easy to reward users using UI and share that over the office email system with leaders." - Rahul S.
14. Workleap
About Workleap: Workleap offers a comprehensive engagement platform designed to assist employers in cultivating a dynamic and supportive working culture. Its tools span recognition, feedback, and performance tracking, making it a versatile team solution.
Workleap main features:
- Real-time recognition tools to celebrate achievements.
- Sentiment analysis and engagement surveys.
- Performance tracking to align goals with outcomes.
- Integration with major HRIS platforms.
- Personalized dashboards for easy navigation.
Workleap pricing:
- Free: $0, Single user account
- Essential: $3.50 per person per month
- Pro: $5 per person per month
To learn more, view Workleap's pricing page.
Workleap G2 score: Workleap has a G2 score of 4.3/5 based on user reviews.
What customers are saying: "I manage a team of 16. HR requires everyone on the team to "participate" in the "company policy" that is OfficeVibe. Demanding such has caused some backlash around privacy and transparency. Several times, my team and I have been approached about "not participating", making the software clearly not anonymous. If someone has the power to see who has NOT participated, and then notes the uptick IN participation, the anonymity is objectively broken." - Verified User in Computer Software.
15. Cooleaf
About Cooleaf: Cooleaf is an engagement platform that combines rewards, recognition, and data-driven insights to drive employee satisfaction and productivity. It supports companies in building a culture of appreciation and collaboration.
Cooleaf main features:
- Employee rewards programs with customizable options.
- Pulse surveys to gather feedback and measure sentiment.
- Peer recognition tools integrated into workflows.
- Wellness programs to enhance physical and mental health.
- Analytics to measure engagement metrics and ROI.
Cooleaf pricing: Pricing is not listed on the website. To learn more about pricing, you'll need to schedule a demo/sales call with Cooleaf.
Cooleaf G2 score: Cooleaf has a G2 score of 4.9/5 based on user reviews.
What customers are saying: "The fact that the chipotle gift cards are not restocked. I also am not a fan of the increments of rewards. It seems to be set up in a very frustrating way." - Verified User in Automotive.
FAQs about employee engagement
Here are some distinct and thoughtful FAQs to address additional aspects of employee engagement that haven't been covered elsewhere in this guide:
1. What makes a successful employee engagement program?
A successful program aligns with both organizational goals and employee needs. It focuses on creating personalized engagement strategies, fostering open communication, and providing tools like employee engagement software to support recognition, feedback, and development.
2. How can organizations ensure employees feel valued?
To ensure employees feel valued, companies should recognize individual contributions, offer tailored career growth opportunities, and promote wellness initiatives. Simple actions like personalized feedback and celebrating unique qualities can have a profound impact.
3. How do you improve employee engagement without large budgets?
Inexpensive employee engagement ideas like peer recognition programs, flexible work arrangements, and team-building games are effective without requiring large budgets. Additionally, free or low-cost tools like Matter can help enhance engagement through recognition and feedback.
4. What are some examples of creative employee engagement activities?
Creative activities include gamified challenges, collaborative passion projects, and themed team-building events. For example, organizing a "Day of Innovation" where employees present ideas to improve processes can boost both engagement and creativity.
5. How can companies measure the emotional connection employees have to their work?
Organizations can gauge employees' emotional connection through employee engagement surveys, focus groups, and one-on-one conversations. Questions about job satisfaction, sense of purpose, and alignment with company values are key indicators.
6. What's the role of technology in engagement?
Technology plays a crucial role in modern engagement strategies. Platforms like Matter streamline recognition, enable real-time feedback, and provide analytics to track employee engagement metrics, making monitoring and improving engagement efforts easier.
7. How does engagement influence productivity and retention?
Employees who are engaged at work are more productive and less inclined to leave their jobs. They experience higher job satisfaction, feel a sense of ownership, and align their efforts with organizational goals, leading to greater retention and improved business outcomes.
8. What's the connection between employee engagement and company culture?
Engagement directly impacts employee engagement and culture. Employees who feel supported and connected actively contribute to building a positive workplace environment that aligns with the organization's mission and values.
9. How can organizations use self-assessment for engagement?
Encouraging employees to engage in self-assessment helps them reflect on their goals, strengths, and areas for improvement. Managers can use these insights to align individual development plans with broader engagement strategies.
10. What are common barriers to engagement, and how can they be addressed?
Barriers such as lack of recognition, poor communication, and unclear expectations hinder engagement. These can be addressed by fostering open dialogue, providing regular feedback, and using tools like Matter to ensure consistent recognition and connection.
The truth about employee engagement summary
The truth about employee engagement lies in its ability to transform workplaces into environments where employees thrive, connect, and find lasting fulfillment. A successful engagement strategy is not just about boosting productivity - it's about fostering authentic connections, supporting human beings, and ensuring employees feel valued for their unique qualities.
Whether through recognition programs, robust employee engagement software, or tailored strategies, organizations that prioritize engagement enjoy benefits such as improved retention, increased job satisfaction, and stronger workplace cultures. The key to success is understanding the individual demands of your workforce and aligning engagement efforts with your company's mission and values.
Final takeaways:
- Engaged employees contribute more meaningfully to organizational success, driving both innovation and productivity.
- Addressing barriers to engagement, such as lack of recognition or unclear goals, creates a healthier and more motivated workforce.
- Leveraging tools like Matter makes it easier to align engagement programs with real-time feedback, actionable insights, and seamless integration.
Transform your workplace culture today with Matter! Start your free trial and discover how Matter's innovative platform can help you boost engagement, improve communication, and create a culture of recognition. Get started with Matter for free today!
