Top 11 Employee Experience Software Solutions — 2023

All you need to know about Employee Experience Software to boost retention, increase engagement, and build a stronger company.

Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Contributing Experts

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The Top Employee Experience Software

Hand picked by our HR Technology experts after product testing, user research, and much debate - enjoy!

Promoting workplace camaraderie is at the heart of Workvivo. It does it by allowing employees to recognize their coworkers' achievements by nominating them for awards. Employees can also provide feedback, share news and events, and add comments, kudos, and shout-outs.
Kudos® have paired their employee recognition software with additional employee engagement functionality. Features like spaces and galleries and culture tools are unique to the space. They also do consulting for companies that need extra assistance.
Empuls offers a suite of tools to connect with employees, seek their feedback, and provide incentives to improve the employee experience. For instance, you can leverage eNPS surveys, lifecycle surveys, and engagement surveys for feedback, as well as recognize their efforts with greetings and rewards.
Used by big brands such Spotify and Mercedes-Benz, Leapsome helps you understand your employees using surveys and gives you the insights you need to drive change. It's highly interactive and fully customizable.
Reward Gateway helps you build a tailored employee experience platform. Their implementation team will help you design a strategy that is unique to your business. Fancy an employee recognition system? You can get that and much more.
Goals, OKRs, recognition, conversations, feedback, incentives – this is what WorkTango's employee experience software comprises. Use this all-in-one tool to elevate your employee experience.
Eloomi packs several tools that can help you deliver great employee experiences. You can use the platform’s onboarding module to transition new employees seamlessly into your team, boost productivity with 1:1 reviews, and build a healthy and positive company culture with continuous feedback surveys, rewards, and recognition features.
Bonusly helps bring visibility around small wins in multiple ways. You can create surveys to communicate with employees, integrate it with your communication tools to boost recognition, or evaluate recognition trends with detail reports.
Peakon uses journey mapping to improve employee experience and retention. Collect data from your employees at every stage of their employment, get insights to uncover reasons for employee turnover, and forecast your attrition risk in real time.
Spring Health is a mental healthcare software that takes a holistic approach to improve employee wellness. It asks employees a few simple questions and in turn provides personalized care.
Pingboard drives employee engagement with various networking features such as rich employee profiles, an org chart, and an employee directory.

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Introduction to Employee Experience Software

Employee experience software is growing in importance. Companies are now realizing that happier employees are more productive, stick around longer, and make a bigger impact on their business. Therefore, this “employee-first” culture has become a major talking point in business strategy.

Employee experience spans the range of the hire-to-retire pipeline. As a result, employee experience software is not simply engagement, rewards, or recognition tools. This SaaS category is defined as any software that improves employee experience.

This means there is a wide range of possible software solutions to enhance your employee experience initiatives. Below, we break down the best-in-the-biz HR technology to boost retention, streamline employee processes, reward, recognize, and engage your employees, and so much more!

Our Criteria: Here's how we chose who made the cut

We take research seriously. To make sure we’re offering our readers the very best solutions in a given software category, we are methodical, rigorous, and expansive in our research. We consult with HR professionals, vendors, and industry experts. We cut through the noise to bring you a carefully curated list of vendors, along with other essential information, to help you find the right software platform for your business. 

Here’s how we chose who makes the cut: 

Product: We believe in gaining a comprehensive understanding of a product before we recommend it, so we start by getting to know the software. Whenever possible, we meet with a senior executive (CEO or Head of Product) for a demo and Q&A. We also test the product ourselves to make sure it has a solid UI, intuitive workflows, and the features to make it a best-in-class offering. 

User feedback: We go straight to the source and compile feedback on user experience. Real-world input supports our commitment to diligence in our software evaluation methods and the products we recommend. Keeping up with the everyday experience of HR pros also puts new vendors on our radar, and it keeps us close to our community so we can better connect the right products to the right people.

Financial metrics: We are certified finance nerds, so we use all the data we can get our hands on to make selections for our guides. We comb through data for concrete statistics like retention rates, growth, profitability, and scalability. We evaluate the bottom line of each product because we know making a software purchase can put your reputation on the line. 

Best for a use case: Software is never a one-size-fits-all product. Sometimes the best solution is free or cheap. Other times it’s the one that is best for global companies or the one that’s sized right for early-stage startups. Keeping this in mind, we include solutions across the spectrum so our readers can find the best fit for their unique needs.

Here's more detail if you want to read more about how we research vendors. Our dedicated staff writers rely on hard data, impartial experts, and user feedback to ensure our reviews are helpful, truthful, and hopefully a pleasure to read!

Top Employee Experience Software

After vetting dozens of vendors, we shortened our list to these top employee experience solutions.

Workvivo

Review:

Workvivo facilitates two-way conversations and helps capture an organization’s pulse with polls and surveys. There’s a personalized activity feed that helps employees to interact with colleagues through posts, shoutouts, articles, etc. With the news and events features, you can share the latest company news and upcoming events – ensuring employees never miss an update again.

Workvivo helps employees feel they’re on the same team by connecting them to the company’s goals and values. Individual and team achievements can be recognized publicly using shoutouts, promoting peer recognition and rewarding achievements. There’s also a “people directory” that allows you to connect with colleagues across different teams and locations.


Workvivo

Pricing:

Workvivo offers custom pricing plans. We suggest you get in touch with their sales team for a price quote and to get answers to any questions you may have about the platform.

Workvivo offers custom pricing plans. We suggest you get in touch with their sales team for a price quote and to get answers to any questions you may have about the platform.

Best For

Workvivo is a great tool for companies looking to increase communication and productivity in their office with an intranet. Ideally, if you are a mid-sized company, you might find that Workvivo is right for you.

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Kudos

Review:

Kudos®’s platform is specifically designed to engage employees through peer to peer recognition, that can also include employee rewards. Recognition sent within the Kudos® platform is tied to company values and qualities, reinforcing your culture and enabling deep data insights into the health of your workplace culture. In addition to software, they offer consulting services.

Kudos

Pricing:

Kudos has two editions which are priced as follows:

  • Plus: For $5 per user per month, Kudos Plus helps you run effective employee recognition program with features for peer-to-peer recognition, optional rewards, and a lot more. Discounts are available based on the final user count and contract term.
  • Enterprise: For $7 per user per month, Kudos Enterprise gives you everything the Kudos platform has to offer, with additional functionality to run Kudos across multiple countries, operations centers, etc. Enterprise customers also get insights from Kudos’ dedicated people analytics teams, culture programming assistance, discounts based on the final user count/contract term and more.

Kudos has two editions which are priced as follows:

  • Plus: For $5 per user per month, Kudos Plus helps you run effective employee recognition program with features for peer-to-peer recognition, optional rewards, and a lot more. Discounts are available based on the final user count and contract term.
  • Enterprise: For $7 per user per month, Kudos Enterprise gives you everything the Kudos platform has to offer, with additional functionality to run Kudos across multiple countries, operations centers, etc. Enterprise customers also get insights from Kudos’ dedicated people analytics teams, culture programming assistance, discounts based on the final user count/contract term and more.

Best For

Clients with teams that span 250 to thousands of users in practically any country and industry. Great for those that want complete communication and feedback tools in their recognition software.

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Empuls

Review:

Empuls' Employee Experience Software allows organizations to quickly identify and address key areas for improvement based on employee feedback. The built-in social intranet facilitates open communication, and can also be used to celebrate achievements, stay informed about company news, take part in social activities at the office, and collaborate on different projects. You can also show your appreciation for your employees by sending them virtual greeting cards, rewards and gifts when they reach important milestones.

Empuls

Pricing:

Empuls offers three pricing plans. Here are the prices if you choose to pay annually:

  • Starter: This plan costs $20/year per employee. It offers features, including rewards and recognition, employee surveys and feedback, social intranet, and reports and analytics.
  • Proficient: This plan costs $50/year per employee. It offers features, including white labeling, polls & quizzes, customer support, and everything that is in the Starter plan.
  • Enterprise: This is a custom plan that offers everything from Proficient plan, plus custom HRMS integration, multi-region deployment, multi-currency payoffs, and dedicated customer success manager.

Empuls offers three pricing plans. Here are the prices if you choose to pay annually:

  • Starter: This plan costs $20/year per employee. It offers features, including rewards and recognition, employee surveys and feedback, social intranet, and reports and analytics.
  • Proficient: This plan costs $50/year per employee. It offers features, including white labeling, polls & quizzes, customer support, and everything that is in the Starter plan.
  • Enterprise: This is a custom plan that offers everything from Proficient plan, plus custom HRMS integration, multi-region deployment, multi-currency payoffs, and dedicated customer success manager.

Best For

While Empuls offers several competitive features for every business, it’s most suitable for small to medium-sized businesses who want to build a people-first environment.

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Leapsome

Review:

Leapsome has tons of functionality. By sending out pulse surveys, you’ll be able to check in on employee culture and mitigate any major issues before they start. The platform uses Natural Language Processing and Machine Learning to analyze open-ended response questions, providing your HR team with quantifiable data to make actionable decisions. 

After receiving data from surveys, you can make use of Leapsome’s robust learning, 1:1, and team-building features to fix any shortcomings your employees pointed out.

Leapsome

Pricing:

Leapsome is priced based on a few factors: number of employees, feature set, and contract length. It starts at $7 per user per month billed annually. They offer a 14-day free trial to try before you buy, no credit card required.

Leapsome’s pricing starts at $8 per user per month. You pay for the module(s) you want to use, which are:

  • Perform: It includes features such as Performance Reviews, 360° Reviews, Skill Framework, Automations, Analytics, Feedback & Praise, and 1:1s & Team Meetings.
  • Align: It includes features such as Goals & OKRs, Activity Feed, Goal Tree, Goal Analytics, OKR Check-ins, Feedback & Praise, and 1:1s & Team Meetings.
  • Engage: It includes features such as Pulse & Engagement, Best Practice Library, Onboarding Surveys, Conversations, Benchmarks, Feedback & Praise, and 1:1s & Team Meetings.
  • Learn: It includes features such as Onboarding Paths, Learning Paths, Content Library, Quizzes, Learning Analytics, Feedback & Praise, and 1:1s & Team Meetings.
  • Reward: It includes features such as Compensation, Promotion, Proposal Approval, Set Rules, Track Progress, Feedback & Praise, and 1:1s & Team Meetings.

Best For

Leapsome is a great choice for companies of all sizes.

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Reward Gateway

Review:

Reward Gateway is very well respected in the employee experience space. Through an engaging peer-to-peer recognition program, you’ll allow your employees to celebrate the wins with each other. As its name suggests, Reward Gateway offers many types of rewards for peer and managerial recognition, including gift vouchers and cashback offers.

Reward Gateway

Pricing:

Each of Reward Gateway’s solutions are available for standalone purchase. However, price is not publicly available, so you must contact a sales representative. If you’re a UK or AU user, the company offers a Reward Gateway for Small Business plan which is £6 per employee per month.

  • You can choose to purchase solutions separately, like only the employee recognition and surveys modules, for instance, or go for the full employee engagement platform. 
  • If you happen to be in the United Kingdom or Australia, they also offer a “Reward Gateway for Small Business” version which is £6 per employee per month, with no lock-in contract.
  • The price is not revealed publicly, which means you would get a custom quote depending on your business size and needs.

Best For

Companies of any size will find a use case in at least one Reward Gateway module.

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WorkTango

Review:

If you want it all, WorkTango has it. People teams can leverage all of WorkTango's functionality to build a healthy employee experience. While it can be a challenge to have your employees adopt new software, over 80% of employees engage with WorkTango on a monthly basis. It’s no wonder they boast a 95% customer retention rate.

WorkTango

Pricing:

WorkTango has three pricing plans, which are segmented by purchasing just the Recognition or Performance capabilities, or both as a complete system. The details are as follows:

  • Growth: All billed annually, for 100 - 250 employees $5 per employee per month for Recognition. $9 per employee per month for Performance. $12.50 per employee per month together.
  • Standard: All billed annually, for 250 - 1000 employees. $4.25 per employee per month for Recognition. $7.50 per employee per month for Performance. $10.50 per employee per month for both.
  • Enterprise: For 1,000 or more employees. You must get a custom quote.

WorkTango has three plans. The pricing of those plans depends on the modules included. For example, you can either purchase WorkTango's Recognition or Performance solutions individually or have them combined in a single plan (i.e. the full platform). When billed annually, the pricing of WorkTango's plans is as follows:

  • Growth: Designed for companies with 100 - 250 employees, this plan costs $5 per employee per month for the Recognition module, $9 per employee per month for the Performance module, $2.50 for surveys, and $12.50 per employee per month for the full platform (Recognition + Performance).
  • Standard: Designed for companies with 250 - 1000 employees, this plan costs $4.25 per employee per month for the Recognition module, $7.50 per employee per month for the Performance module, $2.00 for surveys, and $10.50 per employee per month for the full platform (Recognition + Performance).
  • Enterprise: Designed for companies with 1,000 or more employees, this plan has custom pricing. Contact WorkTango's Sales team for a quote.

Best For

Although WorkTango can be used by any company size, from SMBs to Fortune 100 enterprises, their 600+ clients are predominantly mid-sized to small enterprises in knowledge worker industries, such as software & tech, FSI, healthcare, and business services. 

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eloomi

Review:

Eloomi provides managers with a host of tools to deliver great employee experiences. These tools streamline coaching, mentorship, learning path creation for quick onboarding, training programs delivery, and survey design and deployment for employee feedback. It also provides in-depth analytics and insights so you can see exactly how your employees are engaging with your initiatives and what areas need improvement. In addition, you can encourage goal achievement by adding points, rewards, and certificates.

eloomi

Pricing:

Eloomi offers custom pricing, so the best way to find out how much it costs is to request a demo.

Eloomi offers custom pricing, so the best way to find out how much it costs is to request a demo.

Best For

Eloomi is for HR leaders and managers of mid-sized and large businesses to make onboarding easier for employees, engage them through frequent feedback, and track the progress of their personal development.

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Bonusly

Review:

Bonusly’s goal is to increase engagement and retention through authentic interactions and positive reinforcement. Through its social media-style interface, Bonusly allows employees to shout out their colleagues for great work on a company-wide scale. 

Impressively, almost 90% of Bonusly users are active on the platform within the first month, and it ends up that almost 80% of employees will receive recognition at least once a month. Recognition comes with numerous rewards choices, whether gift cards, experiences, professional development, or charity donations.

Bonusly

Pricing:

Bonusly pricing is as follows:

  • Core: $2.70 per user per month when billed annually.
  • Pro: $4.50 per user per month when billed annually.
  • Custom: Designed for large organizations and has custom pricing.

If billed annually, users can expect to pay:

  • Core plan starts at $2.70 per user per month
  • Pro plan costs $4.50 per user per month
  • Custom plan has custom pricing.

Best For

Small to mid-sized companies.

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Peakon

Review:

Peakon was recently acquired by Workday, providing the company the funding it needed to grow its product to the next level. Peakon can be trusted for everything from onboarding to engagement, to retention to leadership development, to DEI to performance feedback.

Peakon shines in its analytics. Once it receives survey data, it provides a number on a 1-10 rating scale to tell your company how you’re doing. For example, if your feedback on company communication was only a 4.6, you can take actionable steps to fix the issue and track how the survey results change month over month, year over year, and so on.

Peakon

Pricing:

Peakon has three pricing tiers:

  • Essential: Includes baseline engagement features, a mobile app, and 24-hour online support. ‍
  • Business: Includes everything from the Essential plan, and adds personalized benchmarking, custom insights, action plans, HRIS integrations, and a dedicated Customer Success consultant.
  • Premier: Includes everything previously mentioned, plus micro-learning sessions, attrition prediction, hierarchy mapping, business impact metrics, unlimited custom dashboards, and extended Customer Success support and change management training.

You must contact a sales representative for specific costs.

Workday Peakon has custom pricing so the best way forward would be to request a demo.

Best For

Large and enterprise companies.

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Spring Health

Review:

Spring Health melds clinically-proven tech with world-class mental health providers to give your employees the best mental health experience possible. Customers receive personalized support, which means that a custom mental health program is built for your company’s and individual employees’ needs.

Spring Health

Pricing:

The first 10 sessions every calendar year are free for employees. Afterwards, sessions are covered by insurance. For employer costs, contact Spring Health or talk to your benefits administrator.

For employees, the first 10 sessions every calendar year are free. After that, they will have to pay out of pocket, or in some cases, their insurance covers the costs. For employer costs, contact Spring Health and talk to your benefits administrator.

Best For

Any company looking to enhance employee experience by providing mental health resources.

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Pingboard

Review:

Pingboard is an employee directory and org chart software dedicated to increasing transparency and connecting employees. People profiles are highly customizable, allowing employees to share fun facts like their pets or favorite movies. 

For your HR team, the org chart provides a simplified view into company structure. Gone are the days of poring through spreadsheets and files to put together hierarchies to plan successors or promotions. Everything is right in front of you with a well-designed UI.

Pingboard

Pricing:

Pingboard offers a 14-day free trial before you start. At the end of the trial period, you can sign up for the Team or Company plans. 

Team costs $99/month paid annually for up to 50 users. Company costs $199/month paid annually for up to 100 users. If you have more than 100 users, it’s an extra $1 per head. They also offer month-to-month subscriptions at a higher rate.

Pingboard offers two different pricing plans. When paid annually, here's what they look like:

  • Team: At $99/month, this plan supports up to 50 users. Users can access most of the platform's features, including the people directory, profiles, org charts, peer recognition, and calendar. 
  • Company: If you want to get Pingboard for your entire organization, this is the plan for you. It's priced at $199/month for up to 100 users. Thereafter, for every additional user you add, you have to pay $1. This plan offers all the features available in the Team plan, plus the option to invite your whole company, advanced syncing, and API. 

For an additional $49 per month billed annually, you can add the Develop Add-On to any existing Pingboard plan. This feature helps managers facilitate 1:1 meetings that focus more on employee growth.

Best For

Small to mid-sized companies.

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Use Cases: Why focus on employee experience?

In a recently updated article, Josh Bersin describes new workforce issues, including rising voluntary turnover rate and falling employee productivity. His answer? The employee experience platform. 

Simply put, an employee experience platform isn’t a single suite like an HCM. It’s a group of solutions working together to help your HR team create an overall better employee lifecycle. As such, the use cases for employee experience software will range based on your HR department’s needs. But there are a few general reasons to seek these solutions out: 

  • Increased retention: If employees like their workplace, feel challenged, and have the potential to grow in their career, it’s likely they will stick around longer. Employee experience software focuses on those areas, and might track your company’s shortcomings so you can make a change.
  • Heightened productivity: It’s no secret that engaged employees get more done than disengaged employees. Employee experience software poses the question of how to engage employees so you can see higher output from your whole organization.
  • Better business output: The work your employees do directly affects how your business performs. Why not make their experience better so they want to be a more active part of your success?
  • Boosted employee satisfaction: This might sound like a no-brainer, but employee experience software can help your employees feel contentment at work. Leaving all productivity and monetary gains aside, wanting to make your employees happy is a noble pursuit in itself. Companies with high rates of employee satisfaction tend to bring in the best talent too.

Pro Tips on Top Employee Experience Software

Common Mistakes to Avoid

It’s easy to fall into the trap of buying the right software and thinking your problems are solved automatically. That’s a major oversight! There are many obstacles to overcome, especially when just introducing an employee experience platform. As such, here are a few things to look out for:

  • Over-reliance on software: Software isn’t a miracle worker. If your culture is struggling, you’ll need to do more than sign a contract with a tech vendor. Diagnose the problem below the surface, then use that information to guide you to the right software solution.
  • Not defining your goals: Similar to the previous bullet, you won’t accomplish much if you don’t have a firm idea of what you’re trying to accomplish. Find your problem, then set a few goals along the way to measure the success of your efforts.
  • Not measuring employee data: Goals have to be measurable so you can track success. Make sure you use KPIs like retention rate or employee satisfaction to recognize the difference your employee experience software makes.
  • Not integrating across your tech stack: As HR grows more data-centric, the more you know about your workforce, the better. Using data from all of your systems creates a holistic view of your organization. Make sure they’re cleanly integrated for easy access.

Benefits and ROI of Employee Experience Software

As with any software purchase, it will be easier to get buy-in from upper management if you’re able to clearly explain benefits and ROI. Employee experience software, as its name suggests, aims to benefit the employee experience. 

Measuring experience isn’t perfect, as employee satisfaction and happiness are nearly intangible metrics. However, there are a few different categories of data that can provide higher-ups with enough information to know that your new software is making a difference.

  • Better retention rate: It can cost 6 to 9 months salary to replace an employee. Keeping top talent in-house is incredibly valuable. You’ll get your finger on the pulse of organizational health by checking how many employees are jumping ship and how quickly after hire.
  • Positive employee feedback: Surveys are a solid way to keep track of employee satisfaction. If you’re getting positive anonymous feedback, you’re likely doing a good job. 
  • Heightened employer branding: What do your former employees say about you? Are your current employees referring people from their networks to open roles? If your employee experience initiative is working, you should hear nothing but positive things, and as a result, you will see more people want to apply to work for you.
  • Higher candidate conversion rate: Keep an eye on how many candidates make it all the way through your application process. If close to 100% are completing applications, it’s likely because your company is a desirable place to work.
  • Active social media followers: Are employees sharing LinkedIn posts or retweeting your company’s tweets? While this might not seem like much of an ROI at first, you’ll soon realize it goes hand-in-hand with employer branding.

Employee Experience Software Pricing

Employee experience software includes a wide variety of tools. Therefore, the pricing structures are going to be very different depending on whether it’s an engagement tool, onboarding software, or other types of HR tech. 

However, there is a common thread with the vendors on this page. They are on a subscription basis, most of them operating on a per-employee-per-month or per-user-per-month basis. This means that the price will automatically take your business size into account. 

There may be additional implementation fees, training and coaching costs, and other charges to look out for when demoing a product.

Employee Experience Features

Employee experience software hosts many different features, mainly because there are so many different types of software under the landscape’s umbrella. Let’s break down key features that the vendors on our shortlist offer:

  • Pulse surveys: Employee surveys check-in to see how you’re doing as an employer. If the employee response rate is high, you can get a really in-depth look at their thoughts and feelings so you can adjust your plans accordingly. The vendors on this list provide templates or customizable surveys that you can send out on a schedule or when you feel necessary.
  • Rewards & recognition: Certain vendors on our shortlist provide different types of rewards to incentivize good work, like gift cards or extra time off. When employees feel appreciated for their work, they’ll stay with your company longer and often be more productive during work hours. 
  • Employee directory and org chart: Directories and org charts make it easier for employees to connect with others across your company. Detailed employee profiles display contact information as well as more personal information like birthdays and fun facts. 
  • Social media-style activity feeds: Many of the vendors on this list engage employees through a newsfeed not unlike Facebook or Twitter. Employees can share their thoughts or recognize each other for achievements, while employers can share news and updates.
  • Onboarding tools: The employee experience starts at onboarding. Automated workflows and self-service portals simplify the process and ease the pain of paperwork.
  • Training and coaching: Growth is an important aspect of employee experience. A few vendors on this list offer training and coaching programs to provide employees with chances to learn and connect with leadership to benefit their long-term career.
  • Performance management: You’ll be able to track employee performance over time by pulling data from surveys, manager feedback, and more. By doing so, you can diagnose any problems with an employee’s performance or recognize them for work well done.
  • Wellness: Whether mental, physical, or financial, employee wellness is extremely important to maintaining a healthy work environment. These types of tools provide employees with important resources that will also benefit them outside the office. Employers in return see higher retention and productivity rates.

Demo Questions

Software purchases are big decisions, especially when it comes to software that may affect your employees’ day-to-day working lives. It’s incredibly important to try before you buy. This is typically done through a demo with someone on the vendor’s product or sales team. 

Write down your company’s key considerations and goals in preparation for the demo call. Then, craft the questions to ask that get to the heart of those considerations. If you need a place to start, here are some suggestions for questions to ask:

  • Will your software fit seamlessly into my current tech stack?
  • Do you have strong data on how your software has helped employee attrition?
  • Do you just consider your solution to be employee engagement software, or is it a wider suite?
  • How will your software boost engagement?
  • How will the workflows from this solution automate my processes?
  • How good is your user experience, especially because I want my entire company to adopt this solution?
  • How positive has customer experience been?
  • What’s the implementation process like?

Implementing Employee Experience Software

Implementation will vary based on the solution. Some solutions on this page are apps you simply have to download and sign up for. Others are entire software suites that require an implementation team and a longer process. During demos, be sure to ask what the timeline is, if there are additional fees, if there is a dedicated support team, and how the rollout is executed.

Employee Experience Software FAQs

What is employee experience software?

Employee experience software is any solution designed to enhance your workforce’s day-to-day. 

What makes a good employee experience software?

A good employee experience software positively impacts your workforce, while also providing value to your business. Employees who are happier in their day-to-day work are more likely to stay with your company longer and tend to be more productive. Therefore, your company doesn’t lose money to turnover and will actually make more money thanks to productivity.

Why are different types of employee experience software?

Types of employee experience software include engagement tools, wellness apps, employee directories, social networks, EAPs, rewards & recognition software, learning management systems, and performance management platforms.

Key Takeaways and Final Advice

It’s important to diagnose any problems with your employee experience before you jump into a purchase. Every company is different, so each problem is unique. There’s no reason to get expensive engagement software when you already have engagement tools built-in to your HRIS and the metrics are good. Similarly, there’s no reason to get an employee wellness app if your company already has an in-house wellness program.

To help you get a sense of what kind of return on investment you’ll get from purchasing employee experience software, check out our HR Tech ROI Calculators. If you’d like to learn more about employee engagement software, take a look at our detailed landscape with benefits, features, use cases, pitfalls, and more.

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