According to Times of India, Infosys’s new mandate requires the employees to work from office for at least 10 days in a month. The new mandate also said that the failure to meet the new guidelines would trigger a “system intervention” which raised concerns amongst the staff. Though this policy only applies to employees at job level 5 or below. Employees at JL6 or above do not come under this policy.

Understanding Infosys’ Work-From-Home Guidelines

Infosys has practiced a hybrid model for work flexibility since the pandemic, but current trends hint at a harder stance. The new Infosys work-from-home guidelines states that employees are required to come to office for a specific number of days a week. Remote working continues to be an option, but with the added requirement of managerial approval for WFH under special conditions.

This move follows larger industry trends, as IT companies are calling employees back to office premises in order to facilitate collaboration and productivity. Yet, the use of the term “Infosys system intervention” in internal messages created confusion, with many dreading greater surveillances over attendance and remote work compliance.

A senior executive at the company said, “Managers now enjoy the discretion to approve or deny a regularization request. A lot will also depend upon the relationship between an employee and their manager.”

Infosys System Intervention: What It Means

The term Infosys system intervention first triggered rumors that the company had instituted tracking devices for employee work hours and attendance. But Infosys has made it clear that the system is designed not to monitor individual workers but to enable office space planning and team coordination.

Through this system, says the company, managers will be able to monitor workforce allocation throughout various locations and provide sufficient seating and resources. It also makes it easier to plan for mixed teams and retain an effective working environment without causing any disruption in employee privacy.

With the updated Infosys work-from-office policy, employees are now expected to meet specific attendance criteria. While the company has not mandated full-time office presence, certain roles and projects require employees to be on-site for collaboration.

Employee Reactions and Industry Trends

Infosys’ decision is part of a wider trend across the IT sector, with companies closing the lid on remote work policies. Companies had largely welcomed hybrid work, but now they are urging staff to come back to offices. The reason behind this move is fears over team collaboration, productivity, and company culture.

Despite the explanations offered by Infosys, certain employees continue to fear the potential implications of these policies on work-life balance. Infosys continues to discuss matters with its employees and clarify doubts regarding a seamless implementation under the Infosys work-from-office policy.

As Infosys continues to evolve its hybrid work model, the equilibrium between flexibility and being in the office will be a priority concern for both employees and management.

The post Infosys HR Addresses ‘System Intervention’ Concerns in Work-From-Office Policy appeared first on Tech Research Online.

Are you an HR leader or team manager struggling to keep your employees motivated, productive, and connected? Finding the right employee engagement software can feel challenging.

Employee engagement is more important than ever. With hybrid work models, AI advancements, and a growing emphasis on well-being, organizations need tools that go beyond annual surveys to build real-time connections and enhance employee digital experience.

A report published by Gallup found that high employee engagement levels resulted in a 23% increase in profitability, a 14% increase in productivity, a 70% improvement in well-being, and a 78% decrease in absenteeism.

This article is your guide to the top seven employee engagement software solutions for 2025. We’ve curated this list based on features, user feedback, scalability, and innovation to help you make an informed decision.

What is Employee Engagement Software?

Employee engagement software is a digital platform designed to measure, analyze, and improve employee satisfaction, connection, and productivity.

These tools replace outdated annual surveys with real-time feedback loops, recognition systems, and AI-driven insights.

They help organizations:

• Track engagement metrics like eNPS (Employee Net Promoter Score).
• Identify burnout risks and retention threats.
• Build communication in remote/hybrid teams.
• Align employee goals with company objectives.

Why Employee Engagement Software is Non-Negotiable in 2025

The workplace of 2025 is shaped by hybrid flexibility, generational shifts, and a fierce battle for talent. Amidst these trends, one undeniable truth remains: disengagement is costly. Gallup reports that low employee employment drains the global economy by $8.9 trillion, nearly 9% of global GDP. For businesses, this translates to significant financial losses due to high turnover, productivity gaps, and missed growth opportunities.

What to Look for in Employee Engagement Software

When evaluating employee engagement software, consider the following factors:

• Ease of Use: The platform should be intuitive and user-friendly.
• Customization: Look for tools that allow tailored surveys, recognition programs, and workflows.
• Integration: Ensure compatibility with existing HR systems and communication tools like Slack or Microsoft Teams.
• Analytics: Robust reporting and data visualization capabilities are crucial for tracking engagement trends.

Scalability: Choose a solution that can grow with your organization.

Now, let’s discuss the top 7 employee engagement software for 2025 in detail.

Top 7 Employee Engagement Software for 2025

Here, we will provide an overview of each software, its key features, pros and cons, and pricing.

1. Leapsome

The first employee engagement software we reviewed is Leapsome, a top choice for companies like Spotify and Monday.com. Combining AI-driven insights, real-time feedback, and goal tracking, Leapsome creates a seamless experience that boosts engagement and performance.

Leapsome’s standout features include AI-powered sentiment analysis, continuous feedback tools like 1-on-1s and 360° reviews, and OKR tracking to align team and company goals. Its career pathing module helps employees set development goals, while managers get AI-generated recommendations to improve leadership skills.

Plus, it integrates with tools like Slack, Microsoft Teams, and HRIS systems for smooth workflows.

Key Features:

• Customizable engagement surveys with real-time sentiment insights.
• Integrates with Slack, Microsoft Teams, and HRIS systems.
• Career pathing and 360° feedback tools.

Pros:
Robust analytics and AI-driven insights
Modular pricing for flexibility
Strong integration with HR tools

Cons:
Pricing not displayed on the website
Modular pricing increases costs

Pricing: Custom.

2. Workvivo

Another top employee engagement software is Workvivo, a platform that connects your workforce, unlocking higher employee engagement, improved retention, and greater productivity. Acquired by Zoom in 2023, Workvivo combines social media-like interaction with corporate communication, making it a favorite for companies like Amazon and TELUS.

Workvivo shines with live streaming for company-wide updates, peer recognition walls for shoutouts, and customizable news feeds to keep everyone informed. Its Zoom integration simplifies hybrid meetings, while pulse surveys provide real-time insights into employee sentiment.

Key Features:

• Zoom integration for hybrid meetings.
• Pulse surveys and customizable news feeds.

Pros:
Easy adoption with a familiar social media feel
Strong focus on remote team bonding
Live streaming for company-wide updates

Cons:
Pricing is custom and tailored for mid-large companies

Pricing: Custom.

3. Culture Amp

Culture Amp is a top-tier employee engagement platform for organizations focused on diversity, equity, and inclusion (DEI). Trusted by brands like Canva and Etsy, it uses behavioral science and predictive analytics to transform workplace culture.

Culture Amp stands out with science-backed survey templates for measuring DEI, predictive retention analytics to flag at-risk employees, and global benchmarks to compare your data against 5,000+ companies.

Managers get personalized dashboards to improve leadership skills, while HR teams gain actionable insights to drive culture change.

Key Features:

• Science-backed survey templates for diversity and inclusion.
• Continuous feedback loops and manager training resources.

Pros:
Advanced DEI and retention analytics
Global benchmarks for actionable insights

Cons:
Complex reporting for non-HR users
Pricing not displayed on the website

Pricing: Custom

4. Qualtrics

Qualtrics is a top contender for organizations that need deep insights into engagement. Global giants like Samsung and Sony trust this platform. It excels in predictive analytics and real-time feedback tools.

Qualtrics shines with features like heatmaps to visualize engagement trends, 360° feedback for comprehensive performance reviews, and predictive intelligence to identify retention risks early. It also integrates smoothly with tools like SAP, Salesforce, and Microsoft Teams, making it a great fit for enterprises with complex workflows.

Key Features:

• Heatmaps to visualize engagement trends.
• AI-powered manager dashboard

Pros:
Enterprise-grade security and scalability
Real-time predictive analytics
Extensive integration library

Cons:
Pricing not displayed on the website

Pricing: Custom

5. 15Five

15Five is a performance management platform designed to build meaningful conversations in organizations. By combining weekly check-ins, goal tracking, and AI-powered insights, it helps organizations create a culture of continuous feedback and growth.

Its employee engagement software features weekly check-ins that allow employees to share updates, challenges, and wins while managers can provide timely support. The software also includes eNPS surveys to measure satisfaction and a Predictive Impact Model that uses AI to identify key engagement drivers. In addition, its Slack integration ensures feedback is always within reach.

It’s a favorite among companies like Udemy and HubSpot.

Key Features:

• Slack-compatible feedback prompts
• Customizable OKR templates

Pros:
Time-triggered lifecycle surveys
Predictive Impact Model
Affordable for SMEs

Cons:
Fewer integrations than competitors

Pricing: Starts at $4/user/month.

6. Motivosity

Another top employee engagement software on our list is Motivosity.

Motivosity is a recognition and rewards platform that boosts morale, strengthens team bonds, and drives engagement in organizations like FujiFilm and SalesRabbit through meaningful appreciation.

The platform allows employees to give peer-to-peer shoutouts, earn points for recognition, and redeem rewards like gift cards or charitable donations. It also includes eNPS surveys to help organizations measure employee satisfaction. Managers also gain access to insightful analytics, which help them identify engagement trends and address issues proactively.

Key Features

• Customizable rewards (gift cards, bonuses).
• Insightful reporting and analytics.

Pros:
Affordable and fun interface
Strong focus on peer-to-peer recognition
Easy integration with Slack

Cons:
Reward limitations
Some users mentioned navigation difficulties

Pricing: $3,000 minimum annual spend.

7. Workday Peakson

Workday Peakon Employee Voice is the best employee engagement software for taking employee listening to the next level.

It is an AI-driven platform that helps organizations listen to their employees in real-time. Used by companies like Sanofi, it’s designed to uncover engagement trends and retention risks before they escalate.

The platform’s intelligent listening feature analyzes feedback across 60+ languages while benchmarking tools compare your data against industry standards. Managers receive personalized action plans to address engagement gaps, making it a powerful tool for proactive leadership.

Key Features:

• Intelligent listening.
• Personalized recommendations to address engagement gaps.
• Pulse surveys.

Pros:
Multilingual feedback analysis for global teams
Real-time dashboards for actionable insights
Strong focus on manager development

Cons:
Pricing is tailored for enterprises, making it less accessible for small businesses

Pricing: Custom.

That wraps up our list of the top employee engagement software for 2025 to boost connection, motivation, and workplace satisfaction.

Wrapping Up: The Future of Engagement is Now

Employee engagement software is growing to become a solid backbone for thriving workplaces.

These platforms tackle disconnection, burnout, and turnover head-on by joining AI insights, real-time recognition, and holistic well-being.

Companies that invest see 23% higher profits and 70% improved well-being, among other benefits.

The future lies in tools that drive engagement through personalized growth, inclusive cultures, and seamless connections for every employee.

The question isn’t if you’ll adapt; it’s how fast.

The post Top Employee Engagement Software to Boost Productivity in 2025 appeared first on Tech Research Online.

Digitalization has made user experience (UX) a priority for all companies. This is because UX fulfills user’s needs and provides experiences to keep them loyal to the brand.    

Hence, as customers, we find complex services and great experiences made simple by digital technology. For instance, we can book vacations, stream a video, or buy a product online with just a few taps on the screen.    

Similar to UX, digital employee experience (DEX) has become the need of the hour. While organizations are focused on UX, digital workplaces have increased the importance of employee experience.   

When we step into an organization, things as an employee are very different. We often see employees struggle to effectively connect with colleagues or share the information needed.

They sometimes have to maneuver through complex internal organizational structures, systems, and processes with no straightforward way to get support.    

Why Does This Matter?    

Digital experience matters because a bad digital workforce experience can cause frustration leading to an overall negative workforce experience. This can then impact productivity and engagement.    

The good news is organizations can improve their digital employee experience. They can do this by making efforts to offer the best experiences possible to their employees that are similar to their customers.   

Why does Digital Employee Experience Matter?    

In the last few years, we have seen the growth of remote working and digital workplaces. The major driver is the Coronavirus pandemic and the simplicity it brings to the work environment.

Digital employee experience management at the workplace aligns and simplifies the complex undertaking of employees.   

A good employee experience has the power to enhance overall engagement and make its mark pretty quickly. A better digital experience may benefit employers by:   

• Improving workers satisfaction   
• Increasing longevity and retention   
• Increasing productivity   
• Streamlining workplace   
• Bringing more efficiency to business processes   

In this information age, there is no time barrier to the successful consumption of information. If at the workplace, processes and tasks are designed with long runways then they become time-consuming and cumbersome.    

Here, we should ask a simple question: if employees don’t have to wait for information at home, then why should they have to wait at work?   

What are the Benefits of Improving the Digital Workplace Experience?

We know why digital employee experience matters. Now, it’s time to see how it can benefit you. Let’s explore its benefits:

• Satisfied and Happy Workers:

Many studies have pointed out that employees who enjoy their work experience – digital or otherwise – are more satisfied. This consequence affects loyalty, longevity, and efficiency. 

• Greater Productivity:

Good digital employee experiences keep employees engaged which in turn makes them more proficient, skilled, and productive.   

• Less Frustration with Digital Tools:

better experiences with tools and technologies become less frustrating. This positive impact their work life, from their duties to interactions with coworkers.   

• Improves Profits:

Good digital employee experiences can impact an organization’s bottom line positively. All of the above-stated reasons such as heightened productivity to increased retention help employers save and make money.   

There is no shortage of reasons as to why an organization should consider investing in the digital employee experience.   

How to Improve Digital Employee Experience at your Workplace?  

We now know the importance of digital employee experience. Let’s see how you can start prioritizing and taking steps for improving digital employee experience management.

1. Set your DEX Goals 

If you are looking to make the employee experience a priority for your organization, your first step is to determine related organizational goals.

Here, you should ask yourself questions like:

• What drives your current approach to DEX?    
• What is it you’re trying to accomplish as a business?    
• How can those goals help you design a great digital employee experience?   

You might find that the goals are difficult and not directly aligned, but the goals are always there. You can also take help of the organization’s business objectives such as scalability or Efficiency or Growth or Cost savings.    

Now, use them to find modern tools and technology that are efficient, usable, user-friendly, and productive. Next, build your business case by thinking of the metrics this will impact the digital employee experience.    

At the end of the day, initiatives that are focused on employee experience have the opportunity to provide a ripple effect. You will be able to easily save money through reduced turnover, increased engagement, higher productivity, and efficiency gains.    

2. Plan your Approach to DEX   

You can plan digital employee experience in a similar way you plan user experience that is by mapping out the employee journey.    

For instance, you can ask questions such as:   

• How can you anticipate what employees might need?    

• When are your performance cycles?    

Technologies that had provided that engagement between the organization and employees previously?   

You can also try to think of the employee’s digital experience journey as a collection of engagement points. This will give you a perspective on how you can make them more impactful, seamless, and consistent. This will help you deliver a great digital employee experience without dehumanizing it.   

Once you mapping an employee’s journey and determine an engagement barrier, identify what needs to change. Also, be sure to consider multiple channels and tools for better engagement.    

Lastly, make sure to take into account your workforce diversity and include opportunities to engage all employees.    

3. Take Action   

We know it’s not enough to just identify a problem; you need to think about how to address it. Here, you need to decide in which direction you want to take your DEX and then find the right technologies.    

You need to be specific and think about which part of the journey you are trying to impact. If you don’t know what you’re trying to do then the system will have a generic experience that will not support your employees.   

A Few Tips:   

• It’s best to design a system that specifically satisfies your requirements and attributes to specific engagement points.   
• Consider technologies that cater to the goals of your organization instead of one-size-fits-all enterprise solutions.   
• Take your company culture into account and make sure your vendor addresses your values and make sure their solution fits.   
• Review the needs of your entire workforce: partially remote versus fully remote or mature versus early career.   

4. Measure your DEX   

Similar to any business process, DEX also needs to be measured. So, take the help of tools that will enable your organization to track the data you need to measure and assess.   

Now, you need to make sure that every engagement point is tracked by metric or KPI. The metric will show you the trends and help you test your hypotheses.    

After collecting metrics, you will be able to answer questions such as:   

• Are you having an impact?    
• Are processes more streamlined and simpler?    
• Are employees more engaged?   

This will give you great insights. Now, if you find employees are less engaged by the process it may be because the design doesn’t feel right for them. Then you can take action by reviewing your design and including humanizing elements.     

Now, there are a few things to keep in mind while drawing insights:   

• Measure how long an employee takes to complete a process. Also, you need to measure how soon an employee engages after a process kicks off. This will indicate their willingness or excitement while interacting with the system.   
• You need to monitor the adoption of the tools as it will indicate how often and effectively, they use them. If you see high adoption and utilization that means it has become a part of your work culture.  

Conclusion:

After user’s experience, digitalization at the workplace has increased the importance of digital employee experience. In this blog, we have covered the definition of digital employee experience, why it matters, how can it benefit employers, and how you can improve it in your organization.   

The post Guide To Improve Employee Digital Experience appeared first on Tech Research Online.