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Beware! It’s the season of spooky internal comms.

As the nights grow longer and the shadows creep in, we can’t help but share some of the most terrifying tales from the world of internal communications.

These are the kinds of stories that send shivers down the spines of communications leaders everywhere — from abandoned intranets to the files that won’t die, each one serves as a chilling reminder of what happens when things go awry in the workplace.

But don’t worry, we’re not here to scare you for long. With the right strategies and technologies, you can avoid each nightmare scenario and ensure your employees are kept safe from the monsters of comms gone wrong.

So grab a mug of hot apple cider, curl up under a blanket, and read on, internal communicators… if you dare.

#1. The abandoned intranet

It’s a cautionary tale we hear all too often.

The company’s intranet, once a thriving hub of communication and collaboration, is now a digital ghost town. There was once a time when employees would check in daily for company news, office events, and team updates. Now, it’s a desolate, dusty corner of the office’s virtual space, where outdated files collect cobwebs and employee profiles haven’t been updated since 2016.

No one posts anymore. No one checks it. Rumor has it that some employees haven’t even logged in for years.

As workers find more convenient ways to communicate on the fly, the old intranet withers away, trapped in the past. No matter how hard HR tries to breathe life into it, the abandoned intranet remains a relic of a bygone era — an eerie reminder that if communication tools don’t meet modern employee expectations, they’re doomed to fade into oblivion.

#2. The phantom shift swap

The shift swap app was supposed to make everything easier. But for one bus driver, it felt like a terrifying prank.

She submitted a request to swap shifts, expecting a quick confirmation. But when the shift was approved, strange things began to happen. Her name appeared on two shifts at once. Overlapping schedules. Double bookings. No matter how many times she tried to fix it, she was stuck in an endless loop of conflicting shifts. Her manager said she tried to adjust the schedule, but the terrors persisted. Colleagues wondered if she’d been cursed to work two shifts at the same time, forever trapped behind the wheel.

As the errors mounted, it became clear that this was no ordinary scheduling issue. It was a haunting glitch with no escape in sight.

The only way to help her escape this scheduling nightmare was a shift management tool with real-time integration into the comms platform — no room for terrible errors.

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#3. The curse of the social scrolls

You’ve heard of the risks of “all work and no play” — but what about the other way around?

There was once a company who launched a social media-inspired internal platform to modernize the employee experience. It had it all — likes, shares, comments, and the ability to follow colleagues’ posts. Employees were thrilled, treating company updates like their favorite social media feeds.

But then, things took a terrifying turn.

It all started when a routine update on workplace safety spiraled into a viral nightmare. A sarcastic comment sparked a meme storm, and soon, the original message was buried beneath a graveyard of reactions.

Notifications haunted inboxes. Critical information got lost in the noise. Announcements became a race for likes and important deadlines were ghosted as employees spent time conjuring clever comments or trying to win thread wars.

The only way to save the team from this cursed scrolling nightmare was to strike the balance between employee engagement and efficiency — where important messages were prioritized and light-hearted engagement didn’t overshadow critical work updates.

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#4. The cursed CEO email

Legend has it that whenever the CEO sends a company-wide email, chaos ensues.

The email arrives without warning. Employees feel a chill run down their spines as they open it. Suddenly, meetings are scheduled, projects are assigned, and urgent tasks appear out of nowhere. Everyone has that sinking feeling — you’ve just been “voluntold” for something new.

But the worst part? The email sits in your inbox, lingering, waiting for the poor soul who dares to click “Reply All.” And when they do, chaos breaks loose — a flood of unnecessary responses, confusion, and frantic attempts to undo the damage.

It’s a curse that haunts the office every time, and no one seems to learn the lesson. Some say that targeted messaging and group filters are on their way, ready to rid the company of frightening follow-ups… but then another all-employee email arrives and all hope of progress is lost.

5. The forgotten frontline worker

The newest member of the shipping team was excited to join the company — but something was off.

As the weeks passed, he couldn’t shake a deep feeling of total isolation. He never received the onboarding checklist that he was told to complete. He sent messages to his colleagues, but no one responded. The company’s communication channels were a maze he couldn’t navigate. He tried joining the team’s video call, but every attempt resulted in error messages.

The more he tried to reach out, the more he realized — he was completely alone in the company’s communication void. It was as if no one knew he existed.

As he worked the quiet aisles of the fulfillment center, he began to wonder if he was doomed to wander the similarly empty virtual hallways of the company, disconnected and invisible.

A simple mobile-first comms platform, intuitively designed to onboard frontline and remote workers smoothly, could have saved him from this forgotten fate.

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#6. The jump scare alert

Every time the company intranet sends a new notification, employees flinch.

It’s never good news. The dreaded ping of a new notification means another last-minute all-hands meeting, a new policy change, or another round of mandatory compliance training. No one is safe from the frenzy of pings, dings, and buzzes, each one causing a ripple of jump scares throughout the employee base.

The never-ending notifications aren’t just constant, they almost feel cruelly timed — catching workers off guard during lunch breaks, late-night shifts, or right when they’re about to clock out.

Each alert leaves employees with a sinking feeling. What fresh horror awaits?

The employees often look into the distance and share stories of friends whose employers use message segmentation and smart notifications to personalize alerts and reduce irrelevant pings. “If only we were so lucky,” they whisper into the abyss.

#7. The files that won’t die

It started with an innocent attempt to delete an outdated HR file.

But no matter how hard the HR team tried, the file kept coming back, plagued by ghostly glitches. They uploaded a newer version, yet “Benefits2024” turned into “Benefits2024_v2,” then “Benefits2024_FINAL,” then “Benefits2024_FINALFINAL.” It didn’t matter how many versions she created — the old files returned to haunt the intranet, filling up space and confusing employees. Soon, the page was cluttered with so many versions, no one knew which file was the real one anymore.

It was a digital graveyard of files, and there seemed to be no way to stop the nightmare.

These haunted files could only be put to rest in a dynamic content hub where other systems and tools integrated with ease — leaving the intranet free from undead debris.
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#8. The dreaded “let’s split up” slip-up

In an effort to cover more ground and engage employees where they are, the internal comms team made a fateful mistake: they split up into different task forces.

They had specific groups for HR updates, operations, and company culture. Instead of coming together to create a unified message, each team worked in silos, unaware of what the others were doing. Emails flooded employees’ inboxes — some with safety updates, others with event invites, and still more with policy reminders.

Before long, messages contradicted each other. Employees grew confused, overwhelmed by the sheer volume of communications. They didn’t know whose emails to prioritize, which deadlines were real, or where to turn for accurate information.

The split had fragmented not just the comms strategy, but the workforce itself.

If only the team had used a modern all-in-one comms platform, where unified company-wide and targeted messages could be sent with ease, they could have avoided this chilling fate altogether.

#9. The faceless leader

There’s a chill in the air whenever a company-wide message arrives from… The Leader.

No one knows who they are. No one’s seen their face or heard their voice. All they know is that every few weeks, a cold, impersonal email appears in their inboxes, filled with company updates, policy changes, and new directives. The messages are distant, robotic, and completely one-sided. Employees can’t reply. They can’t ask questions. They can’t even tell if The Leader knows what’s really going on at the frontline.

The faceless leader simply delivers information, never seeking feedback, never engaging in conversation. It feels like a ghostly figure hovering over the organization, whispering commands from the shadows.

The team grows frustrated, morale dips, and engagement begins to vanish into thin air.

With a comms platform that encourages two-way dialogue, maybe The Leader could finally step out of the shadows, engage with employees directly, and build trust. Until then, employees are left haunted by the eerie silence on the other end of the message.

Don’t let internal comms frights keep you up at night.

While these spooky stories may send a chill down your spine, they don’t have to haunt your workplace.

With the right internal communication tools — from mobile-first apps that keep everyone in the loop no matter where they work, to message segmentation that prevents information overload — you can save your employees from these hair-raising horrors.

This Halloween, don’t let outdated technology, disjointed messaging, or phantom notifications haunt your team. After all, internal comms should unite — not cause fright.

Blink. And deliver all treats — no tricks — with your internal comms this Halloween season.

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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.

Read more: 10 best internal communication tools for 2024

Employee engagement

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).

Read more: Alternatives to Workplace from Meta

Blink vs. Workvivo: A closer look at key features

Blink vs. Workvivo: What are the differences?

Core product offering

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.

Read more: Choosing the right technology for frontline employees

Blink vs. Workvivo: Our final thoughts

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.

If you’re exploring alternatives to Haiilo, you’re likely looking for an internal communications or employee engagement platform that can scale with your business, drive adoption, and deliver measurable impact. While Haiilo offers useful features for connecting employees, it isn’t always the best fit for every organization—especially if you need deeper integrations, frontline support, or more advanced analytics.

To help you find the right solution, we’ve rounded up the top 10 Haiilo alternatives worth considering in 2025. Whether you’re in HR, IT, or internal communications, these platforms can help you improve employee experience and organizational performance.

What to look for in a Haiilo alternative

When evaluating Haiilo competitors, it helps to understand where Haiilo may fall short for certain organizations. Here are the factors to prioritize:

• True mobile-first experience – Haiilo works well as an intranet, but adoption among frontline and non-desk workers can be limited. Look for tools proven to engage every employee.
  
• System integrations – Many organizations want a platform that connects seamlessly with HRIS, payroll, and scheduling tools. Alternatives like Blink offer deeper plug-and-play integrations.
  
• Speed to value – Some Haiilo deployments require significant IT involvement. If fast rollout matters, choose a solution with lower implementation overhead.
  
• Measurable analytics – Haiilo provides engagement insights, but competitors often offer more advanced analytics that tie communication directly to business outcomes.
  
• Scalability across regions – Global organizations may need multilingual support, compliance features, and governance tools beyond what Haiilo provides.
  
• Cost vs. functionality – Evaluate whether you’re paying for features you don’t need. Some alternatives offer more affordable plans without enterprise complexity.

Top Haiilo alternatives

#1. Blink (Best overall alternative to Haiilo)

Gartner rating: 4.8/5
G2 Rating: 4.7/5
Pricing: Free trial available

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Blink is the #1 Haiilo alternative because it combines communication, engagement, and productivity tools into one easy-to-use platform. Unlike Haiilo, Blink integrates seamlessly with your existing HR, payroll, and scheduling systems, so employees don’t need to juggle multiple apps. With a mobile-first design, offline mode, and push notifications, Blink ensures critical updates always reach your people — no matter where they are.

Organizations choose Blink for its high adoption rates, even among frontline teams who are traditionally hard to reach. Leaders benefit from advanced analytics that show exactly how messages land across the workforce, while employees enjoy a personalized feed, secure chat, surveys, and recognition tools. With a 4.8/5 Gartner rating, Blink consistently outranks competitors on usability and ROI.

If you’re looking for a Haiilo alternative that goes beyond communication and delivers true employee experience, Blink is the clear choice.

#2. Staffbase

Gartner Rating: 4.6/5
G2 Rating: 4.5/5
Pricing: Custom pricing; typically starts around $5–$10 per user/month.

Staffbase is a strong alternative to Haiilo for companies that want a branded, polished employee app. Unlike Haiilo, which is rooted in intranet design, Staffbase puts more emphasis on top-down corporate communications and employer branding. It’s especially popular in industries where leadership visibility and a clean, consumer-grade design matter most.

The tradeoff is that implementation often requires significant IT or consulting support, and the cost can rise quickly for larger deployments. If you’re prioritizing a branded communication hub over a flexible intranet, Staffbase may be a better fit than Haiilo.

#3. Firstup

Gartner Rating: 4.4/5
G2 Rating: 4.3/5
Pricing: Custom enterprise pricing, often above $10 per user/month.

Firstup is an employee engagement platform that focuses heavily on automation and targeted messaging. It’s designed for enterprise organizations that need to orchestrate communication across large, complex workforces. Features include AI-powered content distribution, analytics, and campaign planning tools.

That said, Firstup can feel heavy for smaller teams and is often considered an expensive option compared to Blink or Haiilo. It also relies on external SSO providers for integrations, which can add extra costs. Still, it’s a powerful choice for organizations with the budget and IT resources to fully leverage it.

#4. Workvivo

Gartner Rating: 4.6/5
G2 Rating: 4.7/5
Pricing: Custom pricing, generally $7–$12 per user/month.

Workvivo, now part of Zoom, takes a very different approach than Haiilo by positioning itself as a community engagement platform rather than an intranet. Its design feels more like a workplace social network, with shoutouts, recognition tools, and community feeds that encourage peer-to-peer interaction.

Compared to Haiilo, which is often used as a structured intranet for documents and news, Workvivo excels at building culture and connection across distributed teams. Organizations looking to create a more interactive, social employee experience will find Workvivo a compelling option.

#5. Simpplr

Gartner Rating: 4.5/5
G2 Rating: 4.6/5
Pricing: Typically starts at $8–$12 per user/month.

Simpplr differentiates itself from Haiilo through its AI-powered intranet features. While Haiilo delivers a solid communications hub, Simpplr adds a layer of intelligence to help employees search, find, and personalize content faster. Its dashboards and policy hubs make it easy to navigate complex company information.

That said, its price point is on the higher end, and the focus leans more toward knowledge management than real-time employee engagement. If your challenge with Haiilo is that it feels too static or hard to navigate, Simpplr offers a more intelligent experience.

#6. Unily

Gartner Rating: 4.4/5
G2 Rating: 4.3/5
Pricing: Enterprise-focused, often starting at $10+ per user/month.

Unily is an enterprise-grade intranet often chosen by global organizations with complex governance needs. Compared to Haiilo, which tends to serve mid-market European companies, Unily shines in areas like multilingual support, compliance frameworks, and deep Microsoft 365 integrations.

It’s highly customizable but also resource-heavy, which can lead to longer rollouts and higher costs. If your Haiilo deployment feels too limited for a global enterprise environment, Unily offers more scale and enterprise governance capabilities.

#7. LumApps

Gartner Rating: 4.5/5
G2 Rating: 4.4/5
Pricing: Starts around $12 per user/month, enterprise pricing model.

LumApps stands out as a Haiilo alternative for Google Workspace and Microsoft 365 ecosystems. While Haiilo functions as a standalone intranet, LumApps embeds directly into employees’ daily workflows with integrations for Gmail, Drive, Teams, and SharePoint.

It also offers stronger multilingual support and global publishing features, making it a fit for multinational organizations. The tradeoff is a more complex setup and administration compared to Haiilo. If your organization is heavily invested in Google or Microsoft, LumApps provides a more integrated alternative.

#8. MangoApps

Gartner Rating: 4.4/5
G2 Rating: 4.6/5
Pricing: Starts at $5 per user/month.

MangoApps positions itself as an affordable all-in-one alternative to Haiilo. While Haiilo is primarily a communications platform, MangoApps combines intranet, messaging, project collaboration, and learning management into one tool. This makes it appealing for mid-sized organizations that want more utility at a lower cost.

The downside is that the interface feels less modern than newer entrants, and some users report adoption challenges. But if you’re evaluating Haiilo and find it pricey for the features offered, MangoApps provides a budget-friendly, multi-feature substitute.

#9. Jostle

Gartner Rating: 4.2/5
G2 Rating: 4.4/5
Pricing: Starts around $4 per user/month.

Jostle is a lightweight alternative to Haiilo, aimed at smaller organizations that don’t need a full enterprise intranet. It offers core features like org charts, news posts, and directories, but without the complexity of Haiilo’s content management layers.

Where Jostle stands out is its simplicity and ease of rollout — teams can be up and running quickly without heavy IT support. It’s a good choice if Haiilo feels like “too much platform” for your organization’s size or budget.

#10. Beekeeper

Gartner Rating: 4.5/5
G2 Rating: 4.6/5
Pricing: Starts at $4.50 per user/month.

Beekeeper is designed specifically for frontline workers, which makes it a sharp contrast to Haiilo’s intranet-first approach. With secure messaging, task coordination, and shift updates, it solves a different problem: getting critical information to employees without desks or corporate email.

While it doesn’t have the intranet depth of Haiilo, Beekeeper excels at fast, real-time communication on the frontline. Organizations with large retail, hospitality, or manufacturing workforces often see stronger adoption here than with Haiilo.

Final thoughts

Haiilo has earned its place as a recognizable intranet and communications platform, but many organizations discover its limitations when it comes to frontline adoption, integrations, and actionable analytics. While it works well as a central hub for content and news, it often stops short of delivering the end-to-end employee experience modern companies expect.

That’s where Blink stands out. Unlike Haiilo, Blink isn’t just an intranet—it’s a mobile-first employee experience platform that brings together communication, engagement, and productivity in one app. From frontline workers without email access to knowledge workers in global headquarters, Blink ensures every employee is connected, engaged, and productive.

With a 4.8/5 Gartner rating and adoption proven across industries like retail, healthcare, transport, and hospitality, Blink is trusted by organizations worldwide to deliver measurable impact. If you’re exploring alternatives to Haiilo, Blink is the clear #1 choice to unlock potential across your entire workforce.

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Why teams choose Blink over Haiilo

Haiilo offers strong enterprise comms and advocacy features, but tends to assume a desk-based, email-first workforce. Blink is mobile-first, requires no corporate email, and is used daily by teams at McDonald's, Domino's, and Chick-fil-A. See how Blink compares.

The company intranet shouldn’t be a place where your documents go to gather digital dust. Done right, an intranet acts as the beating heart of your organization.

That’s because there are so many ways you can use an intranet. Internal communication, project management, personnel services, collaboration – a modern intranet can be the hub for a diverse range of workplace activities.

Too often, however, the company intranet is neglected. Without regular improvement, it becomes irrelevant and unappealing to your employees. Usage drops and you end up paying for something that no one really engages with.

So how do you keep your intranet up to date and in use? If you feel your company intranet has lost its shine, take a look at the list of intranet improvement ideas below. They’ll help you to maximize your intranet – boosting employee engagement, connection, and productivity in the process.

What is a company intranet?

The intranet has changed a lot over the years. So we thought it wise to start with a definition.

A company intranet is a local network, exclusively for you and your employees. Unlike the company website, it’s a place where you can share documents and data privately – without worrying about clients, competitors, or the general public seeing them.

A basic company intranet usually includes:

• Internal communication tools
• An employee directory
• Document sharing
• Access to personnel services

That’s how we’d describe a traditional company intranet. But there’s a lot of variation between different intranet software. As we’ll see in a moment, older intranets are a world away from the modern versions many companies use today.

Why is it important to improve your company intranet?

An intranet can boost employee engagement and streamline operations. But if your organization is still using an older style of intranet, you may run into the following problems:

• Functionality is limited
• Employees don’t like using your intranet
• Some employees (for example, your frontline workers) can’t access your intranet

There’s no getting away from it. Older intranets have limitations- they were designed for a version of the workplace that no longer exists. They’re great for sharing information among a desk-based team but traditional intranets aren’t particularly user-friendly or accessible.

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In contrast, modern intranet software solutions are built with the needs of today’s digital workplace in mind. They allow easy internal communication and collaboration, even when employees are away from the office. And they provide a hub for workplace essentials, like benefits and payroll. 

But remember – whichever type of intranet you’re currently using within your organization, there’s always room for improvement. Technology and employee expectations are constantly changing and your intranet needs to keep pace.

Updates enhance the intranet experience for employees, which means they’re more likely to use the platform. They also bring a greater range of functions under the same intranet umbrella, helping teams to be more productive.

A fully optimized intranet (or a similar tool – like an employee app), puts essential tools at the fingertips of your workforce. Employees are more effective and engaged. And you get the most out of your software investment.

14 ideas to improve your company intranet

An older intranet is sometimes little more than a glorified shared folder. Even modern intranets can quickly fall behind ever-evolving tech trends and employee needs.

By improving your intranet, you create something altogether more useful and exciting. Adopt modern intranet features and you’ll bring your company intranet up-to-date while encouraging employee uptake too.

In this section, we’re going to look at lots of ideas for improving your company intranet.

1. Improve communication channels

2. Personalized user portals

3. Content creation

4. Social networking features

5. Integration of AI and automation

6. Mobile accessibility

7. Rewards and recognition

8. Feedback and surveys

9. Integration with other tools

10. Analytics and reporting

11. Onboarding and training resources

12. Security and data privacy

13. User training and support

14. Commitment to continuous improvement

1. Improve communication channels

Think of the communication tools you use outside the workplace – the apps you use to chat with friends and family.

These apps are appealing and engaging. They facilitate fast and easy communication via instant messaging. They allow you to chat privately or in groups. And they come with an intuitive, user-friendly interface.

Recreate the same experience within your company intranet and you boost both team connection and employee engagement.

So where should you start? The first step to improving intranet communication channels is ensuring everyone has a voice. Conversations should be two-way, not one-way. That means using communication channels that allow information to travel in all directions – peer-to-peer, top-down, and bottom-up.

Once you’ve established these types of communication channels, encourage your teams to use them. Allow employees to create spaces where co-workers can chat and collaborate. Welcome feedback and frontline intel from your workers and use channels to share important news.

When communication channels crisscross your organization in this way, everyone hears and is heard. And important information is a lot less likely to be missed.

2. Personalized user portals

Marketing emails. Grocery store rewards. Netflix recommendations. The best digital experiences are tailored to each individual consumer.

Personalization makes experiences more engaging – and, when we spend our days bombarded with information, it cuts through the noise to ensure that key messages resonate.

We can apply this approach to the company intranet. When an employee logs in and sees a dashboard personalized to their role, their team, and their past intranet interactions, everything becomes much more engaging. An employee gets relevant content front and center.  

Whether your intranet provides personalization automatically – or if employees can rearrange the user portal themselves – tailored experiences are another great way to improve your intranet.

3. Content creation

At a minimum, employees should be filling out their employee profile. But you can encourage them to go further. Make your intranet more relevant and engaging by involving all team members in content creation.

Employees can share team news, tutorials, and guides. To ensure cohesion, you can create a content template to support employees with the process, outlining the structure they should follow and the tags they can add.

Of course, employees can also contribute their posts, comments, and reactions on a social-media-style news feed.

4. Social networking features

72.3% of the US population uses social networking sites. So it’s safe to say that most of your employees enjoy hanging out on at least one of the popular social media platforms.

Add a social-media-style news feed to your intranet solution and you make things feel a little less corporate and a little more social. Employees can see and share posts, images, and videos. They can also comment and react to posts published by their co-workers.

A news feed keeps employees in the know. It’s a place to share important workplace updates and events. But not any old news feed will do. If you want high adoption rates, you need a news feed with a user-friendly interface. When a platform is intuitive, employees find it easier to weave it into their work day.  

Blink Feed – a feature of the Blink super-app – replicates the experience of popular social network news feeds by prioritizing connection and usability. It offers a range of really useful add-ons, too – like critical messages that sit at the top of the news feed until employees read and acknowledge them.

5. Integration of AI and automation

Love it or loathe it, AI is making work quicker and easier. So incorporating it into your company intranet makes perfect sense.

With the help of AI, you can:

• Automate repetitive intranet tasks, like expense report processing and employee onboarding
• Give time-strapped content creators inspiration for their posts
• Personalize employee portals based on the features they use most often
• Send push notifications, drawing employee back to the intranet when new content is posted

Add an AI chatbot to your intranet and you can do even more. This virtual assistant can handle routine inquiries. It can help employees find answers to FAQs, locate relevant resources, or troubleshoot intranet issues. 

When AI and automation do some of the heavy lifting, employees complete tasks quickly and easily, and you lighten the load for your personnel and IT teams, too.

6. Mobile accessibility

Back in the day, old intranets worked off a server in the office. You could only log in if you were based on a desktop computer in the same building.

We’ve come a long way. Now, in a world where employees work remotely – and where they’re used to slick digital experiences – most intranets can be accessed via an internet connection. But does this go far enough?

If employees access your intranet solely from a computer or laptop screen, then maybe. But if you’re a frontline organization, probably not. You need a solution with mobile-first design that ensures the same great intranet experience across all devices.

That’s because frontline workers don’t always have access to a desktop or laptop computer. They often don’t even have access to a work email address. And if your intranet offers a sub-standard (or non-existent) mobile experience, these workers can end up cut off from co-workers, comms, and company culture.

A mobile-first intranet ensures every member of your organization – including those working remotely or on the frontline – gets the same information and sense of connection. Your intranet reaches employees wherever they spend their workdays.

7. Rewards and recognition

According to Gallup and Workhuman research, employees who get recognition for their hard work are up to 20 times more engaged than those who don’t.

Praise an employee and you boost their motivation. Give public recognition and that impact grows. You create a positive company culture. And the wider team – seeing that effort is rewarded – are more likely to up their game, too.

If you’re not using your intranet to recognize and reward the employee behaviors you want to see, this is another key area for improvement. You need tools – like Blink’s recognition feature – that help you weave small but meaningful recognition into your every day.

Show employees just how much you value them with instant, personalized messages. And go public, celebrating employee successes with the whole team so everyone benefits.

Aggregate Industries, a manufacturer and supplier in the UK, put this rewards action with their Net Zero campaign that is at a core of their organization.

In an effort to drive awareness about the team’s sustainability efforts, “carbon atoms” were placed throughout the Blink platform for employees to find while engaging with content. Once discovered, each atom held a question related to their Net Zero strategy, and when an employee answered the question correctly, they were entered into a contest for a prize. This ultimately drove incredible engagement with the platform while learning about a key strategy of theirs, and then the employees were rewarded when they engaged.

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To learn more about how Aggregate Industries utilizes Blink for their Internal Communications strategy, check out our webinar here.

8. Feedback and surveys

The best intranets have built-in feedback and survey functions that make it easy to discover employee needs, concerns, and expectations.

You promote open, two-way communication with regular requests for feedback. You then have all of the communication tools you need to share findings and a plan of action with employees.

With these tools at your disposal, you can seek feedback on any aspect of the employee experience, including the intranet itself. Perhaps a crucial feature is clunky and difficult to use. Or extra functionality would make a popular tool even more useful.

Launch surveys via Blink’s mobile super-app and it’s super easy for employees to respond – even when using a smartphone. You can discover what employees think of your intranet, and then make data-driven software improvements.

9. Onboarding and training resources

When you use your intranet for onboarding, there are lots of benefits:

• You create a standardized process
• New hires have a resource they can refer back to
• You save manager time because the intranet does some of the training for them
• It’s easy to gather feedback and data on the onboarding process

If you aren’t already using your intranet to train new hires, start by putting mandatory training resources, FAQs, and video tutorials onto your portal. Also, encourage new starters to use your employee directory, finding relevant co-workers to connect with.

Introduce new employees to your intranet from the very beginning and you showcase its role within your organization. Employees get to see its features and benefits, and are more likely to use it going forward.

10. Integration with other tools

Company intranets are most useful when they’re a one-stop-shop – a hub for all the technologies, tools, and resources you use within your organization.

Putting everything in one place speeds up and streamlines workflow. Employees don’t waste time logging in and out of different platforms. And they don’t have to familiarize themselves with multiple interfaces. Instead, they access everything they need via your intranet portal.

If you’re currently using a patchwork of different tools, you can improve things by finding out which integrations your intranet software supports.

Alternatively, you can connect tools via a feature like the Blink hub. Here, you can put HR systems, internal communications, project management, employee benefits, and more, in the same accessible place.  

11. Analytics and reporting

If your current intranet doesn’t have analytics and reporting features this is another area crying out for improvement. With analytics, you get to see:

• User behavior
• Which features users like best
• What users are searching for
• How engaged users are with your intranet

With Blink Analytics you can go even further.

See how communication flows around your company so you can identify both positive and negative relationships. Filter employee engagement data by team or date range. Find the most popular news feed posts to learn which content grabs employee attention. 

Analytics and reporting functions make intranet data easy to understand and act upon. You can then use your findings to make your intranet even more effective.

12. Security and data privacy

There’s a cyber-attack every 39 seconds. Any digital workplace needs to consider the cyber security risks they face and regularly reassess the safety measures they have in place.

The best intranets provide rock-solid security that keep systems and data safe. So if your intranet security hasn’t been updated in a while, this could be another key area for improvement.

Access control measures prevent unauthorized users from accessing specific intranet sections or features. Encryption and password protection keep sensitive documents from prying eyes. Multi-factor authentication (MFA) is an extra-secure way to verify a user’s identity as they log in to the system.

Employee training is also essential. Everyone needs to understand secure password practices – and how to recognize and respond to security threats. When your teams understand best security practices you can rest easy, knowing that your intranet isn’t putting your business at risk.

13. User training and support

Employee security training is important. So too is intranet training. Too many intranets are underutilized simply because employees aren’t familiar with the range of features they offer.

Of course, the best intranets are intuitive and easy to use. But if you find that your adoption rates aren’t as healthy as you’d like them to be, hone in on training.

Create guides that explain intranet features and how to use them. Consider setting up a dedicated support channel for intranet-related issues and inquiries. Appoint intranet champions – members of staff who get full training on intranet systems and can then share their knowledge with co-workers.

Training and support help employees to understand and see the value in your intranet, while you maximize the impact of intranet features.

14. Continuous improvement

It’s never a case of implementing an intranet solution and then letting it run its own course. To get the best out of an intranet, treat it like a constant work in progress.

The tech tools we use in our personal lives are regularly updated. And your intranet solution needs to move with the times too. To stay relevant and engaging, it has to adapt to changing trends, tech advances, and the needs of your employees.  

With surveys, feedback requests, and analytics, you keep your finger on the pulse. You can figure out what’s missing from your intranet and which features need work. You also get the buzz of seeing which changes make the most impact.

Do companies still use intranets?

We’ve just spent a lot of time talking about the improvements you can make to the company intranet. But let’s circle back to an important question – do companies still even use them?

When it comes to the traditional company intranet, not so much. Business leaders have realized that a digital workplace and digitally-savvy employees need something more. They need an intranet that’s agile, user-friendly, and engaging. And traditional intranets don’t tend to tick these boxes.

That’s why many organizations have turned to modern intranet solutions courtesy of today’s top intranet software providers. They use an intranet that employees can access via an internet connection, one that combines lots of useful workplace tools, like project management and personnel services.

But for some organizations, these updated intranets are still falling short. So instead of an intranet solution, they’re choosing to use a mobile-first employee app.

Difference between intranets and employee apps

The intranet has its drawbacks. It doesn’t necessarily work across all devices. Nor does it provide the exceptional user experience that employees now expect. Employee apps – offering many of the same features as a company intranet – remedy these issues.

An employee app like Blink is:

• Mobile-first
• Intuitive to use
• Built on two-way communication

Everyone in your organization can use the employee app. They don’t have to be sitting at a computer. And they don’t even need their own company email address. This makes employee apps particularly well-suited to frontline organizations.

Imagine a frontline worker – a bus driver who spends the day driving. She spends very little time with co-workers or at company HQ. In the past, when the company used an intranet that she couldn’t access, she relied on the depo notice board for company updates.

But now, thanks to the company’s employee app, she receives internal communication and makes co-worker connections via her smartphone. On her commute or during a break, she can open the app and get up to speed.

Unlike an intranet, an employee app boosts engagement, collaboration, and productivity for all employees. They typically have high rates of user adoption so no one gets left behind.

Preview Blink and learn about the features we offer for frontline teams.

The intranet of the future?

When you make improvements to your intranet, you help it to reach its full potential. You pack it with the features and functionality that make life easy for your employees.

Workers enjoy a user-friendly intranet experience that streamlines their workflow and helps them to connect with co-workers. You get boosted employee engagement and productivity.

Whether you choose to improve your intranet or switch to a mobile-first employee app, it’s all about using this incredibly powerful tool in a way that best meets the needs of your business.

Instant messaging and two-way communication features facilitate conversation across your organization. Integration with AI and other workplace tools makes teams more efficient. Personalized, social-media-style portals ensure employee engagement. Mobile-first solutions bridge the gap between frontline teams and HQ.

Prioritize improvements that match your business goals and you can have an internal communication solution fit for the workforce of today – and tomorrow.

Find out if Blink’s employee app is a good fit for your organization. Book a demo to see our platform in action.

Pop quiz: Are your working parents set up for success?

Class is back in session for many students across the globe — and working parents are feeling the squeeze.

As kids rush back to their schools and classrooms, so do their parents for a variety of school-related events. School drop-offs and pick-ups. Meet-the-teacher nights and parent-teacher conferences. Kid sick days. Extended school vacations. The list is endless — and for working parents, finding a winning balance between work and family obligations can feel impossible.

Without the right support systems, parent employees are left in an unfair lurch. Half of working parents say that working makes it hard to be a good parent — with 1 in 4 feeling that they’ve been treated unfairly due to having children and half reporting that they’ve reduced their work hours to accommodate their children’s needs.

Just last week, the U.S. surgeon general named parent stress a public health challenge, issuing a public health advisory calling on businesses to put in place training programs for managers of working parents about stress management and work-life balance.

With parents making up nearly half of the workforce, creating a workplace culture where parent employees feel included and valued isn’t just a nice to have — it’s a necessity for personal well-being and long-term engagement and retention.

5 lessons for lightening the load on parents in the workplace

More than ever before, organizations have a moral imperative to support and engage their working parents.

Here are 5 strategies that internal communications leaders can use during this time of transition — and all year long — to support the parents who work at their organization.

#1. Create a parent-centric resource hub on your intranet

The modern company intranet should serve as the one-stop shop for all employee tools and resources — and your parent employees should be no exception.

A good partnership between internal comms, HR, and IT teams will be crucial in bringing a digital hub for working parents to life. By building a dedicated back-to-school section on the intranet, internal comms teams can point working parents to a content hub of resources like parenting guides, school-year planning tools, local childcare options, and educational materials.

To make sure this content gets in the hands of every employee, be sure to use a mobile-friendly hub so it’s easily accessible for employees who work on the frontline.

In addition to creating a digital hub for tools and resources, train and encourage managers to get more involved by empowering their teams with relevant content, from flexible work schedules to mental health resources. Consider why your parent employees would be visiting the intranet and tailor the content fit their needs. Think parenting resources, local school calendars, tips for balancing work and family, and even discounts on school supplies.

#2. Launch a back-to-school communication campaign

Following the quiet downtime of summer, many internal comms teams are now revisiting their communications calendar.

As part of the planning process, identify opportunities to create and distribute content that aligns with the school year and considers the needs of parent employees during the back-to-school season and beyond. Keep your communications engaging and reach every employee by sharing a combination of informative and inspirational content across different internal channels:

• Send weekly emails or messages with helpful guidance or company benefits relating to work-life balance, flexible working options, and time-off policies.
• Highlight stories from parents in the organization on your internal news feed to build a sense of community and shared experience.
• Share tips that parent employees can use at home, like handling back-to-school stress, navigating school events, or managing homework.

And don’t be afraid to get creative! The most important thing to keep in mind is the makeup and needs of your unique workforce. Consider developing interactive content like quizzes, polls, or Q&A sessions to address common challenges or concerns of working parents at your organization, and build personalized advice or resources based on their responses.

#3. Offer flexible work options that meet parents’ needs

Flexibility is the key to helping employees mitigate burnout and better balance their work and personal lives — especially for working parents who are juggling family obligations.

And it isn’t just good for culture, it’s good for business: When working parents are free from burnout, they are 35x more likely to recommend their employer and 20x more likely to intend to stay.

Company policies around flexible hours, remote work, and time off should be well-communicated and easily accessible. Hosting these documents on mobile-friendly work platforms, like employee apps and intranets, makes it easy for parents to review this information and request adjustments while on the go.

Making changes to these policies, such as rolling out a new scheduling platform or updating expectations around working hours? Have an open town hall to share the news and answer questions. Bonus points for hosting and posting the session on a virtual platform so employees can tune in from anywhere or watch later if they can’t attend it live.

Consider leveraging an employee communication platform that includes or integrates with existing digital scheduling tools. This can make it easier for parents to view and adjust their work day around school drop-offs, pick-ups, and other unexpected schedule changes.

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#4. Foster parent-to-parent social networking

For the broader parent community, social media isn’t just a networking tool — it’s a lifeline.

For parents who regularly use social media, 3 in 4 are getting support from their friends on these apps and more than a third rate social media as very useful for making them feel like they’re not alone.

Internal comms can harness the power of social media to create a digital workspace where their working parents feel supported and connected.

If you haven’t already, start by creating a “Company Parents” community or group, designed specifically for your parent employees. This can serve as a dedicated virtual space where parents can connect with each other, share their favorite parenting articles or resources, offer advice, and build their own internal support system.

Within this group, explore different social features — like specialized chat groups for parents with children in a certain age range or in a particular school system — to allow for more personalized and granular employee connection.

Additionally, internal workshops are a great way to facilitate interactive community-building. Host regular sessions on topics like “How to Finally Get Your Work-Life Balance Right” or “Managing Your Time as a Working Parent,” featuring guest speakers who are experts in these areas. Even better if these are recorded and made available as on-demand content.

#5. Recognize and celebrate work-life balance wins

Recognition isn’t just nice to have — it’s becoming a game-changer when it comes to engagement and retention.

Research shows that employees who regularly receive recognition are 2.2 times more likely to go above and beyond their regular duties, and 1 in 3 employees said that more personal recognition would encourage them to produce better work more often.

For working parents, many of whom struggle with burnout and disengagement, a small act of recognition can make a big difference.

Back-to-school season is the perfect time to refresh your approach to employee recognition. Take this opportunity to take a close look at the digital platforms in your virtual workspace and establish a recognition strategy that contributes to a culture of appreciation and support. Post virtual shout-outs on your internal news feed recognizing parents who are putting in the extra effort, particularly during this busy time of year.

By posting spotlights on digital platforms as an internal “Wall of Fame,” other team members and colleagues can interact with the posts and comment their own messages of appreciation — creating a ripple effect of recognition throughout the organization.

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Turn your workplace into an A+ environment for parents

Don’t let the back-to-school blues get your employees down.

By creating a parent-focused communications stream and creating social spaces for parents on digital workplace platforms, internal comms teams can support working parents during the back-to-school season and beyond.

Extra credit for employers who are proactive, empathetic, and inclusive in their internal communications strategies, ensuring that all employees — whether on the frontline or in the front office — feel supported during this time of transition.

What is internal communication?

Internal communications is the practice of keeping all employees, at every level of an organization, connected and in the loop. The primary goal of an internal communications strategy is to ensure that all members of an organization are well-informed and able to collaborate effectively. 

Clear and streamlined communications are an essential factor in the success of any company, whether it has ten employees or one thousand. Over 40% of workers say that their trust in their leadership and team has been compromised due to poor communication. 

From frontline workers to admins behind a desk, when each individual has a clear understanding of business goals, values, and guidelines, it makes for a much more connected workflow.

Read on to understand everything you need to know about internal communications, the types of internal communication, and the benefits that come from implementing a solid internal communications strategy.

Understanding internal communications

Internal communications can take a variety of forms – email, intranet, chat apps, newsletters, in-person meetings, bulletin boards, or an app specifically designed to streamline internal communications.

An effective internal communications strategy helps every employee feel connected to the larger company vision, and therefore aware of how their individual roles contribute to the overall success of the organization. A JobsinME poll found that a massive 85% of workers feel more connected to their jobs when there is effective communication in the workplace.

A solid internal communications strategy goes a long way in fostering that engagement – employees feel involved in the company mission and understand the role they play. 

Regular communication also helps build trust between employees and leadership, strengthening that sense of belonging. Plus, those open channels of communication allow employees to share their ideas, concerns, and feedback, making them feel valued and empowered.

In frontline organizations, an effective internal communications strategy is even more critical. Deskless employees can be harder to reach through email or memos, as they’re not constantly checking email or messages (or may not even have access to these tools). But these frontline workers are even more in need of clear communications, to mitigate misunderstandings, enhance safety and compliance, and share urgent updates.

An internal communications app, like Blink, is ideal for organizations with frontline workers,  connecting everybody and placing everything they need in one place.

Types of internal communication

1. Formal top-down communication

This type of internal communication flows from higher levels of management to lower levels. It starts with the C-suite, who makes all the calls, then disseminates their instructions, policies, and decisions to the organization’s employees through managers and leaders. 

Within an internal communications strategy, top-down communications are a structured approach that ensures important directives and guidelines are communicated uniformly. Top-down comms not only maintain consistency but also help in disseminating organizational objectives effectively throughout the workforce. 

Formal top-down employee communication methods include company-wide emails, official announcements, regular town hall meetings, or memos from upper management.

For example, in a hospital's internal communications strategy, this could look like an all-staff email sharing new patient care protocols. In a manufacturing plant, a bulletin board could display dates for upcoming safety training sessions. Or in retail, a company-wide text message can share information about a new product that management wants workers to upsell.

Pros

• It is an efficient way to communicate broad messages.
• Messages are controlled and aligned with organizational goals, reducing misunderstandings.
• Conveys a sense of professionalism in conveying critical information.

Cons

• It doesn’t consider how employees can share feedback.
• The passive reception of information may lead to disengagement.
• Information flow can be slow, causing delays in decision-making and implementation.
• It’s impersonalized, which can give employees a sense of being undervalued.

2. Formal bottom-up communication

This is the process where employees at lower levels of the hierarchy communicate their feedback, suggestions, concerns, and ideas to higher levels of management or leadership. 

This type of communication involves conveying information from the "bottom" of the organizational structure upward, allowing employees to have a voice, contribute their insights, and influence decision-making processes.

Three-quarters of employees are more engaged and feel more effective when they feel their voice is heard, Workforce Institute found.

When included as a part of an internal communications strategy, formal bottom-up employee communication not only empowers workers but also fosters a culture of inclusion and innovation within an organization. It's a valuable channel for capturing on-the-ground insights, which can often be missed by higher management. Less than half of employees feel as though they have an easy way to share feedback on key communications; a solid bottom-up communication strategy is one way to mitigate this.

In a frontline organization, there are many ways to implement formal bottom-up communications. Employee surveys are a popular way to gather feedback from an entire team at once, and Blink’s in-app survey tool allows HR teams to get real-time data straight from the mouths of employees.

For example, in a healthcare setting, nurses and medical staff might use formal bottom-up communication to suggest improvements in patient care protocols or to report safety concerns. 

Other formats for bottom-up communications include anonymous feedback forms and regular one-on-one meetings between employees and their managers. 

By actively encouraging and acting upon this type of feedback, organizations can harness the collective intelligence of their workforce and adapt to the evolving needs of the industry.

Pros

• Employees feel heard and valued, leading to higher employee engagement.
• A range of diverse perspectives can be gathered, leading to more well-rounded and innovative solutions.
• Frontline employees can identify challenges that might not be apparent to higher-level management.
• When employees are involved in change processes, they are more likely to support and adapt to new initiatives.

Cons

• Gathering, reviewing, and responding to a large volume of employee feedback can be time-consuming.
• It can be resource-intensive, requiring specific software.
• Not all employee suggestions may align with organizational goals or be feasible to implement.
• Formal bottom-up communication may result in inconsistent messaging across teams.

3. Formal horizontal communication  

This is the sharing of communications between individuals or departments at the same hierarchical level within the organization, for example, cross-functional meetings or interdepartmental emails.

Unlike the vertical communication we discussed above, which involves information flowing up or down within an organization, formal horizontal communication is between colleagues who hold similar positions within the organization. 

Leadership consultancy Fierce, Inc. found that 86% of employees feel that a lack of proper collaboration and miscommunication between teams lead to workplace failures.

Formal horizontal communication helps facilitate the smooth functioning of departments, coordination, collaboration, and information sharing. For instance, in a retail setting, it's crucial for the sales team to communicate effectively with inventory management to ensure products are stocked efficiently.

In frontline organizations, formal horizontal employee communication connects the various cogs that make up the company and keeps it functioning. Within the structured internal communications strategy, it can take many forms, including project reports, regular email updates between departments, and the establishment of specific cross-functional teams.

When done right, formal horizontal communication enables seamless collaboration and makes the company culture one of teamwork and shared goals

The key here is constant communication. Using an internal app with a chat function - whether it’s private messaging or a group chat - will promote regular collaboration. Blink’s chat feature enables seamless conversation, to encourage employees to work together and share ideas.

Pros

• Promotes knowledge sharing between peers with different expertise.
• Allows teams to align their efforts and activities with each other, avoiding overlap or conflict.
• Improves communication within the organization, leading to better company culture.
• Allows colleagues to provide feedback on each other's work, which they’re often more receptive to than feedback from above.

Cons

• A reliance on formal channels may discourage spontaneous creative interactions between colleagues.
• Communication may become siloed within specific departments.
• Can sometimes be time-consuming, especially when multiple people need to be involved.
• May not adapt well to rapidly changing circumstances or unexpected needs.

4. Informal communication

Unlike other aspects of an organization’s internal communications strategy, informal communication isn’t facilitated or regulated by the organization’s internal communication channels. It happens spontaneously between colleagues – water cooler chat, if you will.

This style of communication often occurs in casual settings or through personal relationships and can take place at various levels of the organization, including between employees and managers, and even across different departments.

Informal comms include face-to-face conversations, social media interactions, instant messaging, and phone calls. It serves as a complement to formal communication channels and plays a significant role in building relationships and shaping the company culture. 

We can look at Bank of America as a case study. Breaks for customer service employees used to be staggered so as not to have a shortage of staff fielding customer complaints. However, an internal audit found that productivity increased when workers took breaks together and socialized over lunch.

Oftentimes, frontline employees are working in silos and isolated from their coworkers. In frontline organizations, informal communications go beyond just sharing practical insights, it also gives these frontline workers a sense of camaraderie and belonging. In high-stress environments like hospitals or retail, where teams need to work seamlessly to serve customers and patients, these informal connections are invaluable.

Furthermore, workers can share valuable information that they learn on the job, which might not necessarily warrant discussion in formal channels. For example, tips for handling certain customers, which patient rooms have better heating, or even finding help to cover a shift.

The informal nature of these interactions fosters a culture of approachability, ultimately contributing to a more resilient and united frontline workforce.

The main Feed in Blink is designed specifically to foster this informal communication that keeps an organization running. It brings the whole company together in one place, without the formality of a memo or email chain. The Feed looks and feels like the social media apps we’re already accustomed to, making it easy for everyone to use. 

Pros

• Quick and easy, especially in fast-paced environments.
• Helps to build personal relationships and a sense of camaraderie among employees.
• Allows frontline workers a way to connect and engage with their coworkers, especially those who don’t have these opportunities come naturally.
• Practical knowledge, tips, and best practices are shared more easily through informal conversations.

Cons

• Frontline workers are limited in their opportunities for spontaneous chat, requiring the need for a centralized informal communications platform.
• It can lead to the spread of inaccurate information or rumors if not properly managed.
• Individuals who are not part of specific conversations or social circles may be inadvertently excluded.
• Important issues might not receive the attention they deserve when discussed informally.

Why is internal communications important for your business?

For a truly effective internal communications strategy, a workforce should be three things: connected, engaged, and aligned.

A connected workforce

The right internal communications strategy bridges the gap between remote, frontline, and office employees. Without a wide-reaching net, internal communications can become stilted or even ineffective. 

READ MORE: 5 communication strategies for better employee engagement

Frontline employees are consistently at a disadvantage due to the fact they most times do not have a company email or a desktop, like the organization’s office workers. 

More than 80% of the global workforce is deskless. Whether your company is in healthcare, manufacturing, or transportation, these frontline workers need to feel just as involved and valued as the ones behind a desk.

For these organizations, effective internal communications reduce turnover, increase profits, enhance employee experience, and boost productivity. Read more about deskless worker team communication here. 

An engaged workforce

Transparent communication empowers employees and boosts morale. 

When employees are informed about the company's vision and the reasons behind certain actions, they feel a sense of ownership and inclusion.  Transparency fosters trust, as employees perceive that their contributions and concerns are valued, leading to increased engagement and overall satisfaction.

Two-way internal communication is essential for employee engagement – as we covered above, top-down communication can lead to passive reception of information, which is a killer for engagement.

An effective internal communications strategy gives employees the ability to voice concerns and provide feedback or suggestions to management. This gives them a direct hand in decision-making, directly increasing their engagement with their work. 

An aligned workforce

Aligning teams and goals across the entire organization, from the CEO to frontline workers, is crucial for success.  

This involves ensuring everyone is across the broad business goals and objectives and understands how their individual work is crucial for reaching these goals. A study conducted by IBM found that 72% of employees don’t understand their organization’s core strategy, due to poor communication. 

Don’t let that 72% be your employees. An aligned workforce ensures that the messages being communicated resonate with everyone, and are understood in the intended manner.

Effective internal communications leads to better collaboration, within teams and across departments. 

Strategies to implement successful internal communications

Only 7% of workers agree that internal communication within their workplace is accurate, timely, and open.

Building a cohesive internal communications strategy is the key to uniting and motivating your workforce. We’ll touch on some strategies to help you create a successful internal communication plan, or you can read our in-depth step-by-step guide to writing an internal communications strategy.

Utilize technology for internal communication

These days, there are endless tools and software available to help organizations stay on top of internal communications. We’re no longer in the age where we have to rely on printed memos and morning meetings. 

Blink, and other digital communication tools which promote collaboration and information sharing, can totally revolutionize an organization. They provide efficient, real-time means to disseminate information, engage employees, and foster collaboration. 

Not only can these platforms allow employees to ask questions, provide feedback, and participate in discussions, but they also act as a centralized place for policies, procedures, and guides that employees can access.

A recent Emergence study found that more than half of deskless workers are dissatisfied with the software solutions provided by employers. 

Particularly for decentralized teams and organizations with frontline workers, technology-driven internal communication plays a pivotal role in keeping employees informed, connected, and aligned with organizational goals.

Understand how to best reach your employees

Obviously, organizations are made up of different types of employees, and traditional top-down internal communication strategies generally don’t take this into account. In order to make sure your message is relevant to your audience, you need to tailor your message based on who you are communicating with. 

For example, a message intended for frontline staff may focus on practical details and how it impacts their daily tasks, while a message for senior management might emphasize strategic implications and long-term business goals.

Consider the different workers that need to be reached with your internal communications strategy, and segment your audiences based on:

• Job role
• Seniority level
• Communication needs
• Whether they are desk-based or frontline workers

Then, you can analyze previous engagement data to see what type or format of content works best for each audience – eg. Email, live chat, video, etc., and the best times to communicate for the most engagement.

Utilizing technology can be very helpful here. Blink offers real-time powerful analytics to help you understand what content performs best, when, and with whom.

By customizing the messaging approach, and using data to optimize what the content is and when you are sending it, internal communication becomes more effective, increasing employee engagement and alignment with goals.

Establish regular feedback

Without regular feedback, internal communications are simply one-sided, which does nothing for employee engagement and satisfaction.

Every successful internal communications strategy should have built-in practices to regularly collect feedback from employees at every level of the organization. This can be done through surveys, suggestion boxes, town halls, anonymous feedback, or weekly leadership check-ins.

Employee feedback allows an internal communications strategy to be actually shaped by the people it’ll affect, not just the high-up decision-makers behind desks. Highlighting areas where improvement is needed – before it escalates into a problem – is crucial, not just for the employee experience but also for the success of the business as a whole.

Case study: Our collaboration with Salutem

During the COVID pandemic, the health industry faced endless challenges. Employees and organizations were dramatically affected by high levels of stress, low staff morale, and a huge hit to communications. 

Salutem, a healthcare company that provides services such as care homes and healthcare staffing, needed a solution to overcome the challenges presented by the pandemic. To do so, Salutem used Blink to revamp their internal communications strategy.

With Blink’s easy-to-use super-app, Salutem was able to launch monthly surveys, collect feedback and plan face-to-face group meetings to encourage two-way conversations between managers and staff.

Salutem launched S.E.L.F (Salutem Employee Listening Forum) initiatives to connect staff and promote a culture of free communication within the organization. Each division had a rep – nominated by managers through the Blink Feed – who were responsible for moderating Blink Channels and following up with their respective teams.

Colleagues were encouraged to share thoughts and open up conversations around concerns or opportunities for growth, which started conversations and reconnected employees across all teams.

The improvements that came from the new internal communications strategy were nearly immediate. The organization saw a:

• 300% increase in survey responses
• 92% adoption rate of Blink 
• Tenfold increase in staff who were easy to communicate with

The integral role of internal comms in organizational success

There aren’t many constants in this world, particularly in the ever-changing landscape of a frontline organization. But one does remain: the vital role of an internal communications strategy. From formal top-down messages that steer the company's vision to informal water cooler chats that breed friendships, effective internal communication is crucial for the success of any organization.

By implementing a solid internal communications strategy, organizations can create a workplace where ideas flow freely, where feedback is valued, and where employees are informed, engaged, and motivated. It's a workplace where everyone, from frontline staff to top executives, feels heard, appreciated, and connected.

Internal communications shouldn’t just be a strategy, however. It needs to be a core tenet of your organization’s culture. Introducing an effective tool – like Blink – to encourage effective internal communication is key. By fostering open dialogue, valuing feedback, and leveraging technology, organizations can create an environment where everyone feels heard, informed, and engaged. 

It's not about reinventing the wheel, but about adopting effective internal communications strategies that keep your workforce connected and motivated. 

Want a preview of what Blink can do? Watch this 2-minute video to see it come to life.