6 Employee Engagement Survey Platforms Compared by Size

The best employee engagement survey platform depends on your stage. For 50 to 200 employees, it’s BRAVO. For mid-sized companies of 200 to 1,000 employees, it’s FeedbackPulse. Above 1,000, analytics depth starts to matter more than ease of setup.

Somewhere past 200 employees, engagement stops being something HR can feel out by walking around. You now have managers between HR and employees, several departments and sites, and an HR team of two to ten people. You almost never have a people-analytics team. Small-team tools start to strain at this size, and enterprise suites are more than you need.

This guide compares six employee engagement survey platforms for companies growing from 50 to 5,000 employees, stage by stage. It focuses on what mid-sized buyers actually need: manager reporting that protects anonymity, eNPS by department, pulse delivery, and a real price at 500 people.

The short answer:

• BRAVO: best for 50 to 200 employees that want recognition-first engagement, with surveys and recognition in one tool.
• FeedbackPulse: best for mid-sized companies of 200 to 1,000 employees that want engagement surveys, department-level eNPS, 360 feedback and performance reviews in one platform.
• Culture Amp: best for 1,000 employees and up, with analysts who want benchmarks and analytics depth.
• Viva Glint: best for Microsoft 365 shops that buy through Microsoft.

This guide is based on vendor pricing pages and product documentation, checked in October 2026. Where a vendor makes a marketing claim, it’s labeled “vendor claim”. No tool is scored out of ten, because a 250-person company and a 4,000-person company need different things.

An employee engagement survey platform collects anonymous feedback on a schedule and turns it into results managers can act on, with anonymity rules, eNPS and reporting by team.

If you want the wider context first, BRAVO’s employee engagement guide covers what drives engagement. For the survey side alone, the employee satisfaction survey guide is a good primer.

Which Platform Fits Your Company Size?

Size changes what you should prioritize more than any feature list does. This table is the quickest way to narrow the field.

Company size	What changes at this size	What to prioritize	Platforms that fit
50 to 200 employees	HR is one or two people, and one survey owner runs everything	Low setup effort, a clear price	BRAVO (top pick, Growth plan), FeedbackPulse
200 to 1,000 employees	Managers need their own results, and departments start to compare	Manager-level reporting, eNPS by department, price per seat	FeedbackPulse (top pick), Lattice
1,000 to 5,000 employees	Multiple sites, leadership reporting, rollout needs a plan	Anonymity rules per slice, trend reporting, analytics depth	Culture Amp, Leapsome, Viva Glint (if you run on Microsoft 365), FeedbackPulse
Frontline-heavy workforces	Many people have no company email or desk	A way to reach staff without logins	BRAVO (Live open link, no login), FeedbackPulse (shared link and QR code for one-off surveys)
5,000 or more with complex governance	Procurement, security reviews, regional permission layers	Governance and deep analytics	Qualtrics EmployeeXM, Workday Peakon, Culture Amp

BRAVO’s Growth plan is built for teams up to 200 employees, with a custom Enterprise quote above that. Past 200, most teams also start needing review cycles and manager-level reporting, which is where FeedbackPulse picks up. The 5,000 or more row is for fit only, and those platforms aren’t evaluated in depth here.

How to Choose an Employee Engagement Survey Platform for a Mid-Sized Company

• Manager-Level Reporting That Protects Anonymity: Managers should see their own team, admins everything, and small groups should stay hidden. Get the minimum group size in writing, and check it applies to department and location filters too.
• eNPS and Trends by Department Over Time: eNPS only means something in comparison, so look for department slices and trend lines across survey rounds.
• Pulse Cadence and How Surveys Reach People: Email is the baseline. Check for Slack or Teams delivery, a shared link for staff without company email, and pulses that run on a schedule. A good question bank helps here too.
• Connected Workflows: Surveys tell you what’s wrong. Check whether the same tool also handles 360 feedback, reviews, goals or recognition, or whether you’ll need another vendor.
• Analytics Depth vs Adoption Effort: AI summaries and benchmarks only help if someone uses them, so match the analytics depth to the team you actually have.
• Price at 500 Employees: Pricing pages show the cost at 10 seats, but you’re buying at 500. The math is below.

Best Employee Engagement Survey Platforms at a Glance

Platform	Best for	Company size fit	Surveys + 360 or reviews	Manager reporting	Public starting price
BRAVO	Recognition-first engagement	Up to 200 on Growth	Surveys and eNPS on Growth, continuous peer feedback	Participation and trend dashboard	Growth $3/user/month, billed annually
FeedbackPulse	Surveys, 360 and reviews in one tool	200 to 5,000	Surveys, 360, and review cycles on Pro	Managers see their own team (Pro)	Pro $4/employee/month, billed annually
Culture Amp	Benchmarks and analytics depth	1,000 to 5,000 and above	Engagement-led	Not assessed here	Quote-based, estimated minimum around $4,500/year
Lattice	Breadth and polish	200 to 1,000	Engagement and Performance modules	Not assessed here	Engagement $4/seat/month, billed annually
Leapsome	Broad modules, international needs	1,000 to 5,000	Multiple modules	Not assessed here	No public price found
Viva Glint	Microsoft 365 shops	Microsoft 365 shops	Surveys	Configurable thresholds	$2/user/month, paid yearly

The 6 Best Employee Engagement Survey Platforms for Mid-Sized Companies

1. BRAVO

Best for: Companies with 50 to 200 employees that want recognition and engagement surveys in one tool

Pricing: Free up to 10 people. Growth is $3/user/month billed annually, up to 200 employees. Enterprise is custom (October 2026).

What stands out: BRAVO starts from recognition. Peer recognition, awards, team challenges and rewards form the base, and surveys sit on top of that daily habit.

BRAVO Voice runs anonymous surveys in three formats. Standard surveys go out by email or in the BRAVO app. Live surveys use an open link that needs no login, which suits staff without company email. Forced surveys require a response before someone can use other features.

You can schedule pulses with set start times and reminders, target specific teams, and track participation and trends on a dashboard. Templates and a question library help you start quickly, and surveys can run in multiple languages. BRAVO AI Assist flags sentiment shifts and drops in participation. eNPS is included on Growth.

For feedback between colleagues, BRAVO Peers lets you request structured feedback from one person or a whole team in one step. You set the reason, period and context, and you can configure anonymity for givers and receivers. It runs year-round, so it works as continuous peer feedback rather than a formal review cycle.

Recognition runs in Slack and Microsoft Teams. Growth syncs with Workday, BambooHR and SAP SuccessFactors.

Pros and Cons

Where BRAVO shines:

• One tool for recognition and surveys: No second vendor to buy and connect.
• Published pricing: You can budget without a sales call.

What could be improved:

• Not an HRIS: It sits alongside your HR system rather than replacing it.
• Built for up to 200 on Growth: Larger companies move to Enterprise.
• Recognition-first design: Teams that need structured review cycles will pair BRAVO with a review tool.

Pricing

Free for up to 10 people, with recognition only and no surveys. Growth is $3/user/month billed annually, for up to 200 employees, and includes surveys and eNPS. Reward redemptions are billed separately. Enterprise is a custom quote and adds SSO/SAML. Details are on the BRAVO pricing page.

2. FeedbackPulse

Best for: Mid-sized companies, from a few hundred to several thousand employees, that want engagement surveys, 360 feedback and performance reviews in one platform

Pricing: Free up to 10 people. Pro is $4/employee/month billed annually. Max is $8/employee/month billed annually. Enterprise is custom (October 2026).

What stands out: 360 feedback and review cycles next to surveys, results locked until three responses, and a department eNPS heatmap

FeedbackPulse is employee feedback software that runs 360 feedback, performance reviews and engagement surveys in one platform, built for companies from a few hundred to several thousand employees. The interface is built so managers and employees can use it without a training program (vendor claim), and surveys can be fully custom. A 360 is built from self, manager and peer input. Reviewers can be nominated by the manager, the employee or an admin, or assigned at random, and nominations can filter by department and office location. Review cycles run on a schedule, and goals carry over from one cycle to the next.

On the survey side, templates cover pulse, engagement, eNPS, onboarding, exit and leadership surveys, plus custom ones. eNPS is a native question type. Results stay locked until three people have completed a survey. That rule applies to every department and location slice, and admins can’t override it. Peer reviews need two responses, and rating distributions need five. Managers see their own team, and admins see everything.

Reporting includes a department eNPS heatmap, trend comparisons, matched-eNPS movement, a leadership snapshot and shareable report links. AI summaries help with survey and review results. You can also connect Claude or ChatGPT to query feedback data, with role gates and the anonymity threshold still enforced. Slack invitations and reminders (answered in the browser) and Microsoft Teams member import are on Max. For frontline staff, one shared link plus a QR code with Employee ID check-in works for one-off surveys.

Pros and Cons

Where FeedbackPulse shines:

• Surveys, 360 and reviews together: Pro includes reviews, 360, manager reporting views and unlimited surveys.
• An anonymity rule that is enforced: Three responses, every slice, no admin override.
• Department-level eNPS reporting: Heatmap, trends and shareable links for leadership.

What could be improved:

• Not an HRIS: It sits next to your HR system and doesn’t replace it.
• ISO certification in progress: The application started in October 2026, so security teams should ask for the current status. Security reviews and custom SLAs come with the Enterprise plan.
• Slack and Teams are on Max: They aren’t included on Pro.

Pricing

Free covers up to 10 people and 5 active surveys. Pro is $4/employee/month billed annually and includes reviews, 360, manager reporting views, AI insights and unlimited surveys. Max is $8/employee/month billed annually and adds goals, Slack, Microsoft Teams and advanced analytics. Enterprise is custom, with dedicated support, security reviews, custom integrations and SLAs.

3. Culture Amp

Best for: Companies with analytics capacity that want benchmarks and people-science depth

Pricing: Quote-based and billed annually. Estimated minimum spend around $4,500 a year (third-party estimate)

Culture Amp doesn’t publish pricing. All plans are quote-based and billed annually. Third-party estimates put the minimum annual spend around $4,500, so small teams pay a much higher effective rate per employee than large ones. Registered nonprofits and eligible B Corps qualify for special pricing, so ask for it if that applies.

Its draw is depth: benchmarks and people-science content for teams with analysts. Culture Amp’s own guidance puts a first implementation at 6 to 12 weeks.

Pros and Cons

Where Culture Amp shines:

• Benchmarks: External comparison points for your results (vendor claim).
• People science: Guidance built into the product.
• Analytics depth: Room to grow into complex reporting.

What could be improved:

• Cost and complexity: It’s priced and built for analytics-ready teams, which can be heavy for a small HR team.
• Rollout time: Implementation takes weeks, not days.

4. Lattice

Best for: Mid-sized HR teams that want engagement, performance and goals from one polished vendor

Pricing: Engagement is $4/seat/month billed annually, Performance is $10, with a $4,000 minimum annual agreement (October 2026)

Lattice sells modules, and engagement surveys are one of them. You choose Engagement, Performance and other modules separately, so the bill depends on what you add.

That makes Lattice flexible, but the real cost is a sum of parts, and the $4,000 minimum applies even to a small first order.

Pros and Cons

Where Lattice shines:

• Breadth: Engagement and performance in one vendor.
• Clear module pricing: Seat prices are published.

What could be improved:

• Modules add up: Each added module raises the seat cost.
• Setup complexity: More modules mean more configuration.

5. Leapsome

Best for: Companies with international or compliance needs that want broad modules

Pricing: No public price figure found. Plan on a quote (October 2026).

Leapsome covers many people processes in one platform. It tends to suit mid-sized and international organizations that need that breadth. Scope is the tradeoff: more to configure and a longer rollout if you use all of it.

Pros and Cons

Where Leapsome shines:

• Broad modules: Many HR jobs in one place.
• International fit: Suited to multi-country teams.

What could be improved:

• Complexity and cost: Scope raises both.
• Longer rollout: Full adoption takes more time.

6. Microsoft Viva Glint

Best for: Microsoft 365 organizations that already buy through Microsoft

Pricing: $2/user/month paid yearly, with a 50-seat license minimum, bought through Microsoft (October 2026).

Viva Glint is a survey product, and it sits inside the Microsoft ecosystem. You buy it through Microsoft licensing, so procurement may already be familiar. Its default thresholds are 5 responses for scores and 10 for comments, and admins can lower the score threshold to 3.

Pros and Cons

Where Viva Glint shines:

• Microsoft fit: Works within the stack you already run.
• Configurable thresholds: Admins set the minimums.

What could be improved:

• Buying and setup run through Microsoft licensing: That’s less convenient outside the stack.
• Narrower fit outside Microsoft 365: Other platforms may be easier.

What Do These Platforms Really Cost at 500 Employees?

Here’s the annual list cost at 500 employees, using public prices only (October 2026).

Platform	Plan	Annual list cost at 500 employees
BRAVO	Enterprise (Growth caps at 200)	$18,000
FeedbackPulse	Pro (includes reviews and 360)	$24,000
FeedbackPulse	Max	$48,000
Lattice	Engagement	$24,000
Lattice	Engagement plus Performance	$84,000
Viva Glint	Per user, yearly (needs Microsoft licensing)	$12,000
Culture Amp	Quote-based (estimated minimum around $4,500/year)	Ask for a quote
Leapsome	Not published	Ask for a quote

Compare like with like. A surveys-only price isn’t the same as a price that includes reviews and 360. FeedbackPulse Pro at $24,000 includes reviews, while Lattice needs Engagement plus Performance to match it. Viva Glint is the lowest figure, but it covers surveys and needs Microsoft licensing.

Which Employee Engagement Survey Platform Should You Choose?

If managers need their own team’s results without breaking anonymity

Viva Glint defaults to 5 responses for scores and 10 for comments, and admins can lower the score threshold to 3. FeedbackPulse locks results until three people respond, on every slice, with no admin override. Whichever you pick, ask for the number in writing.

If you report eNPS by department to leadership

BRAVO includes eNPS on Growth, which suits teams of 50 to 200. FeedbackPulse’s engagement tool has a department eNPS heatmap, trend comparisons, matched-eNPS movement and a leadership snapshot. Ask each vendor to show a department view with real trend lines.

If surveys need to reach people in Slack, Teams, or without a company email

BRAVO’s Live format is an open link with no login. FeedbackPulse offers a shared link and QR code for one-off frontline surveys, plus Slack and Teams on Max. Viva Glint fits if your company lives in Microsoft 365.

If you want engagement surveys, 360 feedback and performance reviews in one tool

FeedbackPulse Pro puts all three in one plan at $4 per employee per month billed annually. Lattice can do it too, at a higher combined cost. BRAVO suits you if you want continuous peer feedback next to recognition. If you’re new to the method, start with what 360-degree feedback is.

If you have a people-analytics team and need deep benchmarks

Culture Amp is the strongest fit here, if you budget for a longer rollout. Leapsome suits the same teams when they also want broad modules across countries.

If recognition is the culture lever you’re missing

Engagement scores often show that people don’t feel seen. BRAVO puts recognition, rewards and surveys in one tool, so you can act on what the survey says. If that’s your gap, book a free BRAVO demo and bring your current survey results.

Frequently Asked Questions