Workleap Officevibe

Workleap Officevibe gives managers short, regular pulse results for their own teams. Workleap guides the questions behind the score, surveys come in eight languages, and the Executive role reads written answers company-wide. The bill follows the number of managers and the use of AI. Renewal moves to Workleap’s then-current standard fees unless agreed otherwise, and Workleap may change the terms by posting them.

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

Weekly pulses that managers read, priced by manager

In one line

Workleap Officevibe is a pulse survey tool run through managers. Employees answer a few questions on a schedule. Each manager reads the team’s results.

Buy it if

You want short, regular check-ins that managers read and act on. You accept AI-guided pulse questions that cannot be turned off. You accept that the Executive role reads written answers for the whole company.

Do not buy it if

You need to write the questions behind the engagement score. You need survey languages beyond the eight Workleap offers. Your policy keeps written answers from anyone with the Executive role.

Price

Standard starts at $4,999 USD, billed annually, plus $32 per manager per month. Pro starts at $11,999 USD plus the same $32. Organisations above 250 employees go to Workleap’s sales team for an Enterprise plan.

Workleap sets the questions, managers read the answers and AI sorts them

Officevibe works in three steps. Workleap decides most of what staff are asked. The manager is the main reader of the answers. AI sorts and summarises what comes back. The paragraphs that follow take those steps in turn.

Workleap decides most of the questions. Each employee receives a Pulse Survey on a schedule that Administrators and Executives set. A weekly pulse has 5 questions, a bi-weekly one has 10 and a monthly one has 20. Each pulse draws randomised questions from a larger set and personalises them for each employee. Answers become scores from 0 to 10, one for overall engagement and one for each of 10 key metrics. A score appears only when at least 3 employees answered the Pulse Survey. Your own questions go into Custom Surveys, which run on an annual, quarterly or monthly schedule. Workleap also offers a weekly onboarding survey for about four weeks. The exit survey is off until switched on. A diversity, equity, inclusion and belonging assessment is on offer too.

The manager is the main reader. Team Managers see the reports and scores of their teams, and Officevibe sends managers nudges. Executives see company scores and a Manager Impact report with a leaderboard of every manager in the scope they choose. A manager appears as Not enough data when fewer than 3 direct reports answered the Pulse Survey. Surveys reach staff by email, SMS, Slack or Teams, with one method active for each employee. Email and SMS are on by default, and an administrator has to turn on Slack and Teams. A connected HR system keeps the user list current, with changes arriving every 24 hours. Only one HR system can feed the list at a time, and Workleap connects to systems including BambooHR and Workday. Some systems, including ADP Workforce Now in the U.S., have extra setup steps.

AI sorts and summarises the answers. Smart Reports go automatically to Executives and Team Managers. The Feedback Topics report groups comments by topic and labels sentiment as positive against constructive, with a trend graph. It needs Workleap AI to be switched on. Feedback in a manager’s team view carries the labels Positive, Neutral and Constructive. AI can draft a Custom Survey from a prompt but does not send it. Workleap tells users to review AI-generated survey content first. A significant drop in a Pulse metric can trigger a notification. It carries a button to create an AI-generated survey for that team.

Feedback to monitor flags incoming comments that may signal a serious concern. The concerns include self-harm, threats, harassment, bullying, severe distress, safety and illegal activity. It needs Workleap AI. The customer chooses one of three sensitivity levels and picks the people who receive alerts. The Workleap Agent is a newer assistant for managers. It drafts 1:1 agendas, reviews, goals, feedback replies and Good Vibes, which is peer recognition. Workleap now presents Officevibe as the Team Health & Feedback capability of this agent.

AI access is set for each person. Access to Workleap AI is managed for each user in Workleap Settings. The AI features in Officevibe depend on that access. Under Workleap’s terms, AI Features may be available to Users by default in certain Products, including on trial.

Our guide to employee engagement software covers how the rest of this market handles the same choices.

Where the design protects staff and saves managers effort

Four design choices protect staff or save managers effort. Each one is a point to look for in other tools.

Reminders do not name people

A manager’s reminder goes only to team members who have not answered. The manager is not told who they are.

Small groups are protected

Scores appear once at least 3 active members have answered. Anonymous written answers appear only for groups of at least 5 active members. Answers whose author revealed their identity are exempt. In Custom Surveys, open-ended answers stay hidden below an audience of 5.

Your data does not train the AI

Workleap AI does not use customer data for model training. Under its terms, Workleap will not use the inputs or outputs of its AI Features to train them. Microsoft handles hosting and AI processing, so ask where that processing runs.

Staff without a desk can answer

Staff without a company email can be added with a personal email. Managers can help employees reach surveys on shared devices or kiosks. SMS delivery is on by default.

Named customers run from 17 employees to 2000+

Workleap’s suite suits growing businesses with a small or generalist HR team. Its named customers include five with 17 to 120 employees and four with 1,000 or more. Each result belongs to the customer named.

Four customers with 17 to 55 employees

Nolk has 17 employees and Canide has 30. Sport Bay of Plenty has 50 and reports 82% participation in a bi-weekly pulse. Its eNPS is 38, up 35 points. eNPS is a general measure of whether staff would recommend their employer. Wahi has 55 or more and reports an overall engagement score of 8.3 against an industry benchmark of 7.8.

Evora Hospice has 120 employees

Its feedback response rate rose from 21% to nearly 60% in one quarter.

Four customers with 1,000 or more

Stingray has 1000+ employees and reports 71% participation in the pulse. Assent has 1,000 and reports participation over 70% right away. CyberCX has 1,000, and its customer quote puts its eNPS at a two-year peak. Alithya has 2000+.

Questions, readers, languages and terms are where Officevibe stops

Officevibe stops in four places that matter to a buyer. Workleap guides the questions and the Executive role reads written answers. Surveys come in eight languages, and Workleap can change the terms.

Workleap guides the pulse questions

Smart Questions guide which pulse questions go out and cannot be turned off. Customers can change some pulse wording, depending on plan. The eNPS question, a general measure of whether staff would recommend their employer, cannot be edited or removed. Custom Surveys use your own questions but do not change engagement scores. The exit survey uses a fixed set of 12 questions.

Executives read written answers

The Executive role sees written answers for the whole company, exports included. Team Managers see their teams, and direct managers see their reports. The Administrator role alone gives no access to results. Identifying who posted an anonymous comment is a formal escalation that Workleap owns. There is no self-serve button. Under Workleap’s terms, users are barred from revealing or trying to reveal respondents’ identities.

Eight survey languages

Surveys are available in eight languages. The default app language can be English or French. Some products are only in English.

Workleap can change the terms

Under Workleap’s terms, Workleap may amend them by posting them on its website. Workleap may end a subscription for convenience, which needs no breach by the customer. The notice is 30 days for monthly subscriptions and 90 days for annual or multi-year ones. Workleap may suspend the products and services without notice if invoiced fees become overdue.

Some answers are not anonymous

Exit survey responses carry the employee’s name. A banner tells the departing employee that the survey is not anonymous. Executives can open team-level and individual-level exit reports. Written responses in the onboarding survey are not anonymous either. Feedback that the author did not make anonymous carries name and team for the author’s managers and Executives. Anonymous feedback hides the sender’s name but carries the sender’s team name. The team name is hidden when the sender’s team has fewer than 5 members.

Two accounts of the agent

The agent page and the help centre differ. On its agent page, the agent analyses engagement signals, goal progress and recent interactions. The result is a read on where each team member stands. In its help centre, an employee’s own engagement scores are visible to nobody else, managers and Executives included. The agent also summarises team survey results for managers and never reveals who answered what. Ask Workleap how these fit together.

Benchmarks come from customer data

The benchmark uses anonymised data from hundreds of thousands of users. It spans industries and is updated periodically. Under Workleap’s terms, Workleap can create anonymised, aggregated data from customer data. Workleap owns that data. The stated purposes are benchmarking and marketing. Its right to anonymised data and residual backup copies continues after termination.

Recovery plan in progress

Under its data processing addendum, Workleap is still adopting a disaster recovery plan. It is also putting that plan into operation. The addendum gives a recovery time objective of about 8 hours or less. That applies when the cause of an outage is within Workleap’s control. The objective is a target for how fast service returns.

Who is behind it

Workleap was called GSoft until its rebrand and was founded in 2006. GSoft was bootstrapped and profitable until CDPQ announced a CA$125 million investment on 6 June 2023. Workleap bought Didacte in February 2023 and Pingboard in December 2023. It announced the Barley purchase on 7 July 2025. It announced the Workleap Agent on 18 February 2026.

Managers and AI use set the bill, and renewal uses standard fees unless agreed otherwise

Officevibe charges a yearly fee plus a monthly charge for each manager. Standard starts at $4,999 USD, billed annually, plus $32 per manager per month. Pro starts at $11,999 USD plus the same $32. Pricing applies to new customers. Organisations above 250 employees go to Workleap’s sales team for an Enterprise custom plan. At $32 per manager per month, ten managers cost $3,840 a year on top of the yearly fee. Workleap sets what each product is charged by on its website, the order form or the product terms. The unit can be Active Users, headcount, seats or another unit.

AI use adds a second cost. Standard includes engagement reports and AI analyses, summaries and chat. Pro adds further features. Workleap AI comes with every subscription. Free AI use allows 3 uses per person in the organisation each month. It stops at 1,000 uses for the whole organisation, whatever its size. AI+ removes the limits at $4 per user per month. When the monthly allowance runs out, AI features are unavailable until the next billing cycle. On plans with Manager Agent seats, each Workleap AI access assignment uses one seat.

Renewal sets the next price. Seat counts do not decrease on their own, and the customer lowers them before renewal. If active seat usage exceeds the subscription, the seat count rises automatically at renewal to match usage. Renewal fees are Workleap’s then-current standard fees unless agreed otherwise. Annual and multi-year subscriptions renew automatically unless cancelled 30 days before the renewal date. Annual fees are invoiced at the start of the period and payable within 30 days. Payments are non-refundable except as the terms otherwise provide. Prepaid fees are refunded pro rata in the cases the terms name. If Workleap ends the subscription for the customer’s breach or non-payment, unpaid remaining fees are due as a termination fee.

Leaving is by export and deletion. An administrator cancels a product in Settings > Billing. After termination, Workleap deletes customer personal information under its retention policy or on request. Under its privacy policy, Workleap retains stored personal information until the customer instructs deletion or access ends. Deleting the organisation permanently deletes all its Workleap data. Executives can export the Pulse Survey report for all teams, and Team Managers can export it for their own teams. A whole-organisation Custom Survey export is a ZIP of Excel workbooks with a link active for seven days. Workleap also has an API, a technical way for software to read Officevibe data.

You could also run survey steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Nine questions to put to Workleap before you sign

Which roles count as a manager for the $32 charge, and can the count change during the year? Good answer: A written list of roles and a manager count on the order form.
Can we write the questions that feed the engagement score? Good answer: A named list of the changes our plan allows.
Who gets the Executive role, and can written answers reach fewer people? Good answer: A named list of what each role reads, with limits in writing.
What does the Workleap Agent read about one person, and does a manager see it? Good answer: A written list of data sources, with no individual survey answers in it.
What will AI cost for our headcount once the free allowance ends? Good answer: A fixed AI+ price and a written count of free uses.
Will you agree a renewal price in the order form? Good answer: A renewal fee or cap written in the order form.
How long after the contract ends can we export, and which surveys come out? Good answer: A stated number of days and every survey type, in a named file format.
In which countries are our data stored and our AI requests processed? Good answer: The countries for storage and for AI processing, by name.
When will the disaster recovery plan be in place, and will the recovery time go in the contract? Good answer: A date and the recovery time in writing.

Alternatives to Workleap Officevibe, including buying nothing

Empuls, Eletive and Winningtemp each answer a different limit of Officevibe. Buying nothing is a fourth route.

Officevibe’s bill rises with each manager you add, and its seat counts do not fall on their own. If your manager count is high for your headcount, that structure matters. Empuls licenses surveys per employee per month. Its price scales with the employees in scope and the parts activated. Adding employees or parts mid-contract is handled by a commercial amendment, typically prorated. Ask each vendor what happens to the price when your count falls.

Officevibe’s Custom Surveys use your own questions, but they do not change engagement scores. Eletive lets administrators add custom drivers and questions, answered on a 1 to 5 scale, to the engagement survey itself.

Officevibe offers surveys in eight languages. Winningtemp’s help centre puts its question languages at 39. Its pricing page puts them at 34 or more. Ask which number goes in the contract.

Buying nothing means you build what Officevibe does between surveys. Employees need a way to send anonymous feedback to a manager. Someone must read incoming comments for signs of a serious concern, such as threats, harassment or self-harm. You also need named people who receive those alerts. Officevibe does this with Feedback to monitor.

If your HR system already runs surveys, read our guide for HR system owners.

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.