Most platforms measure engagement once a year and report a number. Uniify builds it daily through recognition, connection, celebration, and every small moment that makes an employee feel they belong.
Every interaction is measured. Every pattern is visible. Leaders see who is thriving, who is invisible, and where the culture is quietly breaking.
Live engagement score
Engagement Pyramid
Culture in motion today
Sophie recognised Marcus for leading the product launch under pressure.
Coffee Club paired Yuki with someone from the Dubai office.
Tariq submitted an idea: Async-first Fridays for deep work.
Platform celebrated Elena on 3 years at the company.
Recognition, rewards, connection, ideas, celebration, and a social wall that makes it all visible. Each feature works alone. Together they create an environment where engagement is the default, not the exception.
Employees and managers send public kudos tied to company values.
Recognitions carry points that employees redeem in the company e-store.
Weekly pairings that create connections across teams and locations.
Full idea lifecycle from submission through community voting to implementation.
Birthdays, work anniversaries, and new joiner welcomes handled automatically.
A company-wide feed where every culture moment surfaces.
Not a survey score that arrives once a year. A live engagement pyramid that updates continuously as employees interact with the platform, and fires an alert the moment someone starts slipping.
Sample organisation · 1,240 employees
Automated intelligence
Someone engaged two months ago slips quietly into disengaged. More leaves. Lower survey scores. Falling activity. Uniify sees it, joins the dots, raises the alert before it becomes a resignation.
Signals that trigger an alert
Survey score drop
Participation decline
No recognition received
Reduced platform activity
Increased leave patterns
No survey participation
Survey score dropped 34%. Leave frequency up 2.4x. Last activity: 11 days ago.
Skipped last 3 surveys. Zero kudos received in 60 days. Login frequency down 70%.
Participation decline across all features. No Coffee Club activity in 5 weeks.
Most employee connections stay within teams and locations. Coffee Clubs break this by engineering meaningful cross-functional relationships one pairing at a time. Uniify handles everything so employees just show up.
Example clubs
No limits on number of clubs. Admins create and manage all clubs.
Public clubs are open to anyone. Private clubs like Leaders Club or Womens Club are invite-only.
Uniify pairs you with someone new every time. Odd members in one club get paired across to another.
Paired employees are notified, introduced, and given context about who they are meeting.
A meeting slot is automatically created. Rescheduling is handled within the platform.
Optional post-meeting feedback. If made public, it goes to the Social Wall.
Every pairing is logged: who you met, when, and what you discussed. Permanent record of connections.
A complete idea management system. Employees submit, the community votes, approvers decide, and submitters watch every step unfold. When employees see ideas get implemented, they submit more.
Any employee submits an idea with context and supporting details.
Assigned approver decides what qualifies for the public Ideas Wall.
Shortlisted ideas visible to all employees who can vote and comment.
Approver makes the final call. Ideas can be sent back with questions.
Submitter sees live status: submitted, under review, approved, implemented.
Two-way dialogue, not one-way submission.
Approvers can send an idea back to the employee with questions. The employee responds with more detail. The conversation is logged and the process keeps moving.
Uniify measures engagement through what employees actually do. Every completed action is an interaction. Together they form the most accurate engagement picture that exists.
Actions an employee takes for themselves
Not all interactions are equal.
Uniify applies weightage based on relationship context. In-team interactions score differently from cross-location ones. The result is an engagement score that reflects the true breadth of an employee's connection to the organisation.
A high average engagement score can hide serious gaps. Uniify analyses interaction behaviour across all three levels over time and surfaces four patterns every people leader needs to act on.
Employees with near-zero interactions across all three levels. Not necessarily disengaged, sometimes unreached, sometimes blocked. Uniify surfaces them so managers can act before it becomes an attrition signal.
Employees whose interaction count is unusually high relative to peers. Often your culture champions. Uniify identifies them so HR can amplify their energy intentionally rather than accidentally burning them out.
Teams or locations where cross-location interactions are consistently low. A red flag for siloed culture. Uniify flags it so HR can design cross-location moments before the divide becomes structural.
Employees who have not received a single recognition in 90 days. Their managers are notified directly. Not a compliance alert but a genuine nudge to see someone who may be doing good work quietly.
Engagement Patterns is AI-identified and automatically updated.
The platform analyses interaction history across all features continuously. No configuration. No manual reports. Patterns surface on their own and notify the right managers directly.
Live with clients
HR publishes monetary and non-monetary gifts. Employees redeem recognition points.
HR curates the catalogue. Vouchers, experiences, company merchandise, and custom items.
Stock levels managed in real time. Items go unavailable automatically when stock runs out.
Employees earn points through recognitions and redeem whenever they choose, no expiry pressure.
In 30 minutes we will show you what continuous engagement looks like inside your organisation, with your structure and your people.