Remote & Hybrid Work Engagement

You can’t read a room that doesn’t exist

Continuous listening that shows how every remote and hybrid team is really doing, compares work modes and locations, and reaches people in the tools they already live in.

4.7/5 on G2
ISO 27001SOC 2 Type IIGDPR

Cape Town has the lowest engagement score in the company, 3.1 out of 5, and nobody in the head office would have felt it.

Trusted by distributed teams at
Cerence AIBayportAujan Coca-ColaAlumilRobertshawAstra Service PartnersGarrett
Listen

Listen continuously, so a remote team’s dip shows up in days not months

  • Set the cadence once: weekly, fortnightly or monthly, scheduled automatically from the day you switch it on.
  • Watch participation while the survey is still open, and remind the people who have not answered yet.
  • Read direction rather than a single reading: every driver tracked per team, cycle after cycle.
  • Turn a flagged driver into an owned action plan, covered on Act on Feedback.
How pulse cadence works, on the Pulse page
Compare

Compare remote, hybrid and in-office before the average hides the gap

  • Define work mode once as an employee attribute, Remote / Hybrid / On-site, then filter and group by it everywhere.
  • Read one question across two cohorts: how hybrid employees answered against everyone else, on the question you care about.
  • Compare sites and regions too, each against the others and against regional benchmarks.
Org-wide analytics live in People Analytics

See your remote, hybrid and in-office teams side by side on a live walkthrough.

Reach

Reach remote employees inside Slack and Teams, not in another platform

  • Connect Slack and Teams once, then send and remind in the same place people already work.
  • Let people answer in the thread, without leaving the conversation they are already in.
  • Word the Teams invitation yourself, so the notification sounds like your company rather than a vendor.
  • Cover everyone outside those tools with email, WhatsApp, SMS and a QR code.
All delivery channels and integrations
Connect

Connect honestly, without ever learning who wrote it

  • Ask a follow-up and get an answer, closing the loop with the writer’s identity never exposed.
  • Catch the new joiner who has never met the team: automatic check-ins at day 7, day 30 and day 90, before they quietly drift.
  • Follow the whole journey through to exit, triggered by the dates already sitting in your HRIS.
How anonymity works end to end
Translate

Translate one survey into every language, and read one result

  • Layer translations onto one master survey in 100+ languages, so the results come back whole.
  • Read each region against the rest of the business, and against regional benchmarks.
  • Give every manager their own team, following the reporting line rather than the map. Depth on Manager Effectiveness.
  • Be honest about scheduling: a launch fires once in your organization’s timezone, not each person’s local time. Pick a time that suits most, then let reminders catch the rest.
Multi-country rollout depth, on Global & Multilingual

Some of your people are remote in the geographic sense: drivers, site crews, staff with no corporate email. Reaching them is its own problem, covered on Frontline & Deskless.

Who it is for

Built for the people who own a workforce they cannot see

Four roles, four jobs to be done. The same signal travels through all of them.

CHRO

Settle the work-model argument with evidence

Engagement read separately for remote, hybrid and in-office, so the return-to-office debate runs on your own data instead of the loudest opinion in the room.

The work model becomes a measured decision, not a belief.
Board reportingWork-model evidence
In their words

Hear it from people leaders

Elizabeth Egan, Cerence AI
CultureMonkey is able to translate that accordingly, not just a translation you might get on Google, but one that is actually utilized in each language, understood as the question is intended to be understood. And that is done by the employee choosing the language they would like to take that survey in, which is a really big difference maker.
Elizabeth EganDirector of Talent Management & Organizational Development · Cerence AI
View case study
Shiwali Arora, StudyIn
With the integration of CultureMonkey into our HRMS portal, we’ve been able to adopt a continuous listening approach, capturing real-time feedback and responding quickly to emerging employee needs.
Shiwali AroraHead of People & Culture · SI-Global
View case study
Proof

The science behind it is real, and recognized

15

drivers in the research-backed framework your engagement surveys score against

10M+

employee data points behind the benchmarks and sentiment models

4.7/5

average rating from HR leaders on G2

G2 High Performer, EnterpriseG2 Momentum LeaderG2 Fastest ImplementationISO 27001 certifiedSOC 2 Type IIGDPR compliant

Go deeper on our methodology, intelligence, and benchmarks, or start from the People Science overview.

FAQ

Remote and hybrid engagement, answered

Measuring a distributed team

The basics of running engagement when nobody shares a floor.

How do you keep remote employees engaged?
Ask them regularly, in a channel they already use, and act on what comes back. A short recurring pulse plus an always-open feedback route replaces the informal read an office used to give you. Engagement holds when people see something change after they speak, not when they are surveyed more often.
How do you measure engagement for remote and hybrid teams?
Run short recurring pulses and read the trend per team rather than one company-wide score. Segment every result by work mode, location and manager, because a distributed organization has no single culture to average. A dip in one team over three cycles matters more than the headline number.
What should you look for in a remote engagement tool?
Delivery into the tools people already use, work-mode segmentation, enforced anonymity, and real translation. Comparing engagement survey software side by side helps before you shortlist, and a round-up of survey tools or a list of engagement survey vendors shows how many were built for one office. Check any whole employee experience suite still cuts by remote.
How much does remote employee engagement software cost?
CultureMonkey does not publish a per-seat price. Pricing is based on your employee count and the level of support you choose, then quoted per organization, so a distributed team of two hundred and one of five thousand are not paying the same. Ask for a quote on the pricing page.
How often should you survey remote teams?
Most distributed teams run a pulse weekly, fortnightly or monthly, alongside one deeper survey a year. The pulse is what replaces the corridor conversation, so it needs to be frequent enough to catch a change while it is still fixable, and short enough that people keep answering.

Comparing work modes

Seeing where culture actually diverges.

Can we compare engagement between remote, hybrid, and in-office employees?
Yes. You define work mode as a custom employee attribute with values like Remote, Hybrid and On-site, and from then on it behaves like any other demographic. Every question score, driver and heatmap can be grouped and filtered by it, so you can read hybrid against non-hybrid on a single question.
What questions should a remote work survey ask?
Cover connection to the team, clarity of communication, access to the manager, autonomy, workload and whether people feel included in decisions made elsewhere. Start from a template, then add questions about your own setup. The drivers matter more than the wording, because drivers are what you can track over time.

Reaching people, and protecting them

Delivery, anonymity, languages and timezones.

Can employees answer surveys inside Slack or Microsoft Teams?
Yes. Surveys are delivered natively into Slack and Microsoft Teams and answered in the thread, with no separate login and no new tool to learn. Reminders arrive in the same place. For anyone outside those tools, the same survey can go by email, WhatsApp or SMS.
How does anonymous feedback work for a fully remote company?
Responses are not traceable to an individual in reporting, and every cut is protected by a minimum group size, five by default with a hard floor of three. Below that, results stay masked and roll into the parent group. You can still reply to a comment and hold a two-way conversation anonymously.
How do surveys handle multiple timezones and languages?
Languages are handled per employee: one master survey, translated, with every response flowing back into one set of results. Scheduling is more blunt, and worth knowing up front. A launch fires once in your organization's timezone rather than each person's local time, so pick a send time that suits most of your people and use reminders to catch the rest.

Stop guessing how your remote teams feel

See your own work modes, sites and regions side by side, and the drivers moving underneath them.

ISO 27001·SOC 2 Type II·GDPR·★★★★★ 4.7/5 on G2