The 3 C's Every Internal Communications Strategy Needs
Curiosity, courage, and catalyst: the 3 C's that transform internal comms from broadcast messaging into a strategic driver of culture and engagement.
Jess DeVore
Published:
April 17, 2025
Last updated:
April 17, 2025
What we'll cover
Internal communication isn’t just about messages — it’s about impact
Too often, internal comms teams focus on sending the right messages through the right channels. But what if that’s not enough?
With workplace expectations evolving — especially among Gen Z and Millennial employees — internal communications leaders need to do more than inform. They need to engage. Influence. Inspire action.
That’s where the 3 C’s of internal communication come in: Curiosity, courage, and catalyst.
“We know that with younger generations, it’s so much more important for them to feel that they are a part of things. Old fogies like myself, you just get your head down, do the work, hope that you get a paycheck… It’s so different these days.”
This framework, developed by author and keynote speaker Shola Kaye, transforms internal comms teams from messengers into strategic influencers. In a recent podcast, the Blink team sat down with Shola to explore the 3 C’s — why they matter and how comms leaders can put them into action.
Let’s break it down.
Curiosity: Don’t make assumptions right off the bat
The first C you need in your internal communications toolkit is curiosity.
Curiosity prevents us from making assumptions, which get in the way of empathy. By being curious, we get to know and understand the people around us.
“If you want to engage people, you’ve got to really know who you’re speaking to. What is on their minds? Where are they coming from? Because otherwise, how will you know how to pitch your content?”
That means listening before you speak. And creating a company culture of psychological safety where employees feel confident that their thoughts and opinions will be taken on board.
Why it matters:
Too often, comms teams assume they know what employees want or need — but a strong company culture of employee engagement starts with listening.
It’s also worth remembering that internal comms trends and employee expectations are always evolving. What worked last year might not work today. So it pays to stay curious, listening to the voices of your target audience on a continuous basis.
How to apply it:
Use pulse surveys and real-time employee feedback loops. Uncover what’s resonating and implement two-way communication practices. Be sure to acknowledge and act upon employee input or employees will start to doubt the process.
Let employees shape your internal communication strategy. Ask them: What’s missing? What do they need? How do they like to receive company communications? You can then craft more effective and engaging messages.
Create conversational hooks. Ask informal questions. For example: What did you do on the weekend? What’s a great movie you watched recently? This creates conversational hooks, which lead to connection, trust, and collaboration within the workplace.
Go beyond small talk. Ask “big talk” questions. Instead of simply asking “How are you?” try asking, “How are you feeling about these changes?” These deeper-level questions encourage meaningful dialogue and bottom-up communication.
{{mobile-survey="/image"}}
Courage: Own your voice so people can’t help but listen
Internal communications teams are the unsung heroes of the workplace. It takes real courage to be the voice of a company — sharing tough news, listening to hard feedback, and taking bold risks to build a better employee experience.
“To be empathetic, you’ve got to open yourself up to what is going on for someone else. That can press buttons. It can be triggering. It can be exhausting. So it takes some courage to develop empathy and this level of communication in the workplace.”
Courage means having difficult conversations in the knowledge that you’ll come out the other side “stronger, better, more confident at communication.” It means taking your comms beyond the internal communication tools, styles, and channels you’ve used traditionally to deliver something more engaging and authentic.
Why it matters:
Internal comms teams often walk a tightrope between corporate messaging and employee advocacy.
But great communicators don’t just share what’s safe — they push for transparency, honesty, and authenticity. They speak in an open, human way that sets the tone for the whole organization.
How to apply it:
Advocate for direct, no-BS communication. Employees respect transparency over corporate jargon so don’t be afraid to speak honestly, as long as you approach tricky subjects with tact and sensitivity.
Take a stand on employee well-being and inclusion. Don’t sit on the fence. If it matters to your workforce, it should matter to senior management. Clearly communicate your business goals and what your company stands for.
Encourage business leaders to be real and visible. Align your internal communication plan to where senior leaders are on the “audacity scale.” For one C-suite member, that might mean recording a video message or running a listening tour, while the more gregarious may be happy to run a Q&A session with employees.
Be open to new channels and formats. For comms leaders, courage can mean experimenting with new internal communication channels and formats. Video updates. Mobile-first and social tools. Insta-grade storytelling. You don’t always know how these changes will go down with employees. But the reward may be worth the risk.
Catalyst: Make change happen
Being a catalyst for change is easier than you might think. Asking the right questions at the right time — and directing employees toward the collaboration tools and resources they need — can be all it takes.
However, to be an effective catalyst, inspiring others to do and be more, you need to put the other C’s — curiosity and courage — into action first.
“If we’re being empathetic and truly listening to others, we start to learn what they need to grow, to move forward… So then we can step into this role of catalyst to help facilitate that growth.”
Why it matters:
Internal comms isn’t just about informing employees. Done right, your internal communication strategy can inspire action. It can cultivate a motivated and engaged workforce. It can drive cultural change.
Effective communications help employees feel more connected and valued — and engaged in the company’s mission. And when employees understand how they contribute to organizational goals, they become more invested in their own growth and development, too.
{{mobile-main="/image"}}
How to apply it:
Turn communication into action. Don’t just inform. Invite employees to share ideas in town hall meetings or employee surveys. Provide clear steps and resources that make it easy for them to shape company culture.
Set an inspiring example. Leverage storytelling to highlight employee success stories, frontline employee contributions, and company impact. Show, don’t tell — using formats like short videos, photos, and quotes — how individuals are driving change.
Amplify unheard voices. Actively seek out perspectives from underrepresented teams, then amplify their contributions and elevate them as internal influencers so they reach a wider audience.
Champion new digital tools. Be the change you want to see. Advocate for technology that makes internal communication more accessible and inclusive. Think mobile-first apps, AI-powered chat tools, and one-stop digital hubs.
{{future-of-internal-comms-2025="/callouts"}}
Put the three C’s into action for next-level internal comms
Curiosity, courage, catalyst — three simple words that provide a blueprint for next-level internal communications. The 3 C’s can help you take your internal communications strategy from a function to a force for connection and change.
By staying curious, you uncover what truly matters to your workforce, across all generations. By leading with courage, you create space for honest, impactful conversations. And by stepping up as a catalyst, you empower employees to shape their futures — and that of the organization.
Frequently asked questions
#1. What are the 3 Cs of internal communication?
The 3 Cs are curiosity, courage, and catalyst. This framework transforms internal comms teams from messengers into strategic influencers who engage, influence, and inspire action.
#2. Why is curiosity important in internal communications?
Curiosity prevents assumptions and helps you truly understand what's on employees' minds. By listening before you speak, you can craft more effective and engaging messages that resonate with your workforce.
#3. How can internal comms teams show courage?
Courage means advocating for direct, transparent communication, taking a stand on employee well-being, and experimenting with new channels and formats. It's about being authentic and honest, even when sharing tough news.
#4. What does it mean to be a catalyst in internal communications?
Being a catalyst means turning communication into action and inspiring change. This involves inviting employees to share ideas, amplifying unheard voices, and championing digital tools that make communication more accessible and inclusive.
#5. How can I apply the 3 Cs to my internal communication strategy?
Use pulse surveys to stay curious about employee needs, advocate for transparency and authentic messaging to show courage, and create opportunities for employees to shape company culture to act as a catalyst for change.
Blink. And discover the 3 C’s and the value of workplace empathy.
Internal communication isn’t just about messages — it’s about impact
Too often, internal comms teams focus on sending the right messages through the right channels. But what if that’s not enough?
With workplace expectations evolving — especially among Gen Z and Millennial employees — internal communications leaders need to do more than inform. They need to engage. Influence. Inspire action.
That’s where the 3 C’s of internal communication come in: Curiosity, courage, and catalyst.
“We know that with younger generations, it’s so much more important for them to feel that they are a part of things. Old fogies like myself, you just get your head down, do the work, hope that you get a paycheck… It’s so different these days.”
This framework, developed by author and keynote speaker Shola Kaye, transforms internal comms teams from messengers into strategic influencers. In a recent podcast, the Blink team sat down with Shola to explore the 3 C’s — why they matter and how comms leaders can put them into action.
Let’s break it down.
Curiosity: Don’t make assumptions right off the bat
The first C you need in your internal communications toolkit is curiosity.
Curiosity prevents us from making assumptions, which get in the way of empathy. By being curious, we get to know and understand the people around us.
“If you want to engage people, you’ve got to really know who you’re speaking to. What is on their minds? Where are they coming from? Because otherwise, how will you know how to pitch your content?”
That means listening before you speak. And creating a company culture of psychological safety where employees feel confident that their thoughts and opinions will be taken on board.
Why it matters:
Too often, comms teams assume they know what employees want or need — but a strong company culture of employee engagement starts with listening.
It’s also worth remembering that internal comms trends and employee expectations are always evolving. What worked last year might not work today. So it pays to stay curious, listening to the voices of your target audience on a continuous basis.
How to apply it:
Use pulse surveys and real-time employee feedback loops. Uncover what’s resonating and implement two-way communication practices. Be sure to acknowledge and act upon employee input or employees will start to doubt the process.
Let employees shape your internal communication strategy. Ask them: What’s missing? What do they need? How do they like to receive company communications? You can then craft more effective and engaging messages.
Create conversational hooks. Ask informal questions. For example: What did you do on the weekend? What’s a great movie you watched recently? This creates conversational hooks, which lead to connection, trust, and collaboration within the workplace.
Go beyond small talk. Ask “big talk” questions. Instead of simply asking “How are you?” try asking, “How are you feeling about these changes?” These deeper-level questions encourage meaningful dialogue and bottom-up communication.
{{mobile-survey="/image"}}
Courage: Own your voice so people can’t help but listen
Internal communications teams are the unsung heroes of the workplace. It takes real courage to be the voice of a company — sharing tough news, listening to hard feedback, and taking bold risks to build a better employee experience.
“To be empathetic, you’ve got to open yourself up to what is going on for someone else. That can press buttons. It can be triggering. It can be exhausting. So it takes some courage to develop empathy and this level of communication in the workplace.”
Courage means having difficult conversations in the knowledge that you’ll come out the other side “stronger, better, more confident at communication.” It means taking your comms beyond the internal communication tools, styles, and channels you’ve used traditionally to deliver something more engaging and authentic.
Why it matters:
Internal comms teams often walk a tightrope between corporate messaging and employee advocacy.
But great communicators don’t just share what’s safe — they push for transparency, honesty, and authenticity. They speak in an open, human way that sets the tone for the whole organization.
How to apply it:
Advocate for direct, no-BS communication. Employees respect transparency over corporate jargon so don’t be afraid to speak honestly, as long as you approach tricky subjects with tact and sensitivity.
Take a stand on employee well-being and inclusion. Don’t sit on the fence. If it matters to your workforce, it should matter to senior management. Clearly communicate your business goals and what your company stands for.
Encourage business leaders to be real and visible. Align your internal communication plan to where senior leaders are on the “audacity scale.” For one C-suite member, that might mean recording a video message or running a listening tour, while the more gregarious may be happy to run a Q&A session with employees.
Be open to new channels and formats. For comms leaders, courage can mean experimenting with new internal communication channels and formats. Video updates. Mobile-first and social tools. Insta-grade storytelling. You don’t always know how these changes will go down with employees. But the reward may be worth the risk.
Catalyst: Make change happen
Being a catalyst for change is easier than you might think. Asking the right questions at the right time — and directing employees toward the collaboration tools and resources they need — can be all it takes.
However, to be an effective catalyst, inspiring others to do and be more, you need to put the other C’s — curiosity and courage — into action first.
“If we’re being empathetic and truly listening to others, we start to learn what they need to grow, to move forward… So then we can step into this role of catalyst to help facilitate that growth.”
Why it matters:
Internal comms isn’t just about informing employees. Done right, your internal communication strategy can inspire action. It can cultivate a motivated and engaged workforce. It can drive cultural change.
Effective communications help employees feel more connected and valued — and engaged in the company’s mission. And when employees understand how they contribute to organizational goals, they become more invested in their own growth and development, too.
{{mobile-main="/image"}}
How to apply it:
Turn communication into action. Don’t just inform. Invite employees to share ideas in town hall meetings or employee surveys. Provide clear steps and resources that make it easy for them to shape company culture.
Set an inspiring example. Leverage storytelling to highlight employee success stories, frontline employee contributions, and company impact. Show, don’t tell — using formats like short videos, photos, and quotes — how individuals are driving change.
Amplify unheard voices. Actively seek out perspectives from underrepresented teams, then amplify their contributions and elevate them as internal influencers so they reach a wider audience.
Champion new digital tools. Be the change you want to see. Advocate for technology that makes internal communication more accessible and inclusive. Think mobile-first apps, AI-powered chat tools, and one-stop digital hubs.
{{future-of-internal-comms-2025="/callouts"}}
Put the three C’s into action for next-level internal comms
Curiosity, courage, catalyst — three simple words that provide a blueprint for next-level internal communications. The 3 C’s can help you take your internal communications strategy from a function to a force for connection and change.
By staying curious, you uncover what truly matters to your workforce, across all generations. By leading with courage, you create space for honest, impactful conversations. And by stepping up as a catalyst, you empower employees to shape their futures — and that of the organization.
Frequently asked questions
#1. What are the 3 Cs of internal communication?
The 3 Cs are curiosity, courage, and catalyst. This framework transforms internal comms teams from messengers into strategic influencers who engage, influence, and inspire action.
#2. Why is curiosity important in internal communications?
Curiosity prevents assumptions and helps you truly understand what's on employees' minds. By listening before you speak, you can craft more effective and engaging messages that resonate with your workforce.
#3. How can internal comms teams show courage?
Courage means advocating for direct, transparent communication, taking a stand on employee well-being, and experimenting with new channels and formats. It's about being authentic and honest, even when sharing tough news.
#4. What does it mean to be a catalyst in internal communications?
Being a catalyst means turning communication into action and inspiring change. This involves inviting employees to share ideas, amplifying unheard voices, and championing digital tools that make communication more accessible and inclusive.
#5. How can I apply the 3 Cs to my internal communication strategy?
Use pulse surveys to stay curious about employee needs, advocate for transparency and authentic messaging to show courage, and create opportunities for employees to shape company culture to act as a catalyst for change.
Blink. And discover the 3 C’s and the value of workplace empathy.
What we'll cover
Start your free trial today
See how Blink helps frontline teams stay connected, informed, and engaged.
Staffbase has become a popular internal communications platform, particularly for large organizations looking to modernize their intranet. It offers personalization, branded employee apps, and strong publishing tools. But many companies — especially those with distributed or deskless workforces — are starting to feel the platform’s limitations.
If your goal is to engage every employee, not just those behind a desk, you may need more than what Staffbase can offer. Common reasons teams start exploring Staffbase alternatives include:
Low adoption among frontline workers or non-desk employees
Limited functionality beyond comms and content publishing
Slow rollout times and high implementation costs
Dependence on corporate emails or M365 environments
Lack of integrated workflows, like scheduling, surveys, or task management
In short, if you're looking for more than just a modern intranet — if you need a platform that drives action, not just communication — it’s worth exploring alternatives built for today’s workforces.
What to look for in a Staffbase alternative
Not every internal comms platform is built the same. When searching for a Staffbase alternative, it’s important to evaluate tools that prioritize ease of use, adoption, and flexibility — not just content publishing.
Here are the key features and traits to look for:
#1. Mobile-first design
Choose a platform designed for mobile from the ground up — not just one that adapts desktop intranets into an app. This ensures frontline, field, and shift-based workers are truly included.
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#2. No email required
Many of today’s employees don’t have a company email. Platforms like Blink eliminate this barrier, allowing you to onboard and engage your entire workforce seamlessly.
#3. Unified employee experience
Look for more than just comms. The best platforms integrate communication with operational tools like schedules, task lists, surveys, HR links, and document access — all in one place.
#4. High adoption & engagement rates
Adoption is everything. A Staffbase alternative should show real-world data that proves high usage — not just licenses sold.
#5. Quick implementation
Complex rollouts kill momentum. Favor platforms that offer plug-and-play setups, pre-built templates, and fast deployment (especially for time-sensitive initiatives).
#6. Integrations with key systems
Ensure the platform integrates easily with your HRIS, payroll, scheduling tools, Microsoft 365 or Google Workspace, and other core systems to avoid silos and duplicated work.
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#7. Analytics, insights & feedback loops
It’s not enough to send messages — you need to know who saw them, how they responded, and what’s working. Built-in analytics and pulse survey tools help you improve continuously.
Best for: Companies prioritizing adoption and utility.
Blink is the most comprehensive Staffbase alternative, designed to connect every employee — whether they work behind a desk, behind a counter, or out in the field. Unlike Staffbase, which often centers around publishing and personalization for office workers, Blink unifies communication, engagement, and productivity into one mobile-first app.
For organizations seeking a comprehensive and intuitive employee platform, Blink delivers. It offers rich features like content sharing, forms, chat, and analytics, all within an easy-to-use mobile and desktop experience that scales across departments.
Why organizations switch from Staffbase to Blink:
No company email required — reach 100% of your people
Combines communication and action: from news to tasks and HR tools
Market-leading usage and adoption rates
Quick rollout and self-serve administration
Loved by global brands like McDonald’s, Shake Shack, Elara Caring, and Stagecoach
Pricing: Custom pricing Gartner Rating: 4.8/5
Blink goes beyond engagement — it delivers true connection, across every role and region.
{{watch-video="/callouts"}}
#2. LumApps – Best for Google Workspace & Microsoft 365 integration
LumApps offers a personalized digital workplace experience and integrates well with Google and Microsoft ecosystems. It's strong in content delivery and social sharing, but its frontline functionality is limited.
Pros: Deep Google/Microsoft integrations, personalization Cons: Less effective for non-desk workers Pricing: Custom pricing Gartner Rating: 4.3/5
#3. Connecteam – Best for operational frontline use cases
Connecteam is a mobile-first app that includes scheduling, time tracking, and forms — making it ideal for operations-heavy teams. However, it lacks richer communication or storytelling tools found in Blink or Staffbase.
Pros: Operations tools like checklists and timesheets Cons: Basic internal comms capabilities Pricing: Starts at $29/month for 30 users Gartner Rating: 4.4/5
#4. Workvivo – Best for culture sharing
Workvivo focuses on building community and culture through its social intranet experience. With features like activity feeds and shout-outs, it helps employees stay connected and recognized.
Pros: Social feed, culture-first messaging Cons: Limited in tasks, shift planning, or document handling Pricing: Starts at $20k/year Gartner Rating: 4.7/5
#5. Interact – Best for traditional intranet buyers
Interact enables top-down and bottom-up communication with its mix of content publishing, document management, and collaboration tools. It is designed to adapt to a wide range of industries and team structures.
Pros: Policy management, advanced intranet architecture Cons: Less dynamic for mobile teams Pricing: Contact for quote Gartner Rating: 4.3/5
#6. Simpplr – Best for modern intranets
Simpplr offers an elegant, personalized intranet experience. It’s visually engaging and great for corporate comms, but may fall short on engaging field teams.
#7. Haiilo – Best for content planning & analytics
Haiilo excels in structured comms workflows — ideal for campaign-based content teams. It performs well in content scheduling and measurement, but lacks deeper interaction features.
Pros: Editorial planning, analytics, targeting Cons: Feels like a CMS, not a people-first app Pricing: Custom Gartner Rating: 4.1/5
#8. Unily – Best for enterprise customization
Unily is a feature-rich platform best suited for global organizations needing tailored experiences. It comes with powerful multilingual support and personalization but requires more setup and resources.
Pros: Deep customization, localization Cons: Slower implementation, high complexity Pricing: Custom Gartner Rating: 4.3/5
#9. Beekeeper – Best for shift-based comms
Beekeeper focuses on messaging, forms, and workflows for shift-based teams. While great for ops, it may lack strategic communication depth.
MangoApps offers everything from messaging to LMS to file storage. It’s ideal for companies looking to replace several internal tools at once — but may require significant configuration.
Pros: Versatile, broad feature set Cons: Can feel cluttered or complex Pricing: Custom Gartner Rating: 4.4/5
Final thoughts: Move beyond the intranet
The internal communications landscape is shifting — and fast. Traditional intranet-style platforms like Staffbase, while once a step forward, are struggling to meet the needs of today’s increasingly mobile, distributed, and deskless workforces. If your platform only reaches office-based employees or requires complex setup to stay relevant, it may be time to move on.
The best Staffbase alternatives go beyond publishing news and announcements. They connect your people to what matters — whether that’s critical updates, shift schedules, HR tools, or each other. They simplify access, streamline workflows, and actually get used every day.
Blink leads the way as the all-in-one employee experience platform built for real-world teams — from the breakroom to the boardroom. It delivers unmatched adoption, mobile-first utility, and a unified experience your entire workforce can rely on.
If you’re ready to:
Replace your intranet with something employees actually use
Reach 100% of your workforce — not just the ones with email
Bring communication, tasks, schedules, and engagement into one platform
Good internal communication is the glue that holds organizations together. It keeps everyone informed, aligned, and connected — helping employees understand company priorities and feel part of a shared purpose.
In 2026, internal communication involves more than noticeboards and scattered email threads. Organizations with hybrid or frontline teams need modern internal communication platforms like Blink to connect employees, simplify updates, and enable easy collaboration.
A successful internal communication strategy includes all communication types: top-down, bottom-up, and peer-to-peer. These channels work together to connect employees and ensure information flows throughout your organization.
For larger or dispersed teams, achieving this can feel like a tall order. But with the right internal communication software, even global workforces can stay connected and engaged.
Luckily, many new tools and platforms can help your company improve communication.
Types of internal communication tools and platforms
Before diving into specific providers, it helps to understand the main types of internal communication software shaping the modern workplace in 2026.
The most effective organizations use a combination of these tools — or a single employee experience platform like Blink, which combines many of these functions into a single mobile-first solution.
Instant messaging tools
Internal communication isn’t just top-down. Co-worker collaboration tools keep conversations flowing across teams and locations by enabling quick information sharing, file exchange, and informal social connections.
{{mobile-chat="/image"}}
Advantages:
A communication tool that allows employees to chat and share information (along with emojis and GIFs)
Most instant messaging tools are available on both desktop and mobile
Messaging tools can be used for communication between co-workers, but also for information-sharing between leadership and employees
Best tools: Blink, Slack, Jive, Workvivo
Emails and newsletters
Digital newsletters have always been great for sharing essential company updates. Modern tools enhance this channel with templates, analytics, and branded content delivery.
Best tools: ContactMonkey, Axero, Poppulo, Staffbase
Audio and video conferencing tools
Rewind a decade and video conferencing probably wouldn’t be one of the top staff communication tools on your list. Today, however, in a world of remote and hybrid teams, video conferencing tools are a workplace essential. They allow employees to talk face-to-face, even when they’re not based in the same office.Now a workplace essential, these tools make remote and hybrid meetings seamless — from one-to-one calls to company-wide events.
Best tools: Zoom, Google Meet, Microsoft Teams
Employee recognition center
Recognition platforms reward effort and build engagement by blending social recognition with tangible rewards to boost morale and employee retention.
Best tools: Blink, Bonusly, Unily
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Employee engagement and surveys
Engage your employees and you experience countless benefits, including improved productivity, customer loyalty, and profitability. But if you really want to improve employee engagement, you need to measure it.
Employee surveys and feedback forms are an essential part of any internal communication toolkit. They support bottom-up communication and give you valuable insight into how employees really feel about working for your firm.
{{mobile-survey="/image"}}
Best tools: Blink, SurveyMonkey, Bonusly, Qualtrics
Company news feed
A private, social-style feed alerts employees to company updates and important cultural moments.
Best tools: Blink, Workvivo, Staffbase, Happeo
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Project management
Project management platforms keep work visible, accountable, and collaborative.
Best tools: Asana, monday.com
Intranet
Evolving beyond traditional intranets, these tools now enable engagement, two-way communication, and document collaboration.
Mobile-first employee communication apps centralize updates, messaging, and engagement features — ideal for hybrid and frontline teams.
Best tools: Blink, Workvivo
Employee experience platform
These top-tier employee experience platforms offer a user-friendly way to access messaging, news, surveys, recognition programs, and HR functions.
These platforms go beyond communication — supporting onboarding, engagement, and culture-building.
Best tools: Blink, Workvivo, Staffbase
The takeaway:
Modern internal communication relies on an integrated ecosystem or a unified platform like Blink, which simplifies your tech stack and enhances workforce connection.
Blink serves as a mobile-first communication app, a modern intranet, a recognition tool, and a complete employee experience platform.That agility makes it ideal for companies looking to streamline their technology and boost employee engagement.
20 best internal communication tools
Ready to find the right comms solution for your organization? Take a look at our round-up of the best internal communication tools for 2025.
Blink is a modern internal communication tool and employee experience platform that brings together messaging, news, surveys, recognition, and analytics into a single mobile-first solution. It’s designed for organizations that want to improve communication, engagement, and access to information across both desk-based and frontline teams.
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As a mobile-first internal communication platform, Blink’s unified interface lets teams share updates, message peers, and access essential workplace applications in real time, without a corporate email address — no matter their location.
Unlike single-purpose messaging apps, Blink functions as an all-in-one internal communication software, combining collaboration and employee engagement tools in one place.
Features like pulse surveys, recognition, and content personalization enable two-way communication and make company-wide updates more meaningful.
Blink also includes social-style communication features — such as Stories, Communities, and a personalized news feed — that make information sharing intuitive and engaging. Built-in analytics help leaders understand message reach, engagement trends, and content effectiveness.
Pros
Unified internal communication toolset: Blink combines chat, news, surveys, recognition, and analytics.
Mobile-first accessibility: It works on smartphones and desktops, and doesn`t require a company email.
Seamless integrations: Connects with Microsoft 365, Google Workspace, HRIS, and scheduling tools.
Data-driven insights: The analytics dashboards measure communication performance and engagement.
Cons
The search functionality could benefit from more advanced filtering and refinement options.
Pricing
Pricing is available on request
Use Cases
Strengthening culture and alignment through data-informed communication strategies
Connecting hybrid and frontline teams with one internal communication platform
Centralizing all company messages, tools, and resources in a single hub
Improving engagement through interactive multimedia content
2. Asana
Asana is a well-known project management tool and, if you use it, you’re in good company. Around 85% of Fortune 100 companies say they use Asana.
With this workplace communication platform, you can create, prioritize, and allocate tasks. You can view tasks in timeline, board, and list formats — and track your progress toward milestones.
The visual format makes it easy to see which tasks your team needs to complete first. And the process of identifying and remedying project bottlenecks becomes much easier too.
Pros
A free version that supports 10 members and comes with unlimited storage, tasks, and messages
A clean, intuitive interface and a comprehensive selection of project and task management tools
Comes with a mobile app so employees can keep of track of projects on the go
Good integration with third-party tools
Cons
A high volume of email notifications can be frustrating for users
One of the more expensive project management solutions available
The mobile experience pales in comparison to the desktop experience
Collaboration tools aren’t as extensive and effective as those of other project management tools on the market
Pricing
Monthly pricing for Asana starts at a basic free plan. A business plan costs $24.99 per user per month when billed annually.
Use cases
Giving remote teams the tools they need to manage projects effectively
Cross-team collaboration
Status updates and reporting — leaders can view dashboards and reports to stay informed of project progress.
3. Jive
Jive is a community-building communication tool that you can use for top-down, bottom-up, and peer-to-peer connection. Team members can share photos, videos, documents, status updates, and blog posts. They can also decide whether their post gets seen by one team member, a specific group, or the whole organization.
Another great feature of Jive is its People Directory. Here, employees can search for co-workers they want to connect with, based on their skills, endorsements, and favorite activities.
Pros
Jive is an all-purpose business communication tool
Supports personalized news updates
Provides a single inbox so employees can manage all company communications and conversations in one place
Cons
Jive has a complicated interface and a cluttered layout that can be difficult for users to understand and navigate
Limited integrations with the other workplace tools you use
Some users say the Jive mobile app is slow and clunky with lackluster features
Pricing
Pricing is available on request.
Use cases
Creating a centralized hub for updates and document sharing
Personalizing company updates to make them more relevant and engaging
Giving employees the tools they need to interact with leadership, managers, and coworkers
4. Zoom
Zoom is often listed as one of the most reliable video conferencing platforms. It offers excellent audio and visual quality, even when internet connection is patchy, and it’s really easy to use.
You can record meetings, direct meeting participants to breakout rooms, and make use of a meeting annotation function. Zoom offers a range of other useful features too, including an online whiteboard and virtual working spaces (known as Zoom Huddles).
Pros
User-friendly interface
Can run small one-to-one meetings, large conferences, and anything in between
Advanced features include breakout rooms and webinar hosting
Cons
Zoom can be expensive for larger teams, with add-ons needed for meetings of more than 500 participants
Pricing
A Pro plan, for up to 99 users, costs $15.99 per user per month. A Business Plan, for up to 250 users and with a greater range of features, costs $21.99 per user per month.
Use cases
Running live meetings and webinars
Supporting video and audio communication for hybrid and remote teams
5. Bonusly
Bonusly gives you all the tools you need to run a successful recognition program. Via an intuitive platform, employees can tag peers and congratulate them on their accomplishments. Congratulated employees earn points, which they can then use to claim their preferred reward — a gift card, cash, or a charitable donation.
Reporting tools give leaders insight into team dynamics and patterns of recognition. It helps you to discover top performers and identify people who haven’t had any recognition in a while.
Pros
A user-friendly interface and next to no learning curve
The option to tailor recognition programs to fit your culture and values
Out-of-the-box integrations with other workplace tools including Workday, Asana, and Slack
Cons
Limited analytics — so it can be hard for companies to understand employee engagement and recognition patterns
Pricing
Monthly pricing options for Bonusly starts at $2 per user.
Use cases
Strengthening company culture and employee morale with regular recognition, even when employees are working remotely
Creating a culture of peer-to-peer recognition — employees can award points and praise to their co-workers
6. Axero
Axero is an internal comms platform designed to unify teams, increase productivity, and improve workplace culture. It features mass email tools, an activity stream, a blogging platform, and instant messaging.
Using Axero, you can create a central hub for files, communications, and company updates. Collaboration features also come in handy, with space for team discussions and the option to co-edit documents.
Pros
Axero’s customer service is responsive and helpful
Good customization and integration options
A comprehensive employee directory that makes it easy for staff to find and connect with co-workers
Cons
A steep learning curve — users say that Axero can be overwhelming for beginners
Some users say that Axero functionality lags behind that of other intranet competitors
Limited features on the mobile version
Pricing
Pricing is available on request.
Use cases
Creating a single hub for news, updates, and resources
Supporting collaboration across your company, with file sharing and team discussions
Building a personalized employee experience, with custom dashboards tailored to the roles and departments of employees
7. ContactMonkey
ContactMonkey is one of the best newsletter platforms available. Unlike some of its competitors, ContactMonkey integrates with both Outlook and Gmail so you can send emails from and receive replies to your usual inbox.
The platform provides an easy-to-use, drag-and-drop email builder. Multiple team members can collaborate on the same email. And analytics tools help you judge which newsletter content is best engaging your workforce, so you can create more of the same.
Pros
Employee survey tools so you can email your surveys to the workforce with ease
Integration with Outlook and Gmail
SMS integration that allows you to reach employees with urgent updates
Real-time tracking and analytics — so you get insight into email open rates and click-throughs
Cons
You can only use ContactMonkey for internal emails, not external marketing emails
Only supports communication over email, which may not be particularly engaging or appropriate for all organizations
Unlikely to fulfill all your internal communication needs
Pricing
Prices start from $600 per month for 500 employees. Prices for more extensive plans are available on request.
Use cases
Engaging email and newsletter communication for employees
Launching employee surveys to help you acquire useful feedback
8. Slack
Slack is an instant messaging tool that supports asynchronous communication. Slack works well for desk-based employees who have access to other platforms, like Google Drive. Slack doesn’t work as well for on-the-go, field-based employees, who don’t have such easy access to separate cloud storage.
People within your organization can launch chat threads, including as many or as few team members as they like. They can create threads for different projects, departments, and topics. Teams also get access to little extras, like file sharing, message search, and a task reminder function.
Pros
User-friendly interface
Integration with a wide range of other workplace software
Customizable notifications
Cons
Doesn’t work well for teams who are on the go — Slack is most suited to desk-based teams
Can be hard to find what you’re looking for across multiple chats and channels
Pricing
Slack offers a limited free plan. Paid plans start from $8.75 per user per month.
Use cases
Ensuring real-time communication between dispersed team members
Providing a variety of internal communication channels — including direct messages, group chats, and channels
SurveyMonkey has made it to our employee survey top spot for its ease of use. This employee communications platform has lots of survey templates to choose from and, if speed is your priority, lots of features that help you get employee feedback fast.
You can choose from hundreds of expert-written questions or write your own. And with the help of custom templates, you can find or create surveys for any situation, whether you want to conduct 360 reviews, find out your Net Promoter score, or seek feedback on your employee engagement efforts.
Pros
Ease of use — SurveyMonkey has a clean, uncluttered interface that employees will enjoy using
Using the Genius Assistant and the “build it for me” feature, you can create surveys quickly
Excellent analytics that help you make sense of employee responses
Cons
Limited free features
Limited customization options, so you may struggle to create complex or specialized surveys
Pricing
Prices start from $30 per user per month.
Use cases
Boosting employee satisfaction and engagement with the help of employee feedback
Making it easy for your teams to launch and respond to employee surveys
10. Microsoft SharePoint
Microsoft SharePoint is a file-sharing software that integrates seamlessly with the other Microsoft tools you may already use. You can create branded document libraries called sites, customizing them for document collaboration or top-down comms.
Teams get to share news, documents, and data. They can also edit documents collaboratively — setting notifications so they know when a co-worker makes changes.
Pros
Easy integration with other Microsoft products
Allows you to segment employees by division, giving each division its own calendar and visual timeline
Customization options so you can build forms, workflows, and custom applications for your teams
Cons
Not particularly user-friendly, especially on mobile
Cost of implementation is high and adoption rates tend to be low
Pricing
A basic SharePoint plan costs $5 per user per month.
Use cases
Project collaboration — teams can co-edit documents and manage workflows
An easy way for desk-based teams to access company documents and resources
Using internal announcements and newsletters to communicate with all employees
11. Monday.com
Monday.com is a project management tool that supports comms and employee engagement. You can use this internal communications software to create and assign tasks, track project progress, and create performance-tracking templates for employees.
Team members receive notifications when action is required. And an easy-to-use visual interface makes it easy to see where each project is up to at a glance.
Pros
A comprehensive set of project management tools
Customizable project templates to get you started
A weekly overview so you can see tasks and project milestones you need to tackle over the next few days
Cons
The backend of this business communication software is complicated and involves a steep learning curve
Limited comms tools so Monday.com isn’t useful as a standalone business communication platform
Pricing
Prices start from $8 per user per month.
Use cases
Improving project management and work collaboration
Task and workflow automation to streamline repetitive processes
12. Workvivo
Workvivo is an intranet software company owned by Zoom. You can use this internal communication tool to improve comms, employee engagement, and recognition, too. You can also make use of multiple communication channels and employee feedback tools.
Standout features include live broadcasting tools, so you can launch live streams and podcasts. You can also create microsites, where teams and special interest groups can create their own, tailored communities.
Pros
Strong translation abilities for multilingual organizations
An engaging, social-media-style interface that will feel familiar to employees
Rich communication tools including a news feed and instant messaging (available through integrations with tools like Slack, MS Teams, and Zoom meetings)
Cons
Chat functionality on the mobile app falls behind the desktop experience
Advanced features — including chat, Workvivo TV, and advanced analytics — are add-ons that come at an additional cost
Admins say they want better customization options and improved third-party integrations
Staffbase is an internal communication platform designed to connect and engage employees. It brings company news, messaging, and resources into one place, making it easier for you to reach your workforce — whether they’re remote, hybrid, deskless, or office-based.
With Staffbase, you can communicate over the company intranet and send emails and SMS, all from one centralized dashboard. You can also create tailored content paths so employees receive the right information at the right time.
Pros
A great user experience across desktop and mobile versions
Brings a range of communication and workplace functions into one location, supporting top-down, bottom-up, and peer-to-peer conversations
Built-in reporting so you can see how employees are using the platform and interacting with your content
You can customize the platform so it matches the look and feel of your branding
Cons
Some add-ons and integrations come at an additional cost
There are few out-of-the-box features on the employee app
Search functionality and integrations aren’t as good as they could be
Pricing
Pricing is available on request.
Use cases
Launching employee surveys with in-built tools
Creating a single source of truth within your organization thanks to communication channels that all workers can access
Making comms more personal, with the option to segment your audience and deliver relevant content to different employee groups
14. Poppulo
Poppulo is an email and mobile communications software. It also provides digital signage functionality and digital tools for desk and meeting room management.
You can target messages based on location, role, or interests to cut through the noise. You can also access tools for planning and promoting internal events, like town halls and team meetings.
Pros
Omni-channel communications, across email, SMS, intranet, and digital signage
Drag and drop email design tools plus advanced personalization
Strong analytics — Poppulo gives comms teams clear visibility into message performance
Cons
Poppulo is more complex than some of the other tools on this list, so there can be quite a learning curve
While it brings multiple communication channels together, Poppulo isn’t comprehensive enough to work as a standalone company communication system
Pricing
Pricing is available on request.
Use cases
Enterprise email communication and analytics
Improving the quality of email messaging with employee segmentation tools
Managing office workspace among hybrid teams
15. Qualtrics
Qualtrics is an employee survey and feedback tool. You can use it to capture employee data via surveys and passive listening — and discover how your business is doing across metrics like intent to stay, engagement, inclusion, and wellbeing.
Surveys are easy to customize, with advanced question types and logic, while analytics and reporting tools help you turn insights into actionable strategies.
Pros
Flexible survey design options
Powerful analytics and reporting capabilities
AI tools that guide you to take action based on your employee feedback findings
Cons
Using advanced features effectively may require training
Qualtrics can be overly expensive for smaller businesses
Pricing
Pricing is available on request.
Use cases
Improving employee satisfaction and engagement with the help of regular surveys
Creating a culture of 360 feedback to improve the effectiveness of management and leadership
16. Happeo
Happeo is a Google-based intranet that provides a centralized location for all internal communications. It provides a hub for company news, documents, and collaboration tools.
Key features include a social intranet, an employee directory, and an intuitive search function. You can also use AI tools to find and fix gaps in your knowledge base.
Pros
Easy integration with Google Workspace tools
Excellent search functions so it’s easy to find the people, posts, and integrated third-party apps you’re looking for
The option to create hubs and communities based on departments, roles, and shared interests
Cons
Limited integrations beyond the Google suite
A web-first platform, best suited to desk-based teams
Pricing
Pricing is available on request.
Use cases
Creating a centralized hub for updates and document sharing
Unily is an employee experience and internal communications tool. It provides features that support its “four cornerstones” of digital employee experience: Alignment, Engagement, Enablement, and Simplicity.
Key features include email, employee feedback, and recognition tools. You can design, sequence, and automate employee journeys so staff receive relevant information at the right time. You can also use gamification features to improve intranet engagement.
Pros
An excellent desktop version, with an engaging and intuitive user experience
Fine-grained controls for admins
A good range of notifications
Cons
Mixed opinions on Unily’s customer service and ability to support its partners
Translating Unily’s comprehensive desktop features to mobile is a challenge for admins
Pricing
Pricing is available on request.
Use cases
Creating channels for company-wide communications
Boosting employee engagement with dynamic content and gamification
A comprehensive intranet platform, Simpplr supports internal communication and employee engagement. It provides a user-friendly, social-media-style interface and provides AI-driven content recommendations.
Standout features include employee listening tools, surveys, and a recognition program. There are also lots of communication channels you can use across email, SMS, a mobile app, and desktop software.
Pros
An intuitive, uncluttered interface
Strong analytics that make it easy to track engagement metrics and content performance
Great search functions
Cons
Difficult login process, with multiple links provided
Some users say the struggle to integrate Simpplr with their preferred third-party apps
Advanced features can be expensive
Pricing
Pricing is available on request.
Use cases
Making employee feedback and listening a key part of company culture
Creating a centralized hub for communications, resources, and community
Bringing large organizations and distributed teams together
Google Meet is a video conferencing and virtual meeting tool. It’s integrated into Google Workspace, so it connects easily to Gmail, Calendar, and any other Google tools your team happens to use.
It’s incredibly easy to use via an internet browser so users don’t even have to download the software. This makes it one of the most accessible virtual meeting tools currently available.
Pros
Easy to set up and use
The ability to hold meetings with up to 1,000 participants
Chat, emoji, and screen share functions available during meetings
Cons
You need additional tools to fulfil all internal communication needs
Fewer advanced features compared to Zoom and Microsoft Teams
Pricing
Prices start from $6 per user per month.
Use cases
Virtual team meetings, webinars, and company-wide announcements
One-on-one video meetings
Virtual training and employee onboarding
20. Microsoft Teams
Microsoft Teams combines instant messaging, video conferencing, and file-sharing tools. As you’d expect, it offers the best possible integration with other Microsoft Office tech. You can use a selection of tools to create an all-round internal communication solution.
You can use Teams to run video meetings and team chats when your employees are working remotely or across different locations.
Pros
Strong integration with other Microsoft products
Secure communication and file sharing
Cons
Interface isn’t particularly engaging and there are few social-media-style features
Teams is designed for desktop use so mobile users don’t get the same user experience
Pricing
Prices start from $4 per user per month.
Use cases
Creating digital channels for internal communication and project management
Launching video and audio calls and sharing company-wide updates
Bringing remote and hybrid teams together, even when they’re working in different locations
Choosing an internal communication tool for your frontline organization (2026)
The right choice depends on your organization’s structure, workforce, and goals — particularly if you operate with hybrid or frontline teams.
For frontline organizations, the most significant communication challenge is dispersion. To resolve this, every employee should receive critical updates and feel part of the same company culture, even if they rarely visit headquarters.
To build a sense of belonging, choose a mobile-first internal communication platform that’s user-friendly and equally accessible for all.
To identify the best fit, ask yourself these four questions when evaluating internal communication software:
#1. Is your organization office-based, or do you have deskless workers to consider?
Some internal communication tools suit desk-based teams, such as intranets designed for desktop access. However, these are often unsuitable for reaching frontline workers who rely on smartphones.
To prevent information gaps, look for mobile-first internal communication solutions that offer the same functionality across devices. A dedicated mobile app ensures equal access and engagement across every team member — no matter where they work.
#2. Do your employees have regular opportunities to connect during the workday?
Connection drives performance, and employees who feel they belong are much more engaged and productive.
The problem for frontline teams is that they often lack organic “water cooler” moments. Using internal communication tools that enable social-style interaction — such as chat, feeds, and communities — fosters real-time collaboration between field and office teams.
#3. How much time can your employees spend on internal comms each day?
As frontline employees are busy serving customers, maintaining operations, or working off-site, they need a simple and reliable communication platform.
When evaluating tools, prioritize their ease of use, onboarding speeds, and precise message delivery.
Also check adoption rates and engagement levels as they’re powerful indicators of how smoothly a tool integrates into your daily workflow.
#4. How many internal communication goals do you want to cover?
Some platforms specialize in single functions, such as surveys, document sharing, or project management. Others, like all-in-one employee communication platforms, combine these capabilities.
To streamline your tech stack while enhancing connection and engagement, choose an internal communication tool that supports multiple channels — chat, news, surveys, recognition, and analytics — within one system.
The importance of internal communications in an organization
Every organization — frontline or otherwise — needs an effective internal communication strategy thatunites employees behind the company culture and values, improves collaboration, and enhances retention.
Strong internal communication also supports:
Company connection: When employees feel aligned with organizational goals, engagement and satisfaction rise
Change management: Transparent communication ensures buy-in during transitions
Problem-solving: Clear, direct messaging limits misinformation and strengthens trust
Productivity: Employees perform best when information is easy to find and act upon
Many internal communication tools support these goals — from instant messaging and surveys to intranets and recognition platforms. For frontline teams, the right solution must be mobile-first and easy to access on the go.
The right internal communication software can transform a disconnected team into a cohesive, informed community.
Blink shows how this works by helping companies like Go North West connect all their employees through a single digital hub.
Blink. And transform company communication with an all-in-one internal communication platform built for every worker.
56% of US companies have been increasing their level of remote work, according to a 2021 survey.
But as more and more workers operate from different locations, managers around the globe are facing the uncharted territory of managing remote teams. And that’s as if managing a team wasn’t hard enough already in person.
Regardless, the hardship of managing remote teams is a small price to pay for the benefits they offer. Plus, how you handle this new reality of work will shape your true potential as a leader.
So consider this post as your go-to guide for managing remote teams. We’ll begin with some common challenges that plague virtual managers, followed by our best strategies to lead your remote team with confidence.
Challenges of managing remote teams
Working from home seems normal these days, but many organizations didn’t have remote work on their radar until the global pandemic forced them to.
Before we get to the remote management strategies, let’s see some key challenges faced by leaders and their team members when adapting to this new way of working.
Shifting to a new structure
Human beings are creatures of habit. From that morning commute to the evening snack, our daily work routines have probably been pretty consistent.
When you and your team members start working remotely, everything can get upside down. You are forced to establish a new routine, along with juggling your personal and professional duties outside the office, factory, or wherever you used to work before.
Plus, it doesn’t help that you are now supposed to deal with a lot of new virtual tools, communication methods, and remote work policies. No wonder managing remote teams seems overwhelming.
Adopting tech-based communication
Facing an issue, or need a second opinion on something? Just go to your nearest team member and sort it all out in a second.
This is possible in an office, but may feel like a distant dream in today’s remote working environment, too good to be true!
In fact, 45% of employees worry over not seeing their team members in person because of remote work, and 34% have doubts about their ability to collaborate virtually. Ensuring you're providing a good digital employe experience is key.
As communication moves to technologies such as email and instant messaging, managers and their team members are finding it hard to get the answers they need in time.
Juggling productive and personal time
Personal time at home. Work on site. It has been a simple rule to follow. When you work from an office, there’s a clear line between your professional and personal life, at least more straightforward than the boundaries set by remote work.
With remote work, the lines are blurred. It’s easy for the personal responsibilities to distract you from your work, or for your work to eat up your family time. So both managers and their employees are faced with the issue of striking a balance between the two.
Building trust and rapport
When managing remote teams, you want to keep your team members assured that you are available to lead and support them. And that you’re in touch with their concerns, needs, and suggestions.
But when everyone is struggling to communicate efficiently, it gets increasingly difficult to do that. And with no visible body language and non-verbal cues, you may not get an accurate sense of their level of engagement, feelings, and emotional well-being.
We don’t mean to scare you with a laundry list of challenges of leading remote teams. But rather to drill down the fact that you’ll need to really pull up your sleeves for the job. To truly manage and engage remote teams, you should be ready to work harder than ever, which brings us to the next section.
Best practices for managing remote teams
Ready to learn the tips and tricks to manage remote teams the right way? Here’s how to get the best results from your remote employees.
1. Establish clear expectations
34% of remote workers worldwide say that transparency from leadership triggers a deep sense of connectedness at work. And a big part of transparency is setting clear rules and regulations for your team members.
When managing remote teams, it’s important to set boundaries and expectations that your team members are supposed to work with. For example, random video meetings may get awkward for some employees if they weren’t expecting them.
So you need to let your team members know exactly how you plan to manage them from a distance. This includes communicating the following:
Values and behaviors that shape the company culture
Remote work procedures
Guidelines specific to their project
Communication style guides
Expectations regarding workload and availability
The best way to start implementing work expectations when managing virtual teams is to have a kick-off meeting to introduce all the policies and procedures. Then keep reinforcing them in regular weekly and monthly meetings.
2. Implement the right communication channels
Email has its place. But there are many different types of communication, not all of which are best-suited for emails. These include:
Status updates
Frequently used resources for team members
Project schedule and deadlines
Troubleshooting guide for common problems
Because of this, picking the right communication channels is crucial for managing remote teams.
For example, depending on the nature of communication, you may also want to use channels like instant messaging, virtual meetings, or cloud sharing from time to time. And if you want to limit the use of random video calls, you can establish email and online chat as the main communication channels for your team.
Avoid having too many different tools and channels as they can overwhelm your team and allow important messages to slip through the cracks. It’s better to use a single communication platform or employee engagement tool that consists of multiple communication streams.
Blink, for example, is a mobile app that allows team members to communicate via a social-media-style feed, instant messaging, and cloud-based document sharing — all from one place.
3. Set regular check-in times
When your team is working from an office, it’s easy to check in regularly with the whole group as well as individual team members. But don’t think you can’t do the same with remote teams.
In fact, if your team has just started working remotely, you might need to schedule extra check-ins until the team members have adapted successfully to the new routine. Then scale back based on what works for your team and the given workload.
For example, start with a daily meeting of 15-20 minutes. Go around in a circle and give each worker a chance to talk about their plan for the day, any issues they have, and what they need from other team members.
4. Invest in mental health and well-being
According to World Health Organization (WHO), anxiety and depression lead to productivity losses that cost the world $1 trillion annually.
Not just that. For every $1 that goes into workers’ mental health, there’s a return of $4 in terms of employee health and productivity.
When your team members are working remotely, their mental health should be an even higher priority for you than what it was in the office. Because with remote team management, you don’t have as many opportunities to identify what emotional challenges your workers are struggling with.
For example, some employees may find it easier to adapt to remote working and maintain sound health than others. And for the ones that don’t, you’ll need to identify and support them as per their needs. Some ways to do that include:
Appointing a psychotherapist the employees can talk to
Sharing guidelines and resources for self-care
Encouraging workers to take frequent breaks
5. Celebrate both small and big wins
Achieving milestones together is what makes your team, a team. So when managing virtual teams, don’t let the physical distance come in the way of celebrating and rewarding accomplishments.
Celebrating successes will encourage your remote employees and motivate them to keep doing their best work. For example, you can host virtual parties, get a gift delivered to a team member’s doorstep, or give a bonus day off.
Also, don’t postpone a celebration in your wait for achieving something big. Even short-term successes count, especially when managing remote teams. Otherwise, your team members can easily feel discouraged.
6. Document everything
Managing remote teams can get real complicated, real fast. As you take your project activities from the physical world to a virtual environment, many key steps and tasks can slip through the cracks.
So for effective remote team management, it’s not enough to have the workflows, roles, and processes just in your head. The best way to retain and enhance team productivity is to document as much as possible and make the documentation easily accessible for all remote employees.
Create detailed documents that provide step-by-step breakdowns of all the things the team needs to get done, when to do them, and who is responsible for the work items. For example:
Checklists and templates for routine tasks
Playbooks that go deep into project protocols and procedures
Flow charts showing what actions to take in dynamic circumstances
Forms to record key information and instructions to fill them properly
To make sure your team can refer to these documents as needed, put them on a shared storage platform and set permissions for team members to access at any time. This will reduce bottlenecks and get the team members to complete their tasks efficiently.
7. Provide socializing opportunities
According to a Buffer survey, 20% of remote workers go through a heightened sense of loneliness, and another 20% find it difficult to collaborate and communicate.
So it’s vital to encourage social interactions among remote teams. You need to proactively create time and opportunities for employees to connect and socialize with one another.
Some of the best ways to do that include virtual hangouts, joint brainstorming sessions, morning coffee standups, online lunch and learns, and team-building games.
Conclusion: managing remote teams like a pro
As you can see, managing remote teams is not a piece of cake. It requires you to keep a close eye on not just the progress of tasks and project goals, but also team members’ emotional well-being and their relationships with one another.
No doubt, you’ll need to step up as a leader in some big ways. Some of the remote team management strategies we have covered may already be familiar to you, while others will need you to go out of your comfort zone.
Regardless, if you’re serious enough to be reading this article, we’re confident that you can handle managing remote teams with flying colors. So start following these best practices today, and see the difference they make in your remote team’s performance.
Plus, as we said earlier, consider using an all-in-one communication app that can make collaboration easy and bring team members together despite the physical distance that comes with remote work. Book a free blink demo.
Blink and Workvivo have a lot of similar features. So how do these employee communication platforms stack up against each other? And which is the best choice for your organization?
With so many employee communications platforms out there, finding the right fit for your team can be a daunting task.
Today, we’ll take a closer look at two industry frontrunners: Blink and Workvivo. Both of these platforms are designed to enhance collaboration, streamline communication, and foster a sense of community within organizations. They also act as a digital hub, giving employees access to all of the tools and resources they need to do their jobs well.
But which of these modern intranet solutions best supports your business to meet its needs and goals? Let’s take a closer look at key features, functionalities, and more to help you make an informed decision.
What is Blink?
Blink is the leading mobile-first employee experience platform, designed for frontline organizations. It’s a modern intranet, where employees can access company comms and essential workplace resources from their smartphones.
Chatting with colleagues. Signing up for shifts. Responding to the latest poll. Viewing pay stubs. Celebrating a coworker’s company anniversary. Employees can do all this and more with Blink’s comprehensive employee app.
With a range of communication, recognition, engagement, and social features — all available via a user-friendly interface — Blink helps employees feel closer to company culture and one another.
What is Workvivo?
Like Blink, Workvivo is an employee communications app. The company was established in 2017 and was acquired by Zoom in 2023.
Workvivo is an all-in-one tool for workplace communication and collaboration. Social media-style functionalities, such as podcasting, keeps employees engaged.
Blink vs. Workvivo: What are the similarities?
Internal communications
Communication channels
Both Blink and Workvivo help to streamline company communications. Messages from management. Co-worker conversations. Leadership updates. All types of communication are supported thanks to a variety of channels, including a newsfeed, mobile notifications, videos, and livestreams. Workvivo customers can also create articles, newsletters, and podcasts from within the platform.
News feed
A news feed is another thing these platforms have in common. Admins can personalize Blink’s News Feed, which serves as users’ homepage, based on each employee’s team, interests, and role. This ensures employees only see relevant comms. Because employees can also filter the news feed, it’s easy for them to find the information they’re looking for.
Chat functions
Both platforms have similar chat features that are useful for teamwork and project management. Employees can chat and share files, GIFs, images, and videos. In Blink, chat functions are a core pillar of the platform. Workvivo, on the other hand, relies on integrations with Microsoft Teams and Slack. A chat add-on is available but this comes at an additional cost.
Video conferencing
When only face-to-face communication will do, Blink and Workvivo both provide useful video conferencing tools. Teams working on either platform can start a video call right from their chat group. Workvivo does this through its Zoom video app. Blink integrates with Zoom, Google Meet, and Microsoft Teams, giving customers the option to use their preferred video conferencing software.
AI comms support
With Blink Assist, users get AI support when creating and sharing content. Your AI assistant can automatically generate and improve posts, helping you to better connect with your audience. Users can also use AI to summarize posts that have appeared in the news feed. This means you can stay up to date without having to read every single post. Workvivo, working with Zoom, is beginning to introduce generative AI features.
Blink and Workvivo both support employee engagement. They provide two-way communication tools and support employee recognition with milestone celebrations and appreciation shout-outs. Both platforms also aid the onboarding process, with employee directories, a resource hub, and new starter video introductions.
These solutions provide tools for feedback collection, like pulse survey check-ins and employee NPS (net promoter score) surveys. Blink, in particular, provides rich survey functionality. Compared to Workvivo, Blink provides a greater variety of surveys and question types. This allows you to collect in-depth data and then use feedback analysis tools to examine that data on a granular level.
When it comes to encouraging employee engagement on the Blink platform, Blink’s customer success managers (CSMs) are on hand. Clients work with a dedicated CSM to optimize adoption and engagement.
A digital hub
Workvivo serves as a digital hub where companies can store and share documents and resources. This hub integrates with other tools in an organization’s tech stack. It’s possible to create wiki pages for collaboration and to launch other apps from within the platform.
Similarly, Blink offers a modern intranet, accessible on both desktop and mobile. Users can access important tools, documents, forms, and information, directly from the app. They can also launch other apps from within the platform thanks to a secure single sign-on. This encourages user adoption of existing software and streamlines the employee experience (EX).
Blink was purpose-built from the ground up to enhance internal communications and improve the employee experience, and that has always been our sole mission.
For companies impacted by Meta’s recent decision to sunset Workplace, this is a crucial distinction. Meta’s shift in focus away from Workplace to other business areas highlights the risk of relying on platforms that are not core to a company’s strategic direction.
Organizations partnering with Blink are choosing a vendor whose entire focus is dedicated to success in employee engagement and communication. We continuously invest in our platform, ensuring that it remains a leading solution for internal comms and employee experience.
Unlike Workvivo, which — like Workplace — is just one part of a much larger parent company’s diverse offerings, Blink’s platform isn’t just a feature among many — it’s the heartbeat of our business.
Frontline-first
Both Blink and Workvivo have a mobile app that employees can access from their smartphones. These are user-friendly spaces that employees find easy to navigate. And these apps are comprehensive, offering many of the same features on desktop and mobile versions of the platform.
However, Blink offers some features and services that particularly benefit a frontline workforce. These frontline-focused features and services include the following:
Feeds and chats are cached for offline reading so a poor or non-existent internet connection doesn’t prevent employees from engaging with the app
Workers can select a “do not disturb” setting so they’re not bothered by notifications when they’re at home or trying to rest after a night shift
Blink’s Open Shifts micro-app allows managers to advertise empty shifts and employees to volunteer for them
Blink’s rollout team offers unparalleled support during the launch period, providing branded materials and visiting sites to help people gain access to the app
While Workvivo may be a better fit for a desk-based organization, Blink’s deep understanding of frontline teams and their needs makes this platform an excellent choice for frontline businesses.
Analytics
Workvivo offers robust analytics capabilities to track and measure employee usage data. Organizations can gain insight into platform usage and then make data-driven decisions to manage platform performance. This functionality is available for an additional fee.
Like Workvivo, Blink’s enhanced workforce analytics feature provides comprehensive usage data. But Blink goes beyond usage.
Blink analytics collate and correlate from multiple data points to provide a breadth of insight into your workforce. You can drill down into the data, examining results by department, manager, and location to get deeper, actionable insight.
Your dedicated CSM can then help you turn actionable insights into action plans. These can be distributed automatically via Blink comms channels, helping you to implement your plan and track results.
Customization
Both Blink and Workvivo allow you to add your own branding to the platform. But Blink offers more in terms of customization.
Blink provides a white-label app for full brand personalization. For larger, multinational organizations, you can also create a federated platform, with personalized branding for each region. You can compartmentalize other features, like the news feed and user directory, too. In Workvivo, colors, icons, and logos are set globally.
While the offering of out-of-the-box integrations is comparable across both products, Blink also provides deeper integrations through customized micro-apps scoped and built for each customer.
These micro-apps allow you to add functionality to the platform as you need it. You can use Blink’s pre-built digital forms to digitize and streamline processes for employees. For example, employees can use the app to request leave, view their pay stubs, or report an incident. And if you don’t see a form that quite fits your needs, you can count on the Blink team to custom-make one.
Content management
Both Workvivo and Blink offer useful content management features. It’s easy for admins to set permissions and for content creators to create and publish new content. On Blink’s app, creators can protect sensitive content so readers have to authenticate before accessing it. Blink can also integrate with design tools like Canva, which helps users create effective page layouts.
In comparison, Workvivo offers a variety of content management tools. For example, users can auto-archive content by setting an expiration date for each type of content. Publishers can also opt to receive notifications when content has expired.
Translation capabilities are also a little more robust on Workvivo. In Blink, users can set their language and choose to auto-translate comments, posts, and pages so that other users can read them in their native language. In Workvivo, content creators can take this a step further by writing content in their own language and then select the languages it should be automatically translated into. This can come in particularly handy for large, multilingual teams.
Blink and Workvivo both support organizations in their internal communication and employee engagement efforts. They act as a modern intranet, with both desktop and mobile app versions that help companies reach all members of the workforce, no matter where they’re based.
Workvivo has the edge when it comes to certain capabilities, like translation. But Blink makes a great Workvivo alternative, particularly when it comes to personalization, analytics, and custom functionality.
Blink is also the go-to platform for frontline organizations. Built specifically to improve the work lives of deskless employees, Blink makes it easy for companies to encourage app adoption and engagement. It helps frontline workers feel more connected to their coworkers and company culture. It also puts all essential tools at their fingertips, improving efficiency and safety.
Want to find out what Blink could do for your frontline organization? Book your free demo today to see for yourself.
The digital revolution has reinvented how workers interact with their colleagues, customers, and their employers. But not all workers have felt the impact equally. Most office workers today have access to more digital platforms and tools than they can manage. But for the millions of deskless, frontline workers in industries like healthcare, transit, logistics, and retail, they have the opposite problem, often lacking access to basic corporate tools like email.
Many employers find themselves in a Goldilocks situation—some workers have too many digital tools to manage while some workers have access to too few. In both cases, the impact can mean employees are more frustrated and less engaged with work.
In this article, we’ll break down the challenge office workers face with so many tools available to them. Then, we’ll talk about how Blink is helping frontline organizations avoid the same challenges with our “digital front door” approach to our employee app.
More tools doesn’t always make for a better employee experience
If you ask an economist, they’ll tell you that, thanks in large part to advances in technology, productivity in countries like the U.S. has increased steadily this century. In the U.S., for example, labor productivity is up 1.5% per year since 2000—meaning that workers “produced 60 percent more ‘stuff’ and only increased their hours worked by 10 percent” during that period. As more employees in the workforce come to rely on computers, mobile phones, and applications to get their jobs done, productivity will continue to climb.
But when you ask office workers how the proliferation of technology is impacting their jobs, you’ll likely find a slightly different story. According to research, employees feel overwhelmed by new technology as much as they find it helping them. In fact, 96% say workplace tools aren’t helping them to keep up in their jobs because the “workplace tools are not addressing the root cause of the problems, and employees want tools that help them work smarter, not harder.”
According to that same research, one of the biggest issues (for 26% of workers) comes from “app switching,” with workers saying that they would prefer to have access to everything they need within one solution. A similar survey from Asana found that “21% of respondents agreed that flicking between apps had made them less efficient at their job.”
What, exactly, is behind the frustration with app switching, though? Why is productivity up for businesses but office workers themselves feel less productive? Let’s take a look at some of the factors.
1. There are more tools than ever that workers need to manage
Gartner found that, between 2019 and 2023, the average number of applications that knowledge workers need to do their jobs has nearly doubled, from 6 to 11, with some using 26 or more. That number doesn’t include the HR, scheduling, payroll, survey, and learning tools that workers need to manage as well. All of that adds up to a lot of needless switching between apps and a multitude of passwords to keep track of.
2. More tools means more notifications
Every tool and application is sending a constant stream of notifications to workers’ phones and email inboxes. Despite—or sometimes because of—the large number of notifications, 36% of workers are still missing or failing to notice important updates because of the number of applications used and the amount of information they’re being exposed to.
3. Tools don’t work together as seamlessly as workers would like
Whether it’s constantly having to login to different platforms or having to put the same information into multiple tools, workers are feeling frustrated by the challenges of managing so many tools. Sure, there are technological solutions such as API integrations and single sign-on that make juggling so many tools easier for workers. But, it can still feel like the incompatibility across different tools and the constant app switching is negating the productivity benefits of the tools themselves.
4. Burnout is bringing down engagement and productivity
Despite technology making employees’ jobs easier, the employee experience hasn’t necessarily improved alongside. When workers feel overworked and don’t get personal satisfaction out of their jobs, the end result for many is burnout. In 2023, 65% of employees reported suffering from burnout, which is impacting employee performance and retention for many employers.
How the “digital front door” makes for a better experience
Blink’s employee app was developed for the frontline organization. We know how challenging it can be to bring a deskless, email-less workforce into the digital age. Rather than developing Blink as a standalone app for frontline workers, we’ve built Blink to be the digital front door for the entire workforce.
What does a digital front door do and why does it matter?
Think of every app your employees use as a house. When knowledge workers get frustrated with app switching, it’s because they have to travel to a new house, unlock that house, and move stuff between houses.
Blink takes all of those detached homes and makes them rooms in the same house. Workers only have to walk through one front door to access all of the critical tools and systems they need—from scheduling and pay stubs, to HRIS and benefits, to internal communications and training modules.
That’s why we like to call Blink the employee super-app. It’s not just a place for workers to communicate. It’s not just an intranet. It’s not just a feed for important updates. It puts all of this and more into one personalized app experience that is accessible through any mobile device.
How Blink makes the digital front door work for frontline organizations
In today’s world, security concerns mean that a lack of a corporate email would typically keep frontline workers from using many corporate tools. Another concern is the added cost: whether it’s the cost of managing thousands of extra email accounts for frontline workers or the risk of low adoption rates for expensive tools.
Blink’s solution to these challenges is what creates our digital front door approach and helps elevate Blink from employee app to employee super app. Here are the three things Blink does differently to help bring frontline organizations into the digital workplace:
1. Solving the identity challenge
Identity and access management is critical for a secure technology stack, and it usually revolves around a work email address. No email is no problem for us, however: Blink can act as an Identity Provider.
By providing an identity to frontline workers, Blink can integrate with any third-party application that supports the SAML 2.0 authentication standard.
This allows deskless workers to effortlessly authenticate and have their accounts automatically provisioned on third-party applications—without asking workers to juggle multiple usernames, passwords, and applications.
Extra security can be added to Blink through biometric verification and enforcing minimum OS requirements for access to tools via the Blink Hub.
2. Leveraging existing IAM solutions
For companies who have existing identity access management systems like Okta or Azure, employees can still access third-party tools and systems via Blink while using the existing IAM tools to authenticate.
By linking directly into relevant sections of the workplace tools that are already part of your identity infrastructure, Blink can create a secure and cohesive experience for your entire workforce.
Thanks to deep links between Blink and the third-party tools, workers can focus on their task at hand, such as “Request time off” or “View payslip,” without worrying what application they need to open. Blink handles it all and takes them directly to the action in the third-party app.
See how the digital front door could benefit your frontline workforce
The goal of the digital front door approach is to make a seamless and efficient experience for workers to interact with the digital workspace. For frontline workers who have historically lacked access to many tools and platforms, Blink flattens the learning curve and helps avoid the frustration and burnout that many of their office-based colleagues have experienced.
If you’re looking to bring the benefits of the digital workplace to your frontline workforce, sign up for a personalized demo of Blink’s employee super app today.
Working remotely hasn’t stopped Jessica from immersing herself in Blink’s vibrant culture. As a solution consultant for our US enterprise accounts, she’s been making waves since joining over two years ago. Whether visiting our Boston or London offices — or collaborating from her home in Pennsylvania — Jessica loves Blink’s agile, innovative, and positive environment.
Which Blink office do you work out of?
I'm one of the few fully remote employees, but I’ve still managed to visit both offices. I go to Boston more often — probably three or four times so far — and I’ve been to London twice. I’m based in Pennsylvania, roughly in the middle between Philadelphia and New York City.
I lived in New York City for ten years, but now I have three young kids, so we needed more space. Right now, for example, it's snowing outside and there are deer in my front yard — quite a change from the city!
What's your position at Blink?
I'm a solution consultant for enterprise accounts in the US.
How long have you been at Blink?
Just over 2 years now.
What initially attracted you to join Blink?
What drew me to Blink was partly the people I knew here — people I really respected. I thought if they were at this place called Blink, then I should be here, too. On top of that, Blink’s overall mission resonated with me. I’ve been selling software for a long time, usually to IT departments, and I never really saw the broader impact beyond making some people more productive.
But hearing how Blink improves the lives of frontline workers, who often receive little support — especially after everything that happened with COVID — made me realize how crucial they are. Unfortunately, many companies aren’t investing much in improving their experience, and that’s what we’re aiming to change: enhancing their work lives.
What's a project you are proud of from your time at Blink?
I have to say, there’s a major deal I worked on (which we haven’t announced yet) that was incredibly exciting from start to finish. I felt like we were entering the next phase of Blink. Just the fact that this huge company even considered us — and ultimately chose us — was amazing.
I loved seeing the teamwork and effort everyone poured in. At some point, every single team played a role — marketing, product, implementation, sales, pre-sales, legal, and more. So many people came together, and it was really fun to witness. It took about six months, with hundreds of meetings and around 20 demos — truly unbelievable.
How would you describe the company culture at Blink in 3 words?
I would say it's fast-paced, super-positive — which you don't see everywhere — and agile.
I chose “super-positive” because everyone is always open and happy. You never join a meeting — whether it’s an internal call or a customer call — without seeing smiles on people’s faces. Even though everyone’s busy, they’re still great to talk to and easy to connect with.
People here are also eager to help, and I think our customers pick up on that. They know we’re not just going to deliver reliable work — we’re going to brighten their workday, too. That positivity really carries over into our relationships with them.
What's one thing you're excited about for the future of Blink?
I'm excited to see how quickly we're growing in the US and how we'll continue to expand. I’m also really thrilled about what we've already accomplished and what we’re planning to do in retail and hospitality.
When I first joined Blink, we only had a handful of customers in that sector — some of them quite small. Now, seeing what we've achieved, what we're currently doing, and what we have planned for the future is incredibly exciting, especially in that space.
We've done amazing work in transit and healthcare so far, but retail and hospitality brands are more widely recognizable. I feel like this will bring greater awareness to all the good Blink is doing, and more people will hear about it simply because they can relate more to these public-facing companies.
Can you tell us about a recent initiative or program launch at Blink that you found particularly exciting?
Our internal 12 days of Blinkmas gifts campaign was amazing — I’ve never seen another company do anything like it! The gifts were great, and I loved how excited everyone was to participate. I looked forward to it every morning, eager to see who won the previous day’s gift and what the newest gift was. It really made the lead-up to the holidays special.
I actually ended up winning a really cool prize: a donation to a charity of my choice. I chose a local charity that helps families in Bucks County, where I live in Pennsylvania.
Why do you work for Blink?
I love the people here — my daily team, my manager, and the fact that I can easily reach out to anyone in another department when I need something. I always know exactly who to contact, and they typically respond quickly, no matter the time of day. It’s a refreshing change from bigger companies, where requests can just vanish. At Blink, everything gets done efficiently.
I also work here because our product is amazing. I’m in it day in and day out, and it’s so fun to envision solutions for our customers — our product is incredibly straightforward to use. I’m impressed by how fast we roll out new features and develop enhancements, whether it’s based on our own plans or customer feedback. I’ve never been at a company that does it so quickly and so well. We work together to figure out what’s best for the next phase of Blink, always keeping our customers’ needs at the center.
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