Why an annual survey won't make healthcare employees engaged

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.

Anytime a good employee leaves your company, you’re bound to feel sad. You may also start to get nervous. 

While it’s upsetting to see them go, it’s normal: many employees leave a company each year. 

But how do you differentiate a typical turnover from a severe turnover problem? 

That’s where calculating your employee retention rate comes in. 

What is employee retention rate?

Retention rate is a ratio of the total current employees and the employees at a previous point in time in the same positions at your company. You can calculate it annually or quarterly. 

It provides a snapshot of how satisfied your employees are at your company. 

A high retention rate indicates your employees enjoy the work they’re doing, fit in with your culture, and receive fair pay. 

Conversely, a low retention rate means that one or more of those elements are less than ideal. Since retention rate is inversely related to employee turnover rate, low retention means high turnover. 

Knowing your employee retention rate’s status, you can evaluate and adjust your employee retention strategies. When your employee retention rate improves, you know your retention efforts are paying off. 

Measuring employee retention rate

To find your organization’s employee retention rate, you need data on the total number of employees with your organization at the beginning of a period and the number of employees who remain at the end. From there, you can quickly calculate your retention rate. 

How to calculate employee retention rate

Find how many employees left your company in a period. Subtract that number from your total headcount at the start of the period. Divide the remaining number of employees by the initial headcount. The result should be a decimal. Multiply that number by 100 to find the retention rate in percentage.

Here’s what that looks like in the employee retention formula: 

For example, let’s say you want to calculate your annual retention rate.

You started the year with 56 employees and ended with 50 employees. Here’s how you can find the retention rate: 

56 - 6 = 50

50/56 = 0.8928

0.89 x 100 = 89

So in this scenario, the retention rate is 89%

Employee retention rate vs. employee turnover rate

Whenever we talk about staff retention rate, it’s also common to hear staff turnover rate. We use them interchangeably because they’re two sides of the same coin. 

While retention rate measures how many people stayed, turnover is the measure of how many people left. 

Similarly, you might be confused about attrition rate and employee churn rate. They are just other names for turnover rate.  

How to calculate employee turnover rate

You can do so by:

1. Sum the total employees at the beginning and end of the time interval.
2. Divide by two to get the average number of employees. 
3. Divide the total number of separations for a given time by the average number of employees.

For monthly turnover, you will work with this:

Suppose a company begins the month with 32 employees. Four employees leave, and six new employees join. So the company ends the month with 34 employees. 

The average number of employees is: 

(32+34)/2 = 33

Next, we find the turnover:

4/33 = 0.1212

Multiplying by 100, the turnover rate is 12%.

What is a good employee retention rate?

A good employee retention rate varies from industry to industry. 

Retail and restaurants tend to have lower industry average retention rates than other sectors, while government and federal sectors have the highest retention rates.

The overall market and economy also affect your retention rate. During times of high uncertainty or in a strong talent market, retention may decrease for every industry. For example, turnover in 2020 was 57.3%, making it 20% higher than the previous year. 

According to Built In, average retention rates range from 70-90%. 

Following this logic, a good retention rate is somewhere above 75%. But for frontline organizations that deal with restaurant and retail, a retention rate above 50% is also decent. 

Final thoughts: how to find your employee retention rate

Calculating your employee retention is an important metric while running your business. It can tell you a lot about how your employees feel at your company. 

The same is true for turnover rate as that lets you know where the fault lies.

Use both metrics to get a complete picture of your business and employ retention strategies to keep your top talent around. 

If you’re looking for a new way to keep your employees engaged, Blink is an all-in-one employee communications app that can help you stay connected to your employees and boost retention. 

‍What to look for in a Slack alternative

Choosing the right Slack alternative in 2026 requires understanding how workplace communication has evolved. Today’s teams are distributed, hybrid, and increasingly mobile — so the right platform must go beyond simple chat.

Key things to look for:

1. An all-in-one experience: The best Slack alternatives combine chat, announcements, and engagement tools. Platforms like Blink bring communication, collaboration, and employee experience together, creating a single digital front door for every employee.
2. Support for small and frontline teams: Many businesses now rely on hybrid or deskless workers and need a mobile-first communication tool that employees can use without a company email.
3. Integration with everyday tools: Slack alternatives such as Blink and Microsoft Teams integrate with core systems like Microsoft 365, Google Workspace, and HR software, ensuring one-click access to essential apps.
4. Ease of onboarding and adoption: Tools with a familiar consumer app UX drive faster adoption across all roles and departments.
5. Customization and security: Look for flexible access controls, branded interfaces, and enterprise-grade data protection.

In short, the best Slack alternatives for small businesses and frontline workforces are those that make communication effortless, keep employees connected wherever they work, and simplify tech stacks — with Blink standing out as a leading choice in this new category of employee experience platforms.

10 Slack alternatives

Slack alternatives include:

• Blink
• Workvivo
• Google Chat
• Microsoft Teams
• WhatsApp
• Staffbase
• Unily
• Mango Apps
• Chanty
• Zoho Cliq

Let’s take a closer look with an in-depth comparison of each of these team communication tools to help you find the right fit.

#1. Blink 

Best for: Organizations with desk-based and frontline employees looking to elevate internal communication and employee experience.

Looking for a Slack alternative that actually works for your entire workforce, including frontline teams? Blink has you covered. With real-time, peer-to-peer chat at its core, Blink makes communication effortless, regardless of role or location.

But Blink isn’t just another messaging app. It’s an all-in-one employee experience platform, packed with seamless communication, collaboration, and engagement features that help connect everyone — from corporate offices to the frontline.

As a mobile-first solution, Blink works on smartphones and desktop computers with equal functionality. Every employee gets easy access to modern intranet features, including real-time conversations, surveys, a content hub, recognition tools, and social networking capabilities.

With deep third-party integrations, Blink becomes the ideal digital front door for your organization. A personalized dashboard provides employees with one-click access to all the workplace software they use, including scheduling, HRIS, project management tools, and other essential applications. 

Benefits

• Real-time chat, for any organization: With peer-to-peer messaging, group chats, and team channels, Blink makes it easy for employees to connect instantly, whether they’re at their desk, on the shop floor, or in the field.
  
  
• Mobile-first: The platform has the same features and functionality on both mobile and desktop devices, and you don`t need a company email address to use it. Enabling all workers to access communication and collaboration tools on the go.
  
  
• Personalized comms: With audience segmentation and a mix of public and private channels, employees only receive communications relevant to their team, role, location, or interests.
  
  
• Multiple communication channels: Blink offers a news feed, content hub, chat, surveys, and recognition tools, making it a complete solution for internal communication.
  
  
• Super-app integrations: Blink integrates with other workplace tools, giving employees access to communications, documents, training, and HR essentials in one place.
  
  
• Dedicated support: Blink pairs you with a customer success manager to maximize adoption and impact.
• In-built AI: Blink’s AI features help employees write, improve, and summarize content, making it faster and easier to share ideas and information.

Considerations

• An all-in-one employee experience platform: Blink includes the tools you need for communication, collaboration, and engagement in a single solution. It may exceed your requirements if you only want to replicate Slack’s messaging functionality.

#2. Workvivo

Best for: Large companies seeking a culture-led comms experience with native Zoom integration.

Workvivo is a product that’s risen to prominence in recent years due to its acquisition by Zoom. Seamless integration with Zoom’s video conferencing software is a major platform selling point. Workvivo also provides a mobile app and a variety of communication channels.

Benefits

• Culture-building communication tools: Workvivo’s channels include a news feed, live streams, and podcasts.  
• A centralized hub: Workvivo can simplify communication and collaboration by cutting down the number of tools you need.
• Translation capabilities: Break down language barriers in multilingual teams by allowing employees to publish and read content in their chosen language.
• Personalized content: A tailored activity feed ensures users only see messages that are relevant to them.

Considerations

• Chat functionality: For instant messaging, Workvivo relies on integration with Zoom Team Chat, MS Teams, or Slack. Because of this, Workvivo might not be the right choice for businesses who want to move away from Slack.
• Cost: Workvivo is one of the more expensive platforms on this list, with additional costs for some features — including Workvivo TV and advanced analytics.
• Overwhelming notifications: Some Workvivo users say that excessive notifications disrupt their work day.

Read also: Top Workvivo alternatives

Pricing

Pricing is available on request.

Ratings

• Capterra: 4.7/5
• G2: 4.8/5

#3. Google Chat

Best for: Google Workspace users looking for quick, lightweight team messaging.

Google Chat is an instant messaging tool that offers seamless integration with Gmail, Drive, and Meet. It’s perfect for small to mid-sized teams looking for one-to-one and group messaging software. And it’s a good Slack alternative for those keen to stay working within the Google ecosystem.

Benefits

• Google integration: You can jump from Google Chat, to Google Docs, to Google Meet, to Gmail in a click. Google Chat offers easy and extensive Google integration.
• File sharing and spaces: Users can securely share files and create dedicated spaces for specific teams or projects.
• Make announcements: For company-wide announcements, you can create threads that support up to 500,000 members.
• AI functionality: Employees can use Gemini within Google Chat. They can find answers and files, brainstorm ideas, and summarize conversations with ease.

Considerations

• Poor mobile experience: Google Chat offers a better experience on desktops than it does on mobile devices, with users mentioning unreliable notifications and tricky navigation.
• Employee engagement: The user experience offered by Google Chat pales in comparison to leaders in the field. The interface is unlikely to engage employees.
• Functionality and integrations: Users complain that Google Chat lacks the advanced features and third-party integrations provided by other chat tools.

Pricing

Free for Workspace users. Google Workspace plans start at $7 per user per month.

Reviews

• Capterra: 4.5/5
• G2: 4.6/5

#4. Microsoft Teams

Best for: Formal organizations already using Microsoft 365 software.

Microsoft Teams is a popular team collaboration software. It allows desk-based, remote teams to collaborate in real-time — and it integrates with Office 365 to provide team chat, meeting, and document-sharing tools. It’s worth noting that, in contrast to Slack’s informal threads, MS Teams has a more corporate and structured feel. 

Benefits

• Office 365 integration: If you already use Office 365 software, it’s easy to add Teams into the mix.
• Video calls: Teams has in-built video conferencing tools. You can launch one-click video meetings, with breakout rooms, recordings, and transcripts.
• Advanced security: Microsoft prides itself on enterprise-level security so it’s a good option if you’re working in a highly regulated industry.
• Easy navigation: Each chat channel comes with file storage. So it’s easy to find documents that relate to each conversation.

Considerations

• Clunky interface: Teams can feel unintuitive for new users. There are lots of tabs, menus, and nested options to get used to.
• Poor mobile experience: If you want to make comms and collaboration available on smartphones, Teams isn’t the best choice.
• Lacks company-wide comms tools: MS Teams isn’t great for culture-building employee communications. You may find it hard to get critical messages to cut through.

Read more: Best Microsoft Teams alternatives

Pricing

Microsoft Teams is free for the first month. The cheapest plan starts from $4 per user per month.

Reviews

• Capterra: 4.5/5
• G2: 4.4/5

#5. WhatsApp

Best for: Small teams or informal communication where compliance isn’t a concern.

Let’s start this section with a disclaimer. WhatsApp isn’t designed as an internal business communication tool. But many organizations use it as an unofficial Slack alternative, particularly if their existing comms tech doesn’t fulfill their needs. 

Frontline employees may end up using WhatsApp because the software used by their organizations is only available on desktop and with a company email address — neither of which deskless workers have easy access to.

Benefits

• Simple UX: WhatsApp offers a consumer-grade messaging experience. The app is easy and enjoyable to use — and most employees are already very familiar with it.
• Message, call, and video functions: You can use WhatsApp to speak one-to-one or to the whole team using instant messaging, audio calls, and video chats.
• Engaging functionality: WhatsApp offers a social-media-style experience. Users can leave reactions on posts, send multimedia content, and launch polls.

Considerations

• Security: WhatsApp is associated with data privacy and security concerns. The platform has been vulnerable to hacking, malware attacks, and scams in the past.
• Lack of oversight: Internal comms and IT don’t have access to admin controls or analytics.
• Blurring boundaries: Personal and work messages compete with one another. Mixing personal and work comms can blur boundaries and harm productivity.

Read more: Whatsapp alternatives

Pricing

WhatsApp is free to use.

Reviews

• Capterra: 4.7/5
• G2: 4.7/5

#6. Staffbase

Best for: Large enterprises looking to centralize employee communications.

As a Slack alternative, Staffbase provides everything you need and more. It’s an intranet that works well for large organizations with both dispersed and desk-based staff. Via the app, employees can use one-to-one and group messaging functions, with the option to attach files to messages and enable and disable push notifications.

Benefits

• Great user experience: Staffbase provides an intuitive interface and clear page layouts that are easy for users to navigate.
• An all-round communication tool: With Staffbase, you get tools for top-down, bottom-up, and peer-to-peer communication.
• A content management system: A full CMS makes life easy for your internal communications team.
• Customization options: You can tailor the Staffbase interface so it matches the branding of your organization.  

Considerations

• Cost: Staffbase is at the more expensive end of the scale. You also have to pay more for advanced add-ons. So it doesn’t tend to make sense for small and medium-sized businesses.
• Limited mobile functionality: The Staffbase mobile app doesn’t provide many out-of-the-box tools for frontline workers.
• Limited integrations: Staffbase integrates well with Microsoft 365 software. But for a wide range of integrations and to give employees access to niche industry tools, you may have to look elsewhere.

Pricing

Pricing is available on request.

Reviews

• Capterra: 4.7/5
• G2: 4.6/5

Read more: Staffbase alternatives

#7. Unily

Best for: Global enterprises focused on top-down communication and intranet-style knowledge sharing.

Unily is another all-round employee experience platform. It goes beyond chat functions to connect, inform, and engage employees across your organization. You can launch polls, update the social feed, and send mandatory content, making everything available on both mobile and desktop apps. But while it excels at broadcasting information, it’s not built for real-time, peer-to-peer conversation.

Benefits

• Strong top-down communication tools: Unily lets you create and distribute targeted content via news articles, social feeds, and mandatory reads.
• An integrated people directory: It’s easy for employees to find co-workers and start conversations with them.  
• Read receipts and notifications: Read receipts tell you when a recipient has seen your message — and notifications ensure that critical comms are never missed.
• Personalization: Unily helps you segment your audience and tailor content so employees only receive relevant information.

Considerations

• Lack of instant messaging: Unlike Slack, Unily doesn’t support real-time chat between employees — limiting peer-to-peer collaboration.
• Complexity: Unily is a comprehensive comms tool. But setup and management will take up a lot of your time.
• Cost: Unily customers say they get a lot for their money. But this is one of the priciest Slack alternatives out there.
• A second-tier mobile experience: Because the desktop version of Unily is so complex, it can be tricky for admins to translate the experience to a small smartphone screen.

Pricing

Pricing is available on request.

Reviews

• Capterra: 4.6/5
• G2: 4.5/5

#8. MangoApps

Best for: Organizations who want to create a unified digital workplace.

MangoApps is an employee experience platform that combines document management, project collaboration, and a news feed. It provides audience-targeting tools and some good configuration options.

Benefits

• Easy to use: Both employees and admins will find it easy to use MangoApps and there’s a minimal learning curve.
• A one-stop shop: MangoApps provides many of the tools you need for internal comms, recognition, and employee engagement.
• Comprehensive search: It’s easy for users to find what they’re looking for within the platform thanks to a good search function.
• Built-in knowledge management: MangoApps offers easy document management and knowledge base features.

Considerations

• User experience: UX and the visual appeal of the platform lag behind that of other platforms on this list.
• A poor mobile experience: The mobile app experience is also not up to scratch, with core features for frontline workers relying on integrations.

Pricing

Pricing is available on request.

Reviews

• Capterra: 4.4/5
• G2: 4.2/5

9. Chanty

Best for: Budget-conscious companies looking for a Slack-lite tool.

Taking things back to basics, Chanty is an internal communication app designed to connect office-based and frontline employees in small to mid-sized teams. It provides a centralized hub for messages, contacts, and tasks and an intuitive interface that allows teams to access information and collaborate.

Benefits

• Intuitive messaging: Chanty supports one-to-one and group conversations across a clearly organized interface.
• Create tasks and Kanban boards: You can start task discussions with a click and manage tasks, due dates, and status with collaborative boards.
• File sharing capabilities: Users can share files, uploading and accessing documents and images within the direct messages.

Considerations

• Limited features: Chanty won’t work as an all-in-one internal communication and real-time collaboration solution. You’ll need other tools in the mix.
• Lack of integrations: Chanty doesn’t provide easy integration with many popular software solutions.
• Scalability issues: This platform is designed for businesses at the smaller end of the scale so if you’re likely to grow quickly, you’ll need a new solution before too long.  
• Limited customization: The platform is simple to use but it doesn’t offer advanced customization options.

Pricing

Chanty offers a free plan with paid plans starting at $3 per month per user.

Reviews

• Capterra: 4.7/5
• G2: 4.5/5

10. Zoho Cliq

Best for: Businesses already using the Zoho software suite.

Zoho Cliq is another Slack alternative to consider in 2025. It provides a secure chat platform for communication within teams and with external stakeholders. You can use video calls, real-time messaging, and file-sharing tools.

Benefits

• Simple UI: Users say that Zoho Cliq is easy and intuitive to use.
• Comprehensive internal team communication: Teams have all the tools they need to communicate effectively, even when working in different locations.
• A good mobile experience: Users are positive about Zoho Cliq’s mobile app, particularly in comparison to Slack’s mobile experience.

Considerations

• Limited functionality: Zoho Cliq works best as part of the Zoho ecosystem, which includes CRM and project management software. Alone, it has limited functionality.  
• Lack of customization: You have limited control over notifications, status settings, and the Zoho Cliq interface.
• Lack of integrations: Zoho Cliq doesn’t offer the same range of third-party integrations as Slack.

Pricing

Zoho Cliq customers can start with a free trial. Plans start from $2 per user per month.

Reviews

• Capterra: 4.6/5
• G2: 4.4/5

What to look for in a Slack alternative

The best alternatives to Slack provide all the communication tools you currently rely on. They also fill the gaps — fixing some of the issues your team experiences with Slack to create a more effective and engaging employee experience.

Beyond the best possible real-time chat and collaboration features, here’s what you should be looking for when choosing an alternative to Slack.

A consumer-grade user experience

A user-friendly interface, simple navigation, and clear communication channels make life easy for employees — and ensure high levels of software adoption.

Easy onboarding

The best Slack alternatives have a minimal learning curve — for both employees and admins. They’re easy and enjoyable to use from day one.

Extensive integrations

To avoid app overload, your communication tech should integrate with the other tools you use, putting everything employees need in one easy-access location.

Customization and personalization

The best internal communication tools are customizable solutions that allow you to put your stamp on them with company branding. They allow you to tailor notification settings and segment audiences so they receive only relevant comms.

Cost-effectiveness

Pick a platform that gets good adoption rates. Also, choose tools that reach all employees — including hard-to-reach frontline workers — so you don’t have to pay for multiple software subscriptions.

Security

The best Slack alternatives keep your data safe and secure. Look for tools that prioritize security with key features like end-to-end encryption (in transit and at rest) and multi-factor authentication.

Find the right alternative to Slack and supercharge workplace communication

So which solution is best for your organization? 

It depends on whether you need a like-for-like Slack replacement or a complete internal communication platform upgrade.

A simple team chat app makes it easy for desk-based teams to message and collaborate. But an employee experience platform takes communication to the next level. 

With built-in surveys, recognition tools, deep integrations, and a social news feed, an employee communication platform connects your team to your organization’s culture and purpose while reducing time spent switching between apps.

When you choose the right Slack alternative, you can create a more engaged, connected, and loyal workforce — something Slack was not designed to deliver.

‍Blink brings this vision to life by turning everyday conversations into real connections through a single, mobile-first employee experience app and platform — software that unites communication, collaboration, and culture across every team.

Blink. And turn conversations into real connection with an employee experience app.
‍

The last few years brought a storm of change to the HR industry. Artificial Intelligence. The gig economy. And more recently, a global pandemic has altered our reality and redefined workflows. 

While Covid-19 has forced us to make many temporary adjustments to the way we live and work, not every new development is short-lived. There has been an influx of new trends that are here to stay.

These innovations have pushed us to view different areas of the HR function from a new perspective. And they have made us wonder: What’s in store for the future? What are the developments that will transform HR for good? Which trends will shape the new reality of work?

Read on for answers. In this post, we take a look at the top HR trends in 2021 for frontline business and HR leaders to take into account as they prepare for what’s to come. 

Top HR trends for 2022

Designing work for frontline employees’ well-being 

The line between work and home life has been blurring for some time, but the pandemic has all but erased it for many employees. In response, HR leaders have shifted from promoting work-life balance to pushing well-being into the work itself.

As per the 2020 Hartford’s Future of Benefits Study, workers are now demanding benefits like hospital indemnity insurance, additional paid time off, and employee assistance programs.

Companies, on their part, are focusing on online experiences that improve employees’ health. These include virtual team-building events, yoga and fitness sessions, and mindfulness classes, and so on. 

So organizations that thrive beyond 2021 are going to be those that integrate health-related initiatives into the design of work. This will be done at the individual, team, and organizational levels to create an environment in which employees are at peak health. 

Reskilling to unlock frontline worker potential 

During Covid, many organizations struggled to retain employees because of financial problems, sick leave, or losing workers to the virus. So managers called on remaining employees to expand their roles and fill the gaps left by their coworkers. And like the Spartans, employees rose to the challenge. 

Workers’ resourcefulness and agency in these hard times have shown that they can learn and contribute in unexpected ways. And in doing so, they have positioned their organizations to thrive in the long term.

So employee reskilling is another important trend to watch out for. According to a recent Udemy survey, the demand for building employee skills grew by 38% in 2020. The consulting company PricewaterhouseCoopers (PwC) illustrates this trend. It invested $3 billion in the learning and development of employees who have stayed with the business for at least 3 years. This suggests that reskilling is a lean and sustainable way to strengthen your workforce. 

Building 'Superteams' 

Organizations have been using ‘teaming’ (setting up a temporary team of people who aren’t familiar with each other) as a survival strategy to counter the impact of Covid-19. Many leaders have now begun to realize teaming as an opportunity to form “superteams.” 

Coined by Thomas Malone, the term ‘superteam’ refers to the pairing of people with technology such as artificial intelligence (AI) and robotics, to rethink workflows and get faster outcomes. 

The strategy of turning teams into superteams is still in its infancy, as many companies still see technology from a limited viewpoint — more as a tool than a team member. 

According to Deloitte’s 2021 Global Human Capital Trends report, only 16% of executive-level leaders said that they plan to transform work by combining humans and machines.

But the trend is expected to accelerate, with organizations shifting to this new mindset and strategy in a strong position to realize the untapped potential it offers to drive growth and handle uncertainty. Making sure you have the right employee experience software, and the right tech stack is vital.

Rethinking governance of workforce strategies 

Covid-19 has opened our eyes to the fact that using data on your workforce’s current state to determine employee strategies is not enough. Relying solely on the metrics showing the workforce’s present situation is risky because it limits a company’s potential to survive drastic changes. This applies to all strategies, from staffing levels to employee retention. 

Some organizations are shifting their approach from strategizing for likely, minor events to planning for the unexpected. 17% of HR executives say that their companies plan to focus on the occurrence of unlikely, high-impact events, as opposed to 6% before the pandemic. 

Companies that want to handle change with confidence must address questions that force them to look into the future. It’s forward-looking insights that will help businesses accomplish new milestones. 

Shifting from managing employees to re-architecting work 

Covid-19 has positioned HR as a prominent part of surviving a crisis. And the good news is that HR has lived up to this new standard, gaining more credibility as a result. 

A survey by Deloitte has shown that both HR and business leaders are now more certain of HR’s ability to tackle future challenges. 

This creates an opportunity for HR departments to leverage their new position and transform their role from that of managing employees to re-architecting work. 

HR leaders can make the most of this by taking charge of reimagining both the workforce and the workplace to ensure future success.

The survey also found that 61% of business and HR executives are planning to reimagine work in the next one to three years. This would mean:

• Prioritizing outcomes over outputs 
• Focusing on building superteams that combine human and technological capabilities
• Managing the cultural and leadership changes that arise from the new approach to work

As a result, HR trends and goals will align better with business objectives. And HR will need to work closely with other departments to shape the new architecture of work. 

Conclusion

These HR trends show the future holds both big opportunities and tough challenges for HR and business leaders. All this is pushing HR professionals to search for and leverage innovative technologies to improve employee productivity and engagement.  

In the near future, AI-based predictive and automation technologies are likely to improve all the areas under the HR function, including talent acquisition, workforce analytics, and reskilling of employees. All these ultimately help HRs role in employee engagement.

So use these trends to anticipate new developments in the human resource field, and to inform your business processes moving forward. It will give you a solid foundation to not just survive but thrive in the face of upcoming changes. 

Shiny demos don’t guarantee adoption.

You can buy a tool that looks amazing in a pitch meeting. Then watch it gather digital dust a few months later because it doesn’t actually work for your company.

Asking the right questions up front avoids that frustration and a ton of wasted budget. It helps you find a solution that supports both employee communication and engagement — and fits seamlessly within your tech ecosystem.

Doing some software shopping? To find the right employee communication app for your organization, here are the 10 questions you should be asking.

Choosing an employee communication app: A 10-question checklist

1. Will every employee actually use this?

Okay, so priority number one is finding an app that your employees will embrace. Because if a good chunk of your workforce fails to get on board with your new software tool, you’re not getting good ROI.

The right app is:

• Intuitive. Employees can pick it up and start using it without having to trawl through a manual first.
• Accessible. It should be easy for every employee to log in, even on older phones or with patchy internet connection.  
• Free from friction. Everything just works — whether that’s search functions, voice calling, or integrations with other tools.

When assessing an app, keep your least tech-savvy employee in mind. If you think they’d use (and maybe even actually grow to love) this app, you can be confident it’ll work for the rest of your team.

2. Does it work for frontline teams?

A major benefit of an employee communication app is that it’s available on smartphones. So you can land messages with your hardest-to-reach employees — those who don’t sit at a desk all day.

To find the best solution, look for tools that understand and accommodate the realities of frontline work, including:

• Shifts and staggered schedules. The best apps support both real-time and asynchronous communication so employees can check in at a time that works for them.
• Busy schedules. With search, personalization, critical reads, and bite-sized content, the best apps let you share vital information in a format that’s quick and easy to digest.
• Frontline access requirements. Deskless staff don’t always have a corporate email address or access to a shared portal. They should be able to log in easily from their smartphones.
• Frontline vs. desk-based experience. Don’t accept one experience for office-based staff and another for frontline employees. Your app should have the same features and functionality across both desktop and mobile apps.

Ultimately, any frontline communication app has to be mobile-first and secure but accessible on personal smartphones. It also needs to provide an exceptional digital employee experience across all devices.

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3. Can it replace multiple tools?

If you’re relying on a patchwork of communication tools, your staff are probably feeling the strain. They’re spending nearly 4 hours each week — and 1,200 clicks per day! — toggling between apps. Or bugging IT because they forgot one of many sets of login details (again!).

The best employee communication apps don’t exist in a silo. They streamline your comms tech stack by combining essentials — like real-time messaging via chat, company-wide updates on a news feed, and documents in a content hub.

The best of the best go even further. They act as an all-in-one employee experience app and intranet platform, with personalized content pathways, employee recognition, and easy access to other workplace systems.

Think about the tools you’re currently using and how many of them your shortlisted apps could replace. Because the fewer tools you use, the easier and more streamlined work becomes.

4. How easy is it to manage and govern?

The front-end of an app can work like a dream. But what’s going on behind the scenes? You need to look beyond the glossy exterior to the nuts and bolts of the admin experience.

When an app is complex to manage and govern, the comms team ends up calling on IT. This creates a bottleneck. And it leads to stale content, clunky processes, and frustrated employees.

To ensure the best user experience and continued engagement with your employee communication app, you need clear permissions and content controls. You also need tools that make it easy to add, update, and personalize communication content.

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5. Is it secure and compliant?

Security is another top consideration when choosing an employee communication or employee experience app. You want a solution that meets enterprise-grade security standards, with security built in, not bolted on.

So look for things like:

• End-to-end encryption, in transit and at rest
• Secondary biometric authentication
• Function fencing, so workers only have access to the tools and controls they need
• Automated user provisioning, so it’s easy to add, manage, and remove users as necessary

If you work in a particularly regulated industry, like healthcare, you should also look for compliance with industry-specific security laws.

But bear in mind: heavy-handed security can harm the user experience, pushing your employees toward makeshift solutions, like WhatsApp.

So it’s all about getting the right balance. A good software provider should help you find that balance, achieving the best possible security while also ensuring a simple and streamlined experience for users.

6. Does it support two-way communication?

Internal communication is most effective when it goes both ways. The C-suite and managers speak to employees. But employees have the opportunity to respond.

A good employee communication app gives your organization the tools it needs to maintain a dynamic conversation:

• Instant messaging tools, for 1-to-1 and group chat
• A news feed where employees can react with comments, emojis, and GIFs
• Employee surveys and quick-fire polls
• Video and voice calling
• Interactive live streaming

Choose tools that support two-way internal communication, and you give employees a voice. That means stronger workplace connections, better collaboration, and employees who feel seen and heard.

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7. How quickly can we launch?

Time-to-value is important. The right app should be quick to deploy and easy to scale across multiple teams.

If you’re considering building your own comms app, know that this often requires months (or even years) of developing, testing, and iteration. So buying a ready-to-go tool is often the quickest solution.

Today, prebuilt doesn’t mean compromising on the end result. You can incorporate custom branding and tailor app features and functionality to the needs of your organization. You get speed, scalability, and best-in-class technology.

Ask providers about timescales so you have a clear idea of the setup and launch process. Here at Blink, most of our clients go live within 6 to 12 weeks.

8. Will it integrate with our existing systems?

A great employee communication app isn’t just a one-stop shop for internal conversations. It can also act as a digital hub, reducing friction and making life easier for employees in the process.

That requires strong integrations with the existing software you use. And single sign-on technology to give employees access to that software from one unified dashboard.

When you integrate an app into your digital ecosystem, employees can use it to tackle tasks like:

• Swapping shifts with coworkers
• Checking their paystubs
• Clicking a news feed post to go straight to online compliance training
• Completing a safety report on the go
• Submitting a time-off request
• Viewing customer details via your CRM

The result? Your employee communication app becomes a comprehensive employee intranet. A place where staff can catch up with the latest company news — of course.

But also a place where they can learn, receive recognition, give feedback, and access all the tools they need to do their jobs well.

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9. Can we measure impact and ROI?

To get the most from your mobile-first employee app, you need to know what’s working and what isn’t. And to do that, you need analytics.

Find out what analytics and reporting features come with your shortlisted apps. Consider the internal comms metrics they allow you to track.

And expect more than just the basics. A good app won’t just provide data on platform usage and message read rates.

It’ll show you how internal comms KPIs relate to employee engagement, sentiment, and turnover. It’ll allow you to segment data by team, department, and manager. And it’ll present data in a way that’s super easy to understand and act on.

Clear analytics help you improve internal communications. They also help prove the value of employee communication to leadership, so you can justify continued investment in comms strategy and tech.

10. Does it feel human?

The final question to ask before choosing an employee communication app. Does this app feel familiar and fun? Or is it cold and corporate?

Employees are more likely to use your app when it offers the same consumer-grade experience they enjoy on apps away from work. If it lets them communicate in ways they’re used to (and in ways they enjoy).

Operational updates are important. But your app should also make space for informal, authentic connection. Tools like video stories, coworker communities, voice and video calling, live streaming, and employee-generated content make that possible.

Give people a modern social experience, where they can show up as their real selves, and engagement is sure to follow.

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The right employee app makes all the difference

Choosing an employee communication or employee experience app isn’t just about features or fancy demos. It’s about finding a tool your team will actually use — one that fits your workflow, feels intuitive, and makes work more connected, engaging, and human.

Ask the right questions up front. Consider the full scope of the app — the more functions it performs, the more value it brings to your team. Look beyond shiny user interfaces to the day-to-day employee experience.

When you do, you don’t just add another tool to your tech collection.

You get a solution that supports company culture, employee productivity, engagement, and retention. You build a space where employees can easily access the information they need and the connection they crave.

At Blink, I am responsible for the ongoing success and happiness of our wonderful customers 🚀

I lead our brilliant global Customer Success and Customer Support teams. Together, we nurture our customers in every way possible. We work collaboratively with our customers and all the internal teams at Blink to ensure our users are getting the absolute best value out of our transformative SaaS platform.

I was born and raised in Camden Town, London. I left the capital to go to university but Camden is where my heart lives so I came straight back once I graduated!

I studied Anatomy & Physiology at the University of Manchester and my plan was to kick-off a career in Healthcare 🏥 After months of work experience at the MRI Hospital in the Oncology Gynaecology Department, I came to the realisation that a career in Healthcare sadly wasn’t for me. However, my respect, appreciation, and gratitude for how incredibly hard the nurses, technicians, doctors, surgeons, and supporting staff work on the frontline skyrocketed.

When I left University, I no longer had a career plan which was scary. All I knew was that I loved people – helping, communicating, and supporting people. So, I literally typed ‘jobs for people who love people’ into Google to see what opportunities came up! Recruitment was the top result and that’s how I fell into my first role 💙

My first job was a hybrid Business Development and Recruitment Consultant role within a large corporate company. I learned very quickly that a hardcore Sales role didn’t suit me and I wanted to have more of a positive and influential impact than I could within that corporate environment.

This is when my journey into working in start-ups began. I joined a small technology recruitment start-up whose mission was to change the way companies recruit for their product and engineering teams. I worked my way up from Talent Manager to Account Manager where I had my own portfolio of customers that I was responsible for. I worked with companies including Cazoo, MADE.com, dnata, Emirates Holidays, and many more to help them design, advertise, interview, and hire for their product and engineering teams.

When the opportunity arose to work for a company whose purpose is to make the work lives of the frontline easier, happier, and more connected, I leaped at the chance.

I joined Blink in November 2019 as the first-ever Customer Success Manager. I was responsible for all of our customers throughout their post-sales lifecycle. I single-handedly managed customer support, implementations, and customer success for all our customers.

Since then, we’ve grown from just me to three established global teams: Customer Success, Customer Support, and Implementation. I’ve had the extraordinary opportunity to build my own teams, create our ways of working, take on increasing levels of responsibility and accountability, and achieve glowing success with our customers.

Now as Head of Customer Success, my role is much more strategic and focused on the leadership of my team.

There are three main reasons why I love what I do. The first is the people. I get to work with incredible people internally and externally every single day.

The second is the challenge. I’m learning, growing, and developing at a rate that I didn’t think was possible! And the best thing is that I get to share this with those around me, particularly my team.

The third is our mission. We’re all working together to make the working lives of the frontline easier, more efficient, more connected, but most importantly give them their voice and let it be heard.