So, what’s the price?
Of course, it’s one of the first things to consider when making an important long-term purchase for our organisations, especially when it impacts your whole team!
For Stribe’s most up-to-date costs please visit the pricing page.
Stribe’s Pricing (from around £3.00 per employee per month for up to 100 users) includes:
Includes everything you’d expect and more:
✅ Unlimited pulse surveys
✅ Employee recognition platform
✅ Anonymous messenger
✅ Comprehensive reporting dashboards
✅ Employee intranet with built-in analytics
✅ Seamless integrations and single sign-on (SSO)
✅ Customisable survey templates
✅ iOS and Android app
✅ AI survey writing tool
✅ Dedicated customer support
Stribe’s Pricing for up to 100 employees is very competitive, especially given the full feature set.
For not-for-profit organisations and charities, Stribe offers reduced pricing.
Stribe offers monthly or annual commitments.
For organisations with more than 100 employees, Stribe offers custom pricing.
Book a demo so we can build a tailored package for you, including potential volume discounts.
Yes, and you don’t have to guess!
Stribe provides free HR ROI calculators to help you work out the financial impact of improved engagement.
You can estimate:
– Cost of employee turnover
– Savings from reduced sickness absence
– Financial impact of higher engagement
– The value of better manager and employee relationships
Most organisations invest around 1% – 2% of total payroll into engagement, and Stribe’s tools help you clearly see how that investment pays back through better retention, productivity, and employee wellbeing.
The short answer is that survey costs vary significantly.
Employee engagement survey pricing can start from as little as £1 per user, per month – all the way up to over £100,000 for in-depth survey project management.
But you can generally expect the average cost of employee engagement survey software to be between £2 – £5 per person, per month.
Your survey budget will depend on your organisations independent needs and characteristics, however a good rule of thumb is to spend between 1% – 2% of total payroll on employee engagement.
So, for example if your company’s monthly payroll is £200,000 your monthly employee engagement budget should be somewhere around £2000 – £4000.
However, many factors affect how much a company invests in engagement, including company size, industry, location and how good (or bad) the current level of company culture is.
And we know what you’re probably thinking – that’s expensive! But trust us, the cost of disengagement is much higher.
Gallup’s State of the Global Workplace 2023, found that 6 in 10 employees are not engaged at work. When combined with actively disengaged employees, low engagement costs the global economy $8.8 trillion dollars, or 9% of global GDP.
For Stribe’s most up-to-date costs please visit our pricing page. Monthly and annual commitments are available.
Includes everything you’d expect and more:
✅ Unlimited pulse surveys
✅ Employee recognition platform
✅ Anonymous messenger
✅ Comprehensive reporting dashboards
✅ Employee intranet with built-in analytics
✅ Seamless integrations and single sign-on (SSO)
✅ Customisable survey templates
✅ iOS and Android app
✅ AI survey writing tool
✅ Dedicated customer support
Low engagement costs the global economy $8.8 trillion dollars, or 9% of global GDP. 
The cost of employee engagement survey software varies based on several factors, such as the number of users, the features included, and the provider’s pricing model. Some platforms offer tiered pricing or charge per user, while others have a subscription-based model.
Absolutely, yes!
If you ask us, the cost of employee engagement can always be justified – given just how much of a positive impact a happy team has on overall business success.
But you probably already guessed we’d say that – so let us demonstrate to you just how transformative engagement surveys can be with statistics from Gallup research.
Organisations with exceptional engagement rates have:
Need we say more? 😊
There’s plenty of benefits to outsourcing your employee engagement surveys or opting for specialised software like Stribe to help you.
It’s often the case that when staff surveys are conducted in-house, employees don’t trust that answers will be kept truly anonymous.
When you work with a third-party that is committed 100% to anonymity, that fear is removed and trust increases, which helps with overall response rates, inclusion of voices and action planning.
There is a science to asking the right questions and how to ask them without bias.
Our survey building tools use proven methods and industry best practices to help you create surveys that effectively capture the nuances of employee feelings, leading to more reliable data and informed decision-making.
The most important thing about conducting surveys is to measure feedback and make improvements.
When you work with a third-party like Stribe, you can be sure you’ll receive in-depth reporting and analysis that go beyond basic statistics.
Our reporting tools do all the hard work for you to interpret data to identify trends, pinpoint areas for improvement, and provide strategic recommendations, enabling you to make data-driven decisions that ultimately improve employee happiness.
Whether you’re a HR professional, a team leader or a business owner, you’ll know that it can be tough to find money in the budget for any new initiatives, when every penny matters!
Employee engagement budget is often an overlooked cost, with big ticket items such as marketing and business development coming up trumps, however ensuring you have an engaged, happy workforce is paramount to the success of your business.
Let’s take a look at how you can approach a conversation to ask for a bigger employee engagement budget.
The first priority in your budget proposal should be to outline clearly the why, how and what.
Showcase why you need a bigger budget, how it will be spent, and what the anticipated difference (Stribe’s ROI calculators can help you do this) it’s going to make to the wider organisation. Once you have these pillars outlined, the rest of your proposal should follow.
Consider creating a presentation with all of the key information, list the new ideas you have, how they’ll improve your employee engagement strategy further, as well as the costs.
Employee engagement is known to positively impact absenteeism, lower turnover, increase retention, productivity and even profitability.
With this in mind, do your research and showcase that employee engagement programs aren’t just fluffy, nice-to-have initiatives, but that they’re essential for creating long-lasting healthy, happy and high-performing teams.
Present your argument for a larger budget with a long-term view. Show your company’s decision-makers that their organisation be saving money and resources in the long run if your team feels more engaged.
Following this simple checklist of important engagement budget and ROI questions will help you create a convincing business case to secure the budget you need!
Employee engagement doesn’t have to cost the world and there are plenty of initiatives that can be put into place that are budget friendly or cost-free.
With 1 in 3 employees leaving organisations before their first year is up, it’s so important that an employee’s first few months and onboarding experience are super welcoming.
This doesn’t mean giving them every bit of branded merch or taking them on a fancy trip away – this means giving them clear, actionable information and goals for success in their role.
A warm welcome doesn’t mean an expensive one.
Social interaction is so important for team building, and team get togethers can be cost effective if you’re clever about it.
Why not try a ‘virtual pub quiz’ on a Friday afternoon, get your team out on a lunchtime walk, or even an office bake off!
Try and get the whole team together on a quarterly basis at least, to keep that connection high and the fun going.
Gallup research found that praise goes a long way, listing it as one of the best motivators for increased productivity and effort, as well as meaning more satisfaction and loyalty overall.
Go out of your way to say something positive to a colleague today – that is free!
Not all employee engagement tools will break your company’s bank.
With Stribe, you have the ability to launch unlimited employee surveys all while having ongoing access to our customer service team for support.
Not only that, but our platform also features an anonymous messaging function, a peer-to-peer recognition tool, an iOS and Android app, complete reporting suite, and a full customisable employee intranet.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
