Employee engagement software compared

Employee engagement software sends surveys to staff, protects who said what, and shows managers how each team scored. The eight products on this page each run engagement surveys, offer anonymous or confidential feedback, and report results by team. We read the vendors' own pricing pages and help-center articles, and each product page links to the pages we used.

Why buyers look at these tools

Gallup's State of the Global Workplace report puts global employee engagement at 20% in 2025, down from a peak of 23% in 2022. Gallup estimates that low engagement cost about $10 trillion in lost productivity that year, or 9% of global GDP. It lists US manager engagement at 36%. These are survey estimates from a vendor of engagement surveys, so read them as context for why HR teams buy these tools, not as a forecast of what any product will change in a given company.

A typical buyer is an HR lead at a company of 100 to 2,000 people who has been running a yearly survey in a spreadsheet or a general form tool. The usual complaints are slow analysis, no way to split results by team without exposing individuals, and no follow-up once the scores are in. The products below address those three problems, though they solve them in different ways and at very different prices.

What counts as engagement software here

A product qualifies when it does three things, each backed by a vendor page we link. It runs engagement surveys. It offers anonymous feedback, which in practice often means confidential feedback. It reports results by team.

The word anonymous needs care. Some vendors say plainly that their surveys are not anonymous. 15Five states that engagement responses are confidential, not anonymous, because responses are linked to employee accounts internally and shown only as aggregated groups. Culture Amp also prefers the word confidential and says truly anonymous surveys are technically possible but uncommon. We count both because their reporting rules hide small groups, and we say so on each product page.

Several products here also sell performance reviews, goals and learning. Lattice, 15Five, Leapsome and Engagedly are listed under performance management on their own pages, and engagement is one module in each. Microsoft Viva Glint, CultureMonkey and Quantum Workplace are built around surveys first.

Anonymity and minimum group sizes

Every product protects respondents with a minimum group size. A team's results stay hidden until enough people have answered. The numbers differ, and they decide whether a manager of a five-person team will ever see a score.

Lattice shows only aggregate results for anonymous engagement and pulse surveys, requires at least three respondents before a question's results appear, and lets admins raise that number but not lower it. 15Five sets its default at 5 respondents and lets admins lower it to 3 or 4, with a warning that small groups then become easier to identify. Engagedly requires at least four responses before analytics appear, and admins can raise that number but not lower it.

Culture Amp says its minimum reporting group is usually 5. Its pre-launch checklist recommends 3 for smaller organizations and 5 for medium and large ones. Viva Glint needs at least three responses for a survey to count as confidential, and its default statement to employees mentions groups of five or more, with comments shown verbatim only when at least 10 people answer a question.

CultureMonkey says a configurable minimum-response threshold hides any group too small to protect identity. Quantum Workplace recommends its Confidential option and withholds results until a minimum response count is met, but its help article does not state the number. Leapsome's product page mentions anonymity settings and anonymous conversations with respondents without giving a number on that page.

Before you sign, ask each vendor for the exact threshold on your plan. Then compare it with your smallest team. A company with many teams of four or fewer will see blank cells in most reports at a threshold of five.

Roll-ups and small teams

Thresholds create a design problem for companies with many small teams. Culture Amp's checklist suggests adding roll-up demographics when any group has fewer than five people, and gives the example of combining Team into Department. It also notes that demographic data is copied into a survey at launch and does not update afterward, so the org chart must be right before you send.

Engagedly adds a visibility rule. Managers can filter responses by team only when the admin allows it. Check who can see what before the first survey goes out, because changing visibility after employees have answered undermines the promise made in the invitation.

How the prices compare

Five of the eight vendors publish a price for the engagement module, and the figures are not directly comparable because the units differ.

Lattice lists Engagement at $4 per seat per month, bills every contract annually, and sets a minimum annual agreement of $4,000. 15Five lists Engage at $4 per user per month, billed annually, with Perform at $11 and its Total Platform plan at $16. Engagedly lists its Engage & Listen Suite at $2 per user per month, paid annually, with a stated minimum of $7,500 a year. Viva Glint costs $2.00 per user per month, billed yearly, with a 50-seat minimum.

Leapsome shows euro prices only. Engagement Surveys cost 4 euros per employee per month, and the page lists a 14-day free trial with SSO and encryption included. We do not convert currencies, so a US buyer should ask for a dollar quote.

Culture Amp, CultureMonkey and Quantum Workplace publish no prices. Culture Amp bills all products annually and sets cost by employee count, product and service tier. CultureMonkey bases its quote on how many employees you survey and the support level, and says implementation, HRMS integration and single sign-on are included at every tier. Quantum Workplace states a minimum annual contract of $15,000.

A rough example shows why the minimums matter. A 100-person company on Lattice Engagement at list price would pay about $400 a month, or $4,800 a year, which clears the $4,000 minimum. A 60-person company at the same rate would reach only $2,880 and would still be asked to commit to $4,000. On Engagedly, the same 60 people at $2 per user would come to $1,440 a year, so the $7,500 minimum, not the per-user price, sets the bill.

Contract terms to check

Annual billing is the norm. Lattice, 15Five, Engagedly, Culture Amp and Viva Glint all state annual billing or annual commitment. Microsoft says the Viva Glint annual subscription auto renews and can be cancelled in the Microsoft 365 admin center, and that some subscriptions may carry a cancellation fee. Ask every other vendor whether renewal is automatic and how much notice they need.

Seat minimums apply at the enterprise end. Viva Glint has a 50-seat minimum. The dollar minimums at Lattice, Engagedly and Quantum Workplace work the same way for small companies, which pay for seats they do not have.

Bundles can change the math. 15Five lists Engage at $4 and its Total Platform plan at $16, which includes everything in Engage and Perform. Leapsome states that multi-module and volume discounts are not reflected in its list prices. A buyer who needs only surveys should price the standalone module first and then ask what the bundle adds.

Security claims

CultureMonkey's pricing page shows ISO 27001, SOC 2 and GDPR marks. Culture Amp states GDPR and SOC 2 compliance on every plan, and says it recently acquired a SOC 2 Type I certification. Lattice lists SOC 2 and says it is designed to be GDPR compliant. 15Five says an independent firm has audited it against the SOC 2 framework.

We did not verify security claims for Leapsome, Engagedly, Quantum Workplace or Viva Glint from the pages we read, so their product pages leave those fields empty. Microsoft documents the Glint privacy model in its help center, but a privacy setting is not a compliance certificate. Ask for the SOC 2 report under NDA and read the date range it covers.

Integrations

Survey tools depend on accurate people data, because every team breakdown comes from the employee record. CultureMonkey names Workday, SAP SuccessFactors, UKG, ADP and Paycom as HRIS connections and says others connect by API or SFTP. Lattice's page lists SSO providers, Slack, Microsoft Teams and Jira. Leapsome's page connects survey results with HRIS data to flag team-level patterns on a home dashboard.

If your HRIS is not on a vendor's list, ask how the employee file arrives and how often it refreshes. A weekly sync means a team move in March does not appear in a survey sent in March.

What to test during a trial

• Create a team of three people in a test account and check whether any result or comment shows for that team.
• Read the invitation email that employees receive and check that its confidentiality wording matches the setting you chose.
• Ask who can export raw responses. Quantum Workplace's Mixed option lets admins export data with participant information.
• Move an employee between teams after launch and note which reports update.
• Get the full price in writing, including service tiers, minimum contract, renewal terms and any consulting add-ons.