Engagement is momentum you can measure
Evaluating the performance of employees is one of the most important and challenging responsibilities of a manager. With the right employee engagement software, this process becomes more structured, transparent, and effective, enabling managers to make fair decisions and foster continuous improvement.
What “engagement” means here
(and what it doesn’t)
Engagement is earnest energy directed at meaningful work. It’s not free snacks, mood swings, or vanity scores. With the right employee engagement software, we track and improve engagement across drivers that actually correlate with results in small teams:
Recognition & fairness — Do wins get noticed quickly and fairly?
Purpose & clarity — Does the team know why a project matters?
Growth & autonomy — Can people learn and influence how they work?
Workload & focus — Are switching costs and after-hours spikes under control?
Manager support — Do 1:1s happen, and do they remove blockers?
These drivers appear as readable dashboards and actionable next steps in the employee engagement software—not hundred-page reports.
Why Team Insight is different
- Signals, not spreadsheets Pulse responses matter, but they’re only part of the story. With your consent, we add light-touch signals (meeting rhythm, ticket flow, recognition events) so scores are explained by real work, not vibes.
- “Insight → Action” baked in Every chart is paired with a two-minute action. Managers get playbooks inside the same screen—post a shout-out, set a weekly focus, run a 10-minute check-in.
- Recognition that’s connected Engagement lifts when great work is noticed. Recognition here is fast, specific, and fair—and can be linked to Insight Coins and a local rewards catalog (optional).
- Designed for small teams Templates, not bureaucracy. 1:1s you can run in 20 minutes. eNPS and pulse surveys that fit on a phone screen. Integrations that don’t eat your week.
Core features
• Short & regular: one to three questions per week, not once a year. • Driver-based: recognition, purpose, growth, workload, manager support. • Privacy-aware: aggregate reporting; optional anonymity.
No one wants to drown in traffic lights. Our heatmaps help you spot hot/cold areas and ask better questions in your stand-up: Where is recognition lagging? Which team is stretched too thin?
Every driver has a ready-to-run playbook. Spot low recognition in Sales? The tool suggests a 10-minute routine, a peer shout-out nudge, and a wins-of-the-week moment.
Recognition is built-in: quick templates, values-linked tags, and optional Insight Coins that redeem in a local rewards catalog. It’s a clean loop: see progress → recognize → repeat.
eNPS gives you a sense of loyalty—but without context, it’s hard to act. In Team Insight, eNPS sits next to the drivers and trends with them.
We surface simple patterns—after-hours bursts, context switching, sentiment drift—so managers can rebalance work before it spirals.
Engagement improves when managers remove friction. Our 1:1s pull in pulse highlights, recent wins, and top risks so every conversation ends with one or two commitments—not a transcript.
Switching tools kills engagement. Team Insight connects to Microsoft 365, Slack, Jira so you can send recognition where the team works, nudge check-ins, and align signals—without new tabs.
How it works across a quarter (SME rhythm)
Week 0–1: Baseline & setup
- Choose the drivers you care about most.
- Turn on weekly pulse (1–3 questions).
- Connect Slack/M365 for quick recognition and nudges.
- Align on team rituals: 15-minute check-in; 20-minute 1:1s.
- Review driver heatmaps on Mondays.
- Use one two-minute action per team (micro-recognition, workload re-balance, purpose reminder).
- Share a quick win in the channel; keep energy visible.
- Double-click any cold zone: tap a playbook, run a mini-retro.
- Run a fast 360 for at-risk roles if needed (lightweight).
- Tie recognition to concrete progress (e.g., customer story shipped).
- Spotlight improved drivers; publish a brief “what worked” note.
- Keep two rituals; drop anything that didn’t help.
- Feed insights into your OKRs & KPIs for next quarter.
Engagement that touches outcomes
(and other Team Insight products)
Recognition & Rewards → Engagement
Fast, fair recognition grows participation and trust. If you enable Coins + Catalog, the goodwill turns into local perks employees actually redeem.
Performance Management → Engagement
Better 1:1s reduce hidden stress. Managers get dashboards and coaching prompts so they can remove blockers, not just review.
OKR & KPI → Engagement
Purpose is clear when goals are visible. Use OKR & KPI to show where the team is heading; engagement drivers help you keep energy pointed at outcomes.
AI Burnout Alerts → Engagement
Early nudges prevent the tailspin.
