Wir finden: feedback darf nicht in umfragen stecken bleiben. Es soll gespräche anstoßen, vertrauen stärken und organisationen in…
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Employee Engagement Software
For HR and people teams trying to measure morale, surface problems early and get managers acting on feedback instead of ignoring it.
With dearemployee, companies keep an eye on the health, motivation and retention of their employees. Through intelligent analyses…
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Engage is an engagement platform that creates thriving colleague and customer communities. We combine an unmatched understanding…
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We are passionate about fostering a brilliant employee experience in workplaces, and supporting every person to learn, grow and…
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Fortay.AI - the team success (employee experience) platform that empowers leaders and managers to take inclusive action to build…
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A quiet truth about surveys no one likes to admit: Employees stop believing in them the moment nothing happens. Not because the…
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Managing people isn’t easy, and we know it can be stressful. We’ve got this, so you can lose less sleep over it. We are your…
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Traditional employee surveys are broken-too long, too shallow, too noisy-and rarely lead to action. Livingroom fixes the feedback…
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Peachy mondays is a continuous employee listening and people analytics platform that helps convert employee feedback into action…
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We help leaders build healthy, life-giving places to work by allowing them to measuring people risk in real-time.
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Teleskope is the unified employee experience platform trusted by fortune 500 companies and home to ask skope, the industry's…
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Xmetryx helps leadership teams unlock their potential and maximize their impact. We blend behavioral science and organizational…
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*stay on top of the vibes with our vibemeter.* A new tool for - individuals to understand and monitor their well being at work, -…
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Most enterprises make it decisions on reported metrics, vendor narratives, and internal dashboards built by the people who own…
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High performance through engagement. We-matter is founded by prashant srivastav, alumnus of iim ahmedabad, former CEO of gallup…
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Workbuzz gives HR & people teams the simplest, fastest way to turn employee voice into clear, confident action - combining AI…
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Workfam is a gamified HR platform that supports organizations such as majid al futtaim, road & transport authority, emirates nbd…
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Yva.AI (a spin-off from abbyy) is an AI-driven employee experience (ex) platform based on passive and active data. It helps…
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These vendors build the systems companies use to find out how people actually feel about working there, and to do something about it before it shows up as resignations. In practice that means running pulse surveys and eNPS checks, giving managers dashboards that flag which teams are disengaged, feeding recognition and shoutouts into a visible feed, and sometimes tying performance conversations, goal-setting and one-on-ones into the same platform. Once it's running, HR stops relying on an annual survey and a gut feeling, and starts getting a regular read on sentiment broken down by team, manager and location, with alerts when something looks wrong.
People usually go looking for this after a bad signal: attrition creeping up in one department, an annual engagement survey that scored poorly and nobody knows why, a new head of HR who inherited spreadsheets and no process, or a merger where two workforces need reading at once. Sometimes it's simpler than that — a growing company that used to know everyone by name now has 200 people across three offices and no way to tell if a team is quietly falling apart until someone resigns. The common thread is that leadership wants a feedback loop that runs continuously and reaches managers directly, not a report that sits in a folder once a year.
The providers split mainly on how much they want to be the system of record versus a layer that plugs into the HRIS you already run. Some focus tightly on survey design and benchmarking data, with strong analytics and academic-style methodology behind their questions; others lean into recognition and culture-building, with peer shoutouts, rewards and social feeds designed to drive daily use rather than quarterly reflection. A third group bundles engagement with performance management and goal-tracking, betting that feedback is more useful when it's attached to the same conversation as reviews and OKRs. When comparing them, look at survey science and benchmarking depth, how much the tool actually changes manager behaviour versus just reporting scores, integration with your existing HRIS and Slack/Teams setup, anonymity and trust safeguards for honest feedback, and pricing structure as headcount grows — some scale cleanly per employee, others get expensive fast once you pass a few hundred people.