Employee engagement apps differ in their nudges, their dashboards and their prices, and hardly at all in the thing that decides whether a programme works: what is left behind when the cycle ends. Three records have to outlast the app, and they are the plan, the results per team and the actions taken. Judge an app by whether it exports those cleanly, and keep them somewhere the manager reads, which on this site is the org plan the teams are staffed from.
The plan record
Which teams, sized to the headcount on the org plan; what cadence; which questions, kept the same between cycles so the comparison holds. An app that changes its question set at each release breaks the comparison, and a plan kept outside the app protects it. The free engagement plan template holds it on the page.
The results record
Promoters, passives and detractors counted per team, the eNPS worked with the arithmetic visible, and the last cycle beside this one. An app's score is fine as long as the counts behind it export; the eNPS worksheet works the figure from the counts so it can be checked. The US Office of Personnel Management publishes its survey results at the agency level for the same reason: a number nobody can reproduce is not a result.
The action record
One action per team with an owner and a date, reopened at the next cycle so the team sees what was done. This is the record most apps keep worst, because it belongs to managers rather than to the app. On Orgplanly Pro it is a record on the org plan beside the results.
Questions people ask about employee engagement apps
Which employee engagement app is best?
This site publishes no vendor ranking. Judge any app by the three records it leaves and by whether it reaches your workforce.
Can I switch apps without losing history?
Yes, if the plan, results and actions are kept here rather than in the app.
Is the record free?
The worksheets are free; keeping the cycles and actions is part of the $90 a month Orgplanly Pro plan.