Employee Retention Software

Spot flight risk before the exit interview

CultureMonkey analyses engagement signals, lifecycle surveys, and manager feedback across your entire workforce to surface attrition risk before people decide to go.

★★★★★ 4.7/5 on G2
Trusted by teams at
Aujan Coca-ColaRobertshawCerence AIBayportAlumilEconofoodsAstra Service PartnersGarrett

The cost of not knowing who's about to leave

$8.9T

lost globally each year to low employee engagement.

Gallup, State of the Global Workplace 2024
23%

of employees worldwide are engaged at work. The other 77% are at varying levels of risk.

Gallup, 2024
50–200%

of an employee's annual salary to replace them, depending on seniority.

SHRM, 2024
The Retention Signal Framework

Five signals that predict who stays

Engagement tells you how people feel. These are the five dimensions that turn it into retention.

01

Turnover-risk prediction

Flags who's likely to leave, read from engagement trends across survey cycles.

02

Driver analysis

Surfaces what's driving attrition in your own workforce, weighted to your data.

03

Lifecycle coverage

Onboarding, stay interviews, eNPS, and exit in one continuous programme.

04

Manager action loop

Turns insight into assigned manager actions with tracked follow-through.

05

Workforce reach + HRIS depth

Reaches frontline teams over SMS, WhatsApp, and QR; syncs with Workday, SAP, and ADP.

How CultureMonkey moves each signal

One platform covering all five retention dimensions, across your entire workforce.

Flag who's about to leave

By the time an employee resigns, the decision is usually weeks old. Engagement data contains early signals: falling eNPS scores, dropping participation, negative sentiment clusters in specific managers or teams.

CultureMonkey's flight risk feature combines engagement trend data and lifecycle signals to surface at-risk cohorts. On attributable surveys it flags at-risk individuals; on anonymous surveys it surfaces at-risk teams within anonymity thresholds. HR sees a prioritised list, not a resignation letter.

eNPS · Engineering3 flagged
3-cycle trend · updated after each survey
Q4 2025+24=
Q1 2026+12↓
Q2 2026+2↓↓
eNPS declined 22 points over two cycles; flight risk flag triggered.

See what actually drives your attrition

Industry benchmarks are a useful starting point: they confirm that recognition, growth, and manager quality consistently predict retention. But your workforce has its own weighting. The same driver can rank first in one site and fifth in another, and the fix is completely different.

Driver analysis identifies which engagement factors have the highest statistical correlation with eNPS and intent-to-stay in your specific workforce. Heatmaps surface low scores by team, tenure, geography, and manager.

Engagement by drivers
TeamsLocationsManager
eNPSRecognitionGrowthManagerOhio plant+286.87.16.4West depot+84.15.26.0Night shift+23.44.93.8HQ+346.66.27.4
Night shift recognition (3.4) is the single biggest drag on eNPS across the org.

Catch intent to leave at every stage

Annual surveys capture a snapshot. The decision to leave forms over months: in a poor onboarding experience, after a missed promotion, or silently during a period of under-recognition. A once-a-year measurement cycle misses all of it.

CultureMonkey runs surveys at every stage: onboarding (30/60/90 days), stay interviews, quarterly eNPS, and exit. Each feeds the same retention dashboard so HR can see where the journey breaks down.

Lifecycle programme
Active surveys across the employee journey
Onboarding30 / 60 / 90 daysActive
Stay interview6-month + 12-monthActive
eNPS pulseQuarterly · all workforceLive now
Exit surveyTriggered on offboardingAutomated

Turn insight into tracked manager action

Insights without action don't retain anyone. HR can identify the problem; if the manager's dashboard doesn't tell them what to do and track whether they did, the data cycle ends there.

CultureMonkey assigns actions to managers directly from survey results. Each manager sees their team's scores, a prioritised action list, and a completion tracker. HR sees completion rates and score movement across the entire manager population.

Q2 Pulse · ActionsIn progress
Assigned to managers · HR tracking completion
Recognition lowest in Night shift (3.4) and West depot (4.1). Action assigned.
Individual recognition conversation (×14)Owner · Night Shift ManagerIn progress
Revisit shift-scheduling flexibility · Depot WestOwner · Ops LeadOpen
Manager calibration session · 3 sitesOwner · HRBPOpen

Reach every shift, site, and frontline

If your survey only reaches employees with a corporate email address, your retention data reflects head office. Manufacturing floors, distribution centres, field teams, and frontline roles, the segments with the highest attrition, go unheard.

CultureMonkey distributes surveys over email, SMS, WhatsApp, QR code, Teams, and Slack so every segment can respond. HRIS integrations with Workday, SAP, ADP, and BambooHR enable segmentation by tenure, department, location, and at-risk cohort without manual data pulls.

Survey channels · this cycle
Assigned per workforce segment
EmailHQ · supervisors · 2,140 people
WhatsAppFloor teams · 3,820 people
SMSDrivers · field crews · 1,140 people
QR codeBreak rooms · kiosks · 890 people

See your flight risk dashboard in a live walkthrough.

What engaged teams do: they stay

CultureMonkey measures engagement as a leading indicator of retention. These are the retention signals and closed-loop outcomes that precede people staying, drawn from live customer programmes.

Robertshaw
Disengagement reduced
−71%

Active disengagement fell from 11.1% to 3.2% over three years across a 4,500-person, ~80% frontline workforce, as every engagement driver improved year over year.

Read case study
Cerence AI
Hidden risk surfaced
18%

Regional engagement gap surfaced across 15+ countries, with new hires scoring 10% higher than five-year-tenure staff: the tenure-based attrition risk HR could finally see and act on.

Read case study
Bristlecone
Action plans closed
95%

Of 1,500+ manager action plans raised, 95% were implemented at 87% participation across 2,200+ employees, with eNPS up 34.8 points: a closed retention loop at scale.

Read case study

Hear it from the teams running it

Heather Kane, Robertshaw
"
From day one, the CultureMonkey team adapted the platform and got creative to help us overcome challenges unique to our business. They didn't just help us launch a survey, they helped us think through how to truly engage managers and people leaders.
Heather KaneChange Management & Employee Engagement Lead · Robertshaw
View case study
Lisa Watts, Astra Service Partners
"
We were having conversations in the leadership team about how we're actioning survey data. If we're getting all this information twice a year but not doing anything with it, we have to be honest with ourselves about that.
Lisa WattsChief People Officer · Astra Service Partners
View case study
Beverly Wise, LINKBANK
"
After our merger, understanding our employees' perspectives was vital for us. CultureMonkey stood out by blending our engagement methodology with their research-backed questions, adding depth and relevance to our insights.
Beverly WiseChief Impact Officer · LINKBANK
View case study
Kevin Laurendeau, Air General
"
With CultureMonkey, managers are using the data to engage with their staff, re-engage with their staff, and look for opportunities to bring the team together. That connection to action is what makes it different.
Kevin LaurendeauVP of Human Resources · Air General
View case study

Built for the complexity of your workforce

Four common setups. Find the one that matches your workforce.

Enterprise with a frontline workforce

You need the whole workforce in the data, including the people without a desk. SMS, WhatsApp, and QR reach factory floors, depots, and field teams, then results roll up by site, team, and tenure. Workday, SAP, and ADP sync without manual rosters.

Mid-market in high-attrition industries

In hospitality, healthcare, and professional services, voluntary turnover is the biggest line item HR can move. A continuous lifecycle programme, onboarding through stay interviews and quarterly eNPS, gives you a 12-month read on where intent to leave builds.

Organisations on Workday or SAP SuccessFactors

Your HCM's built-in voice tool carries HCM pricing and implementation overhead. CultureMonkey integrates with Workday and SAP natively, runs independently of your HCM licence, and gives HR a dedicated retention layer without touching that investment.

Lean HR teams managing distributed headcount

When one HRBP covers 600 people across three sites, automated scheduling, manager-level action assignment, and participation reminders carry the operational load. You review dashboards; CultureMonkey keeps the cadence.

How CultureMonkey compares

Assessed by the same five dimensions of the Retention Signal Framework.

Lattice
CultureMonkeyBest for frontline
Culture Amp
Turnover-risk prediction
Performance-linked risk signals
Continuous flight risk flagging
Engagement trend analysis
Driver analysis depth
Performance + engagement combined
Heatmaps by team, tenure, geo, manager
Global benchmark comparison
Lifecycle coverage
Annual + performance cycles
Full (onboarding to exit)
Annual + onboarding
Manager action loop
Goal + action tracking
Assigned actions, tracked completion
Action planning (less prescriptive)
Frontline / deskless reach
Email
SMS, WhatsApp, QR, kiosk, per segment
Email, SMS
HRIS integrations
BambooHR, Workday, Rippling
Workday, SAP, ADP, BambooHR
BambooHR, Workday, Slack
G2 rating
4.7/5
4.7/5
4.5/5
Best for
Performance-led retention cultures
Enterprise + frontline reach, full lifecycle
Benchmark-heavy, data-science teams

Lattice and Culture Amp lead where performance management drives retention strategy. CultureMonkey is the stronger fit for frontline reach, lifecycle coverage, and manager-level action tracking. For a full 12-platform side-by-side, see The 12 best employee retention software, honestly reviewed →

Reach every shift, surface every risk, act before it's too late.

See the full flight-risk dashboard in a live 30-minute walkthrough.

Frequently asked questions

How does CultureMonkey predict which employees are at risk of leaving?
The flight risk feature analyses engagement trend data across survey cycles, combining eNPS movement, participation drop-off, and negative sentiment clusters. On attributable surveys it flags at-risk individuals; on anonymous surveys it surfaces at-risk teams and cohorts within anonymity thresholds. HR sees a prioritised cohort, not a raw score dump, updated after each survey cycle so the risk picture stays current rather than freezing after an annual snapshot.
How long does it take to get up and running?
Most organisations run their first survey within 2–3 weeks of kickoff. Implementation covers HRIS integration (Workday, SAP, ADP, or BambooHR), survey programme configuration, and manager onboarding. CultureMonkey's customer success team runs the setup; you are not left with a self-serve configuration portal and a help-centre ticket queue.
Which HRIS platforms does it integrate with?
Native integrations cover Workday, SAP SuccessFactors, ADP, BambooHR, and Darwinbox. The integration syncs your employee roster so surveys always reach the right people, segmentation by department and location is automatic, and you do not need to maintain a separate contact list or run manual uploads before each cycle.
Does it work for frontline and deskless employees, not just office workers?
Yes. CultureMonkey distributes surveys over SMS, WhatsApp, QR code, kiosk terminals, Teams, and Slack, so employees without a corporate email address or desktop access can still respond. Each channel is assigned per workforce segment, meaning your floor teams get WhatsApp and your head office gets email, all within the same survey programme and dashboard.
How is employee retention software different from an employee engagement platform?
An engagement platform measures how people feel. Retention software uses that measurement to identify who is likely to leave and why, then routes that intelligence to the managers who can act on it. CultureMonkey does both in one platform: engagement data is the input, and manager action plans with tracked follow-through are the output.
Can managers use it without HR setting everything up for them?
Managers access their own dashboard showing team-level scores, at-risk flags, and a prioritised action list. They never see individual survey responses below the anonymity threshold; individual at-risk flags appear only on non-anonymous surveys you opt into. They can assign actions, add collaborators, and track completion without routing every decision through HR.
How do we measure ROI and build the internal business case?
The clearest ROI measure is a reduction in voluntary turnover rate quarter over quarter, correlated with survey programme deployment. Secondary metrics include eNPS improvement, participation rate, and manager action completion rate. CultureMonkey's reporting exports these as a dashboard summary suitable for a board-level retention update.
What size organisation is it best suited for?
CultureMonkey is built for organisations with 1,000 or more employees. Below that threshold, the segmentation depth and HRIS integration overhead are rarely justified. Above 1,000, particularly in organisations with a mix of desked and frontline populations, the platform's workforce-reach capability and cohort segmentation pay off most clearly.
Does flagging at-risk employees break anonymity?
No. Individual at-risk flags run only on attributable lifecycle or eNPS surveys you opt into. On anonymous engagement surveys, risk surfaces at team and cohort level within a configurable minimum-respondent threshold, so no individual is identified. You choose, per survey, whether responses are attributable or anonymous.

Evaluating multiple platforms? We've reviewed 12 employee retention software tools side-by-side using the same five-dimension Retention Signal Framework above.

See the full comparison

Keep your best people, before they decide to leave

30-minute demo. We'll show you flight risk flagging, driver analysis, and manager action tracking on your own workforce data.