Employee Experience Platform

Drive Communication, Collaboration, and Connection   

Paylocity delivers the experiences employees want, drawing them into the platform daily — not just when they need to find their W-2. That type of usage enables you to achieve more adoption of self-service processes and, ultimately, the automation you’ve been striving for but haven’t achieved with other HR systems.

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Integrated Life Choices drives communication, collaboration, and connection with Paylocity’s HR & Payroll platform.

Watch how they did it here.

A Curated Employee Experience Solution

Screenshot of Paylocity's Employee Experience Products on desktop and mobile

Streamline communication and strengthen connection

Foster a culture of connection not possible through traditional email, antiquated intranets, or other broad communication channels though our online social collaboration hub. Ensure everyone stays informed, including on-the-go and deskless employees, via the mobile app.

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Gather valuable, real-time insights

Collect feedback from all levels of your company to create positive change and improve your culture with insightful data to build a better workplace.

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Help Employees Feel Valued

Create a culture of recognition without introducing new tools, processes, or complicated maintenance. Use Paylocity to craft customized employee recognition programs, manage rewards and budgets, and track program metrics in real-time.

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Add Life to Broadcast Communications

Use integrated video capabilities throughout the platform to personalize communication and help teams stay connected.

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Engage, Measure, Adapt

Quantify the employee engagement experience to better understand time and costs savings. Gather insights, compare benchmarks and get personalized recommendations.

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A Day Through the Lens of Your Employees

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Coffee in One Hand, Paylocity in the Other

"On my morning walk, I hopped onto the mobile app to request time off for my upcoming trip and complete a Survey my manager sent about where to go for our team lunch – all before I even got home."

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Get Transparent, Real-Time Communication

"I got a notification that there was a new post in Community from our CEO. She shared a video message about last quarter's performance with our entire organization and even answered a question I asked in the comments."

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Connect and Collaborate

"A new colleague was automatically added to our team group in Community and was introduced to the rest of us with a fun icebreaker! We even started chatting and they contributed to the agenda file our supervisor creates and seeks input on for our team meetings — all right in the platform."

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Feel Valued and Acknowledged

"My teammates really impressed me with the presentation they gave today, so I recognized them with a peer recognition badge. Other workers added their support with comments, emojis, and gifs since it pulled right into the Community feed. I’m glad that will show in their performance review for their boss to see, too!"

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Get Answers Quickly

"I reached out to our IT team via an Ask an Expert Group for help setting up my work phone. In these groups, we can pose questions to designated group experts who manage via a dashboard to ensure nothing’s missed."

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Build Relationships Around Common Interests

"I love to share videos in the “Dog Owners” Community group when my puppy does something cute or read posts on the “Dad Jokes” group when I need a pick-me-up. It’s nice to build connections beyond work-specific activities."

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Stress Less Over Finances

"Sometimes unexpected expenses arise that make it tough to make it between paychecks. With On Demand Payment, I can quickly request a portion of my earned wages before payday right from the Paylocity Mobile App."

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Easily Take Action

"I got a notification that HR needed me to confirm my address. Since I had Paylocity open anyway and knew where to do it, I completed the verification in just a couple of minutes."

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Five Ways to Drive a More Connected Organization with HR Technology

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Frequently Asked Questions

There’s no question that employee engagement is a trending topic in human resources. But let’s take a step back and define what it means – and why it matters.

Employee engagement is both a quantitative and qualitative look at how connected employees are to the companies they work for. At its core, engagement refers to three elements: job satisfaction, loyalty, and the effort spent toward organizational goals. In the past, HR departments would send out annual employee engagement surveys and employees would self-report their sentiment. However, more sophisticated employee engagement assessment tools have now made analyzing and tracking data easier to benchmark.

So why is this important? Work is no longer just a 9-5, punch in and out commitment. Research shows that employees who are more aligned to their company’s mission, feel passionate about what they do, and have positive emotions about the company culture are more productive – meaning higher profitability for your organization. For this reason, many HR teams are employing modern workplace technology, such as human capital management platforms with integrated employee engagement tools, to monitor and improve their employee engagement.

See how Paylocity’s Modern Workforce Index can measure and maximize your company’s engagement.

There are three types of employee engagement:

Actively Engaged Employees: These are employees that feel attached to their work and motivated to start their day. When meeting with them, they provide new ideas and insight to projects. If your company is using employee engagement tools, actively engaged employees would rank high on utilization scores within your platform.

Not Engaged Employees: Though not necessarily unhappy, an employee who isn’t engaged is simply going through the motions of their everyday tasks. They are merely doing what is asked of them – neither overachieving nor underachieving. Employees who fall under this category would be a great area for your team to focus on.

Actively Disengaged Employees: This group of employees is not only unhappy, but they are also the most likely to spread their energy upon others in your company. Using your employee engagement online tools to identify these employees early on and intervene with their management may be beneficial, before allowing too much detraction to spread.

Use the new Modern Workforce Index to identify and track the three types of employee engagement.

The first step of building employee engagement is knowing where to look. And with the right employee engagement tools comes the right data your team needs to make decisions on what types of employee engagement programs to employ.

Armed with the right insights, your HR team can start working on creating a modern employee experience that attracts and retains top talent. Here are a couple ideas to improve your employee engagement program:

  • Feedback that matters: Nothing should be a surprise on a performance review. Managers and employees should regularly meet to discuss meaningful feedback, skill growth, and career pathing utilizing ongoing goals to measure and track performance.
  • Focused recognition: A little appreciation goes a long way. Integrating an employee recognition program in your company is an important way to demonstrate to employees that they are valued.
  • Regular reach outs: An annual engagement survey is just that – only once a year. Consider conducting quick pulse surveys on a regular basis to gauge employee sentiment – especially after key decisions are made on a company-wide scale. Not only can you use this data to drive decisions, but it’s also a way to show employees that their opinions are being heard.


While everyone inevitably works for a paycheck, it’s ultimately not what gets people to stay. Here are some key drivers for employee engagement:

  • Leadership: Whether your company has 10 or 10,000 people, the decisions senior leadership makes – and how they trickle down – impact employees in all positions.
  • Teamwork/Co-workers: Is work distributed evenly? Do teammates generally get along? Employees can spend as much time at work as they do at home and enjoying the company of their colleagues can be pivotal in engagement.
  • Company Values: Employees who feel aligned with the company mission generally share more positive emotions and are more productive.
  • Meaningful Work: Mutually beneficial work – work that positively benefits the company while enhancing an employee’s skill set – improves employee sentiment and increases an employee’s longevity with an organization.
  • Communication: Clear communication regarding expectations on a company, department, and peer-to-peer level might be one of the most important drivers in employee engagement. Employees need to have access to the tools and resources to do their jobs and cannot be left feeling like they are in the dark.