12 Best Employee Engagement Software to Boost Your Organization's Growth

This complete buying guide will help you compare the best employee engagement software available in the market today and make the best choice for your investment


min read

Are you struggling with streamlining all your employee engagement efforts? 

If yes, then chances are that you are trying to achieve everything manually and not leveraging the best employee engagement software available in the market today. 

These software support cutting-edge features like pulse surveys, insights and action plan, guided templates, and much more to create a culture of high level of engagement and belongingness. However, you need to choose the right one to ensure maximum value for your organization.

In this article, we have compared the price, features and suitability of 12 best employee engagement solutions as well as the key features you must look for while investing in any such platform to ensure maximum ROI. 

How to choose the best employee engagement software?

Choosing the best employee engagement software for your organization can go a long way into augmenting your engagement quotient. Before we jump onto discussing the top 12 platforms you can choose from, let’s explore a few best practices to make the right choice. You can get a detailed understanding of the same from our article on 12 steps to choose the best employee engagement software

  1. Be clear on what you need. Specify your requirements before you start scouting the market.
  2. Check out the basic features as well as integrations available to gauge whether or not they suffice your primary requirements.
  3. Explore whether or not there is an option to suit your scale up needs as a fast growing organization.
  4. Enquire if a trial version or free option for a short time is available to test out the solution before a long-term commitment.
  5. Understand the intellectual support and user interface offered before technical features.
  6. Check out the pricing to see whether it fits in your budget or not. 

12 best employee engagement software for fast growing organizations

Here are a few of the best employee engagement software, currently available in the market to take your engagement quotient to the next level: 

best employee engagement software comparison
Comparison of best employee engagement software

1. SuperBeings

Contemporary employee engagement software for fast growing organizations to facilitate engagement, performance management, OKR based goal management and manager development 

Key features

  • Single 3-minute assessment free for all for personality based engagement efforts
  • 30+ research backed survey templates to choose from on various organizational parameters
  • Analyze company health with real-time & monthly reports and filterable heatmaps
  • NLP backed sentiment analysis and personality based communication tips to facilitate engagement
  • Enjoy flexible anonymity for survey responses and integrate engagement and daily pulse survey questions with existing collaboration tools (MS Teams, Slack, Gchat etc) 
employee engagement tool SuperBeings


  • Ability to control EX with intelligent alerts to prevent survey fatigue
  • Nudge managers on chat tools to promote conversations
  • Organizational culture analysis and report for leaders
  • Guided 1:1s with talking points on what to share, questions to ask and actions to do
  • Great customization flexibility, in-depth survey analysis and AI powered actionable recommendations for managers


  • Mobile app is not yet available
  • Employee view of the scores is not yet supported


SuperBeings offers a modular pricing for different needs. The Engage model is priced at $2.00 per user per month, ideal for scaling organization. SuperBeings offers a 21 day free trial

2. Glint

People success platform by LinkedIn which focuses on employee engagement using real time people data ideal for teams of any size

Key features

  • Personalized insights and AI-powered recommendations for action to HR teams, leaders, and managers
  • Integrations such Workday, ADP, UKG, and Namely for automatic collection and analysis of data 
  • Interactive dashboards display a holistic breakdown of an entire organization's health
employee engagement platform Glint


  • Ability to analyze engagement on metrics such as weekly collaboration hours, workweek span, and weekly 1:1 time with managers
  • Glint’s AI-for-HR: Generate real-time alerts for employee populations that are at-risk for increased attrition, decreased performance, or other KPI changes
  • Glint's Narrative Intelligence: Most advanced natural language processing (NLP) to synthesize open-ended feedback 


  • Inability to get access to past survey responses
  • All responses are erased if you retake a survey
  • Survey responses are not integrated with a company's primary HR platform.


The pricing and plans are not available in the public domain. To know about packs and pricing, you could always get in touch with the Glint team. A demo for this employee engagement software is available to get a closer understanding of the product.

3. Culture Amp

Employee engagement solution focused on engagement, employee development and performance management ideal for teams with 25+ team members

Key features

  • 30+ science-backed and customizable survey templates
  • Survey focus agent to highlight areas of high impact for action
  • Ready to implement action plans backed by industry benchmarks 
culture amp


  • Advance algorithms combining engagement and performance data to predict turnover
  • Customized and intuitive reporting for managers aligning individual and company performance
  • Powerful analytics to draw relationship between performance and engagement


  • Integrations could be better and more expansive
  • Admin functionality is not robust


You can ask for pricing and plans depending on your team size. The self-starter plan is suited for 25-200 employees followed by the standard plan for 201-999 employees and the enterprise plan for 1000+ employees. Furthermore, the plans differ on the functionalities you need. Culture Amp doesn’t offer a free trial

4. Engagedly

Employee engagement, performance management and performance review platform leveraging recognition, gamification ideal for medium sized organizations

Key features

  • Surveys, goal-setting module, badges and social platform
  • Gamification-based points, badges, and leaderboard for active engagement
  • Ability to praise team members with rewards and gift cards


  • Supports remote work collaboration and engagement
  • Increased communication with social platform, bulletin board feature, and goals tool 
  • Ability to manage everything from an integrated dashboard with customizable templates


  • Can be overwhelming for a first time user
  • Lack of live chat function for support


The starting annual agreement for Engagedly, employee engagement software, is $5,000. There is availability of a free trial

5. Officevibe

Employee engagement software with 10 metrics of employee engagement ideal for teams of all sizes with free capabilities for teams of 1-10 members 

Key features

  • Ability to measure 10 key metrics and 26 sub-metrics of engagement endorsed by Deloitte, Gallup, Aon, and more
  • Smart algorithm that sends relevant questions without being repetitive
  • Anonymous communication channel for honest employee feedback
Officevibe employee engagement


  • Freemium and paid plan
  • Powerful reporting with anonymous answers aggregated and then converted into scores
  • Ability to look back at engagement metrics from previous employee surveys for a simple view of trends over time


  • UX could be better, difficult to navigate
  • Lack of depth and variety in the questions


Officevibe is free for teams of up to 10 members. Beyond that, the essential tier is priced at $5.00 per month per user and the pro tier is at $7.00 per month per user. In case of 500+ users, you can get in touch with their team. OfficeVibe offers a 14 day free trial 

6. TINYpulse

Employee engagement and feedback software for teams of all sizes to make employees feel heard, celebrated and valued

Key features

  • Science-backed questions and 300+ survey templates
  • Real time, safely anonymous feedback from employees
  • Easy and effective recognition via Cheers for Peers functionality


  • Find operational improvements and fill communication gaps
  • Get suggestions for employees who haven't received recognition
  • 10+ integrations to promote participation and ease of use


  • Confusing user interface, especially for admin
  • Some questions can be framed in a more meaningful manner


The pricing for TINYpulse can be requested on demand by filling up a quick form sharing the number of employees. TINYpulse offers a free demo with a product expert

7. Lattice

Employee performance and engagement software leveraging surveys, pulse and eNPS ideal for small and large enterprises

Key features

  • Ability to observe how new initiatives and changes impact the employee experience with pulse surveys
  • Automated requesting, tracking, and measuring onboarding and exit survey feedback
  • Deep-dive engagement surveys with actionable insights
Lattice employee engagement


  • Ability to gauge eNPS and identify top performers and promoters
  • Expert-built survey templates and cohort analysis and reporting


  • Non-intuitive interface
  • Unsatisfactory analysis on pulse surveys


Lattice pricing starts at $8.00 per user, per month and increases with additional products, if you want to add on the engagement product, that comes at an additional cost of $4.00 per user per month. 

8. Motivosity

Employee engagement and recognition software with eNPS, pulse surveys, and report dashboards great for remote teams

Key features

  • Personal profiles, personality maps, and interest groups to know employees better
  • Social feed, intuitive appreciation tool and last thanked widget to facilitate recognition
  • User-friendly, searchable organization chart with HRIS and API integrations
Motivosity employee engagement


  • Anonymous eNPS and pulse surveys to understand team satisfaction
  • Easily distribute automatic, consumable reports 
  • Recognition based engagement


  • Too many pop ups
  • Presence of bugs and limited usability of many features


Motivosity has different pricing tiers for different licenses. The startup features come free of cost, then different features come at different costs starting at $2.00 per user per month. Motivosity offers a free product and platform demo

9. 15Five

Employee engagement software that combines performance management and manager effectiveness to create highly engaged employees, ideal for organizations of all sizes

Key features

  • Easy-to-use surveys which can be completed on any device in just 6-minutes
  • Science-backed assessment paired with an insights dashboard
15Five employee engagement solution


  • Support from executive advisors to create an employee engagement strategy
  • Manager coaching to help drive engagement 


  • Navigation can be a little confusing
  • Need more detailed reporting and analytics capabilities


15Five’s pricing for the engagement platform is at $4.00 per user per month and other capabilities can be added on. 15Five offers a free trial for 14 days

10. peopleHum

Complete suite of tools to connect, collaborate, measure and optimize employee engagement for organizations of all sizes

Key features

  • Ability to recognize teamwork and excellence on mobile, web, chatbot with company-wide visibility
  • Make announcements effortlessly, and leave behind traditional memos
  • Facilitate honest conversations with anonymous feedback


  • Gamification for collaboration and interaction
  • Quick and easy installation with multiple integrations
  • Tech based reward system for better engagement


  • Some aspects of UX/UI need improvement
  • Some terms can be made easier to understand for first time users like NPS


The pricing starts at $2 per employee per month. peopleHum offers a free trial for 7 days 

11. Qualtrics

Experience management software focused on employee, customer, brand and product experience ideal for organizations of all sizes

Key features

  • Pre-configured dashboards and results to deliver the right data to every leader 
  • Pre-packaged expert content and surveys, to capture feedback and drive engagement
  • 20+ filters to enable managers to identify engagement drivers from feedback
  • 50+ survey templates designed by industry experts


  • Spot themes and trends from feedback with sentiment and topic analysis with Text iQ
  • Find relationships between employee engagement outcomes with powerful statistical analysis through Stats iQ
  • Spot problems early with automated at-risk alerts for critical issues like attrition with Predict iQ


  • Data analytics and results can be more effective
  • Customization capabilities are limited


Qualtrics offers a free account with survey templates for fast growing organizations. 

12. Leapsome

People enablement platform with engagement, performance management, employee development and OKR functionalities ideal for organizations of all sizes

Key features

  • Easy-to-set-up employee engagement surveys
  • Customizable best-practice questionnaires developed by psychologists
  • NLP and ML driven analysis and scoring of sentiment of written responses
employee engagement software Leapsome


  • Ability to segment responses by tenure, team, or manager to help spot important correlations
  • Option to choose survey frequency, rotation, anonymity threshold, duration
  • Praise wall to create a culture of recognition


  • Flows are not optimized and the UI is not very attractive
  • More options for automated messages needed


Leapsome is priced at $6.00 per month per user. Leapsome offers a 14 day free trial 

Basic features of the best employee engagement software 

There are certain basic features that most employee engagement software will offer, which will be beneficial for you at the beginning of your engagement journey. Here is a quick snapshot of the top 5 basic features that you must look out for in an engagement tool —

1. Engagement reports and insights

First, it should be able to create reports based on employee feedback and surveys and create insights based on the data points. You would want the employee engagement software to go beyond just collecting the responses and sharing the results.

Ensure that you are able to receive reports which can be understood easily, preferably with visuals and data points to identify gaps and areas for improvement.

It should be able to provide you with key insights based on the responses on levels of engagement, drivers, challenges, etc. to help you reinvent the wheel wherever necessary. 

2. Pulse engagement surveys

Only relying on annual engagement surveys is a thing of the past. You cannot only gauge employee pulse once a year and ensure high levels of engagement and retention. Thus, a basic feature for any employee engagement software you need to look out for is its ability to conduct pulse surveys which are conducted at frequent intervals. This suggests that you should be able to control and customize the frequency at which you roll out different surveys based on the needs of your organization. 

3. Benchmarks

An employee engagement software generally comes with the feature of providing benchmarks based on your requirements. Depending on your industry and nature of the organization, your employee engagement tool should share insights on what the benchmarks look like and compare your performance to them. 

Put simply, absolute results may not be enough to gauge the engagement quotient for your organization. For instance, an e-NPS of 8 is good from a macro lens, however, if all your competitors and others in the industry have a score of 9, you need to relook at your engagement efforts. Thus, the employee engagement solution should share benchmarks and associated best practices. 

4. Anonymity 

If you want to get a true and honest opinion from your employees, you need to offer anonymity and confidentiality, especially around some aspects. Thus, another basic feature for any employee engagement software is its ability to offer anonymity for the employees. In recent times, there has been a rise of need based anonymity, where you can activate or deactivate anonymity for your employees based on the need. 

5. Pre-built customizable templates

If you are just starting out, you may have apprehensions about how to take the first step. Thus, a basic feature in employee engagement software is the presence of pre-built templates. The software should have multiple templates that you can choose from based on your needs. It must have questions that you can use and get an understanding of the market as well. Furthermore, you should look out for the software which allows high customization of its templates in terms of the number and wordings of the questions along with length, while maintaining the context. 

Advanced features of an employee engagement software

While these are some basic features, depending on your needs and the level of engagement maturity, you may want to check out some advanced features that are possessed by the best employee engagement tools out there. They can help you further capitalize on the benefits from the basic features to further add value to your engagement efforts.

1. Strengths based assessment

First, you may want to look out for an employee engagement software that can help you run personality tests for your team members to understand their strengths and overall personality with individual reports for all. This will enable your managers to facilitate more effective task allocation and conduct comprehensive 1:1 meetings by integrating personality insights. Such directed workflow allocation and conversations will significantly increase the engagement quotient for your employees and also enable interest based working. 

SuperBeings has an advanced free personality test to help you Know Your Team. Check it out

2. Sentiment analysis

While data points are integral to gauge engagement insights, they may not be able to give you a complete picture because there are sentiments that may not be captured quantitatively. Here, some of the best employee engagement software can help you with Natural Language Processing based sentiment analysis. This can enable you to decipher the sentiments behind the feedback which may not be apparent at the first glance, especially when it comes to open ended responses, etc. 

3. Guided templates for manager coaching

Effective employee engagement requires manager coaching to ensure meaningful conversations and feedback. An employee engagement tool with advanced features can help here as well. It can offer AI driven recommendations to managers based on insights and sentiment analysis to drive high impact conversations. Furthermore, it can help them prioritize top action for employees that can boost engagement and collaborate on it without losing track. The objective is to help managers have robust interactions with guided templates. 

4. Dynamic alerts

The best employee engagement software is not only able to tell you which employees are engaged or disengaged, it can help you predict and even curtail disengagement with the help of dynamic alerts and audience mapping. First, it can help you categorize your employees as different audiences based on different engagement efforts. For instance, you may want to send one survey for a specific department, while some efforts may be for those completing a professional milestone from different departments. A software can enable you to toggle between different cohorts. Furthermore, it can release real time alerts when more surveys than the saturation point are being sent to an employee which might lead to engagement fatigue, to help correct the action. 

5. Real time heatmaps

Finally, an advanced feature of employee engagement software that can take you over the top is real time heatmaps. Here, the idea is to receive actions to facilitate engagement in real time, without waiting for the end of the quarter, etc. It can help you look at data across cohorts or trends in real time in a visually understandable manner for quick and robust action. 

Wrapping Up

The importance of employee engagement can never be overstated, as it has been proven to reduce staff turnover, improve productivity and efficiency, improve customer service and retention, and deliver higher profits. The above mentioned employee engagement software can truly make a difference in your organization's work culture. 

However, you need to make sure you make the right choice, because while all the tools mentioned above are attractive and competent, your needs and expectations need to be the focus while choosing your employee engagement solution partner.

If interested, book a free demo with SuperBeings to see how we can help you drive engagement with ease

Suggested Reading

How to measure the ROI of your employee engagement software

Sudeshna Roy

Marketing, SuperBeings

Hi There! I am Sudeshna. At SuperBeings, I lead our content strategy to bring you the best and latest on everything related to people management

Latest posts

min read

50+ Most Useful Employee Onboarding Survey Questions

‘Onboarding: How to get your new employees up to speed in half the time’ - George Bradt, founder and Chairman PrimeGenesis

Did you know that a strong onboarding process improves new hire retention by 82% and productivity by over 70%? 

However, only 12% of employees strongly agree their organization does a great job at onboarding new employees. 

This clearly states that while employee onboarding has a direct impact on the bottom line, most organizations miss out on how to get it right. 

Don’t let that happen to you. To onboard new employees like a pro, keep reading.

What is an onboarding survey?

By definition, an onboarding survey is a questionnaire that is administered on new hires to gauge their initial experience and level of satisfaction, in an attempt to understand their engagement and retention potential. 

As an HR, you can get multiple insights from an onboarding survey, including:

  • what employees thought about the organization when they heard about it for the first time
  • how their impression changed over time 
  • whether or not their experience aligns with their expectations, etc.

It can help you estimate how long the employees are likely to stay and how you can further optimize your onboarding process to make it more aligned with employee expectations. 

Why are onboarding surveys important?

An effective onboarding survey can help you reflect on your performance through the onboarding process, which directly impacts KPIs for organizational success, including:

1. Retention

93% of employers believe a good onboarding experience is critical in influencing a new employee’s decision whether to stay with the company. At the same time, 25% of a company’s new hires would leave within a year if the onboarding experience was poor. 

2. eNPS

20% of new hires are unlikely to recommend an employer to a friend or family member and an onboarding survey can help you identify the reasons for the same. However, new team members who were asked to provide feedback prior to their start date also had a 79% increase in willingness to refer others. Thus, illustrating how onboarding surveys and feedback can impact eNPS.

Read: How to use eNPS for better employee engagement

3. Satisfaction and Engagement

Employees with exceptional onboarding experiences are 2.6x more likely to be extremely satisfied with their workplace and 70% say they have ‘the best possible job’.

4. Performance

77% of employees who went through a formal onboarding process were able to meet their first performance goals. However, 49% of individuals who failed to reach their first performance milestone had no official onboarding instruction. An onboarding survey can help you determine the effectiveness of your onboarding process.  

5. Other

In addition, your new employees might also have an inclination towards providing feedback as a part of the onboarding survey, which you will lose out if you don’t conduct the same. Research shows that only 26% of new employees recall being asked for feedback on their candidate journey and the hiring process before their start date wherein 91% of new hires are willing to provide this feedback. 

Employee onboarding survey: Best practices

Now that you understand the importance of an employee onboarding survey, let’s quickly discuss how to effectively run an onboarding survey. 

1. Set the cadence

You must coincide your employee onboarding survey with important milestones for the new employee in the organization. Mostly, these milestones coincide with the end of the first few months. Thus, you should circulate your onboarding survey after 30, 60 and 90 days respectively, with different objectives for each. Furthermore, you can send interim surveys in case you feel the need, for instance, when the employee starts a project, or when the orientation process is over. 

“Effective employee onboarding isn’t about swag, stickers, & company value pamphlets on their desk the 1st day. But, how you help them understand their goals & how co values are interwoven in operating are more important.”- Suhail Doshi, founder and chairman of Mixpanel, Inc.

2. Identify critical areas and build questions

Based on the milestones or cadence you have set up, it is important to identify areas you would want to cover with each milestone. For instance:

In the first 30 days, you should focus on themes like: 

  • Orientation process
  • Initial thoughts
  • Expectation alignment 
  • Recruitment process
  • Onboarding experience

In 60 days, you can touch on themes like:

  • Knowledge transfer
  • Level of engagement and satisfaction
  • Induction process

By the end of 90 days, focus should shift towards:

  • Manager support
  • Role clarity
  • Likelihood to stay
  • Organizational alignment

Once you have decided the themes, you can start building questions, a snapshot of which is covered in the next section or you can download the template now here. The themes can be fluid across milestones, depending on the context for your organization. 

3. Roll out the survey for participation

Once the milestone arrives, you should roll out the onboarding survey and drive participation. It is important to explain to your new employees why the onboarding survey is important and how they can fill it up. Give them the requisite time, deadlines and communicate what will be the next steps to encourage them to participate. 

4. Follow up

Simply rolling out the survey is not enough. You must reach out to your new employees to remind them to fill the onboarding survey as amidst numerous new things, they might lose track of it. Don’t push too hard, yet send subtle reminders to get genuine responses. For instance: employee survey tools such as SuperBeings integrate with chat tools like Slack, Teams, Gchat to send personalized nudges to fill out the survey in the flow of work at set intervals as well as allows them to participate directly without switching context. 

Unlock a wide array of survey questions and employee analytics. See how SuperBeings can help

5. Take action

Once your onboarding survey responses are in, slice and dice them to get insights into what your employees feel and leverage the data points to further refine your onboarding process to facilitate engagement, retention and advocacy from the beginning. 

Sample onboarding survey questions for 30-60-90 day review

Taking cue from the section above, here are 50+ onboarding survey questions that you can leverage to gauge the pulse of your new employees as they complete different milestones.

You can also download these questions as a template and use it whenever you need. Click here to download

1. Onboarding survey questions for 30 day review

a) Onboarding and orientation process

  1. How can we change or improve the onboarding process?
  2. What did you like most about the onboarding process?
  3. Was the orientation interactive and engaging?
  4. Did the onboarding process meet your expectations?
  5. Do you feel welcome and proud to be working here?
  6. How would you rate the duration and quality of your onboarding experience?
  7. How would you describe your first day?

b) Decision related questions

  1. What were the top 3 reasons for joining this company?
  2. Do you think those reasons have been met?

c) Technical training and knowledge transfer

  1. Have you received the training that you were promised during your induction?
  2. Did the training meet your expectations and was accurately described during the hiring process?
  3. Is the training relevant to your roles and responsibilities?
  4. Were adequate tools and materials shared during training to facilitate knowledge transfer?

2. Onboarding survey questions for 60 day review

a) Engagement related questions

  1. Would you recommend the company to others in your network?
  2. Do you see yourself working here in 2 years?
  3. Do you feel motivated to come to work in the morning?
  4. Do you feel prepared for your role?

b) Onboarding experience

  1. Did the first 30 days of onboarding go as expected?
  2. What is the one thing you would like to change from your experience so far?

c) Company policies

  1. Are you clear on the different company policies shared with you?
  2. Do you have any concerns about any of the policies that you would like to highlight?
  3. Do you think any policy is missing that you think must be a part of our governance?

d) Questions about team

  1. Have your team members been integral in smooth onboarding?
  2. Have you been able to connect and collaborate with all your team members?
  3. Do you consider your team members to be welcoming and inclusive?
  4. What is the thing you would like to change about how your team works currently?

e) Reflection questions

  1. Have you been able to achieve the goals you set out for your 60 days?
  2. How has your journey been so far?
  3. What has been your biggest accomplishment in 60 days?
  4. What are some achievements you would like to ensure in the next 30 days?

3. Onboarding survey questions for 90 day review

a) Role and expectation clarity

  1. Do you have an understanding of what is expected from you as a part of this role?
  2. Is your role similar to what was communicated to you during the hiring process?
  3. Do you have the necessary resources you need for the role?
  4. Do you have clarity of your goals?
  5. Do you understand how your work will be evaluated?
  6. Does your role meet your career aspirations?
  7. What do you think is the most difficult part about your role?
  8. What excites you most about your current role?
  9. Do you understand the importance of the work you do?

b) Organizational alignment

  1. Do your values align with the organizational values?
  2. Do you believe in the vision and mission of the organization?
  3. Do you believe your ideas are valued?
  4. Do you have clarity on the organization’s future plans and do you align with them?
  5. Do you see yourself as a part of this organization 5 years from now?

c) Manager support

  1. Have your conversations with the managers been effective?
  2. Does your manager support your career aspirations?
  3. Does your manager provide you with the necessary support to perform your role effectively?
  4. Do you receive regular feedback from your manager?
  5. Does your manager include you in key discussions, wherever applicable?

d) Other questions

  1. What are some of the challenges you have faced so far?
  2. Do you feel your onboarding was successful?
  3. How can we help you in improving the overall experience?
  4. Do you feel included and accepted by everyone in the team?
  5. How do you see yourself progressing from here?
  6. Do you have access to all the information you need?

Wrapping up (TL:DR)

By now, it would be very clear to you that an employee onboarding survey can help you in multiple ways to create a high performance culture. It can enable you to augment retention, engagement, satisfaction and advocacy among employees to ensure that there is minimal turnover and you are able to attract high quality talent. Ensure that you roll out an onboarding survey at 30/60/90 days frequency to check onboarding experience, knowledge transfer, manager support, role clarity, etc. 

You should focus on other forms of employee feedback on culture, training and development opportunities, level of engagement, manager effectiveness, workplace collaboration, work-life balance, among others. 

Finally, you should focus on leveraging technology and automation to add efficiency and effectiveness to your onboarding survey and process. 

Research shows, automating onboarding tasks resulted in a 16% increase in retention rates for new hires.

Thus, consider partnering with a survey platform which enables you to:

  • Use science-backes best practices onboarding survey templates
  • Track employee milestones automatically and roll out surveys on due date with zero to minimal manual intervention 
  • Integrate surveys with existing chat tools for reminders and sending out survey questions
  • Use NLP for decoding sentiments behind open comments to understand the reason behind each response
  • Use other employee engagement surveys to get the whole picture of new hire engagement

Related Reading

How to use employee engagement survey comments

Best employee engagement survey tools in the market today

min read

How to Give Constructive Feedback? (With Examples)

When it comes to performance management for employees, you would agree that feedback plays an important role. However, only offering positive feedback and appreciating the performance of your employees is not enough. You need to give them an equal amount of constructive feedback which is specific to ensure high levels of performance. If you feel that your employees may not embrace constructive feedback, think again.

Research shows that 92% of people believe that constructive feedback is effective at improving performance.

In this article we will help you understand how you can give constructive feedback and examples you can leverage. 

What is constructive feedback?

Constructive feedback is essentially a tool that most forward looking professionals leverage to help others in their team with specific and constructive inputs on areas where one’s performance can be improved. Put simply, if you have an employee who doesn’t pay attention to detail, constructive feedback involves helping them acknowledge that this is a problem area, and more than that, enabling them with the support to overcome the same. It involves not only identifying a performance problem, but also, providing action items and ways to address the same. 

Importance of constructive feedback

Now that you have an understanding of what constructive feedback means, let’s quickly look at some of the top reasons why constructive feedback is important. Constructive feedback:

  • Improves performance: It enables your team members to understand how they can perform better with specific inputs on areas of improvement
  • Reinforces expectations: It helps your employees clearly gauge what is expected out of them in terms of performance, and sets clear deliverables and measurement parameters to avoid any surprises during performance appraisal
  • Boosts morale and confidence: It involves also appreciating employees for a job well done and illustrates how they can become a better version of themselves
  • Facilitates employee stickiness: It ensures that employees see your organization which cares about their professional growth and encourages them to stick around longer, and even act as advocates for others.

Positive feedback vs constructive feedback 

When delivering feedback, you must understand the difference between positive and constructive feedback and ensure that you use both of them where they fit the best. Here a quick distinction between positive feedback vs constructive feedback:

  • Positive feedback focuses on a job well done and highlights where an employee has excelled. Whereas, constructive feedback talks about areas of improvement and action items for desirable outcomes. 
  • While positive feedback seeks to reinforce the positive behavior, constructive feedback focuses more on facts and traits.
  • Positive feedback is a reflection of the past performance and doesn’t necessarily have a futuristic orientation, however, constructive feedback takes reference from the past to feed better performance in the future.  
  • “Your presentation during the board meeting was crisp and informative” is an example of positive feedback. Whereas, “While your presentation was informative, you can focus more on articulation to ensure that all your research is communicated in a way that everyone is able to understand. Using pointers can help here”, is an example of constructive feedback.
In a nutshell, positive feedback is a reinforcement tool, whereas constructive feedback is a mechanism to facilitate development. 

How to give constructive feedback

With an understanding of the fundamentals of constructive feedback, let’s quickly jump to the best practices which can help you deliver constructive feedback in a nuanced and effective manner. 

1. Decide when to give the constructive feedback

The first thing you need to focus on is ensuring that the timing of the constructive feedback is ideal. For instance, a busy period when the employee is putting in a lot of effort may not be ideal for giving them feedback about their performance from three months ago. At the same time, ensure that you provide constructive feedback regularly and consistently, to avoid recency or primacy bias. However, don’t offer feedback when you are angry about their performance either. 

2. Set the context and build trust

Before you get down to giving the feedback, set the tone. Share with the employee the purpose of the meeting and make them comfortable prior to sharing your reflections. It is important that you build trust so your employees can share their perspective and don’t feel intimidated by what you have to say. 

3. Share your reflections

Once the context and tone is set, start sharing your reflections. Your focus should be on sharing what you have observed about their performance. However, ensure that you also share how the same is likely to impact their career growth as well as organizational success. For instance, if you are providing constructive feedback about missing deadlines, you can use the impact of losing clients for the organization and a casual attitude marker for the employee.

4. Give specific examples

When sharing reflections, use specific examples of when you noticed a particular behavior. For instance, in the above example, you can share instances of when the employee missed his/her deadlines. Ensure that you use examples which illustrate a pattern, rather than a one off incident, which is very uncommon. Furthermore, always use concrete examples and not interpretation of what you hear or see.   

5. Balance positive and negative

With constructive feedback, your focus should be on helping the employee improve their performance and work on their areas of development.

However, simply pointing out their weaknesses or negatives in their performance will not help. You need to also talk about some of the positive aspects of their performance and how those qualities can help them absorb and implement their constructive feedback. 

6. Be empathetic

Emotional intelligence is extremely important when delivering constructive feedback. You cannot be apathetic towards your employee when delivering the same. Put yourself in their shoes to choose your phrases carefully. We will share some examples in the next section. Also, use your EQ to read the situation when you are delivering the feedback. If you see that the employee is getting uncomfortable, take a pause and comfort them first. Read their gestures and body language to ensure that the employee is not feeling attacked. 

7. Don’t make it personal

Like it or not, constructive feedback involves pointing out one’s weaknesses and areas of improvement. However, you should refrain from equating the performance of the employee with his/her personality or whole self. For instance, if someone misses deadlines, encourage them to be more organized or prioritize important work, than labeling them as a procrastinator. 

8. Encourage response from the other side

While you are delivering the constructive feedback, you have to make sure it is a dialogue.

The idea is to give the other person enough room to share their side of the story.

Try to understand whether or not they agree with your feedback and how they perceive the same. They may share the lack of support or resources, which have resulted in a weak performance. Be open to some reverse feedback as well. Again, your EQ must be at play here. If your employee has an outburst, or reacts negatively, you need to stay composed and calm them down. 

9. Discuss potential solutions

Once you and your employee are aligned on the areas of improvement, the most important part of constructive feedback is to provide adequate solutions to address the performance challenges. Don’t give abstract or vague solutions like be punctual if the employee misses deadlines. Rather, give very specific and action oriented solutions which are directed towards a particular outcome. The idea is to collectively understand the cause of the weak area of performance and use concrete solutions to remedy the same. 

10. Create a time bound action plan

Now that you have shared some potential solutions, you must revise the top action items with your employee to avoid any confusion. At the same time, you should focus on creating a time bound plan with key milestones to ensure that development is taking place. Summarize what was discussed and how you will proceed from there. Best is to set up a date to review the progress to ensure constructive feedback is paid heed to. 

Read our article on Start Stop Continue Feedback to give action oriented feedback

20 Constructive feedback examples 

Here are top 20 constructive feedback examples that you can use during your next conversation. To make your constructive feedback more effective, we have also illustrated examples of what you should steer away from.

1. Communication skills

Example of how to give constructive feedback

I would really like to know how you have progressed on the tasks assigned to you last month. It would be ideal if you could share a progress update on what has been achieved with a small summary of challenges/ support needed at the end of every week to ensure everyone is on the same page.

Example of how not to give constructive feedback

You have not kept your team updated about your work, this is highly unprofessional.

2. Attention to detail

Example of how to give constructive feedback

I was going through the work you submitted last week and I can see you have put in a lot of effort. However, I could see that there were some small errors and inaccuracies in the report across multiple sections. I believe that if you proofread your work thoroughly before turning it in, it will reduce the number of iterations and improve your quality of work. 

Example of how not to give constructive feedback

You seem completely distracted as you have been submitting flawed and below average work, this will not be tolerated. 

3. Time management

Example of how to give constructive feedback

I understand that you are working on multiple projects, however, you need to ensure that the most important projects are not overlooked and their timelines are not missed. Therefore, I would suggest you create a list of tasks you are working on and check with the respective reporting managers on the priority and set clear expectations to ensure that no deadlines are missed. 

Example of how not to give constructive feedback

You have missed your deadline again, it seems like you are not serious about you work. 

4. Goal achievement

Example of how to give constructive feedback

I see that you have been able to achieve only a part of the goals that you set out for this year. Maybe you were trying to spread yourself too thin. I would suggest you reduce the number of projects you are working on and ensure that the goals you set you are able to achieve. Furthermore, you must be vocal about the support or resources you need to achieve your goals. 

Example of how not to give constructive feedback

Are you even serious about your work, your level of goal achievement indicates otherwise. 

5. Absenteeism

Example of how to give constructive feedback

I see that you have been taking some time off lately, without any prior intimation. Let’s try to understand if there is a particular reason for the same. We can work on your schedule to make it more flexible. 

Example of how not to give constructive feedback

You have been missing all meetings lately, this tardiness is not appreciated. 

6. Problem solving

Example of how to give constructive feedback

I see that you are excellent at execution of ideas. However, I believe that you need to focus more on coming up with solutions on your own. I would suggest participating more in the brainstorming sessions and coming up with solutions. Try to think on your own, before you reach out to others with the problem.

Example of how not to give constructive feedback

You lack any problem solving capabilities, and will be stuck to execution for the rest of your career.

Wrapping up

Constructive feedback is integral to organizational success. Here are a few things to keep in mind:

  • Always use facts and examples to deliver constructive feedback
  • Don’t forget to differentiate between positive and constructive feedback
  • Make sure you have practical tips or suggestions 
  • Leverage specific constructive feedback examples for specific performance problems, instead of being vague

Related Reading

50 top 360 degree feedback question examples

150 performance review phrases

min read

How to Use Performance Management Cycle for High Performance Teams

While performance management has been a key priority for organizations, for a long time, year end reviews were considered to be the most effective way to facilitate the same. However, recently organizations are observing a shift towards continuous performance management with an introduction of the performance management cycle. This article will focus on different aspects of the performance management cycle and how it enables unlocking the potential of high performance teams. 

What is a performance management cycle?

Before going into the diverse aspects, you should first understand what a performance management cycle essentially is. If you have an idea of what continuous performance management is, you’re already a step ahead in the understanding. Performance management cycle primarily is a way or a model in which you evaluate or focus on the performance of your employees throughout the year. The idea is to break down the different elements of employee performance into different stages and focus on them consistently. It starts with setting goals and ends with rewards for a job well done, which leads to setting of new goals and the performance management cycle resets.  

Understanding 4 stages of the performance management cycle

While you may want to divide your performance management cycle into any number of stages, mostly there are four stages. 


The first stage, at the very beginning of the performance management cycle, focuses on creating a plan for the performance ahead. The idea is to have a clear understanding on what your employee must achieve and how you will eventually review and evaluate them. During the planning stage, you and your team member, collectively should:

  • Set SMART goals of OKRs based on the performance expectations
  • Have clear KPIs or metrics which you will use for performance appraisal
  • Clarify how individual goals or OKRs contribute to organizational vision

Thus, the planning stage of the performance management cycle sets the tone for the year ahead and ensures there is clarity at all levels. 


Once the goals have been set in the planning stage, you enter the monitoring stage of the performance management cycle. This stage essentially focuses on ensuring that things are moving as planned. The idea is to ascertain that your team members are more or less on track for specific milestones outlined as a part of goal setting. Additionally, this stage will help you address any performance challenges that you may observe, sooner than later. Monitoring stage includes:

  • Regular one-on-one meetings to review performance so far
  • Providing feedback to your team members on what you think has been going well and what needs to improve
  • Relooking at goals in case they are behind or ahead of schedule in terms of achievement
  • Understanding the kind of extra support or resources your team members might need to improve their performance
  • Having candid conversations with your employees on wellbeing, professional development objectives, and other factors which may impact performance, morale and engagement 

The monitoring stage essentially focuses on tracking the performance of your employees against the set goals to provide constructive feedback and help them perform better. 


The third stage of the performance management cycle comes into existence towards the end. It involves reviewing the performance and providing ratings based on the established KPIs and metrics. While this is the formal review process, if you have been constantly monitoring the performance of your employees, this will essentially be a consolidation of all the reviews and feedback shared overtime. While delivering performance reviews, ensure that you:

  • Shed any performance review biases that might come your way, including primacy effect, recency bias, halo/horns effect, etc. 
  • Give your employees concrete examples and facts to support your review, rather than being vague and ambiguous
  • Should try to get 360 degree feedback and review for your team members
  • Answer some of the following questions to create an informed review:
  1. Did the employee achieve the goals set out?
  2. What were the key enablers in their achievement?
  3. Did you observe growth in the employee during the performance management cycle?
  4. Did the employee share any concerns, and were they addressed?

Since you have been connecting regularly with your employees, the reviews will not come as a surprise to them, but will help you monitor the trends of their performance and guide the next stage for the employee’s professional growth. 


Finally, the rewarding stage in the performance management cycle acts as a culmination to one cycle and sets stage for the commencement of the next. The objective is to take into account their performance over the performance management cycle and create a culture of rewards and recognition to celebrate and appreciate high performance. Some of the quick ways to reward your employees include, giving them:

  • Healthy increments and promotions
  • Public appreciation through social media, company intranet
  • Bonuses and other incentives
  • Rewards like vouchers, gifts, etc. 

This stage is important to make your employees feel valued and motivate them to keep the performance going. It will also push average performers to step up their efforts and enable you to create a high performance culture. 

Why is a performance management cycle important?

Now that you understand the various stages of a performance management cycle, let’s quickly look at why the performance management cycle is important for your organization. It will help you:

  • Clearly define goals and expectations from your employees to drive directed performance.
  • Keep your employees engaged. When you constantly connect with your employees for 1-o-1 meetings and consistently take interest in their performance improvement, they are likely to feel engaged, satisfied and motivated.
  • Address performance challenges preemptively and provide your employees with corrective actions, resources and support to bridge performance issues.
  • Retain talent as employees who feel that their performance is being valued and receive regular feedback tend to stay longer at an organization. 

Top 4 ways in which performance management cycle leads to high performance

In addition to the above mentioned benefits, a performance management cycle can help you build a high performance culture in a number of ways. Some of the top aspects include:

Clarifies KPIs and metrics

What constitutes high performance can be abstract. For some, closing 5 deals can be high performance, for others, it might be closing 15. Planning stage in the performance management lifecycle will help your employees understand what constitutes high performance and thus, proceed towards it. 

Boosts recognition

A key part of the performance management cycle is the rewards and recognition. When employees feel their performance is being valued and recognized, they tend to double up their efforts, leading to a high performance team.

Facilitates communication and feedback

Monitoring and tracking followed by 1-o-1 conversations can help you communicate with your employees regularly. Not only will you track their performance, but will also listen to their concerns or challenges and offer them feedback. Such conversations and feedback have a positive impact on performance, leading to a high performance culture. 

Ensures appropriate training

One of the foundations of high performance is enabling your team members to undergo the right training. Performance management cycle can help you understand which training is important for your employees at which performance stage, realizing high quality results. 

Top tips for managers for effective performance management cycle

As a manager, there are several ways in which you can unlock the true potential of a performance management cycle. You are one of the key stakeholders who plays an important role in every stage of the cycle. Here are a few tips that can help you augment the effectiveness of the performance management cycle:

  • Invite employee participation and make the OKR setting process collaborative and action oriented
  • Provide constructive feedback to your employees, instead of being too sweet or too negative
  • Help your employees access the right resources and training they need to meet their goals
  • Give your employees a safe space to share their concerns and challenges
  • Don’t micromanage your employees in the name of monitoring
  • Be open about relooking at the goals in case of a misalignment as you move along the performance management cycle

Benefits of using a performance management tool

A performance management tool can significantly help you streamline your performance management cycle by offering the following benefits. 

Performance snapshots

Get automated performance snapshots of your employee’s performance over the 9 box grid to track performance trends over time and provide reviews without recency bias.

1:1 conversations

Leverage guided templates with AI based suggestions for your 1:1 conversations with employees during the monitoring stage based on performance over time. Receive suggested talking points for goal-centered conversations.

Compare performance

Look at historic feedback to see improvement in performance and compare performance over time. You can also compare performance of peers over specific parameters. 

Related Reading

How to create a high performance culture using OKRs

7 steps to effective performance management system

12 common performance review biases to avoid

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