In today’s competitive business landscape, understanding employee engagement is crucial for organisational success. Employee engagement surveys have become essential tools for Australian businesses seeking to enhance workplace culture, reduce turnover, and increase productivity. Whether you’re a small startup or a large enterprise, selecting the right engagement survey platform can transform how you collect, analyse, and act on employee feedback.
This comprehensive guide explores the top 10 employee engagement survey platforms available in Australia, helping you make an informed decision for your organisation.
1. Sentrient Employee Engagement Surveys
Sentrient is an all-in-one performance management system trusted by over 600 Australian businesses. Their employee engagement survey platform is specifically designed for Australian and New Zealand organisations, offering a straightforward, reliable solution for measuring workplace satisfaction and engagement.
Key Features
- Flexible Survey Types: Create pulse surveys, health and well-being surveys, and formal annual engagement surveys
- Customisable Questionnaires: Measure engagement across key areas, including nature of work, leadership and management behaviour, career development, teamwork, company values, and company pride
- Real-Time Reporting: Access instant results and reports at individual, team, and organisational levels
- Multiple Engagement Metrics: Track engagement, satisfaction, dedication, happiness, health and wellbeing, and workplace safety
- Easy Implementation: Simple to set up and use with minimal technical requirements
- Anonymous Responses: Encourage honest feedback with complete confidentiality
Integrations
Sentrient integrates seamlessly with their broader performance management system, allowing data to flow naturally between surveys, performance reviews, and compliance management modules.
Pros and Cons
Pros:
- Trusted by 600+ Australian businesses
- All-in-one platform with compliance and HR tools
- User-friendly interface requiring minimal technical expertise
- Real-time reporting and analytics
- Affordable pricing suited for Australian businesses
- Focus on Australian workplace culture and compliance
Cons:
- Limited third-party integrations compared to larger platforms
- May require additional modules for broader HR functions
Best Suited For
Small to medium-sized Australian organisations looking for a straightforward, locally focused engagement survey platform that integrates with compliance management.
Pricing
Custom pricing based on organisation size and requirements. Contact Sentrient directly for a personalised quote.
Conclusion
Sentrient offers Australian businesses a reliable, locally designed platform specifically tailored to understanding the Australian workplace. With over 600 organisations trusting the platform, it’s an excellent choice for organisations seeking simplicity combined with local expertise.
2. Rippling Employee Surveys
Rippling is a global all-in-one HR, payroll, IT, and spend management platform available in Australia. Their employee survey tool integrates seamlessly with their broader HR ecosystem, enabling organisations to combine survey data with employee information for deeper insights.
Key Features
- Pre-Built Templates: Choose from customisable survey templates or create surveys from scratch
- Event-Based Automation: Trigger surveys based on specific employee lifecycle events, such as onboarding or exit
- Anonymous Responses: Support for confidential feedback collection
- Advanced Analytics: Drill down into survey results using employee demographic filters
- Multi-Step Workflows: Automatically trigger actions and notifications based on survey responses
- Role-Based Permissions: Control who can create and view survey results
- Real-Time Dashboards: Visualise results and trends instantly
Integrations
Rippling integrates with 500+ third-party applications, including Slack, Google Workspace, Microsoft 365, Greenhouse, and many others, creating a connected HR ecosystem.
Pros and Cons
Pros:
- Highly rated (4.9 stars on G2, Capterra, and GetApp)
- Unified platform combining HR, payroll, IT, and surveys
- Advanced workflow automation capabilities
- Strong analytics and real-time reporting
- Event-based survey triggering
- Excellent customer support and resources
- User-friendly interface
Cons:
- Pricing can be high for small organisations
- No free trial (demo available)
- Steep learning curve for advanced features
- Custom pricing model is less transparent
Best Suited For
Growing organisations and enterprises who are seeking an integrated, all-in-one platform that combines surveys with comprehensive HR and payroll management. Ideal for companies with global operations.
Pricing
Custom quotes based on modules and employee count. Typically starts at $12 or more per month per employee. Individual pricing varies by feature selection and organisation size.
Conclusion
Rippling excels as a comprehensive platform that integrates employee surveys into a larger, unified HR ecosystem. For organisations already using or considering Rippling for payroll and HR, the survey functionality provides seamless integration and powerful automation.
3. WTW (Willis Towers Watson) Employee Surveys
WTW is a global consulting firm providing comprehensive employee survey services to Australian organisations. With over 10 million surveys conducted annually across 100 languages, WTW brings deep expertise in understanding global workplace culture and engagement.
Key Features
- Advanced Analytics: Benchmarking against over 400 norms covering geographic, sector, functional, and demographic categories
- Powerful Survey Platform: Seamless experience linked to HRIS systems, eliminating duplicate data entry
- Expert Analysis: Consulting-led insights from PhD-qualified social scientists
- Key Driver Analysis: Identify specific drivers of engagement and satisfaction
- Predictive Modelling: Predict behaviour drivers of customer satisfaction and operational outcomes
- Automated Reporting: Branded invitations, reminders, and immediate report generation
- Executive-Quality Reports: PowerPoint-ready presentations for leadership
Integrations
WTW’s platform integrates with major HRIS systems, eliminating the need for employees to re-enter demographic information and streamlining data management.
Pros and Cons
Pros:
- Unrivalled benchmarking data (10+ million surveys annually)
- 97% client recommendation rate
- Expert consultation and analysis
- Advanced statistical techniques available
- Global reach with local expertise
- High-quality professional reporting
Cons:
- Premium pricing reflecting consulting services
- May be over-specified for small organisations
- Longer timeline due to consulting involvement
- Less suitable for quick pulse surveys
Best Suited For
Large organisations and enterprises who are seeking comprehensive, expert-led employee survey programs with advanced benchmarking, predictive analytics, and strategic insights. Best for organisations conducting regular, large-scale surveys.
Pricing
Premium pricing reflecting consulting services. Contact WTW directly for detailed quotes based on survey scope and organisation size.
Conclusion
WTW provides world-class survey expertise backed by an enormous database of benchmarking information. If your organisation values expert analysis and deep insights over self-service platforms, WTW is an excellent investment.
4. McArthur Talent Architects Employee Engagement Surveys
McArthur Talent Architects is a trusted HR consulting partner with nearly a decade of experience helping Australian organisations improve employee engagement and retention. Their Life App System and Talent Retention Index (TRI) provide data-driven insights grounded in Gallup’s Australian employee engagement research.
Key Features
- Real-Time Pulse Surveys: Customisable platform with an intuitive interface for engagement tracking
- Research-Based Metrics: Seven core questions based on Gallup’s Australian employee engagement framework
- Seven Demographic Filters: Segment results across multiple employee categories
- Custom Questions: Include up to 25 additional questions aligned with strategic HR goals
- Multiple Distribution Methods: Email, SMS, or manual paper format options
- Advanced Dashboard: Live results monitoring and expert analysis reports
- Talent Retention Index (TRI): Strategic tool identifying retention drivers and risks
- Industry Benchmarking: Compare results against local government and industry standards
Integrations
The Life App System operates as a standalone platform with flexible data export capabilities, enabling seamless integration with other HR systems.
Pros and Cons
Pros:
- Strong local expertise focused on Australian workplace culture
- Grounded in respected Gallup research
- Flexible survey distribution methods
- Expert HR consultant analysis included
- Affordable pricing for local businesses
- Specific focus on retention drivers
Cons:
- Limited third-party integrations
- Smaller platform ecosystem compared to global competitors
- May require external integration work
Best Suited For
Australian mid-sized organisations seeking expert HR consulting combined with pulse survey technology. Particularly valuable for organisations focused on retention and succession planning.
Pricing
Custom quotes based on organisation size and survey requirements. Generally, more affordable than premium consulting firms like WTW.
Conclusion
McArthur combines local HR expertise with accessible technology, making it ideal for Australian organisations wanting professional engagement insights without enterprise-level pricing.
5. Employment Office Employee Engagement Surveys
Employment Office is an Australian HR consulting firm specialising in employee engagement surveys. They provide a consulting-first approach, handling survey setup, research, analysis, and reporting on behalf of organisations, ensuring unbiased processes and objective reporting.
Key Features
- Third-Party Administration: Professional management of the entire survey process
- Customised Questions: Recommendations based on 16 key organisational areas
- Anonymous Responses: Ensures confidentiality and honest feedback
- Year-on-Year Tracking: Monitor engagement trends over time
- Strategic Recommendations: Based on analysis of results and organisational context
- Communication Strategy: Built-in approach to maximise response rates
- Comprehensive Analysis: Professional reporting and interpretation of findings
Integrations
The Employment Office operates as a service provider, handling the complete survey process with flexible reporting that can be integrated into existing HR systems.
Pros and Cons
Pros:
- Full-service approach removing administrative burden
- Third-party neutrality increases employee trust and honesty
- Customised questionnaires aligned to organisational needs
- Professional analysis and reporting
- Australian expertise and understanding
- Fixed-price model with transparent costs
Cons:
- Less control over day-to-day survey administration
- May have longer turnaround times
- Dependent on consultant availability
- Limited real-time self-service analytics
Best Suited For
Organisations who want a fully managed, professional engagement survey service that requires no internal resources or technical expertise. Best for companies prioritising survey quality and professional analysis.
Pricing
Fixed pricing model with costs determined by survey scope and organisation size. Typically, mid-range for Australian HR consulting services.
Conclusion
The Employment Office provides peace of mind through comprehensive survey management and professional analysis, eliminating internal resource requirements and ensuring objective, high-quality results.
6. SACS Employee Engagement and Wellbeing Surveys
SACS is an employee engagement and wellbeing consultancy with over two decades of experience helping Australian and New Zealand organisations. They combine psychological science with validated research to create comprehensive engagement assessment programs.
Key Features
- Evidence-Based Surveys: Validated in Australian workplaces using psychological research
- Customisable Length: Surveys ranging from 90 to 140 questions fully tailored to organisational needs
- Percentile Reporting: Clear context showing performance against benchmarks
- Industry Benchmarking: Australian and New Zealand-specific comparison data
- Key Drivers Analysis: Identifying job, team, organisational, and leadership resources
- Comprehensive Metrics: Measures stress, diversity climate, occupational health and safety, and intention to leave
- Fixed-Price Model: No per-response fees, ensuring transparent costs
- Multi-Level Reporting: Results segmented by division, team, tenure, and location
Integrations
SACS operates as a consulting partner, providing detailed reports that integrate with broader HR strategies and development initiatives.
Pros and Cons
Pros:
- Over 20 years of Australian experience
- Deep psychological and research foundations
- Affordable fixed-price model without per-response fees
- Comprehensive benchmarking data
- Focus on employee wellbeing alongside engagement
- Expert consultant recommendations
- Flexible customisation options
Cons:
- Limited self-service technology platform
- May require longer implementation timelines
- Smaller ecosystem compared to global platforms
- Less focus on automated workflows
Best Suited For
Organisations with a genuine commitment to employee wellbeing who are seeking deep psychological insights and expert consulting. Particularly valuable for healthcare, government, and professional services organisations.
Pricing
Affordable fixed-price model with no per-response fees. Typically, mid-range pricing reflects the cost of consulting services and psychological expertise.
Conclusion
SACS uniquely combines engagement measurement with a well-being focus, grounded in rigorous psychological research. Ideal for organisations taking a holistic view of employee experience.
7. HR Profiling Solutions Workplace Surveys
HR Profiling Solutions provides the FinxS online platform, specifically designed for HR professionals and consultants to create customised workplace surveys measuring engagement, satisfaction, and organisational climate. Their flexible approach supports various survey types and customisation needs.
Key Features
- Fully Customisable Platform: Create unique questionnaires or use pre-designed templates
- Flexible Questionnaires: Customise rating scales, add multi-choice questions, and include open-ended feedback
- Branded Reports: Customise with company logo and colours
- Team Segmentation: Group respondents by team, division, or location
- Unlimited Groups: Support for unlimited response groups and respondents
- Year-on-Year Tracking: Compare data to measure development and progress
- Automated Communications: Automatic invitation, reminder, and thank you emails
- Climate and Satisfaction Focus: Specifically designed for employee and customer satisfaction measurement
Integrations
FinxS operates as a flexible platform with data export capabilities, enabling seamless integration with other systems.
Pros and Cons
Pros:
- Highly flexible and customisable platform
- User-friendly interface for HR professionals
- Affordable pricing compared to enterprise solutions
- Pre-built templates save time
- Good for multi-survey programs
- No limits on respondent numbers
- Branded reporting capabilities
Cons:
- Limited advanced analytics compared to larger platforms
- Smaller user community
- Less robust workflow automation
- Limited third-party integrations
Best Suited For
HR professionals and consultants seeking a flexible, customisable platform for creating multiple engagement and satisfaction surveys. Ideal for organisations seeking control over survey design without the complexity of enterprise-level solutions.
Pricing
Mid-range pricing with transparent cost structure based on survey deployment and reporting requirements.
Conclusion
HR Profiling Solutions provides HR professionals with a flexible and accessible platform for creating diverse survey programs without requiring extensive technical knowledge or a large budget.
8. Great Place to Work® Employee Survey
Great Place to Work® brings 30+ years of workplace research and 20 million annual data points to employee surveys in Australia. Their Trust Index™ survey is based on decades of rigorous research into what creates exceptional workplaces. The platform offers certification and Best Workplaces™ recognition opportunities.
Key Features
- Trust Index™ Survey: 60 research-backed statements on a five-point scale plus open-ended questions
- Comprehensive Measurement: Assesses trust in management, connection with colleagues, and company loyalty
- Global Benchmarking: Compare against 15,000+ organisations worldwide
- Speed to Launch: Ready within 2 weeks using proven, pre-built questions
- Built-In Recognition: Automatic eligibility for Best Workplaces™ lists and Certification™
- Clear Dashboards: Simple, shareable results that guide action
- Demographic Analysis: Measure experience consistency across groups and roles
- For All™ Methodology: Emphasises equitable experiences across all employee demographics
Integrations
Great Place to Work provides branded surveys with reporting that can integrate into broader HR programs and workplace strategy initiatives.
Pros and Cons
Pros:
- 30+ years of research backing survey questions
- Quick implementation (2 weeks vs. 6-8 weeks for competitors)
- Built-in recognition program adds external value
- Trusted global benchmark comparison
- Strong credibility with employees
- Clear, actionable dashboards
- Focus on inclusive experiences
Cons:
- Premium pricing reflecting research and recognition benefits
- Limited customisation of core questions
- Certification requirements may involve additional costs
- Focus on cultural assessment rather than operational issues
Best Suited For
Organisations seeking external credibility, recognition opportunities, and participation in Best Workplaces™ programs. Ideal for companies with a strong culture focus and interested in industry recognition.
Pricing
Premium pricing reflecting research-backed and recognised benefits. Custom quotes based on organisation size and certification requirements.
Conclusion
Great Place to Work® combines rigorous research with recognition opportunities, making it ideal for organisations wanting external credibility and participation in prestigious workplace awards.
9. Xref Engage Employee Surveys
Xref Engage is a comprehensive survey platform founded on research from the Voice Project at Macquarie University. Combining decades of workplace psychology expertise with modern survey technology, Xref Engage specialises in employee engagement, leadership 360-degree feedback, onboarding, pulse surveys, and exit surveys.
Key Features
- Multiple Survey Types: Employee engagement, pulse, onboarding, exit, leadership 360, and psychosocial hazard surveys
- Expert-Designed Templates: Choose from research-backed survey templates
- Customisation Control: Tailor questions to organisational mission and vision
- Employment Net Promoter Score (eNPS): Understand if employees would recommend the organisation
- Benchmarking: Compare results with industry competitors
- Dedicated Data Studio: Exclusive access to a comprehensive reporting dashboard
- Demographics Filtering: Segment results by department, tenure, and other attributes
- Mobile-Friendly: Accessible on any device for quick survey completion
- Expert Support: Decades of workplace psychologist expertise available
Integrations
Xref Engage operates as a comprehensive platform with flexible reporting that can integrate with broader talent management initiatives.
Pros and Cons
Pros:
- Founded on rigorous university research
- Multiple survey types for comprehensive people measurement
- Experienced workplace psychologist team available
- Good benchmarking capabilities
- User-friendly platform
- Focus on actionable insights
- Support for multiple survey purposes
Cons:
- Pricing may be premium compared to basic platforms
- Limited integration with third-party HR systems
- Smaller platform ecosystem
- May require a longer consulting process
Best Suited For
Organisations seeking comprehensive employee measurement across multiple dimensions (engagement, leadership, onboarding, exit) with expert psychologist support. Particularly valuable for large organisations or those with complex HR requirements.
Pricing
Custom pricing based on survey scope and organisation size. Mid to premium range reflecting expert support and multiple survey capabilities.
Conclusion
Xref Engage combines academic rigour with practical survey expertise, offering comprehensive measurement across the entire employee lifecycle backed by workplace psychology professionals.
Recommendations: Our Top Choice for Most Australian Organisations
Why Sentrient Stands Out
After thorough research across Australia’s engagement survey landscape, Sentrient emerges as the exceptional choice for most Australian organisations, particularly mid-sized businesses seeking a balanced solution.
Key reasons for this recommendation:
- Local Expertise: Specifically designed for Australian and New Zealand workplaces, understanding the unique employment landscape, compliance requirements, and cultural nuances
- Trusted Track Record: With 600+ Australian businesses already using the platform, Sentrient has proven reliability and understanding of local business needs
- Integrated Solution: As part of a comprehensive performance management and compliance system, Sentrient integrates naturally with other critical HR functions rather than operating in isolation
- Affordability: Offering competitive pricing accessible to SMEs and mid-market organisations without sacrificing quality or functionality
- Ease of Implementation: Simple to set up and use without requiring extensive technical resources or training
- Real-Time Insights: Provides immediate reporting at individual, team, and organisational levels, enabling quick decision-making
- Comprehensive Measurement: Covers all critical engagement dimensions, including leadership, career development, teamwork, values alignment, and well-being
- Reliability: Trusted by established Australian businesses for measuring engagement consistently and acting on results
When to consider alternatives:
- Choose Rippling if you need an all-in-one platform combining surveys with payroll, HR, and IT management
- Choose WTW if you want premium consulting services with advanced benchmarking
- Choose Great Place to Work if external credibility and Best Workplaces recognition are important
- Choose SACS if employee well-being is your primary focus, alongside engagement
Conclusion
Selecting the right employee engagement survey platform is a critical investment in your organisation’s culture and performance. Each platform reviewed offers unique strengths, from Sentrient’s local expertise and affordability to Rippling’s integrated ecosystem, WTW’s consulting excellence, and Great Place to Work’s external recognition benefits.
The best platform for your organisation depends on:
- Your organisational size and budget
- Integration requirements with existing HR systems
- Need for expert consulting support
- Importance of external benchmarking and recognition
- Desired level of customisation
- Geographic focus (local vs. global)
- Specific engagement measurement priorities
For most Australian organisations seeking a balanced combination of local expertise, reliability, affordability, and ease of implementation, Sentrient represents exceptional value. However, organisations with different priorities, whether that’s integrated all-in-one management, premium consulting, external recognition, or comprehensive psychological assessment, will find excellent alternatives among the nine other platforms reviewed.
Investing in understanding employee engagement through professional survey platforms pays dividends in terms of retention, productivity, cultural improvement, and ultimately, organisational success. Take the time to evaluate your specific needs, request demonstrations from top contenders, and make a choice that aligns with your strategic priorities.
Your employees deserve to have their voices heard, and your organisation deserves the insights to create exceptional workplaces where people thrive.
Frequently Asked Questions
1. How often should we conduct employee engagement surveys?
Most organisations conduct annual surveys for comprehensive measurement, supplemented by quarterly pulse surveys. This schedule strikes a balance between comprehensive data collection and minimising employee survey fatigue. However, after significant organisational changes or following the implementation of actions, more frequent surveys can track progress and demonstrate management responsiveness.
2. What response rate indicates reliable survey results?
Aim for at least 70% participation to ensure results genuinely represent your entire workforce. Response rates above 70% typically provide confidence that the findings reflect the broad perspectives of employees rather than just those of vocal minorities. If you consistently fall below this threshold, review your communication strategies and survey accessibility.
3. How long should an engagement survey take to complete?
Most employees can complete engagement surveys within 10 to 15 minutes. Surveys exceeding this length often result in response fatigue and a decline in completion quality. If you need more detailed feedback, consider supplementing quantitative surveys with targeted open-ended questions or pulse surveys exploring specific topics.
4. Should engagement surveys be anonymous?
Yes, anonymity significantly improves honest feedback. Employees are more candid about challenges, management effectiveness, and concerns when their responses remain confidential. However, some organisations combine anonymous quantitative data with optional identified open-ended feedback for a richer context.
5. What topics should we include in our engagement survey?
Essential areas include management effectiveness, career development opportunities, teamwork and collaboration, value alignment, workload and resource allocation, well-being support, and overall satisfaction. Tailor additional questions to your specific strategic priorities, whether that’s diversity and inclusion, innovation, customer focus, or other values.
6. How do we act on engagement survey results?
Follow a structured process:
- Share results transparently with all employees
- Identify priority areas requiring action
- Develop specific, measurable action plans with assigned ownership
- Implement initiatives addressing key findings
- Communicate progress back to employees
- Measure impact in subsequent surveys.
Demonstrating action on feedback is crucial for maintaining credibility.
7. What if our engagement scores are very low?
Low engagement scores represent an opportunity for improvement. Conduct follow-up focus groups to explore specific pain points, implement visible change initiatives addressing key issues, increase manager coaching on engagement drivers, and communicate your commitment to ongoing improvement. Show progress in follow-up surveys within 6-12 months.
8. Can we customise survey questions for our industry?
Most platforms offer customisation options. While using validated questions supports benchmarking, industry-specific additions can capture sector-unique factors. Balance standardised questions (for benchmarking) with 3-5 custom questions addressing your specific industry context or strategic priorities.
9. How do we ensure engagement surveys drive actual workplace change?
Link survey results directly to business strategy, ensure executive leadership visibly supports recommended actions, cascade results through management hierarchies with accountability, celebrate improvements in subsequent surveys, and connect survey insights to employee development, retention, and business performance conversations.
10. Which platform is best for remote/distributed teams?
Platforms like Rippling, Xref Engage, and Great Place to Work excel with distributed teams through mobile-friendly interfaces, global benchmarking, and tools for segmenting results by location or department. Ensure your chosen platform supports easy access across time zones and devices.
Ready to transform your engagement strategy? Contact your chosen platform today to discuss which solution best fits your organisation’s unique needs and budget.
