A new dawn for digital employee experience

Blink wins ClearBox Choice award for the second year running

Blink has been named one of the top intranet platforms by ClearBox in the latest update of the 2024 Intranet and Employee Experience Platforms report. Every year, the intranet consultancy takes an in-depth look at the intranet market, comparing available solutions and awarding the best intranet providers.

Here’s a snippet of what ClearBox had to say about Blink:

“The focus Blink places on the deskless audience is among the best we’ve seen in this report and makes a compelling choice for organizations with a frontline-heavy workforce.” — ClearBox Consulting

Let’s take a closer look at the ClearBox report and its review of Blink.

About ClearBox

ClearBox Consulting is an independent intranet consultancy that helps organizations find intranet solutions that meet their needs. It’s a vendor-neutral company that prides itself on giving honest, impartial advice. Previous clients include big names like Unilever, PlayStation, GlaxoSmithKline, and Bayer.

About the report

Every year, ClearBox compares 20 leading intranet vendors and their products, scoring them on eight criteria. It then releases a report to detail its findings. As part of the report, ClearBox highlights standout intranet vendors, giving them a ClearBox Choice Award. In 2024, Blink was among the award-winners for the second year running.

What does the report assess?

ClearBox evaluates every product against eight criteria. Criteria include user experience and visual appeal, community and engagement, publishing and communications management, and mobile and frontline support.

The organization also seeks customer opinions on the product and customer support from the vendor. It looks at information on pricing and each vendor’s development roadmap too.  

You can take a look at the full report here: The 2024 ClearBox Intranet Report

Blink’s mobile-first intranet: The ClearBox review

ClearBox describes Blink as “a frontline-focused, mobile-first product that understands its target audience perfectly.”

The report praises Blink’s community and engagement features, its approach to integrations, and its ability to support two-way employee communications. ClearBox gives Blink particularly high scores in the following areas:

• Mobile and frontline support
• User experience and visual appeal
• Community and engagement

Here, we look at each of these criteria in more detail.

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Mobile and frontline support

Blink was the only software provider in the ClearBox report to score maximum points for this criterion. Staffbase comes close. But achieving the same mobile and frontline support as Blink comes at an additional fee for Staffbase customers.

Blink was built with the frontline workforce front of mind. We wanted to create a tool that leveled the playing field, giving deskless workers equal access to internal communications and company resources.

Employees can log onto our mobile-first platform via smartphone — they don’t need a desktop computer or a company email address. Via a user-friendly interface, they can then access everything they need to thrive in their roles. This boosts employee engagement and the frontline employee experience.

User experience and visual appeal

For user experience and visual appeal, Blink gets a near perfect score — and ties with Omnia and Staffbase for its out-of-the-box offering.

ClearBox highlights Blink’s highly effective mobile user experience and straightforward navigation. The report also references Blink’s excellent branding and design options, along with the social-media-style experience it provides for users.

We know that social media provides an excellent user experience. So, with Blink, you get a comprehensive company news feed that you can fill with interactive, multimedia content. Organizations can also share real-time updates and employee-generated content across Blink Stories.

Community and engagement

ClearBox highlights Blink’s focus on community and people. It also praises the wide range of engaging features Blink includes as standard. These include employee surveys, a range of communication channels, and employee recognition tools.

The ClearBox report also talks about Blink Journeys. Admins can create tailored content pathways for employees, triggering the right content at the right time in the employee lifecycle. This ensures relevant and engaging content that is personalized to every user.  

Employees can also join Communities — spaces where workers can unite around shared interests — to find like-minded co-workers and develop a deeper sense of belonging.

Some more highlights from the ClearBox report

Here’s what else ClearBox had to say about Blink:

“Blink was designed with the frontline in mind and the focus on a mobile-first experience is clear throughout. Blink is an excellent app product and one of the best we’ve reviewed in this report.”

“[Blink is] easy to use and quick to navigate, making communications, reference materials, and tools easy to find.

“Blink offers organizations alternatives to shadow technology like WhatsApp, while also providing easy access to business tools without the need for employees to download multiple apps.”

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And here’s what customers interviewed by ClearBox said about their experience with Blink:

“Blink has drastically improved the way we communicate with our team members. In a recent survey, [employees] already feel more listened to and this is all down to Blink.”

“[Blink] is amazing. They partner with us to complete projects or work through any desired improvements as they are able. Great partner to work with!”

Why choose Blink?

Blink is the leading mobile-first employee experience platform. It gives admins all the tools they need to share critical messages and build a strong company culture. It allows frontline and desk-based workers to join the conversation, build workplace relationships, and find the information they need to do their jobs well.

Today, most of your company’s vital documents live digitally. From benefits plan statements to the potluck sign-up — paper is a thing of the past. 

When you tally everything an employee accesses online, it’s easy to see how content can be a lot to manage. That’s why companies need a way to aggregate, manage, and share all of their internal information. 

They often use a combination of platforms to get the job done, but this can be confusing and inefficient. 

For that reason, more companies are moving towards a single unified intranet CMS software that can act as a single resource for content management. 

An intranet content management system boosts communication, improves productivity, and allows workplaces to function remotely. Plus, research shows that companies with strong internal social networks are 7% more productive.

If you’re in the market for the best CMS for intranet, take a look at our recommendations below.

The best CMS intranet for 2023 roundup:

1. Blink

Blink is an employee intranet with many features, making it a great choice for companies looking for an all-in-one solution for their internal communication needs. 

The content management hub is a sleek, mobile-first design, and the software is easy to set up and onboard without extensive IT or training teams. 

Features:

• CMS Hub for documents 
• Content feed 
• Business chat
• People directory
• Micro-app functionalities

Best intranet CMS software for: All-in-one frontline communication.

Price: Plans start at $3.40/user/month.

2. SharePoint

SharePoint is Microsoft’s intranet offering, making it a great choice for teams who already heavily rely on Office Suite tools. 

SharePoint leverages internal websites to host content pages and team resources. It’s a powerful content management tool that works well for large companies looking for a robust CMS but could be overly complex for smaller organizations. 

Features: 

• Document library
• Information rights management
• Project management server and timelines
• Team-based content websites
• Cloud or on-site data storage
• Company news page

Best intranet CMS software for: Enterprise content management.

Price: Plans start at $5/user/month.

3. Glasscubes

Glasscubes provides a cloud-based platform for employees to collaborate and share files. Users can send messages to others or attach files to messages for further collaboration. 

The lightweight system is engaging and easy to use, perfect for companies looking for a straightforward, high-value CMS intranet that improves engagement. 

Features:

• Secure online file storage 
• No limitation in file type or size
• Internal chat 
• Activity feed
• Task management and scheduling

Best intranet CMS software for: Team collaboration.

Price: Plans start at $35/month.

4. Simpplr

Simpplr is a CMS employee intranet that prioritizes usability and social engagement. 

Packed with features like an AI-driven social feed, events calendar, and a newsletter, Simpplr is the choice for companies looking for feature-rich software that improves culture, communication, and engagement. 

Features:

• Employee intranet
• Employee blogs
• Employee profiles
• AI smart feed
• Newsletters
• Events calendar
• Social websites for teams
• User analytics

Best intranet CMS software for:  Engaging social teams.

Price: Available upon request.

5. OnSemble

Building off a 15-year history in intranet, OnSemble offers a well-rounded intranet platform designed for customer-centred organizations. 

The content management tool, employee forums, and leadership blogs engage workers and provide them with the resources to do their best work. Drag-and-drop page builders mean OnSemble can be relatively easy to customize for small to midsize organizations.

Features:

• Employee directory
• Content management
• Document search
• Forums
• Cloud or on-site data storage

Best intranet CMS software for: Customer-oriented organizations.

Price: Plans start at $6/user/month.

Final thoughts: The 5 best intranet CMS software in 2023

A content management system is an essential feature of your company’s intranet. With so much of today’s work taking place remotely or on mobile, having everything accessible boosts your employee’s engagement, supports a positive company culture, and increases productivity. 

There are many great intranet platforms out there, and what you choose will come down to your company’s size and needs.

If you’re looking for a simple solution that packs tons of engaging features into one affordable platform, give Blink a try. The mobile-first platform and modern design will work well for any team. 

Looking for a Unily alternative?

Unily is a powerful platform—but for many organizations, it’s overly complex, difficult to manage, and time-consuming to implement. From rigid intranet structures to costly customizations, it often demands heavy IT involvement just to get the basics right.

If you're looking for something easier to use, faster to roll out, and more engaging for employees, you're not alone.

In this guide, we cover the top 10 Unily alternatives—platforms that deliver the same core benefits (communication, connection, and culture) without the complications. Whether you're in HR, Comms, or IT, these options are worth considering for a modern employee experience.

Top 10 Unily alternatives in 2025

#1. Blink (Best overall Unily alternative)

Blink is the employee experience platform designed to eliminate the friction that comes with legacy intranets like Unily. Where Unily often requires months of setup and technical oversight, Blink delivers immediate impact with a consumer-grade UX, built-in tools, and zero learning curve.

Why Blink is the smarter choice:

• No IT bottlenecks: Blink is designed for self-serve teams—get started in weeks, not quarters.
• Mobile and desktop ready: Unlike Unily’s more rigid intranet framework, Blink works wherever your employees do.
• One simple platform: Comms, chat, surveys, document sharing, and app integrations—all in one place.
• Instant engagement: Push updates, target messages, and track results in real time without needing an admin army.

Pros:

• Rapid deployment and intuitive for any user
• Eliminates the complexity and silos of traditional intranets
• Higher adoption and engagement rates
• Streamlined pricing and low total cost of ownership

Cons:

• Fewer deep customization options compared to Unily (by design)

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#2. Staffbase

Staffbase offers an employee communications platform designed for corporate messaging and internal branding. It supports newsletter creation, a mobile app, and intranet functionality.

Pros:

• Strong employee app for internal comms
• Designed for global organizations
• Supports multiple languages

Cons:

• Requires training and onboarding time
• Some advanced features locked behind higher-tier pricing

#3. Firstup

Firstup is focused on employee journeys and automated campaigns. It’s especially suited for organizations with complex audience segments and large enterprise needs.

Pros:

• Advanced audience segmentation and targeting
• Automation capabilities for content delivery
  

Cons:

• May require dedicated resources to manage campaigns
• Less intuitive for smaller or mid-size companies
  
  

#4. Simpplr

Simpplr positions itself as a modern intranet platform with a clean design and AI-powered search. It’s focused on streamlining communication and enabling a sense of belonging.

Pros:

• Strong content discovery and search tools
• Integrated org charts and people directories

Cons:

• Pricing can be steep for growing teams
• Limited mobile functionality compared to other platforms

#5. Workvivo

Designed to blend communication with culture, Workvivo gives employees a platform to share stories, celebrate wins, and stay informed. It supports both leadership updates and peer-to-peer engagement. The interface feels familiar to social media, driving higher adoption.

Pros:

• Social-media-style interface
• Culture and engagement features built-in
  

Cons:

• Collaboration and productivity tools are limited
• Can feel more like an engagement layer than a full intranet
  
  

#6. Interact

Interact offers a feature-rich intranet solution with a strong focus on content governance and compliance. It’s ideal for organizations with strict security or industry regulations.

Pros:

• Rich permissions and content management controls
• Good for highly regulated industries
  

Cons:

• Can be complex to configure
• Slower time-to-value compared to more modern platforms
  
  

#7. Haiilo

Formerly Smarp, Haiilo is a social intranet and advocacy platform. It focuses on content sharing, social collaboration, and employee voice.

Pros:

• Social interaction features
• Integrates with Microsoft 365
  

Cons:

• Not a full digital workplace platform
• Focus is heavier on communication than productivity
  
  

#8. Microsoft SharePoint + Viva

If you're deeply invested in the Microsoft ecosystem, SharePoint paired with Viva can be turned into a digital employee experience platform—though it often requires heavy customization.

Pros:

• Seamless with Microsoft 365 apps
• Highly customizable with IT support
  

Cons:

• Often needs consultants or developers to manage
• User experience can feel clunky without Viva add-ons
  
  

#9. Jive (Aurea)

Jive is a legacy enterprise social platform with collaboration, communities, and knowledge-sharing tools. It remains a viable choice for large, complex organizations.

Pros:

• Good for internal communities and knowledge bases
• Mature platform with years of enterprise use
  

Cons:

• Outdated user experience
• Less support for mobile and modern UI
  
  

#10. LumApps

LumApps integrates directly with Google Workspace and Microsoft 365, offering a centralized hub for company knowledge, news, and social collaboration.

Pros:

• Strong integrations with cloud suites
• Personalization and targeting features
  

Cons:

• Requires IT involvement for deployment
• Learning curve for admins and content creators
  
  

Final thoughts

Unily has long been a popular choice for enterprise intranets, but today’s workforce needs faster, more flexible, and engaging tools. If you’re rethinking your digital employee experience, platforms like Blink offer a modern alternative that’s easier to deploy, simpler to manage, and proven to engage employees across the board.

Tumbleweed over on your new tech tool?

You launched the system. You hosted the training. But employees just aren’t using your new tech. If this sounds familiar, you’re not alone.

Across industries, companies are investing heavily in new digital tools — internal communication software, employee apps, intranets, and core HR systems like Workday. But while the technology is powerful, access and adoption often fall short — especially for frontline and deskless workers.

Before you blame the tech (or call IT in a panic), take a step back. The issue often isn’t the system itself. It’s what came before: employee confusion, a lack of buzz, a lack of buy-in.

If you’re struggling with software adoption, start by getting to know the real issues behind a lackluster launch.  

The adoption gap is a communication problem

Tools don’t tend to fail because the tech is inherently bad. So what gives? Why has adoption of your new tech tool stalled?

The truth is, ineffective internal communication is one of the usual suspects. If the right messaging hasn’t reached all employees at the right time, your adoption rates suffer.

Your communication tools are ignored. Or worse, actively resisted.

This is a problem. Because poor tech tool adoption harms the employee experience and employee engagement. Workers get a disjointed experience and it’s hard to keep everyone on the same page.

When only half the workforce is using a tool, it also kills your ROI. You end up bringing new internal communications tools into the mix to fill gaps. And the digital workplace gets noisy (and expensive!).

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The 3 biggest reasons employees ignore tools

Let’s break it down. When employees fail to engage with a new tech tool, it’s usually down to one or more of the following reasons.

#1. They didn’t know it existed

An obvious one. But also a surprisingly common issue. If your comms strategies aren’t up to scratch, it’s easy for messages (even repeated ones) to slip through the net.

Maybe your tech tool memo got lost in an inbox that was fit to bursting. Maybe managers failed to cascade the information in the way you’d intended. Perhaps frontline employees missed the paper memo on their dash through the depot.

Comms can fail to reach the desired recipient in all sorts of ways, particularly if you have lots of hard-to-reach frontline employees. The result? Employees simply don’t know that your new software exists. 

#2. They didn’t see how it helped them

Let’s suppose the message did get through. Employees were aware that a new tech tool was on the horizon. But your team failed to communicate software benefits to employees.

Will it save them time? Make their jobs easier? Give them greater control over their shift schedule?

When employees don’t get answers to these questions, they fail to understand how your new tech matters to them and their work lives. And when they’re already juggling task management, they’re unlikely to make time to download and learn something new.

#3. They didn’t know how to use it

The final thorn in the side of a new tech tool launch? Employees not understanding how to use your new tech — or how to fit it into their daily workflow.

Tools that feel like extra admin, or that require clunky logins and complex steps, are unlikely to win favor with your workforce.

And, even with the best possible UX for every segment of your workforce, you still need to signpost training and support. Another task for your internal comms team.  

For tools like Workday, which are often built for desktop workflows, employees need support to engage with features like payslips, benefits, or scheduling from their phones. A mobile-native interface like Blink’s helps bridge that UX gap — and makes core functionality feel intuitive, not intimidating.

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How internal comms can get employees on board

Internal comms play a huge role in tech tool adoption. If employees are ignoring your new software, here’s what your comms team can do.

Craft a story around the tool

Don’t just announce the what. Explain the why. Move beyond the benefits the software offers your organization. Put yourself in an employee’s shoes and think about the difference it makes to them.

A new LMS isn’t just a training platform. It’s a way for employees to boost their skills and take another step along their chosen career path.

A new mobile scheduling app isn’t a way for the company to ensure maximum shift coverage. It’s a way for employees to reclaim control over their week.

Build a narrative around the tool that answers employees’ most pressing question: What’s in it for me?

That may mean crafting different stories for different segments of your workforce. By incorporating employee segmentation into your strategy, you can highlight what new tech brings to your drivers or retail employees compared to the benefits it brings to your office-based staff.

It may also mean harnessing the power of an internal creator culture, getting employees who are using and loving your new solution to voice their thoughts as part of authentic, employee-generated content.

Use multiple channels to reinforce the message

Any communicator will tell you. Repetition matters. So does variety.

So push the message across every communication channel your employees use. That might include:

• Manager shout-outs
• SMS reminders
• Push notifications from your employee mobile app
• Instant messaging for quick check-ins
• Video content showing employees using the tool
• Pulse surveys to check in on feedback
• Reinforcing email content
• Video conferencing to troubleshoot issues

Using multiple internal communication platforms and channels increases the likelihood that all employees will see your content, even hard-to-reach frontline employees and those who do remote work.

It takes more effort — and maybe a comms schedule or two! But when you build buzz and understanding through a concerted campaign of communication, the payoff is better reach, stronger recall, and higher rates of software adoption.

Empower managers to model and cascade usage

Managers are the missing link in too many software rollouts. If they don’t understand the tool — or worse, aren’t using it themselves — employees won’t either.

So, give managers early access. Train them on how the tool works and why it matters. Give them talking points and answers to the FAQs they’re most likely to hear from employees.

You need managers who can participate in knowledge sharing — who can confidently say: “Hey — this thing works. Here’s how it helped me. Let me help you get started.”

Use change communication principles

Effective change communications rely on empathy, transparency, and clarity.

So when sharing launch news, sympathize with employees. This is an upheaval. New tech always comes with a learning curve. And until employees are up to speed, it’s a pain they can do without.

You should also communicate transparently and clearly, so employees trust and understand what you’re saying. 

When you approach your software launch as you would any other type of change communication, you’re more likely to get employees on board.

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IT + internal communications = smoother rollouts

Too often, tech rollouts are the responsibility of the IT team.

IT chooses the tool, implements the tool, launches the tool. IT runs the project management overall. And internal comms? They’re asked to throw together a post about it the day before it goes live.

But this sets a new software launch up to fail. Because when the internal comms team and IT teams work together, ensuring a smooth and successful software rollout gets a whole lot easier.

Here’s how you can encourage team collaboration and do things differently.

Bring comms in early — not just at launch

As soon as IT begins the search for a new tech tool, comms should be in the room.

The comms team can facilitate internal communication between IT and the software’s end users — your employees. They can clarify what employees want and need from a new tool, so you’re more likely to find software that fits the bill and get workforce buy-in.

Further down the line, comms is also vital in the process of developing launch messaging — and shaping rollout strategy. When your comms team fully understands the tool and what it brings to the table, they’re much better placed to craft a messaging strategy.

Meetings with the IT are an opportunity to learn:

• What do employees need to know, feel, and do to adopt this tool?
• What comms assets can we build in before the launch date?
• What support will we provide for employees to help them get started?

Plan messaging the same way you plan tech implementation

IT teams build timelines, test cases, and go-live checklists. Your employee communications plan should be just as robust. You need to factor in:

• Pre-launch buzz. Teasers, sneak peeks, and launch countdowns.
• Launch day comms. Announcements, how-to guides, success stories, and FAQs.
• Post-launch support. Nudges, reminders, employee feedback loops, and adoption incentives.

Be consistent with your comms and you’ll keep your new tech tool in the company conversation. That means more people signing up to use it.

Celebrate small wins and usage milestones

Adoption isn’t a one-day event. It’s a process. And people are encouraged to give your new tech a go when they see their peers using it.

So use employee data to help you prioritize employee recognition. Spotlight early adopters. Call out team members that hit usage goals. Share stores from employees who’ve benefited from the tool.

These micro-moments build momentum. They remind everyone that this change is here to stay and that the tech is already helping employees just like them.

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Adoption isn’t just about tools — it’s about strategic communication

Tech rollouts aren’t a launch moment — they’re a behavior change. And behavior change starts with communication.

You need to get strategic, working to build buzz and trust —and planning a comprehensive calendar of comms before, during, and after launch day.

Ideally, you put these principles into practice way before rollout. But if you’re dealing with a stalled launch, you can still skyrocket those adoption figures.

Act quickly (because momentum is hard to get back once it’s lost). And work to reach all employees, telling them what your tool does, how it benefits them, and how they can start using it.

Especially if you’re rolling out a traditionally office-worker platform like Workday, make sure the experience works for every employee — not just those at a desk. Blink gives your workforce one-tap access to all tools, wrapped in a communication layer that builds buzz, drives behavior change, and keeps your investment delivering long after go-live.

Get your software back into the company conversation, get a few more employees on board, and watch adoption — and your company culture overall — thrive.

‍Blink. And bring your tools to life, for every employee, in every moment that matters.

What exactly is doomscrolling?

We’ve all been there.

Silencing our nightly wind-down reminders and ignoring the unopened book on our nightstand as we endlessly scroll through increasingly negative news articles and social media posts — only to feel worse afterward.

It’s called doomscrolling, and it’s not just a buzzword. It’s a real problem.

Coined — and escalated — during the Covid pandemic, doomscrolling is the growing habit of constantly consuming negative articles on news sites or social media. What may begin as a well-intended desire to stay informed on world events can quickly devolve into a downward spiral of distressing content. For instance, searching for updates on the economic market can lead to a flood of articles on recessions and layoffs, and looking up the latest on a local election can unearth politically divisive headlines. It’s an especially easy trap to fall into on smartphones, as our social media apps algorithmically learn how to keep us scrolling for more.

The unending cycle of stress caused by doomscrolling has the power to infiltrate not just our personal lives, but our professional ones, too. It exacerbates feelings of anxiety and pessimism that people can inadvertently bring to work with them, hindering workplace satisfaction, focus, and productivity.

And if you don’t think your workforce is impacted by the doomscrolling dilemma, you may be surprised: A recent survey revealed that nearly 1 in 3 U.S. adults who use social media — and, generationally, a whopping half of Gen Z adults (53%) and millennials (46%) — said they occasionally or frequently doomscroll.

The good news? Employers can help to reverse this trend and improve employee well-being.

Enter: The power of positive internal comms

If we consider the average 8-hour workday, employees spend a third of their day — or more — at work and on workplace tech platforms. This means that internal communications leaders have an opportunity to make a meaningful difference in mitigating the damage of doomscrolling and creating corporate content that uplifts the workforce.

Let’s explore four ways that internal comms teams can help their workforce detox from doomscrolling and boost employee spirit — whether they’re on the frontline or in the front office.

1. Gauge the mindset of your employees

Doomscrolling, and overall negativity, can be detrimental to an individual’s mindset, focus, and overall well-being — making it a priority for HR and people-facing leaders.

To lift up employees, an important first step is acknowledging the challenges that people may be facing and understanding the state of the workforce. In addition to having open conversations with employees in team meetings or one-on-one check-ins, internal comms teams should consider conducting company-wide outreach.

Short-form polls, which people can respond to anonymously, can be a great way to gauge how employees are feeling across the organization. By conducting a quick poll or pulse survey on how stressed people are feeling outside of work, or how supported they feel by their manager or employer, organizations can establish a baseline for employee morale and track sentiment over time with follow-up check-ins.

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This is also an excellent chance to see what employees are looking for in their company’s internal comms. Employees can share their thoughts on the frequency, formats, themes, and channels they prefer the most when it comes to receiving information from their company, helping internal comms to ensure their important company updates and culture-building messages aren’t lost in the noise.

2. Create a positive communications culture

Long gone are the days of internal comms being just corporate news-sharing and policy updates. Today’s most successful comms plans include telling uplifting stories from across the organization as part of a broader effort to improve employee engagement and retention.

By regularly celebrating company wins (like the opening of a new facility), recognizing employee contributions, and celebrating big milestones (such as birthdays and work-iverseries), internal comms teams can establish a rhythm of lighthearted and positive content. Not only can this help to counterbalance negativity outside of work, it’s a good step toward humanizing and strengthening internal storytelling overall.

For employers who have a significant population of frontline workers, the risk of disconnect and isolation can be much greater, given the very nature of how and where they work. These team members may want more frequent and engaging updates — think personal shout-outs from coworkers or short-form videos from people leaders — that highlight their hard work and the positive impact they’re having on the organization.

Bonus points if all of this employee celebration and recognition is happening on a mobile platform where everyone can engage and chime in with their own comments of appreciation.

3. Encourage connection over isolation

Employers of any size and scope — and especially those who have a combination of office-based, frontline, and remote workers — know how difficult it can be to build a cohesive sense of community. When not all employees have a company email address or access to a work computer, how can you reach everyone where they are? And, maybe even more importantly, how can they connect with one another?

This is where a mobile-first internal comms platform can be a game-changer. Virtual chats and communities give employees a dedicated place to communicate with each other. By mimicking the most collaborative parts of social networking apps like Facebook, internal comms leaders can facilitate social connection and create a unifying and fulfilling employee experience.

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And with easy photo- and video-sharing capabilities, employees can be not just consumers of internal comms content, but creators as well. Consider encouraging employees to generate and share their own content — giving coworkers visibility into their day-to-day roles, for example, or virtually checking in from their current worksite. This can be a great way to incorporate more voices and bring a new level of authenticity and personalization to your internal comms strategy.

4. Promote a digital peace of mind

Even when it comes to uplifting internal comms, it’s possible to have too much of a good thing.

Part of the appeal of doomscrolling is that it’s easy to mindlessly scroll on and on — the last thing we want workplace platforms to do is encourage the same behavior. Internal comms teams can mitigate the endless scroll by keeping their messages positive, avoiding information overload, and making their digital workplace super relevant.

Sharing content based on team, role, or region, for example, can minimize potential information overflow. Likewise, labeling critical company updates as mandatory reads can help internal comms ensure their must-read messages are being seen, while providing flexibility to employees to engage with or dismiss other posts as they see fit. And organizations that offer employee well-being solutions, such as a mindfulness app, can create an internal resource hub that quick-links to helpful employee benefits where they’re easy to find and use.

Finally, as a rule of thumb, internal comms should serve as external eyes and keep a pulse on what’s happening outside of work. Be sure to stay up to date on current social conversations that may be causing distress, as well as upcoming events that may cause heightened anxiety. By factoring these concerns into monthly or quarterly plans, internal comms teams can more proactively create content that’s timely and helpful to employees across the organization.

Don’t let doomscrolling get your employees down.

Detoxing from doomscrolling is about more than just unplugging from technology, which is often difficult or — for some employees — outright impossible. It’s about thoughtfully using workplace platforms to create an encouraging and supportive environment at work.

By taking a more strategic approach to employee morale and implementing these uplifting communications strategies, internal comms teams can help their people stay positive, connected, and resilient — even during the most uncertain times.

‍Learn how you can uplift your workforce with an inclusive and interactive internal communications platform. Discover Blink today.

"A good leader will always …"

How you complete that sentence could speak volumes about your leadership skills.

Good leadership in the workplace is crucial for the long-term success of your business and superb employee experience.

In fact, there's a 1674% chance of an employee having a strong perception about your leadership when you connect them to their purpose, accomplishments, or each other.

Great leaders inspire and motivate their team members. But it's easier said than done. 

Being a good leader can be challenging. It takes a lot of practice and focus. But like any other skill, you can learn to be an effective leader.

If you don't know how to be a good leader, you're in luck. We'll explore 10 qualities of a good leader to give you tips to become a strong leader at work.

What makes a good leader in the workplace?

A good leader engages in open communication, motivates their team members, leads by example, listens to feedback, and is open to new ideas in an ever-changing workplace. 

Anyone can sit in a corner office and boss people around, but there's more to effective leadership than that.

Learning the traits of a good leader will help you significantly impact your company's success.

With that in mind, here are 10 attributes of a good leader and how to use them effectively to your advantage.

1. Good leaders engage in open communication.

Employees want to be heard — whether it's an issue that needs resolving or ideas they believe would improve the business or better serve clients.

When you don’t communicate well with your team, they may feel discouraged, resulting in poor morale and lower production. Project.co shared that 35% of businesses have lost an employee due to poor communication. 

The best leaders customize their communication styles to suit each situation and team members' preferences — which means they take the time to learn which communication mode each team member prefers. 

Do your employees prefer email or phone conversations? Or maybe face-to-face? 

You can also use a straightforward mobile app like Blink to turn your employees into a close-knit group by enabling communications between them.

Effective communication decreases misunderstandings and employee errors, builds trust among team members, and improves morale. Pumble backs that up, stating that effective communication can increase a team's productivity by 25%.

As long as it's done respectfully, you should maintain a work environment that promotes honest communication.

You can also encourage open communication by:

• Promoting a judgment-free environment since your employees are likely to give their opinions more often when they don’t fear discrimination.
• Giving undivided attention to your team members when they’re speaking.
• Asking your employees for suggestions to increase their engagement. You'll aim to implement employee engagement strategies that work.
• Asking (not demanding) your employees to do stuff for you.

2. Great leaders encourage professional and personal development.

One of the most critical leadership qualities you can have is nurturing your staff by giving them personal development opportunities.

That can include anything from leadership training or teaching them a new skill to encouraging them to pursue a passion that inspires them in and out of the workplace.

In 2021, Lorman shared that 70% of employees are likely to leave their current job to work for an organization that invests in employee growth and development. 

Employees value learning opportunities, so it's no surprise that companies with successful training programs typically see a significant increase in employee retention. 

Picture a company culture where every team member receives training according to their interests. In such a case, every employee will feel you care about their goals, dreams, and overall well-being. 

When that happens, your employees will go above and beyond to help you achieve your goals and vision.

Here are four strategies you can use to encourage professional and personal development in the workplace:

• Encourage mentoring and coaching between managers and employees.
• Identify and develop soft skills such as time management, active listening, and delegation.
• Implement cross-departmental training programs to increase the efficiency of your entire company.
• Use a learning management system (LMS) to streamline employee training.

3. Successful leaders lead their employees by example.

One of the characteristics of a good leader is their ability to ‘walk the talk.’

Here’s an instance of a true leader leading by example:

Jane is a manager at a local bank with a team of seven employees (you can pretend that’s Jane and her team in the above picture). She shows up to work a few minutes early to plan her schedule. 

When her team starts to arrive, she greets them warmly and inquires about their families.

She then calls her team members into a morning meeting. And instead of leading with her plan, she gives each person a chance to voice their ideas. She appreciates their input and asks them to create proposals to bring their ideas to life.

When it’s time to start working, Jane attends to clients like the rest of the team.

As a result, Jane gets high levels of employee engagement since she demonstrates that she’s invested in her team's initiatives and business.

Leading by example means guiding your employees through actions instead of words. The saying ‘do as I say, not as I do’ has no place in today’s world.

Nowadays, employees want to see your actions match what you say. That means showing them what’s required instead of just telling them.

Here are four ways to lead by example:

• Be a role model to your employees by walking the talk.
• Give clear instructions to your staff. 
• Avail yourself to answer questions your employees might have.
• Make employees feel part of the team by letting them know why you're giving them specific instructions.
• Use respectful words like ‘please’ when giving instructions to your team members.

4. Strong leaders give constructive feedback to employees about their performance.

Employee feedback is an incredibly effective tool. Offered well, it can grow your employees, strengthen bonds between staff and managers, and improve trust levels. 

“We all need people who will give us feedback. That’s how we improve.”
— Bill Gates 

Direct, honest feedback is the best way to steer your team in the right direction.

Don’t wait for monthly or quarterly assessments to give your employees feedback. Give them right after an event has occurred. It will have the most significant impact on their performance.

Here are four tips to help you give employees effective feedback that gets the results you need:

• Give individual feedback privately.
• Avoid sandwiching corrective feedback between two positive feedbacks. It will create confusion, undermine the feedback, and decrease trust levels.
• Focus on your employees' behaviors (what they do) rather than their personality traits (what they’re like).

5. Secure leaders ask for feedback from employees about their leadership style.

The saying goes: there’s always room for improvement. That’s especially true when you're a good leader. 

Who can point out these growth opportunities better than your employees? 

After all, they work with you every day, so they know your strengths and weaknesses. 

“Feedback is the Breakfast of Champions.”
— Ken Blanchard

However, getting honest feedback isn’t always easy.

Employees may feel awkward revealing their true thoughts. They may not want to offend anyone's feelings or face future consequences for harsh criticism. That may cause them to give you fluffy feedback or avoid the request.

Use these tips to ask your employees for feedback and increase the likelihood that they give honest, actionable feedback:

• Ask your employees specific questions instead of vague questions such as, “What do you think?”
• Tell your staff not to hold back on their feedback and make them feel they’re doing you a favor by being honest.
• Give them time to think about your questions and develop helpful answers.
• Ask employees about what you can do better in the future rather than what you did wrong in the past.

6. Transformational leaders are open to change and new ideas.

Change is hard — even if the change is for the better. Successful leaders are aware of this and don't pretend otherwise. 

They also understand that embracing change with the right mindset is critical to creating an environment where change is integral to their company's DNA. 

A great leader never wants to be the smartest person in the room. They surround themselves with a team of experts with more ideas and experience without feeling threatened. 

And when these experts are led well, they can be a powerful force in driving strategy, making changes, and enhancing the company's bottom line. They’ll perform at a high level with little oversight and push you to grow continually.

“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”
— Steve Jobs

Whether you're leading a team of two or five thousand, below are four ways to embrace new ideas and get your employees on the ‘change-wagon’ faster:

• Surround yourself with a committed team of experts.
• Understand why you need the change and clearly express the desired outcome.
• Include your employees in decision-making from the get-go to strengthen their commitment to change.
• Make sure your beliefs and behaviors support the change. Be resilient, persistent, and willing to step outside your comfort zone.

7. Effective leaders set clear employee goals and delegate work.

A good leader makes sure their employees are doing what they’ve assigned them to do to achieve the company's mission and goals. 

The instructions you give should be measurable and quantifiable. Use existing data to develop a baseline for employees to do their best work. 

Moreover, 2021 research by Bi Worldwide showed that 31% of employees said their manager set attainable goals for them, but they weren’t challenging. So be sure to have goal-setting discussions with your employees to set goals that will challenge them to grow. 

An effective leader also knows what tasks to delegate. They know they can’t accomplish everything alone, so they assign tasks to team members they’re confident will complete them. 

As a result, they empower and boost their employees’ morale. And in the process, they free up their time to focus on what will yield the highest returns and grow the business.

Here are three tips to help you delegate tasks to your team members:

• Look for opportunities to delegate tasks based on your teams' strengths and weaknesses.
• Walk your employees through the project you're delegating and clarify when you need it done.
• Give continuous feedback and be specific on what they did well and what they need to improve on.
• Aligned with implementing employee experience strategies and positive employee lifecycle

8. Great leaders are passionate about their work.

A good leader has the right motivation and passion. They’re not driven by money or prestige but genuinely want to inspire others to do their best.

Passionate leaders increase productivity and make sure workers are committed to the company's values, mission, and vision.

“A great leader's courage to fulfill his vision comes from passion, not position.”
— John C. Maxwell

Most successful leaders have a passion (not a job) and know how to rally others around that passion. 

In short, passionate leaders lead with heart.

Here are seven qualities that set passionate leaders apart from the crowd:

• They're open-minded and respect differing opinions.
• They have a positive attitude and superb problem-solving skills.
• They’re great communicators and listen with the intent of genuinely understanding rather than advancing their agenda.
• They're future-focused and capable of engaging others to achieve their goals.
• They look at the big picture and embrace challenges.
• They're risk-takers and put in the hard work to execute ideas. 
• They're self-aware, surround themselves with like-minded people, and sustain collaborative relationships.

Your ability to inspire, motivate, and create a magnetic vision needs commitment and perseverance. But it’s worth the effort, whether your goal is productivity, employee retention, or project management.

9. Successful leaders have a positive attitude even when things go south.

Most people tend to associate good leadership with smooth sailing. 

After all, what can go wrong if you build and nurture a great team and generate excellent ideas? 

…. a lot.

But whether it's a minor misunderstanding or a significant error, how you handle a negative situation reveals a lot about your emotional intelligence and leadership abilities.

“Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference.”
— Mac Anderson

When things go south, your words and actions as a leader are critical. Here’s what you can do during those times:

• Take time to evaluate the situation and know what the problem is.
• Face the problem with positivity and look for solutions.
• Be flexible and adaptable and make adjustments along the way.
• Remain persistent and determined to solve the issues.

10. Good leaders are always learning.

All successful leaders have one trait in common — a hunger for learning. They enroll in relevant online courses, read great books, use the best tools, and constantly improve.

Great leaders have an innate sense of curiosity that often drives them to learn more, which helps them perform better for their businesses and provide personal fulfillment.

“Leadership is not an expertise. Leadership is a constant education.”
— Simon Sinek

Learning helps great leaders challenge their assumptions and bring clear understanding to the table. 

In contrast, failure to keep learning means you won't adapt to the ever-changing work environment. And depending on your industry's competition, this can be a significant issue that spells the death of your company.

Here are three ways to keep learning and become a better leader:

• Embrace an open mind to see things from different perspectives.
• Read relevant books, industry publications, and blogs.
• Take advantage of consultants, personal networks, industry events, and other organizations and learn from them.

How to be a good leader at work: your checklist

1. Openly communicate: Make sure your team always know what's going on and what is expected of them.
2. Develop your team: Push each team member in their personal development. Make sure you each team member has a clear and robust personal development plan.
3. Lead by example: Easier said than done, but be the example your team can learn from. Show them the type of employee you want them to be.
4. Give constructive feedback: Don't be afraid to give constructive feedback. 1-1's are normally the place for this.
5. Ask for feedback: You won't always get things right, and not everyone will agree with you. Ask for feedback from your team on your management style and how you can improve.
6. Be open to change and new ideas: If a team member has an idea or a new way of doing things, be open to it. Don't stick to the way things are just because "that's how it's always been".
7. Set goals & delegate: You can't do everything on your own, give your team responsibility and delegate tasks appropriately. This can help with point 2 as well.
8. Show your passion: If you love your job, show it. This passion can be infectious and help motivate your team.
9. Keep positive: Things won't always go to plan, but you can weather the storm. Keep positive and let your team know you have their back with whatever road bumps you hit.
10. Don't stop learning: Your development also doesn't stop. If you want to lead by example you need to make sure you are up to date with the latest techniques and strategies for your role.

Wrapping up: What makes a good leader in the workplace?

Most people aren’t born with the ability to get things done and inspire others every day. And that’s okay — you don’t have to be born with that ability to succeed.

Although it takes time to be a good leader, you can learn strong leadership skills. But like any other skill, it takes a lot of practice and focus. 

Just keep in mind it also requires you to grow and engage your team. Blink’s Employee Engagement App can help you keep employees engaged and connected. Try it out today.