Forty employee engagement tools, side by side

Staff answer more honestly when they trust who sees their answers. Where a product gives a number, results usually stay hidden until 5 people answer, and exit surveys often have none. Some tools flag individual employees as likely to leave, and others point only to teams. Prices are not like for like, and many products give you 30 days or less to take your data.

By Ashish Manchanda Published 28 Oct 2026 Last updated 28 Oct 2026 Forty products, four questions

What each of the forty is, who it is built for and what it connects to

Before you compare prices, check what kind of product you are looking at. Some of these are survey tools on their own. Many are one part of an HR or performance system, and some are mainly recognition and rewards products. Each row gives the product’s own description, then who it is built for, then what it connects to. Where a vendor gives no size, the cell tells you to ask.

What each product is · forty products
Product	What it is	Who it is built for	What it connects to
15Five	A performance management platform. Its Engage package adds engagement surveys, and AI suggests what to improve next.	Packages are designed for organisations of all sizes.	It syncs from an HR system every 24 hours and takes any other HR system by file transfer. Survey notices go out through Slack.
ADP	Voice of the Employee builds and sends employee surveys and notifications. StandOut asks questions that measure factors likely to predict engagement behaviours.	ADP customers. Voice of the Employee is native to ADP’s HR platforms.	It builds survey audiences from the employee record in ADP.
BambooHR	An HR system. Its eNPS survey asks staff how likely they are to recommend the company as a place to work. The scale is 0 to 10.	Small and mid-sized businesses. It has more than 30,000 customers in over 190 countries.	More than 150 integration partners.
Betterworks	Engage is engagement software that builds surveys. It sits beside feedback, review cycles and 1:1s.	Organisations over 500 employees, where Betterworks adds the most value.	It takes user data by file transfer. In 2019 Betterworks said Engage can take Workday employee data.
Confirm	Engage, formerly WorkStep, is an engagement and retention platform for frontline staff.	Frontline and deskless workforces, reached by SMS, email or shared devices.	Rippling, Workday, Slack and Microsoft Teams. With no HR system link, users load from a CSV file.
Cooleaf	A recognition and rewards platform that also runs pulse surveys. ITA Group presents it as a way to build a work culture, not only engagement software.	Ask the vendor.	UKG, Workday, ADP and ServiceNow, plus Slack and Microsoft Teams.
Culture Amp	Engage runs engagement, pulse, diversity and lifecycle surveys with benchmarking and action planning. Perform covers performance management.	It has a service tier for organisations under 200 employees and one for 1,000 or more.	Guides for BambooHR, Namely, Personio, Workday, Gusto and HiBob. You can connect Claude or ChatGPT to ask about results, but not yet about comments.
Darwinbox	Voice of Employee is built as part of its wider HR platform and connects feedback to employee data.	Ask the vendor.	Its own HR platform holds the employee data. Connectors let other tools link in.
Dayforce	Dayforce Engagement collects feedback through anonymous surveys that are easy to create and send.	Companies of 100 employees or more. Its site groups customers as 100 to 1,000, 1,000 to 12,000 and 12,000 or more.	Survey group options come from the HR system data.
Effectory	A survey platform that turns employee feedback into people analytics. It is not an HR management or payroll system.	Customers include Grupo Catalana Occidente with over 7,300 employees and Dürr Group with over 20,000.	More than 30 HR systems, including AFAS, BambooHR and HiBob. Data refreshes every 24 hours, or hourly if set up.
Eletive	An engagement and performance platform with pulse surveys, people analytics, 1:1s, OKRs and 360 feedback.	Typically organisations of 500 to 10,000 employees. It is designed to reach frontline staff with no work computer or phone.	HR systems such as UKG, Workday and Zoho People. Slack and Microsoft Teams carry notifications.
Empuls	An AI-powered engagement platform from Xoxoday. It brings recognition, rewards, surveys, benefits and a social intranet into one place.	Ask the vendor.	Ready-made links to Workday, BambooHR, SAP SuccessFactors, Oracle HCM, Rippling, ADP, Darwinbox and Keka. Surveys reach people in Slack, Teams and email.
Energage	The Workplace Survey gives feedback on culture and qualifies the employer for Top Workplaces recognition.	Its customers run from under 150 employees to about 2,500.	It works with the HR systems a team already uses.
EngageRocket	AI-powered engagement software for surveys, pulse checks and 360 feedback. It also runs surveys across the employee lifecycle, from the first day to the last. A team of organisational psychologists and HR consultants comes with it.	Enterprise and mid-market HR leaders. One workspace supports up to 250,000 employees.	Workday or SuccessFactors sync, or a monthly Excel upload.
Gallup	Gallup Access is software for leaders, managers and HR. It joins employee feedback, people analytics and strengths-based development.	A one-time Q12 survey for organisations under 100 employees. Larger organisations talk to a Gallup consultant.	HR system data sync and single sign-on. Respondents load from a CSV file.
HiBob	An HR platform with built-in pulse surveys and eNPS.	It has three bands. Growth is under 200 employees, Scale is 200 to 1,000 and Enterprise is 1,000 or more.	Slack, Teams, Google Workspace and recruiting tools.
Hive	An employee voice platform that runs confidential surveys.	Frontline staff, who are reached by SMS and mobile surveys with no app download.	More than 40 HR system providers, or a file import.
Humaans	An HR system with engagement built in. AI picks out themes and signals in the feedback.	Ask the vendor.	It sends people data to Culture Amp, Lattice, Leapsome and Workleap.
inFeedo	Amber, its AI chat tool, reveals disengagement patterns and employees at risk.	88 enterprises with 5,000 to 130,000 employees use it.	More than 35 systems through 100+ integrations, including Darwinbox, Workday and SAP SuccessFactors.
Lattice	Engagement is one product inside a performance platform. It has pulse, onboarding and exit surveys, eNPS and benchmarks from Mercer data.	Its customers run from startups under 100 employees to enterprises over 1,000.	Workday, BambooHR, ADP, UKG Pro, Personio and others. Microsoft Teams carries survey notices.
Leapsome	Engagement, onboarding, project and pulse surveys that recur automatically, with eNPS trends.	One customer, Swapfiets, has 1,300 employees.	BambooHR, Personio, HiBob, Workday and ADP, and more than 100 tools in all.
Medallia	Employee Engagement is one of its employee experience applications. Medallia also sells customer experience products.	Customers include H&R Block, with 70,000 tax pros.	A two-way HR system link.
Nectar	Nectar Engage is employee listening inside the Nectar platform. It has custom surveys, eNPS and anonymous two-way SafeTalk conversations.	The mid-market, centred on 1,000 employees. It also serves customers above and below.	HR systems including ADP, BambooHR, Gusto, Rippling and Workday.
Oracle	Touchpoints is an engagement application in Oracle Fusion Cloud HCM, part of the Oracle ME employee experience platform.	Customers include Grant Thornton, whose network has more than 8,000 professionals.	It sits inside Oracle Fusion Cloud HCM.
Perceptyx	Engagement surveys that run on one analytics tool, together with annual, lifecycle, pulse and 360 feedback surveys. Perceptyx calls this a People Activation System.	Its customers include companies from about 290 to about 35,000 employees.	Microsoft Teams, Slack, Workday and other HR platforms.
PerformYard	A performance management platform. Reviews, meetings, goals and engagement surveys are its core.	Ask the vendor.	ADP, BambooHR, Gusto, Rippling, UKG, Workday and Paylocity, plus file transfer for other systems.
Personio	Personio Surveys is an all-in-one survey app that anyone in the company can use, depending on permissions.	Personio puts its fit at 1 to 5,000, 10 to 10,000 or 25 to 5,000 employees.	Surveys use the employee data held in Personio.
Qualtrics	Engagement software that joins employee voice from surveys, digital channels and people systems. It sits inside a larger experience platform.	Ask the vendor.	About 50 HR systems, including BambooHR, Dayforce, HiBob, UKG Pro, Workday and SAP SuccessFactors.
Quantum Workplace	Engagement survey software with validated surveys, analysis, benchmarks and manager tools in one platform.	HR and people analytics teams at mid-market or enterprise organisations. It reaches frontline and hourly staff.	ADP, BambooHR, Namely, Workday, Oracle HCM, SAP and Dayforce, and UKG except UKG Ready. Okta handles sign-in.
Rippling	Surveys inside the Rippling HR platform. They go to the right employees at the right time and pair results with people data.	Ask the vendor.	Rippling’s own HR data, plus 650+ integrations.
TINYpulse	A pulse survey tool with Cheers peer recognition, Coach for 1:1s and goals, and Suggestions.	Ask the vendor.	Workday, BambooHR, UKG, Dayforce and Namely user sync, plus Slack and Teams.
UKG	The Great Place To Work Hub starts with the Trust Index Survey and adds trends, benchmarking and AI-guided insights.	The Hub scales to fit 500 or 50,000 employees.	The Hub is part of UKG Pro, and UKG Ready Start (fewer than 200 employees) includes it.
Viva Glint	Organisation-wide surveys across the employee lifecycle. Viva Pulse adds short team surveys for managers and project leads.	It needs at least 50 licences.	Workday and SAP SuccessFactors connectors, file transfer and CSV upload. Microsoft recommends signing in through Entra ID, its company login service.
Windmill	Pulse surveys beside performance reviews, 1:1s and Shoutouts. Setup starts by connecting Slack.	Customers include Cal.com, a remote team of 30+ people. Windmill has over 100 customers.	ADP, BambooHR, Gusto, HiBob, Rippling, UKG Pro and Workday, read-only through a service called Merge.
Winningtemp	An engagement-survey platform that gives HR a picture of how people feel and tools to act on it.	An Enterprise plan for organisations with 1,000 or more employees.	Kombo, a service that links HR systems, or file integrations. Also SAP SuccessFactors, and Slack at no extra cost.
WorkBuzz	Engage is employee survey software. Dialogue lets leaders ask 20 to 20,000 colleagues a question and get video, voice or text answers.	Mid- to large organisations of 500 or more employees.	HR system data by file transfer or open interface. No-code HR system links are marked as coming soon.
Workday Peakon	A listening survey platform that captures employee sentiment and gives AI-powered insights across the employee lifecycle.	Its customers include companies from over 500 to over 41,000 employees.	Workday, BambooHR, HiBob, Personio and Okta, plus Slack and Microsoft Teams.
Workleap	Officevibe is the Team Health and Feedback part of the Workleap Agent. It has weekly pulse surveys, anonymous feedback and manager nudges.	Growing businesses with a small or generalist HR team. Its customers include companies from 17 to 2,000 or more employees.	BambooHR and Workday. Claude, ChatGPT and other tools can use the Workleap Agent.
WorkTango	Surveys and Insights measures engagement across the employee lifecycle, alone or inside the full platform.	Mid-market companies.	HR data comes by file import. The HR system link through a service called Merge covers its Recognition and Rewards product, not Surveys and Insights. So do the Slack and sign-in guides.
WTW	Engage is an employee survey tool with a benchmark database. WTW sells it from self-service licences to a full strategic partnership.	Ask the vendor.	Onboarding surveys can link to an HR system and send at 30, 60 and 90 days.

When a product sits inside a bigger one, check that the link you want covers the survey part. WorkTango’s HR system link, Slack guide and sign-in guide cover its Recognition and Rewards product, not Surveys and Insights.

Four checks that tell the forty apart

Four checks tell these forty products apart. Two are about staff trust. They are the smallest group whose results appear, and whether the tool flags people as likely to leave. The other two are what it costs and what you keep when you leave. Staff answer more freely when they trust who will see their words. Quantum Workplace warns about low minimums. A lower minimum may help you view smaller groups. It may also make employees avoid taking part or answer less honestly.

Who sees the answers, and who gets flagged · forty products
Product	Smallest group shown	Does it flag people as likely to leave?
15Five	The default is 5 respondents. Admins can lower it to 3 or 4.	Not stated. Turnover Analysis and Profiles are in the Perform and Total Platform packages, not Engage. Ask whether they point at people.
ADP	Ask the vendor.	Ask the vendor.
BambooHR	The eNPS chart threshold went from 6 employees down to 4.	Not stated. Bamboo AI, now in open beta, can help spot employees at risk of burnout or low engagement. Spotting burnout or turnover risk early is a common use. Ask whether it names people.
Betterworks	The admin sets it, and it cannot go below 3.	Ask the vendor.
Confirm	The admin sets it. 3 is the example Confirm gives.	Individuals or teams. Predictive signals surface the employees most at risk of leaving, weeks before they do. Another Confirm guide calls WorkStep predictive insights a way to identify teams at risk. Ask which applies.
Cooleaf	Ask the vendor.	Not stated. Ask the vendor.
Culture Amp	5 for most surveys. The defaults for onboarding and exit surveys are 0, with no protection.	Groups. The turnover risk model scores each employee but reports risk only for groups. Account Administrators and users with an Insights role see turnover insights.
Darwinbox	Ask the vendor.	Groups. It highlights teams or employee segments with elevated attrition risk.
Dayforce	For anonymous surveys the default is 5 responses, and 10 comments per question. One setting lets administrators see all results with no minimum.	Individuals. It predicts each employee’s chance of leaving within twelve months, for pay groups in the United States and Canada.
Effectory	Never below 5, and you may raise it. A group of 3 or 4 respondents gets limited insights with no scores.	Teams and groups, and possibly employees. Its help centre puts it at teams and departments. Flight Risk Screening spots high-risk teams or groups. Its product page also promises to predict employees at risk of leaving. Ask whether it ever points at a person.
Eletive	Normally 5 answers before a manager gets a team report.	Groups. It gives the share of employees at high, medium or low risk. Attrition Risk is in the Professional plan only. Admins choose whether managers see it.
Empuls	Typically 5, and you can change it.	Individuals. It gives a name-level list with the context for why each person was flagged.
Energage	Never fewer than 5 people who completed the survey, for demographic groups.	Ask the vendor.
EngageRocket	Set for each survey, so ask for the number. Where the customer agrees, authorised administrators may see answers linked to identity, and thresholds do not limit them.	Individuals. Flight Risk Prediction flags the employees most likely to leave, 60 to 90 days before they resign.
Gallup	The default is 4, and the survey administrator can raise it.	Ask the vendor.
HiBob	The survey creator sets it.	Individuals. The People Analytics product gives alerts on high-risk employees and status updates on employee risk level.
Hive	The default is groups of 6. You can ask to lower it to 3.	Ask the vendor.
Humaans	The default is 5, and you can set it as low as 3.	Ask the vendor.
inFeedo	An anonymous pulse releases results once enough people have answered, so ask for the number. The report author chooses the minimum cut-off.	Individuals. Amber flags employees as High or Medium risk of leaving, from their chat responses. In a confidential pulse, named employees below an HR threshold go to the HR business partner list.
Lattice	The default is 5. Admins can set it from 3 to 10.	Not stated. Its AI agent takes questions such as “Are there any retention risks?” Ask whether the answer points at people.
Leapsome	The default is 3. It cannot change once a survey is active.	Groups. The turnover prediction is grouped by team.
Medallia	A configured minimum sample size. Ask who sets it and what the number is.	Not stated. Its AI predicts trends in the employee journey. Ask whether it points at people or groups.
Nectar	Ask the vendor.	Individuals, but not as a prediction. Signals does not predict who will quit. It points to employees who follow the patterns of people who already left.
Oracle	Managers can see each employee’s past and current pulse scores. In quick surveys they see each participant’s text answers. Ask what minimum applies to other results.	Ask the vendor.
Perceptyx	Set for each survey event. Its Activate reports never show a group under 5 people.	Groups. Discover surfaces attrition predictors as team-level patterns without individual surveillance.
PerformYard	Results hide when fewer than 3 people answered.	Groups. It identifies groups at risk of turnover.
Personio	The survey creator sets it. The minimum per question is 3.	Not stated. Personio Assistant gives attrition and turnover insights from the data in Personio. Ask whether it points at people.
Qualtrics	5 by default. With no organisation-wide minimum, each report editor picks their own, including none.	Segments. Drivers of Attrition tracks which employee segments have high attrition, and why.
Quantum Workplace	The admin sets it. Quantum Workplace recommends 5 for engagement surveys.	Groups. Retention Radar flags groups at high risk. An employee’s flight risk comes from tenure and survey answers. Its export lists the names of employees in the group.
Rippling	Ask the vendor.	Individuals. Five Rippling AI prompts lead from the lowest-scoring department to a named list of at-risk employees.
TINYpulse	Anonymous survey results hide for fewer than 5 people in a group.	Groups. The Attrition Risk widget gives the highest and lowest risk groups, from one survey question.
UKG	Great Place to Work will not report on a demographic group with fewer than 5 respondents.	Not stated. Predictive alerts cover burnout, attrition and flight risk. Ask whether they point at individuals.
Viva Glint	3 for a confidential survey. By default 5 for ratings and 10 for comments.	Groups. The Attrition Risk Index predicts elevated risk of voluntary attrition for populations.
Windmill	The default is 3 on anonymous pulses. Whoever sets up the pulse can choose 1 to 10 before launch.	Ask the vendor.
Winningtemp	3 is the lowest level. Comments need 3 respondents by default. The level also applies to gender and age breakdowns.	Teams. Turnover prediction for teams comes from past pulse survey data. Winningtemp never uses feedback data to rank, monitor or profile individuals.
WorkBuzz	Results show for groups with 5 invited members or 5 responses.	Not stated. It offers predictive turnover analysis. Ask whether it points at people or groups.
Workday Peakon	Administrators set it. 5 responses is the example Workday gives.	Segments. The model scores each employee, then averages by segment to protect identity.
Workleap	An engagement score appears once at least 3 employees have answered a pulse survey.	Not stated. Its Turnover report looks back at employees who left in the last 90 days. Ask whether it flags people who may leave.
WorkTango	The default is 5 responses. WorkTango also hides the next smallest group, and only WorkTango staff can change the setting.	Not stated. Predictive analytics suggest actions for each leader. Ask whether they flag leavers.
WTW	Reports show only groups with at least the minimum number of respondents. Ask for the number.	Groups. Turnover Predictions find the drivers of actual turnover for the whole population or a specific group.

Where a product gives a number, it is usually 5. Several go down to 3. They include 15Five, Betterworks, Humaans and Lattice. Hive lets you ask to lower its default of 6 to 3.

Some go further. Windmill lets whoever sets up a pulse choose 1. Dayforce has a setting that lets administrators see all results with no minimum. Without an organisation-wide minimum, each Qualtrics report editor can pick their own, including none. Oracle works another way. Managers can see each employee’s past and current pulse scores.

On flagging, the tools split. Empuls, Rippling, inFeedo, EngageRocket, Dayforce and HiBob point to individuals. Culture Amp, Viva Glint, Workday Peakon, Leapsome and TINYpulse show risk for groups. Quantum Workplace flags groups at high risk, and its export lists the names of employees in the group.

A flag on a group tells you where to look. A flag on a person tells you who to approach. The market guide covers whether the AI names people it expects to leave.

The price you are quoted depends on what else you buy. The contract sets how long you have to take your survey history.

What it costs, and what you keep when you leave · forty products
Product	What it costs	Your data when the contract ends
15Five	Engage is $4 per user a month, billed yearly. Perform is $11 and the Total Platform is $16.	Access ends with the term, so download first. 15Five deletes personal data within 90 days of termination, except data it must retain.
ADP	StandOut has a custom price on request.	Ask the vendor.
BambooHR	From $10.25 per employee a month on the Core plan, above 25 employees. Flat $250 a month for 25 or fewer.	Download your data for 30 days after non-renewal. After that BambooHR deletes it unless the law prohibits.
Betterworks	The Performance plan is $8 per user a month. Engage is quoted after a discovery call. It is part of the Enterprise plan and can also be bought on its own.	Its privacy policy puts deletion at 90 days. Its security page puts it at 30 and its help centre at 7. Ask which one is in your contract.
Confirm	Engage starts at $13 or £10 per user a year, billed yearly, based on a 5,000-person company.	Access to stored content ends on termination, so save your own copy. Engagement results export as CSV.
Cooleaf	Ask the vendor.	ITA Group may let the administrator request a download for 30 days after termination.
Culture Amp	A quote based on employee count, product and service tier, billed yearly. Going over a tier can bring extra fees.	You can export for 30 days after termination. After that Culture Amp may delete the data. More help costs extra.
Darwinbox	A custom quote for the products you choose. Pricing typically follows a per employee per month model.	On termination Darwinbox makes a final backup and gives it to you. Each side returns or destroys copies within 30 working days.
Dayforce	Dayforce Engagement is $33.96 per employee a year on its price book.	Comments export in full. Survey results can be exported to a file sent to your inbox.
Effectory	Custom pricing after a conversation. Advanced analyses can cost extra.	Results download to PowerPoint and Excel. Effectory deletes the data when you stop being a customer, unless a legal or contract duty requires keeping it.
Eletive	Contact sales. There are three plans, Essential, Standard and Professional, priced by user.	Reports export to PowerPoint, Excel or PDF in the Standard and Professional plans. Essential does not include export.
Empuls	Per employee per month, scaled to headcount and the products you switch on. The full price list comes on request.	You can ask for a full export in CSV, JSON or XLSX within 30 days, at no charge. Empuls then deletes the data.
Energage	Fees follow the number of users in the service order.	For Workplace Culture Products, a deletion request is completed within 35 business days. Exported reports are licensed for your internal use only.
EngageRocket	An annual subscription based on employee numbers, products and programme scope. Quote on request.	You own the data. You can ask for deletion, return or export under its data protection contract.
Gallup	Ask a Gallup adviser for the subscription price. A one-time Q12 survey cost $20 per participant, with a minimum of four, in January 2025.	Report exports come as a ZIP file and comments export to CSV. Q12 reports belong to the participating organisation.
HiBob	A custom quote based on employees, products and services.	HiBob deletes personal data within 30 days of termination. You can ask in writing for a copy within 14 days.
Hive	On its older UK public-sector price list, a three-year contract costs £9,000 a year for up to 250 employees. Up to 2,000 employees cost £20,000. Prices may vary for shorter terms. The newer UK public-sector price list gives different base fees for a one-year contract. VAT is extra.	Hive makes your data available for migration and may erase it after 30 days. It gives a password-protected export on request.
Humaans	Priced by employee seats. An active employee counts as a seat.	Ask within 30 days for all your data back. Humaans then deletes it and clears remaining copies within 90 days. Engagement results cannot be exported. They are viewed in the reporting tabs.
inFeedo	Priced by user, with extra users billed in blocks of 50.	On termination inFeedo returns your data or deletes it with an undertaking. For customers in the EU region, its data protection addendum makes you export before the term ends.
Lattice	Engagement is $4 per seat a month, with a minimum yearly agreement of $4,000.	Its help centre says access ends when the subscription does, so download reports first. Its terms make a downloadable file available on request or at termination. Ask which applies. The help centre puts deletion of account data at 180 days after expiry or termination.
Leapsome	Engagement Surveys are €4 per employee a month. The HR platform is always part of the plan. Its HR system is the Agentic HRIS Foundation. The pricing card has it at €7 per employee a month and the calculator at €5. The card price is free if bought by 31 December.	Download user data as CSV within 30 days of termination. You can also load survey history from a previous vendor.
Medallia	Contact sales. On the newer UK public-sector price list, public bodies pay from £21,262 a year for 20,000 experience data records. Ask what counts as one record.	On its public-sector listing, Medallia keeps data downloadable as a flat file for at least 30 days after termination. It then removes the data within 60 days.
Nectar	A quote based on team size and products. Engage is sold with Nectar Recognize.	You alone must export or copy your data and reports before the agreement ends. Nectar has no duty to keep or recover them afterwards, unless the law requires.
Oracle	Touchpoints is $2.00 per user a month on Oracle’s global price list, with a minimum of 500 users. Fusion pricing needs a contract of 36 months or more. Touchpoints is sold with HR Celebrate as one product. Fusion parts cannot be bought on their own.	Quick survey responses cannot be downloaded. Ask about other survey types.
Perceptyx	Dialogue, formerly Waggl, runs on the Perceptyx platform. On a US government price list, Dialogue costs $9,068.01 a year for up to 500 users. Ask the vendor about other products.	Perceptyx deletes or returns data on termination, and gives a certificate of deletion on request.
PerformYard	The Performance plan is $5 to $15 per person a month and includes engagement surveys. There are no onboarding or training fees.	You export during the term. After it ends PerformYard has no duty to keep or provide the data. You may ask within 30 days for a copy of personal data, at your own cost.
Personio	The Core plan starts at €7.60 per employee a month. Ask sales what Surveys adds.	You can export for 30 days after the contract ends. Personio then deletes the data, and you alone must export in time.
Qualtrics	Priced by employee count. UK public-sector tiers run from £24.17 per employee down to £2.07.	You can export during the licence term. Qualtrics deletes remaining data, backups included, within six months after expiry unless the law requires keeping it.
Quantum Workplace	Packages start at $15,000 a year. There is no implementation fee.	Download a copy for 60 days after expiry. On termination Quantum Workplace may decline to give identifying information that confidentiality settings withheld.
Rippling	A custom quote. Most products are billed per employee per month, and the core Rippling Platform is required.	Ask the vendor.
TINYpulse	Ask the vendor. Fees rise 7% a year after the initial term unless the order provides otherwise.	On request, limited access for up to two days after termination to export. TINYpulse may erase content after 30 days.
UKG	Included in UKG Ready Start for fewer than 200 employees. Other UKG Ready plans are a personalised quote. Ask about UKG Pro.	Data is available in standard format during the term. Help after termination needs a separate agreement and extra fees.
Viva Glint	Viva Glint is $2.00 per user a month, billed yearly, with a 50-licence minimum.	Raw-response export is on by default. Each survey cycle keeps the setting it launched with, so cycles run with it off cannot be exported, even later.
Windmill	Free for the first 10 users. After that Windmill’s help centre puts the price at $10 per user a month. Its pricing page puts it at $12.	You can retrieve data for up to 30 days. Windmill deletes it 60 days after the account closes.
Winningtemp	A quote through a form. The Enterprise plan is for 1,000 or more employees.	On written request it returns data in a format it chooses. It deletes personal data 90 days after the contract period ends.
WorkBuzz	Engage and Engage+ prices come on request. In a public-sector contract template, WorkBuzz’s basic platform cost is £5,999 for the first 100 employees.	Results stay on the platform until the contract ends, and download as Excel or PowerPoint before then. WorkBuzz deletes or returns personal data as you direct in writing.
Workday Peakon	£14.58 to £50.10 per user a year on a three-year UK public-sector listing, in bands starting at 600 employees.	You can ask in writing for up to 60 days to retrieve content at no extra cost. Workday deletes or de-identifies data within 6 months after the service ends.
Workleap	Standard starts at $4,999 a year plus $32 per manager a month. Organisations above 250 employees get a custom plan.	Workleap deletes personal information under its retention policy or on request. Deleting the organisation deletes all its data.
WorkTango	Depends on employee count.	Results export to PowerPoint and Excel, including raw survey data. WorkTango deletes customer data on request.
WTW	An annual software licence. Ask for the price.	Exit survey data exports to Excel and PDF. So does onboarding survey data. Reports can be viewed online or downloaded as PowerPoint. Ask about everything else.

The last column covers what happens to your data when the contract ends. The answers come in four kinds. Some end your access to the data with the contract. Qualtrics, Confirm and 15Five work this way. Some give a set time after the end to ask for your data. Humaans gives 30 days. Some do not let you export part of the data. Humaans engagement results cannot be exported. Eletive’s Essential plan does not include report or comment export. Most also say when the vendor deletes what is left. Winningtemp deletes personal data 90 days after the contract period ends. The market guide covers what you keep when you leave.

Several prices come with a floor. Oracle’s minimum is 500 users on a contract of 36 months or more. Viva Glint’s is 50 licences and Quantum Workplace’s is $15,000 a year. Lattice has a minimum yearly agreement of $4,000. In a public-sector contract template, WorkBuzz sets a minimum annual fee of £6,000 plus VAT.

Three things to check before you act on the tables

Three things in the tables need a note before you act on them. The first is the cells that say Ask the vendor. Each one marks a question to put in your first call. The product may still have a setting for it.

The second is exit and onboarding surveys. The number in the Smallest group shown column is for regular surveys. Exit and onboarding surveys can run lower, or with none. Gallup exit surveys have no minimum and include respondent names where available. Viva Glint lets the minimum go as low as 1 for lifecycle surveys. The market guide covers which surveys carry names on purpose.

The third is price. Prices are not like for like. 15Five’s $4 buys the survey package alone. BambooHR’s $10.25 is the Core plan of an HR system. Dayforce’s $33.96 is a yearly figure, about $2.83 a month.

The smallest group and the flag on likely leavers tell you what staff are asked to trust. Price depends on what you buy, so it is the column to compare last.

Where to read next

Each product name in the tables opens its own write-up. For a shortlist sized to your company, the guides below narrow the forty.

Read the guide for mid-market companies or the guide for enterprise companies. If your HR or performance system already runs surveys, read the guide for companies in that position. For the argument behind these tables, read the guide to employee engagement software.

More in this guide

The Employee engagement guide
Compare the 40 researched products how each asks staff, who sees the answers, what it costs and the contract terms.
Mid-market companies which engagement products suit 200 to 2,000 people, what they cost and what to ask.
Enterprise companies which engagement products suit 2,000 people or more, what they cost, how contracts run and what to ask.
Companies whose HR or performance system already runs surveys what the survey part of an HR or performance system covers, what it costs and what else exists.