Employee surveys inside your HR or performance system

Your HR or performance system may already run surveys, but the plan name does not tell you. Some, such as BambooHR and ADP, put surveys in the plan. Five others sell surveys as an extra, from about $2 to $4 a month for each person. Leapsome’s €4 comes on top of its HR platform. Four more give prices through sales. Two more, PerformYard and UKG, come with conditions. The report decides whether the built-in survey is enough. Before you launch, check who can see a named answer and what happens to your survey history when you leave.

By Ashish Manchanda Published 28 Oct 2026 Last updated 27 Oct 2026

In the plan

BambooHR includes the eNPS survey in its Core plan. eNPS is a score from how likely staff are to recommend the company as a place to work. ADP includes Voice of the Employee in three Workforce Now packages. UKG Ready Start includes the Great Place To Work Hub, US only. PerformYard’s pricing page includes engagement surveys in the Performance plan, but its help centre points to an Engagement licence.

Extra or by quote

Dayforce, Oracle, Lattice, 15Five and Leapsome sell surveys as an extra. Personio, Rippling, HiBob and Betterworks give prices through sales. HiBob builds its pulse surveys into the platform, and its quote sets the price.

Why use it

The system already holds your employee list. ADP, Rippling and Personio pick who gets a survey from that list.

Check first

What the report gives you. Products differ in benchmarks, in your own questions and in what you can download. Some of that depends on the plan. Then check who can see a named answer.

Watch

Your survey history stays inside the contract. BambooHR and Personio each give 30 days to download data once the contract ends.

Does your system already include surveys, or do you pay extra?

You may already pay for surveys, or you may be about to pay twice. A plan name does not settle it, and some tools sell surveys as a separate product.

15Five splits them most clearly. Its feature comparison puts engagement surveys and eNPS in Engage and Total Platform, not in Perform. A company on Perform at $11 per user per month would need Engage at $4 or Total Platform at $16. Lattice and Leapsome also sell engagement as a separate line.

HR systems split the same way. BambooHR charges no additional fee for the Employee Satisfaction survey. Personio sells Surveys as an add-on to its HR platform. A Personio customer without a Surveys subscription has one survey template, the AI Fluency Survey. Oracle prices its survey product, Touchpoints, on its own line of a price list.

What an HR system does well is pick the people. ADP builds survey lists from HR data by status, job title, department and work location. Rippling picks participants by attribute with no manual contact list. Personio adds people to onboarding and offboarding surveys from hire or termination dates. You gain a quick start. Before you count on it, find which order-form line covers the survey. Then check what its report gives you.

Is the built-in survey enough? Thirteen systems compared

Start with what the built-in reports give you, because that decides whether you need a separate tool. Then see how each of the thirteen systems sells the survey. The table at the end sets them side by side.

What the built-in report gives you

The report is where the products differ. Benchmarks compare your scores with other companies. ADP benchmarks results against local, global or industry peers and splits them by team, location and department. BambooHR’s HR Benchmarks, which include eNPS and Wellbeing, are exclusive to the Elite plan. Its Core plan includes a Company Similarity Comparison, so ask which one covers survey scores. Lattice benchmarks with Mercer data, but it cannot benchmark custom questions or edited default questions. Leapsome’s industry benchmarks cover best-practice question topics and include only the last 12 months of responses.

Other limits sit in the questions and the extras. Dayforce manages its research-backed question library, and customers cannot change it. Customers add their own questions beside it. An Oracle quick survey, which a manager creates, holds at most 10 questions. It does not recur, and its responses cannot be downloaded. 15Five’s Predictive Impact Score comes with Engage and Total Platform only. HiBob’s top trending topics appear only after a survey ends with at least 20 responses. A survey with fewer responses shows no top trending topics.

You may need peer comparison, your own questions or a record you can download. Some of this depends on the plan, such as BambooHR’s Elite benchmarks and 15Five’s Predictive Impact Score. Check these limits against your plan before you decide the built-in survey is enough.

Surveys included in the plan

Four systems put a survey in the plan. Each one still needs the right plan or licence, so check yours.

BambooHR includes Employee Satisfaction with eNPS and Employee Wellbeing in its Core plan. Its pricing FAQ puts Core at $10.25 per employee per month above 25 employees. The Core plan card reads $10. BambooHR includes every subscriber account in the benchmarks unless the company opts out. A company that opts out loses access to them. Under BambooHR’s terms, eNPS availability is subject to change at any time and without notice.

PerformYard’s own pages disagree on what you need. Its pricing page puts engagement surveys in the Performance plan, at $5 to $15 per person per month. Its help centre limits the Engagement menu to Engagement licence holders. A vendor blog from August 2025 says engagement can be added for an extra dollar or two per person. Managers and contributors have no access to the engagement dashboards or pulse results.

UKG sells its survey as the Great Place To Work Hub. UKG Ready Start, for under 200 employees, includes the Hub. UKG marks the Hub as US only in its Statement of Work. In UKG Ready Plus and Advanced, the Hub is one of three or six optional capabilities the customer picks. UKG gives Ready prices by quote. UKG Pro Employee Voice is available only in the United States and Canada, and only in English.

ADP calls its survey Voice of the Employee. It needs ADP Workforce Now with Enhanced HR, and ADP includes it in the Select, Plus and Premium packages. Child Development Centers, Inc., an ADP customer, reports that it stopped contracting an outside vendor for surveys. It saves $8,000 to $10,000 each year.

Surveys sold as an extra

Five systems sell the survey on its own line. The unit price is only part of the cost, because some also set a minimum or need a base platform.

Dayforce Engagement costs $33.96 per employee per year in its published price book. The Talent Management package, at $72.48 per employee per year, bundles Engagement with Compensation, Succession Planning and Performance Management.

Oracle charges $2 per month for each person the customer authorises to use Touchpoints. Oracle sets a minimum of 500 in its price list dated 8 October 2026. The standard subscription term is three years. Touchpoints surveys go out only through Journeys, the Oracle feature that assigns surveys to staff, and Journeys must be enabled.

Lattice sells Engagement at $4 per seat per month, billed annually. The minimum annual agreement is $4,000, and it can cover several products.

15Five charges $4 per user per month for Engage, $11 for Perform and $16 for Total Platform, all billed annually. Engage includes lifecycle surveys and industry benchmarking. 15Five’s pricing table puts the mobile app for check-ins, 1-on-1s and surveys in Perform and Total Platform, not in Engage. Its help article on plan contents puts iOS and Android apps in the Engage section. Ask 15Five which is right for your plan.

Leapsome charges €4 per employee per month for Engagement Surveys. That price includes a question library, action plans after each survey and industry benchmarks. It also covers turnover analysis, DEI analytics, and onboarding and offboarding surveys. The HR platform is always part of the plan, because every product reads from the employee record. Leapsome’s plan card puts the Agentic HRIS Foundation at €7 per employee per month. Its price calculator puts it at €5. Its pricing FAQ makes the Foundation free for customers who buy by 31 December. After that date it is charged at the list price.

Surveys priced by quote

Four systems give no price for the survey. Ask what your quote covers before you compare them.

Personio sells Surveys as an add-on. It gives prices through its sales team. A one-time set-up fee depends on company size. Annual plans run for a minimum of 12 months.

Rippling sends a custom quote after you say which services you need. Surveys can start from events such as a 90-day mark, a promotion or a return from leave. Answers can trigger notifications and follow-up actions, so decide who receives them before launch.

HiBob builds pulse surveys and eNPS tools into its platform, with no extra tool needed. Its quote depends on the number of employees and the products and services chosen.

Betterworks sells Engage as a stand-alone product. The Performance plan costs $8 per user per month, and Betterworks quotes Engage on request. The Enterprise plan includes Engage at a custom price, and a quote follows a discovery call. Implementation is a one-time cost on top. Betterworks says it adds most value for organisations of more than 500 employees.

The thirteen systems
System	What you must already have	What the survey costs	Smallest group, or who sees a name
BambooHR	A BambooHR plan. Its Core plan includes the eNPS survey.	In the plan. Core is $10.25 per employee per month above 25 employees. The Core plan card reads $10.	eNPS charts need 4 people. The “Why” answers need 6.
ADP	ADP Workforce Now with Enhanced HR.	Included in the Select, Plus and Premium packages. No published price.	Ask ADP for the figure.
PerformYard	Its Performance plan, and possibly an Engagement licence. The Engagement menu goes to Engagement licence holders only.	$5 to $15 per person per month. Its pricing page puts engagement surveys in the Performance plan.	Results hide below 3 respondents.
UKG	UKG Ready, UKG Pro or UKG Dimensions.	In UKG Ready Start, for under 200 employees, US only. An optional pick in Ready Plus and Advanced. Price by quote.	5 people for the Great Place To Work survey.
Dayforce	Dayforce. Engagement is its own line in the price book.	$33.96 per employee per year. The $72.48 Talent Management package includes it.	5 answers by default. Comments need 10 by default.
Oracle	Oracle Fusion Cloud HCM, with Journeys (the Oracle feature that sends surveys) switched on.	$2 per user per month, for at least 500 users. Standard term is three years.	Managers see each direct report’s pulse score.
Lattice	Lattice Engagement is a product of its own.	$4 per seat per month, billed annually. Minimum annual agreement is $4,000.	Admins set 3 to 10. The default is 5.
15Five	Engage or Total Platform. 15Five’s feature comparison puts surveys and eNPS in those two, not in Perform.	Engage is $4 per user per month, billed annually. Total Platform is $16.	5 by default. Admins can lower it to 3 or 4.
Leapsome	The Engagement Surveys line. The HR platform is always part of the plan.	€4 per employee per month, plus the HR platform.	3 by default. An anonymous survey needs at least 5 participants to start.
Personio	A Personio HR plan. Surveys is an add-on.	Personio gives prices through its sales team, plus a one-time set-up fee that depends on company size.	The survey creator sets it.
Rippling	The core Rippling Platform, with Surveys bought beside it.	A custom quote. Most products bill per employee per month.	Ask Rippling for the figure.
HiBob	The Bob HR platform.	A custom quote based on employees, products and services.	The survey creator enters it.
Betterworks	Engage can be bought on its own, or inside the Enterprise plan.	Engage is quoted on request. Performance is $8 per user per month.	Admins set it. The lowest allowed is 3.

A separate survey tool can read the same employee list

Buying a separate tool does not mean retyping your staff list. Culture Amp, 15Five and Lattice take employee data from BambooHR through its marketplace. A 2021 integration passes data from Personio to Culture Amp. The guide to employee engagement software covers the products built only for surveys.

What the survey costs, and what you keep when you leave

The unit price is only the start of what a survey adds to your bill. This section puts the published prices on one scale, so you can weigh them against staying inside your current system.

Take 1,000 paid people as an example. Oracle Touchpoints at $2 a month comes to $24,000 a year. Dayforce Engagement at $33.96 per employee per year comes to $33,960. Lattice and 15Five at $4 a month come to $48,000 a year. Leapsome at €4 a month comes to €48,000 a year, before the cost of its HR platform.

Minimums change the picture for a small company. Lattice asks for at least $4,000 a year. Oracle asks for at least 500 users, which is $12,000 a year at $2 a month. BambooHR and UKG Ready Start put the survey inside the plan price. Ask PerformYard for the full price. BambooHR charges for the HR plan itself. Its FAQ puts plans at $10.25 for Core, $17.50 for Pro and $25 for Elite. Those are per employee per month above 25 employees. The Core plan card reads $10.

The renewal terms matter as much as the first price. Personio may raise fees at renewal by up to five percent. Under HiBob’s terms, fees may change on renewal. BambooHR may change the price of an Extended Term subscription on 60 days’ notice before the term ends. Betterworks can change fees at the end of a term on 30 days’ notice. UKG may raise fees as the order sets out. Get the renewal price rule in writing before you sign.

These contracts renew automatically unless you give notice. Lattice and 15Five ask for 30 days. BambooHR’s extended terms, PerformYard and UKG ask for 60 days. Leapsome asks for two months. Personio’s annual plans ask for 90 days. HiBob renews for 12 months when it gives written notice at least 45 days before renewal. You can block that with counter-notice 30 days before. Put each date in a shared calendar when you sign.

Your survey history sits inside the system you pay for. So the exit terms matter as much as the renewal dates. Three points stand out.

First, some vendors set a deadline for getting your data out. BambooHR gives 30 days to download data after non-renewal. Personio gives 30 days after the contract ends. HiBob allows a copy of data on written request within 14 days of termination. It deletes personal data within 30 days.

Second, some terms make no promise to keep your data, or put a cost on getting it. Under PerformYard’s master agreement, it has no obligation to maintain or provide your data after the term. Under its data processing agreement, a customer can ask for a copy of its personal data. The request must come within 30 days of termination, at the customer’s own expense. PerformYard deletes personal data within 60 days. Under UKG’s US master agreement, transition help after termination needs a separate agreement and extra fees.

Third, Betterworks’s pages disagree. Its help centre puts removal of all customer data at 7 days after contract end. Its security page puts deletion or anonymisation at 30 days. Its Engage privacy policy puts removal at 90 days. Ask which one applies to you.

If you switch to Leapsome, its admins can import survey history from any previous vendor. Imported data shows only on the Overview and List views. Whichever system you leave, export your survey history before you give notice.

Seven places where a survey answer can meet a name

Your HR system already holds every employee’s name. Staff will ask who can link an answer to them. These seven points answer that.

“Confidential” and “anonymous” are different words

Personio links each response to the respondent in the background. No one can see that identity in the tool. Leapsome gives each invitee a one-time token. The token ties the answer to an ID that Leapsome can tie to an email address. Leapsome never reveals that data to the company or to its own employees. BambooHR’s eNPS responses are completely anonymous. Tell your staff the word the vendor uses.

Managers may see a named person’s score

Oracle gives managers a Low pulse scores section with the individual score of each direct report, lowest first. These pulse score features are on by default, and an administrator can hide them. Dayforce collects each respondent’s name when its name setting is on. It then tells staff their name will appear with their answers. Decide which setting you want before the first survey goes out.

A survey score can lead to a named list of at-risk people

Rippling publishes a guide with five AI prompts. They take a user from the lowest-scoring survey department to a named list of at-risk employees. They end in a 90-day retention plan. One prompt surfaces individual employees who show multiple disengagement signals, ranked by risk level. In Dayforce, the flight risk profile is open to all users with access to the employee. Their role must have the Flight Risk screen. The profile shows the employee’s engagement and flight risk level, with tips. Leapsome works differently. Its turnover estimate uses anonymised data and is grouped by team. Decide who may see a named risk list before you launch.

A raw export can bypass the group-size rule

Lattice’s raw engagement export includes all individual responses and comments, whatever anonymity threshold you set. An admin must switch it on during set-up and cannot change it after launch. Leapsome’s raw-data export, enabled before the first round, gives respondent demographics per question. It does not respect the anonymity threshold. Dayforce has one setting that lets users with Engagement Administration access see all results with no thresholds. Ask who can switch each one on.

A small-group rule can still point to a person

A threshold hides small groups. It does not always hide the group next to them. Lattice defaults every engagement survey to basic protection. Basic protection hides only the groups below the threshold. It does not hide the next smallest group, and Lattice warns that this can lead to indirect identification. Lattice also offers strong protection, which hides that next group too. Set the protection level before the first survey.

Onboarding and exit surveys carry names

Lattice onboarding and exit surveys are identifiable. 15Five’s lifecycle surveys use no confidentiality threshold, and account admins see individual responses. Managers see them too when the manager visibility setting is on. Personio onboarding and offboarding surveys are normally visible. In one Rippling example, an exit answer naming the manager as the reason for leaving notifies HR. It also books a meeting between that manager and their HR business partner. Tell leavers who will read their answer.

Answers can travel further than staff expect

UKG Pro Employee Voice has its own Services Description. Under it, the customer grants UKG the right to sub-license customer data to third parties. That means UKG may pass it on. The data has names removed and includes employee survey responses. The third party is currently Mercer (US) Inc. In Betterworks, report viewers can send a private message to the participant who wrote a comment. That setting is on by default. Tell staff before launch who receives their answers and who may write back.

What should you ask before you switch the survey on?

Each question below turns a risk into a written promise from your vendor. Ask the ones for your system, and get each answer in writing before the first survey goes out.

BambooHR: Do survey scores sit in the Core plan’s Company Similarity Comparison or in Elite’s HR Benchmarks? What do we lose if we opt out of sharing our data? Good answer: A plan name and price, in writing.
ADP: Does Voice of the Employee carry a fee on our package? What is the smallest group it reports? Good answer: A figure for each, in the order form.
PerformYard: Does our plan include an Engagement licence? What does that licence cost? Good answer: Yes or no in the order form, with a price.
UKG: Which UKG product are we on? Is the Great Place To Work Hub in our plan or an option we pick? Is it available in our country? Good answer: A product name and a line in the order form.
UKG: We use UKG Pro Employee Voice. Will you remove the right to pass on our survey responses, with names removed, to third parties? Good answer: Yes, in the order form.
Dayforce: Which roles have the Flight Risk screen, and so can see an employee’s flight risk profile? Good answer: A list of roles, in writing.
Oracle: Can we hide individual pulse scores from managers? Who on our team switches that? Good answer: Yes, with a named administrator.
Lattice: Can you set strong anonymity protection and switch the raw export off before launch? Good answer: Both set before the first survey.
15Five: Does our package include Engage? Does the mobile app for surveys come with it? Good answer: Engage and the app named in the order form.
Leapsome: Is the raw-data export on? What does the HR platform line cost once any free period ends? Good answer: Off, and a written price.
Personio: What does Surveys cost on top of our plan, including the set-up fee? Good answer: One written figure for subscription and set-up.
Rippling: Which survey answers trigger a message to HR or a manager? Will staff be told? Good answer: A list of triggers, and a line in the staff notice.
HiBob: Which line of our quote covers surveys, and what does it cost? Good answer: A named line with a price.
Betterworks: Private messages to comment authors are on by default. Will you turn them off? Which deletion time applies, 7, 30 or 90 days? Good answer: Yes, before the first survey, and one number in the contract.

When the built-in survey is enough, and when to look wider

Test the built-in survey before you buy a second tool. Personio gives new customers a 14-day trial account, and Surveys is limited to 50 participants in a trial. An existing customer can ask Personio about a Surveys trial. Run one pulse survey with a small group. Then read the report as a manager would, and check it against the report limits above.

If the report is too thin, read the guide to employee engagement software and the comparison. Companies of 200 to 2,000 people can read the mid-market guide. Larger companies can read the enterprise guide.

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.