Best Employee Engagement Software in 2026: 15 Tools for People and Culture Teams

Updated August 2026

The best employee engagement software in 2026 depends on which half of the problem you actually have. Culture Amp, Microsoft Viva Glint and Qualtrics win when you need rigorous listening, benchmarks and statistically defensible action planning. Bonusly, Nectar, Kudos and Awardco win when the gap is daily appreciation rather than measurement. Workleap and WorkTango win when you want listening and recognition inside one contract. And 15Five, Lattice and Leapsome win when engagement is a module you add to a review cycle you're already running.

This guide ranks 15 platforms for HR leads, people ops teams, internal comms and COOs at companies of roughly 50 to 5,000 employees. Every price came from the vendor's own pricing page in August 2026, and where a vendor publishes nothing, the entry says so plainly instead of dressing up a third-party guess. Criteria: survey depth and benchmark quality, recognition mechanics and reward fulfillment, what managers actually see, and total first-year cost including the reward budget most buyers forget. If your real question is review cycles, goals and calibration, start with the best performance management software roundup instead. This page stays on the listening and recognition side of that line.

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Key Facts

• Global employee engagement fell to 20% in 2025, a second consecutive annual decline, and Gallup puts the cost of low engagement at roughly $10 trillion in lost global productivity, about 9% of global GDP, per Gallup's State of the Global Workplace.
• Business units in the top quartile of engagement outperform bottom-quartile units by 23% in profitability, 18% in productivity, 81% in absenteeism and 41% in quality defects, according to Gallup's Q12 meta-analysis of 112,312 work units covering 2.7 million employees.
• Managers account for at least 70% of the variance in team engagement scores, which is why manager-facing dashboards matter more than executive ones, per Gallup's manager research.
• Only 22% of employees say they get the right amount of recognition, unchanged since 2022, and well-recognized employees were 45% less likely to have left after two years in a study tracking nearly 3,500 workers from 2022 to 2024, per Gallup.
• Employees at companies that never ask for feedback report 49% favorable engagement, versus 78% to 81% for employees asked quarterly, based on a survey of 33,831 workers across 24 countries in Qualtrics' Employee Experience Trends research.

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Quick Comparison Table

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Four Product Categories Hiding Under One Search Term

"Employee engagement software" describes several different products that solve different problems. Buying the wrong one is the most expensive mistake on this page, because each category demos beautifully and none of them fixes the others' gap.

If your engagement score dropped four points and nobody can say why, you have a listening problem. If everyone already knows morale is flat and nothing visible happens when someone does great work, you have a recognition problem. Most companies past 200 employees eventually buy both, either from one vendor or two.

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Survey Depth vs Recognition Depth Matrix

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Sizing and Persona Table

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Budget the Rewards, Not Just the Software

Here's the single most useful line in this article: on every recognition platform listed here, the reward budget is separate from the platform subscription. The subscription buys the software. The points employees actually redeem for gift cards, merchandise or travel come out of a second budget that you fund.

Bonusly states it plainly on its pricing page: you only pay for the rewards your team redeems. Awardco, Nectar, Kudos, Motivosity, Vantage Circle and WorkTango all work the same way, whether the money flows through the vendor or through your own procurement.

As a planning figure, budget $10 to $20 per employee per month in reward funding for an active peer-recognition program. At 500 employees that's $60,000 to $120,000 a year sitting on top of a subscription that might only be $30,000. Buyers who budget the subscription alone routinely under-budget the program by half, throttle the points allowance in month four, and then watch participation collapse. Given that only 22% of employees currently say they get the right amount of recognition, a program that runs dry mid-year is worse than not starting one.

The table below is a planning frame, not a quote. Ask each vendor to price every line for your headcount before you compare two proposals.

Ask three questions in every recognition demo. Does the vendor mark up redemptions, or pass them through at face value? Do unused points expire back to you or to the vendor? And who handles the tax treatment of non-cash awards in each country where you employ people?

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1. Culture Amp - The People-Science Standard for Engagement Surveys

Culture Amp built the modern employee-listening category and still sets the reference point for it. Its core argument is that an engagement score is worthless without a comparison set, so the Engage survey ships with benchmark data drawn from thousands of customer organizations, segmented by industry, size and growth stage. When your eNPS lands at plus 12, Culture Amp tells you whether that's good for a 400-person SaaS company or quietly terrible.

The other half of the product is what happens after the survey closes. Culture Amp pushes results down to team level with suggested focus areas, then holds managers to action plans that resurface in the next cycle. That closed loop is the difference between a survey program and a survey habit.

The tradeoff is cost and weight. Culture Amp expects a real people team behind it, and it doesn't publish pricing. Recognition isn't its strength either, so most customers pair it with a separate rewards tool. If you're weighing what else plays at this level, see the best Culture Amp alternatives roundup.

Pricing: Culture Amp does not publish pricing. The vendor confirms pricing depends on employee count, product selection and service tier, and that all products are billed annually. Modules are Engage and Perform, with People Science Consulting sold as an add-on.

Best for: Companies of 200 to 5,000 employees with a dedicated people or people-analytics function that will act on the data, not just report it.

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2. Microsoft Viva Glint - Listening Delivered Where Employees Already Work

Glint was the strongest pure engagement-measurement product of the 2010s, LinkedIn bought it, and Microsoft folded it into Viva. What survived is the part that mattered: the survey science, driver analysis that ranks which factors move engagement most, and manager dashboards that turn scores into two or three concrete conversations.

One clarification worth making, because the two products get confused constantly: Viva Glint is not Viva Goals. Microsoft retired Viva Goals on December 31, 2025, and its OKR customers had to migrate elsewhere. Viva Glint is a separate, currently sold product with its own licensing, and Microsoft still lists it on the Viva pricing page.

The distribution advantage is real. Surveys arrive in Teams and Outlook rather than a third-party email nobody opens, and results flow into the identity and org hierarchy IT already maintains. Microsoft also ships Viva Pulse alongside Glint for short manager-initiated check-ins, covering the between-cycles gap Glint alone leaves open. The catch: all of this assumes Microsoft 365. If your company lives in Google Workspace and Slack, that advantage evaporates and you're judging Glint on survey features alone, where Culture Amp and Qualtrics are stronger.

Pricing: $2.00 per user per month as a standalone add-on, paid yearly. Bundled into Microsoft Viva Workplace Analytics and Employee Feedback at $6.00 per user per month (with Viva Insights and Viva Pulse), or the full Microsoft Viva Suite at $12.00 per user per month. All Viva pricing requires an annual commitment.

Best for: Organizations of 500 to 20,000 employees already standardized on Microsoft 365 who want listening without a new vendor relationship.

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3. Qualtrics People Engage - Enterprise Listening With the Deepest Analytics

Qualtrics sits at the top of the listening market and prices accordingly. Its employee experience line splits into People Engage, aimed at engagement and attrition, and People Lifecycle, aimed at onboarding, exit and development moments. Both run on the same analytics engine that powers its customer-experience business, which is why the open-text analysis is meaningfully better than anything else here: it clusters thousands of free-text comments into themes and ranks them by impact on engagement rather than by frequency.

That research capability is also why Qualtrics data shows up in so many HR decks, including the listening-frequency finding in the Key Facts above. The single item that most separated high-performing organizations from the rest was whether employees believed positive change would actually result from the survey.

The honest limitation is fit. Qualtrics is built for organizations with a people-analytics team, survey governance and an implementation budget. Below about 500 employees, most of the platform goes unused while you pay for it.

Pricing: Quote only. Qualtrics states pricing is "based on employee count" for both People Engage and People Lifecycle, with no published plan prices. Expect implementation and services to be quoted separately.

Best for: Organizations of 1,000-plus employees with a people-analytics function and multi-country listening requirements.

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4. Workleap - One Package, and the Officevibe Per-Seat Era Is Over

If you last priced Officevibe in 2023, throw that number away. Workleap consolidated Officevibe, Workleap Performance and its LMS into a single platform and moved to package pricing. Standard starts at $4,999 USD billed annually, Pro starts at $11,999 USD billed annually, and Enterprise is custom for organizations with 250-plus employees. There's no free plan on the pricing page, and the old per-seat Officevibe rate is gone. This is the most commonly stale fact in the entire engagement category, so check any article quoting a low per-user Officevibe price against the vendor's page before you build a budget on it.

What the package buys is the part Officevibe always did well: short, frequent pulses managers can act on without a people-analytics degree, plus anonymous two-way messaging so employees can answer a follow-up without unmasking themselves. Workleap aims at the manager rather than the CHRO, which is the right instinct given that managers explain at least 70% of the variance in their teams' engagement. Pairing it with a shared standard for how managers run those conversations, like the one in our giving feedback guide, does more for scores than adding survey questions.

The package model cuts both ways. A 120-person company pays roughly $42 per employee per year at Standard, which is competitive. A 40-person company pays $125 for the same package, which is not.

Pricing: Standard starting at $4,999 USD billed annually; Pro starting at $11,999 USD billed annually; Enterprise custom for organizations with 250-plus employees. Officevibe, Performance and LMS are bundled into the platform rather than priced separately.

Best for: Companies of 100 to 1,000 employees that want engagement, reviews and learning on one contract with a predictable annual number.

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5. WorkTango - Surveys and Recognition Without Two Contracts

WorkTango is the merger of Kazoo, a recognition and rewards platform, with the original WorkTango survey product, and the pitch follows from that history: rather than buying a listening tool and a recognition tool and hoping they correlate, you get one platform where survey data and recognition activity sit in the same reporting layer. When a department's engagement score drops, you can see whether recognition volume dropped there first.

In practice the recognition side is the stronger half. Points-based peer recognition, awards, milestones and a global reward catalog are all mature, while the survey module covers engagement, pulse, lifecycle and eNPS competently without matching Culture Amp's benchmark depth. For a total rewards leader who owns both budgets, that trade is usually worth it. For a people-analytics lead who mainly needs defensible measurement, it usually isn't.

As with every recognition platform here, the reward budget is separate from the subscription. WorkTango fulfills redemptions from a catalog you fund, so your first-year number is the platform quote plus the points allowance you set per employee. Budget both, or a cheaper subscription will look better than it is.

Pricing: Quote only. All three WorkTango tiers say "Request Pricing," and the vendor notes only that annual platform cost depends on employee count. Reward redemptions are funded separately by you.

Best for: Companies of 200 to 5,000 employees where one leader owns both the engagement survey and the recognition budget.

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6. 15Five - Engagement Priced to Sit Next to Performance

15Five started as a weekly check-in tool and grew into a full talent platform, and its engagement module reflects that origin: it's built around what managers do weekly rather than what HR measures yearly. Engage covers surveys, pulses and eNPS with benchmarking, and plugs into the same platform running check-ins, 1-on-1 agendas and reviews, so a manager sees the survey result and the person's last three check-ins together.

The pricing is the most transparent in this group. Engage is $4 per user per month, Perform is $11, and Total Platform is $16, all billed annually. For a 300-person company, Total Platform works out to $57,600 a year. Add-ons include Compensation at $9 per employee per month (or $11 with salary benchmarking), the Kona Meeting Assistant at $2, Kona Coach at $19 per manager per month, Manager Content at $49 per manager per month, and Manager Coaching at $399 per credit.

That manager-development catalog is the strategic point: a tool shipping coaching content alongside the survey is aiming at the actual lever. Engage bought alone is thinner than Culture Amp or Glint, with fewer benchmark cuts and weaker text analysis. Bought as part of the platform, it's the best value on this page. For the wider field, see the best 15Five alternatives.

Pricing: Engage $4 per user per month, Perform $11, Total Platform $16, all billed annually. Add-ons: Compensation $9 (or $11 with benchmarking), Kona Meeting Assistant $2, Kona Coach $19 per manager per month, Manager Content $49 per manager per month, Manager Coaching $399 per credit.

Best for: Companies of 50 to 1,000 employees that want engagement measurement and manager development on the same platform as reviews.

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7. Lattice - Engagement as a $4 Module With a $4,000 Floor

Lattice sells engagement as a component rather than a product. Its Engagement module runs at $4 per seat per month, alongside Performance at $10, Goals and OKRs at $8, Compensation as a $6 add-on and Grow as a $4 add-on, all billed annually in USD with a $4,000 minimum annual agreement.

Note that entry number if you're reading older comparisons: Lattice's Performance base moved to $10 per seat per month, so anything quoting $11 is out of date. Pricing pages in this category change more often than the articles covering them.

The Engagement module itself is competent rather than category-leading. You get engagement surveys, pulses, eNPS, benchmark comparisons and manager-level heat maps, wired into the same org chart and review cycle as the rest of Lattice. The value is coherence: survey results, goals, review history and 1-on-1 notes live in one place, so an HRBP prepping a calibration conversation isn't stitching three exports together. What you give up is the benchmark breadth and people-science support that Culture Amp treats as the product. For a side-by-side on exactly that tradeoff, see Lattice vs Culture Amp, and for the wider field, the best Lattice alternatives.

Pricing: Engagement $4 per seat per month, Performance $10, Goals and OKRs $8, Compensation add-on $6, Grow add-on $4. All contracts billed annually, USD only, with a $4,000 minimum annual agreement. Worked example: 200 employees on Performance plus Engagement is $14 per employee per month, or $33,600 a year.

Best for: Companies of 100 to 2,000 employees already committed to Lattice for reviews that want engagement in the same system.

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8. Leapsome - Modular Surveys for the European Mid-Market

If Leapsome and Culture Amp are the two names left on your shortlist, Culture Amp vs Leapsome settles that decision on its own terms.

Leapsome covers more ground than most tools here: HRIS, Recruiting (in early access), Reviews, Surveys, Goals, Learning, Compensation and Time Tracking are all modules on one platform. Its Surveys module handles engagement surveys, pulses, eNPS and custom instruments, with question libraries built around European workplace norms and works-council-friendly anonymity settings, which is a genuine differentiator for companies operating in Germany, the Netherlands or the Nordics.

The strategic case is consolidation: if you already run Leapsome reviews and goals, adding Surveys costs less and reports better than a second vendor would.

Pricing takes explaining, because Leapsome's own site gives two different answers and neither is a clean seat rate (full detail in the pricing line below). Get a written quote covering your exact module mix before you compare it to anything else on this page.

Pricing: Leapsome prices per module and does not publish a single flat per-seat rate. Its own comparison pages put the entry point near US$3 per user per month for one module, while the pricing configurator quotes a starting total rather than a seat rate. Minimum contract term is one year, there are no setup fees, multi-module and volume discounts apply, and a 14-day free trial is available. Customer Success support requires an annual contract of at least US$6,000.

Best for: Companies of 50 to 1,000 employees, especially in Europe, that want surveys inside a broader people platform.

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9. Bonusly - The Least Administrative Peer Recognition on the Market

Bonusly's design decision is to make recognition a habit rather than a program. Every employee gets a monthly allowance of points to give away, each give requires a short public note and usually a company value hashtag, and the whole thing runs in a Slack or Teams feed rather than a portal nobody opens. Employees redeem accumulated points for gift cards, charity donations or custom company rewards.

That simplicity is the product. Setup takes an afternoon, adoption needs no change-management plan, and the feed doubles as a record of who is quietly carrying work that never shows up in a review. Bizy, its AI assistant, works off live recognition, 1-on-1 and check-in data to help managers write specific recognition, surface engagement signals early and prep 1-on-1s with real context, which chips away at the most common failure mode: recognition concentrating on the same five extroverts.

Bonusly is deliberately not a listening platform. Its survey capability is basic, and if you need engagement drivers, benchmarks or lifecycle surveys you're buying a second tool. And to be explicit about cost: the reward budget is separate from the subscription. Bonusly states you only pay for the rewards your team redeems, so a 300-person program at $15 per employee per month in points adds $54,000 a year on top of a $15,000 subscription.

Pricing: Free for up to 8 users. Team plus Bizy is $5 per user per month, or $50 per user per year. Organization plus Bizy is custom. The reward budget is separate: you only pay for the rewards your team redeems.

Best for: Companies of 50 to 1,000 employees that want peer recognition running next week with minimal admin.

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10. Nectar - Recognition, Rewards, Swag and Internal Comms in One SMB Bundle

Nectar targets the HR generalist who owns recognition, the swag store, the wellness challenge and the internal newsletter, and has no interest in four vendors for it. It bundles peer recognition, a rewards catalog, branded swag fulfillment, challenges and an internal comms feed, which makes it unusually broad for its price band and a natural fit at 25 to 500 employees.

The swag integration is the differentiator most buyers underestimate. Onboarding kits, milestone gifts and event merchandise run through the same points system as everyday recognition, so a welcome box and a five-year anniversary award come out of one workflow instead of an ops person's Amazon cart. The comms module also reaches employees who never open email, which matters for hybrid and partly deskless teams.

Nectar publishes no pricing figures. Its bundles (Nectar Recognize, Engage, Comms and One) all route to a "Get pricing" or demo request, so treat any per-seat number you see elsewhere as reported rather than confirmed. As with every tool in this section, the reward and swag budget is a separate line from the platform subscription, and swag carries production and shipping costs the points balance doesn't cover.

Pricing: Nectar publishes no figures on its pricing page. All bundles (Recognize, Engage, Comms and One) route to a "Get pricing" request. Any figure quoted elsewhere should be treated as reported, not vendor-confirmed. Reward and swag budgets are separate from the platform fee.

Best for: Companies of 25 to 500 employees where one HR generalist owns recognition, swag and internal comms.

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11. Kudos - Recognition Explicitly Tied to Company Values

Kudos takes the position that recognition without a values framework is just noise. Recognition in the platform is tagged to a specific company value and a level of impact, which produces something genuinely useful over time: a report showing which values actually get lived and which ones exist only on a wall poster. For a communications or culture lead trying to prove that a values rollout landed, that data is the whole point. Peer-to-peer recognition, top-down awards and years-of-service milestones all run through the same system.

The platform also runs analytics on recognition patterns, flagging teams where recognition has stalled and individuals who give or receive far outside the norm. Those signals are a reasonable leading indicator of disengagement between survey cycles, which is why Kudos sells alongside a listening tool rather than instead of one. Kudos publishes no pricing, and third-party reports attach a 500-employee minimum to its entry rate, so confirm both the rate and the minimum in writing. The reward budget is, again, separate from the subscription.

Pricing: Quote only, no published rates. Third-party reviews report entry pricing around $3.25 per user per month with a 500-employee minimum (reported, per SelectSoftware Reviews); treat that as unconfirmed and get a written quote. Reward redemptions are funded separately.

Best for: Companies of 500-plus employees running a values-based culture program that needs measurement.

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12. Motivosity - Recognition Plus the Manager Layer Most Tools Skip

Motivosity is the recognition vendor that took the manager-variance research seriously. Its four modules split the problem: Connect for community, Recognize for peer appreciation and rewards, Lead for the manager relationship, and Listen for surveys. Buying Lead alongside Recognize is the point of the platform, on the reasoning that a recognition feed can't fix a team whose manager never has a real conversation with anyone. That's a defensible place to spend the second half of the budget.

The recognition mechanic has real money attached: employees give small amounts from a company-funded balance, and recipients spend it through the ThanksMatters Visa card anywhere Visa is accepted rather than picking from a catalog. Motivosity states that every dollar of program spend goes to employees with no markup on rewards, and that the card itself carries no fee on Recognize licences. Get both in writing, because catalog markups are how several vendors in this category actually make margin.

Pricing is custom, though Motivosity does publish ranges by company size on its own site (below). If you want a shared conversational standard to pair with the manager modules, our radical candor guide covers the framework most of these coaching prompts are built on.

Pricing: Custom. Motivosity's own pricing page states small business plans start at $3,000 annually, with typical investment of $3,000 to $10,000 a year for 20 to 250 employees, $7,500 to $75,000 for 250 to 5,000, and $40,000 to $300,000-plus for enterprise. Modules typically start around $1 per employee per month with volume discounts. Recognition spend is funded separately.

Best for: Companies of 100 to 2,000 employees that want recognition and frontline manager development bought together.

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13. Awardco - The Widest Reward Catalog and the Best Service-Award Program

Awardco's advantage is fulfillment. Its Amazon Business partnership means employees redeem points against the full Amazon catalog rather than a curated list of branded water bottles, and that alone resolves the most common complaint about recognition programs: that nobody wants what's in the catalog. Add gift cards, travel, events, charitable donations and custom company rewards, and Awardco has the broadest redemption reach of anything here.

The second strength is structured programs rather than ad hoc praise. Service anniversaries, safety milestones, wellness challenges, sales incentives and referral bonuses each get their own program type, rules and budget, which is why Awardco shows up so often in manufacturing, healthcare and retail where milestone recognition is a formal obligation rather than a culture nicety.

The tradeoff is that Awardco is a rewards platform first. Listening features exist but aren't why anyone buys it, so pair it with a survey tool if measurement matters. The reward budget is separate from the platform fee, and Awardco's pitch is that it takes no markup on redemptions.

Pricing: Quote-based. Awardco states that new startups and small businesses with 100 employees or fewer can get flexible packages starting at $3,000. Plans are Standard, Scale, Enterprise, Service Awards Only and a lite Automated tier. Reward redemptions are funded separately from the platform fee.

Best for: Companies of 200 to 10,000 employees running formal service, safety or milestone award programs alongside everyday recognition.

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14. Vantage Circle - Global and Deskless Workforces That Need Local Rewards

Most recognition platforms fall apart the moment your workforce spans several countries, because a US gift-card catalog is useless to an employee in Manila or Warsaw. Vantage Circle built for exactly that problem, with local reward catalogs, local perks and discount programs across dozens of markets, which is why it dominates in India and much of APAC and increasingly shows up in multinational shortlists.

The stack is broader than recognition alone. Vantage Rewards handles points and awards, Vantage Perks covers employee discounts, Vantage Fit runs wellness challenges, and Vantage Pulse handles surveys and eNPS. Plans package as Grow (Rewards plus Perks), Transform (adds Fit) and Scale (adds Pulse plus enterprise capabilities), with products also sold as add-ons.

For deskless and shift-based teams, the mobile-first design matters more than any feature list. If most of your workforce never opens a laptop, recognition has to live on a phone next to the scheduling app, which is a good moment to check the rest of that stack too: see best employee scheduling software. The survey module is real but lighter than a dedicated listening tool, and reward points are funded by you, separately from the subscription.

Pricing: Custom. Vantage Circle states that pricing is based on organization size, selected products and required integrations. Plans are Grow, Transform and Scale, with products also sold as add-ons. Reward point budgets are funded separately.

Best for: Companies of 500 to 20,000 employees operating across multiple countries or with a large deskless workforce.

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15. Great Place To Work - A Validated Survey You Can Put on a Careers Page

Great Place To Work is the odd entry here, because you're not really buying software. You're buying a measurement instrument plus an employer-branding asset. The Trust Index survey asks 14 demographic questions and 60 statements on a five-point consistency scale plus two open-ended questions, takes 10 to 20 minutes, and produces a certification profile, benchmark reports against the Best Workplaces lists in your size category, and badge assets good for 12 months.

The threshold is meaningful rather than decorative: to earn Certification, the average score must show roughly 7 out of 10 employees having a consistently positive experience at work. Companies that fall short don't get a badge, which is precisely what makes the badge worth something in recruiting.

What it isn't is a year-round engagement platform. No continuous pulse, no manager action planning, no recognition, so nearly every Certified company also runs one of the tools above. If a free-to-enter alternative fits better, Energage's Top Workplaces program charges nothing to nominate, participate or win, and sells its survey platform separately.

Pricing: Quote only. Great Place To Work confirms a program fee covering the survey, data analysis, certification profile, employer-branding assets and benchmark reports, but publishes no amounts. Procurement data puts 100 to 500 employee programs at roughly $8,000 to $18,000 a year (reported, per Vendr transaction data).

Best for: Companies of 100 to 5,000 employees that need an external, credible culture signal for recruiting, running a continuous listening tool alongside it.

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Engagement Buying Mistakes to Avoid

Failed engagement programs almost never fail on features. They fail on how the program was scoped, budgeted and staffed before anyone signed.

Response-rate decay is the most common quiet failure, and the Qualtrics research is blunt about the cause: the item that most separated high-performing organizations from everyone else was whether employees believed positive change would result from the survey. If your last cycle produced no visible change, fix that before you buy anything.

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How to Choose: Decision Framework

Two notes first. If budget binds and you already run a talent suite, module pricing usually beats a standalone tool: Engagedly prices its Engage and Listen module at $2 per user per month billed annually, and Lattice Engagement at $4 is in the same territory. And if you're buying engagement alongside core HR, sequence the HRIS first so employee data flows one way: the best HR software roundup covers that layer.

For the reading list behind all of this, our employee engagement resource collection covers the frameworks and research these tools implement, and the performance management resource collection does the same for the review side.

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What to Do Next

Pick your half of the problem first, then shortlist two tools inside it and one from the other side for contrast. Run each through the same test: build a full first-year cost covering subscription, reward budget, implementation and per-manager add-ons, then send a five-question pulse to one department and see how the manager-facing view reads to the person who has to act on it.

Then commit to the part no tool does for you. Publish what changed after the first cycle, name the two things you're not fixing and why, and give every manager one specific action instead of a dashboard. That single habit does more for your next engagement score than any feature on this page.