You rolled out Workday. Now what?
You’ve invested in Workday. Rolled it out. Trained your teams. And yet… usage is lagging.
Sound familiar?
You’re not alone — research shows workplace technology users on average use only 40% of available software features, and Workday is no exception. Why? Because people don’t engage with systems that feel disconnected from their daily flow. Especially frontline employees, who rarely check email and are lucky if they remember their login.
Workday is a powerful system of record. But without the right engagement layer — the employee-facing experience that wraps around it — even the best deployment can fall flat.
Here’s the good news: You don’t need to rip and replace anything. You just need to bridge the gap between people and process.
These five strategies help make that happen — improving team collaboration, streamlining employee communication, and getting your employees to not just use Workday… but actually like it.
#1. Sync comms with key Workday moments
The right message at the wrong time? Still the wrong message.
One of the easiest ways to boost employee engagement is by aligning your internal communication with key employee milestones in Workday. Think: performance review deadlines, open enrollment windows, pay stub releases, or timecard due dates. These aren’t just tasks — they’re moments that matter most across the employee lifecycle.
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By syncing your engagement platform with Workday’s calendar and events, you can deliver perfectly timed nudges right when action is needed. Not just generic blasts or reminder emails, but targeted alerts that actually get read.
Pro tip: Use features like countdown timers, pop-up alerts, or chatbot reminders via Blink to drive timely action. A pop-up reminder about employee scheduling or a push notification that says, “Your new L&D goal just dropped — tap to complete it in Workday” goes a lot further than a newsletter blurb.
This strategy improves task completion rates, reduces HR follow-ups, and helps employees feel more in control of their work lives — especially when those nudges are sent in real time and on mobile apps.
This kind of proactive, targeted, and effective communication supports better team collaboration and keeps everyone aligned around shared timelines and responsibilities.
#2. Turn super users into Workday Champions
If you’re the only one answering Workday questions, it’s time to build a squad.
Every company has a few people who just “get it.” The ones others ping when they’re stuck trying to change their tax withholding or book vacation time. These internal experts are gold — so why not put them front and center?
Empower your internal “Workday Champions” by giving them visibility and a voice on your employee communications tool. Use Blink to create a space where they can host 5-minute tip sessions, answer FAQs, or even stream quick AMAs (ask me anything) via live video.
This does two things:
- Normalizes learning: People are more likely to ask questions when it feels informal and peer-led.
- Scales support: Your HR and IT teams will thank you.
When employees see their peers confidently navigating Workday, it makes the system feel less intimidating and more human.
This strategy supports both employee communication and team collaboration as well as builds employee confidence — creating a feedback-friendly, resource-rich environment without adding to the HR workload.
#3. Make Workday training mobile, snackable, and on-demand
No one wants a 52-slide deck on how to submit expenses.
Traditional training content doesn’t cut it — especially for busy, distributed teams. If you want people to actually learn how to use Workday, meet them where they are (hint: it’s on their phones) and make it simple.
Break Workday actions into short, mobile-friendly formats:
- 60-second walkthrough videos
- GIF tutorials
- Step-by-step mobile cards
- A weekly “Workday Tip of the Week” drop in your internal feed
Not only does this make learning more engaging, but it also ensures your content is reusable and evergreen. Employees can access what they need in the flow of work, when they need it — no login gymnastics required.
With Blink, you can embed these learning moments directly in your employee app, right alongside other comms. It’s Workday training — without the friction.
Helping employees engage with Workday in a modern, mobile-first way reduces the learning curve and makes Workday integration a part of their daily flow.
#4. Eliminate access friction (seriously, just log them in)
If logging in feels like a quest, you’ve already lost.
We’ve seen it time and time again: Workday rollout, check. Training sessions, check. But employees still aren’t engaging. Why?
Because they can’t remember their login. Or the password expired. Or they don’t want to click through six tabs to get to their payslip.
Authentication friction is one of the biggest blockers to Workday adoption — especially for frontline workers or hourly employees. If you want to fix that fast, start with access.
With Blink as your easy-to-use employee app for all, you can simplify Workday user provisioning using features like:
- Single sign-on (SSO)
- Biometric authentication
- Deep links that take employees right to the task
The result? One tap and they’re in.
We recommend running a campaign around it — something like “One click. You’re in.” — to show how simple it really is.
And don’t stop there: Track where people drop off, monitor login data, and keep refining your approach. If the front door doesn’t work, no one’s coming inside.
Making Workday user provisioning seamless removes one of the biggest engagement roadblocks and gives your frontline teams easy, secure access to the most important modern tools in your digital workplace.
#5. Build feedback loops that close — not collect dust
If you don’t ask, you won’t know. But if you don’t act, no one will bother telling you.
The final — and arguably most important — tip: Create a feedback loop inside your Workday experience. Don’t wait for the annual engagement survey to find out your time-off workflow is a nightmare. Ask early, and often.
Embed micro-feedback moments directly in the experience:
- After a Workday task is completed, prompt a quick emoji reaction or two-question pulse
- Drop a “How was that?” prompt after a new feature launches
- Create space for open suggestions in your internal communications feed
To boost participation, try light gamification — weekly raffles, team shoutouts, or digital badges for high-response departments.
Employees who feel heard are far more likely to engage with the system. Even more so when they see visible changes based on their feedback.
With Blink, you can launch surveys in seconds, analyze the results, and close the loop without ever leaving the platform.
A feedback-powered employee communication strategy helps optimize your Workday integration strategy and continuously improves system usability.
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Final thoughts: Workday is the engine. Blink is the ignition.
Your Workday implementation is a huge step forward. But the real magic happens when employees use it — and love it.
These five strategies aren’t rocket science. They’re simple, tactical moves that layer human-centered engagement on top of your existing setup:
- Timed comms tied to real tasks
- Peer-led support and live learning
- Mobile, snackable training
- Frictionless access to workplace tools
- Employee feedback that closes the loop
With Blink as Workday’s #1 employee experience platform integration, serving as a timely engagement layer, you unlock the full value of Workday — for every employee, not just the ones with a laptop.
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From native Workday integrations to simplified user provisioning, we help make your rollout stick — and your people stick around.
Blink. And supercharge your Workday experience.
