You need to prioritize retaining your best employees through your HR. Learn about 4 lesser-known benefits of employee retention to find out why.
Jess DeVore
Published:
September 6, 2023
Last updated:
September 17, 2023
What we'll cover
Searching high and low for the perfect employee to fill a complicated role can be difficult. It stresses you out if you’re already short-staffed and in a rush to get more hands as quickly as possible.
Of course, it would be preferable not to worry about hiring at all. Retaining employees you already have can be a lot simpler than constantly hiring. And it can benefit your business too.
While you’re probably familiar with some of the benefits of employee retention, there are several hidden advantages of employee retention that you may not have considered.
If you’re ready to get motivated to kick your retention efforts into high gear and retain your top talent, keep reading and learn some of the lesser-known benefits of staff retention.
Why employee retention is important
Employee retention is important because it can improve the productivity of an organization.
Organizations with high employee retention profit from increased employee engagement, higher employee morale, more experienced employees, and lower employee turnover costs.
That’s why 91% of Human Resources leaders are concerned about employee turnover in the near future.
Besides the revenue, companies with a lower turnover rate can spend time on their employees, build a cohesive company culture, and achieve innovations that outperform their high-churn counterparts.
Employee retention’s effect extends beyond your annual revenue or quarterly performance reports — it improves each day for your workers, managers, and customers.
In short, it’s hard to overstate the importance of effective employee retention strategies as they can impact just about every aspect of your business, including revenue, service, and company culture.
1. More quality hires
Hiring typically increases when employees leave your company. So it should decrease as your retention goes up.
The hidden benefit of high retention is that you can allocate more resources to the time-consuming job of sourcing new hires. You can be more selective in finding candidates with relevant experience and perfect cultural fit instead of rushing to fill a vacancy.
The candidates you hire this way are more likely to stick around and better fit your organization, which further improves your retention rate.
Ultimately, more employees staying means more business growth and more new positions. You can focus your hiring efforts on adding to the team rather than replacing previous talent.
2. Better employee training
Hiring new employees takes up a significant portion of your company’s HR budget and time. It’s estimated that replacing an employee costs anywhere from 50% to 200% of their annual salary.
Retaining just one extra employee means thousands of dollars saved you can use in other areas.
One often-neglected management area is training, with 78% of workers saying they want more training. By saving on hiring, you can spend on training.
With more time for training, your employees will be happier, more skilled, and even more likely to stay with your organization.
3. Improved customer relationships
Most of your return customers and clients don’t think of your business as a logo or physical store. They think of the person with whom they interacted. Your employees are the face of your business, from frontline workers up to account managers.
Your customers rely on your employee’s knowledge of their needs and history with the company to deliver the highest level of service. So when an employee leaves, the relationships they built with your customer base leave with them.
A PWC report found that 80% of Americans think a knowledgeable staff is the most important element to customer satisfaction, along with speed and convenience. They also pay more for things when they experience a positive customer experience.
The benefits of employee retention reach beyond your current staff and bottom line and impact the customer experience. A high employee retention rate ultimately improves your clients’ and customers’ perception of your business.
4. Faster progress
While onboarding and formal training programs are essential for satisfied, efficient employees, these resources are hardly the only way employees learn on the job.
One of the most valuable sources of guidance and information is your current employees. Studies show that 91% of employees with a workplace mentor are happy with their jobs.
By retaining most of your employees, you get:
Strong relationships between your employees that impact their performance
Employees who possess in-depth knowledge in their fields
Great mentors who have the technical skills and know little-known tricks in the field to help the newcomers
You benefit from the perks of high employee retention: Employees have a wealth of team members to turn to when they have a question or need advice. This turns your newest employees into your best employees.
Also, when turnover is low, you keep the work environment of cultural cohesion and the know-how of experienced employees. This results in less stress and high productivity.
Final thoughts: 4 hidden benefits of employee retention you should know
Why retain employees? The answer is clear.
The benefits of employee retention are wide-reaching for your entire organization. Employees, management, and customers all reap the benefits of employee retention.
Employees benefit from greater satisfaction, higher productivity, and better support on the job. Employers can enjoy greater profit and less uncertainty. And your customers can rely on consistently high-quality and personalized customer service.
These benefits are well worth the expense of managing incentives like healthcare, training, and work-life balance.
If you’re ready to improve your employee retention, an all-in-one employee communication tool like Blink can maximize your organization’s initiatives.
Searching high and low for the perfect employee to fill a complicated role can be difficult. It stresses you out if you’re already short-staffed and in a rush to get more hands as quickly as possible.
Of course, it would be preferable not to worry about hiring at all. Retaining employees you already have can be a lot simpler than constantly hiring. And it can benefit your business too.
While you’re probably familiar with some of the benefits of employee retention, there are several hidden advantages of employee retention that you may not have considered.
If you’re ready to get motivated to kick your retention efforts into high gear and retain your top talent, keep reading and learn some of the lesser-known benefits of staff retention.
Why employee retention is important
Employee retention is important because it can improve the productivity of an organization.
Organizations with high employee retention profit from increased employee engagement, higher employee morale, more experienced employees, and lower employee turnover costs.
That’s why 91% of Human Resources leaders are concerned about employee turnover in the near future.
Besides the revenue, companies with a lower turnover rate can spend time on their employees, build a cohesive company culture, and achieve innovations that outperform their high-churn counterparts.
Employee retention’s effect extends beyond your annual revenue or quarterly performance reports — it improves each day for your workers, managers, and customers.
In short, it’s hard to overstate the importance of effective employee retention strategies as they can impact just about every aspect of your business, including revenue, service, and company culture.
1. More quality hires
Hiring typically increases when employees leave your company. So it should decrease as your retention goes up.
The hidden benefit of high retention is that you can allocate more resources to the time-consuming job of sourcing new hires. You can be more selective in finding candidates with relevant experience and perfect cultural fit instead of rushing to fill a vacancy.
The candidates you hire this way are more likely to stick around and better fit your organization, which further improves your retention rate.
Ultimately, more employees staying means more business growth and more new positions. You can focus your hiring efforts on adding to the team rather than replacing previous talent.
2. Better employee training
Hiring new employees takes up a significant portion of your company’s HR budget and time. It’s estimated that replacing an employee costs anywhere from 50% to 200% of their annual salary.
Retaining just one extra employee means thousands of dollars saved you can use in other areas.
One often-neglected management area is training, with 78% of workers saying they want more training. By saving on hiring, you can spend on training.
With more time for training, your employees will be happier, more skilled, and even more likely to stay with your organization.
3. Improved customer relationships
Most of your return customers and clients don’t think of your business as a logo or physical store. They think of the person with whom they interacted. Your employees are the face of your business, from frontline workers up to account managers.
Your customers rely on your employee’s knowledge of their needs and history with the company to deliver the highest level of service. So when an employee leaves, the relationships they built with your customer base leave with them.
A PWC report found that 80% of Americans think a knowledgeable staff is the most important element to customer satisfaction, along with speed and convenience. They also pay more for things when they experience a positive customer experience.
The benefits of employee retention reach beyond your current staff and bottom line and impact the customer experience. A high employee retention rate ultimately improves your clients’ and customers’ perception of your business.
4. Faster progress
While onboarding and formal training programs are essential for satisfied, efficient employees, these resources are hardly the only way employees learn on the job.
One of the most valuable sources of guidance and information is your current employees. Studies show that 91% of employees with a workplace mentor are happy with their jobs.
By retaining most of your employees, you get:
Strong relationships between your employees that impact their performance
Employees who possess in-depth knowledge in their fields
Great mentors who have the technical skills and know little-known tricks in the field to help the newcomers
You benefit from the perks of high employee retention: Employees have a wealth of team members to turn to when they have a question or need advice. This turns your newest employees into your best employees.
Also, when turnover is low, you keep the work environment of cultural cohesion and the know-how of experienced employees. This results in less stress and high productivity.
Final thoughts: 4 hidden benefits of employee retention you should know
Why retain employees? The answer is clear.
The benefits of employee retention are wide-reaching for your entire organization. Employees, management, and customers all reap the benefits of employee retention.
Employees benefit from greater satisfaction, higher productivity, and better support on the job. Employers can enjoy greater profit and less uncertainty. And your customers can rely on consistently high-quality and personalized customer service.
These benefits are well worth the expense of managing incentives like healthcare, training, and work-life balance.
If you’re ready to improve your employee retention, an all-in-one employee communication tool like Blink can maximize your organization’s initiatives.
What we'll cover
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As year two of the COVID-19 pandemic comes to an end, many consumers and businesses wonder what the new normal will bring.
Are social distancing policies and mask mandates here to stay? Nobody can say for sure, but there’s no going back completely to a pre-pandemic world.
Frontline workers will bear the brunt of constant policy changes as we work towards a new way of working and living. Healthcare workers who faced unprecedented workplace risks are now battling symptoms of post-traumatic stress syndrome such as chronic anxiety, reduced social lives, flashbacks, and nightmares.
That’s why businesses must prioritize employee mental health and wellness, particularly on the frontlines, to protect their employees and make it possible for them to keep doing the work they love.
The costs of ignoring frontline worker wellness
You can’t afford to ignore employee mental health, especially on the frontline.
Matt Peterson, a nurse in the Sanford Health pulmonary unit recalls, “[I]t would be a struggle to fall asleep at times. I would be very wired… and that doesn’t really go down when you get home; it takes several hours.”
As employees struggle with burnout symptoms, job performance, engagement, and morale begin to plummet and many employees choose to leave.
Losing employees takes a toll on your business. Every time you need to replace a frontline employee, you spend money on recruiting, onboarding, and training. And your workplace environment can suffer from lost productivity, engagement, and more customer service errors that happen when you hire someone new.
Instead, you can avoid this cycle by taking care of your existing employees and prioritizing their mental health at work.
Benefits of investing in employee mental health
Investing in employee mental health on the frontline creates a positive impact for your team, your customers, and your business as a whole.
Rikke Bräuner is the Nordic diversity and inclusion lead for EY, and believes:
“Mental well-being transmits positively across an organization — just as it can have a negative impact if an individual on a team does not thrive. That is why it is so important for us to focus on mental health and how we find purpose and balance in our working life — both in our organizational culture and leadership philosophy.”
Specifically, the benefits of prioritizing mental health include:
Higher attendance rates
Better work quality
Improved productivity
Increased employee retention
Better customer experience
When you take care of your frontline workers, you empower them to take better care of your customers.
7 ways to improve frontline employee mental health
Now that you know the benefits of investing in mental health on the frontline, here are seven steps you can take to create a work environment that empowers your team to perform their best and find a purpose they can connect to at work.
1. Invest in employee well-being
One of the best ways to improve employee mental health at work is by providing tools that promote well-being, self-care, and stress management.
Wellbeing is a state of positive physical and emotional health where your employees feel a sense of purpose and can manage their stress in productive ways.
You can support your frontline employees by offering benefits such as access to mental health services, gym subscriptions, and meditation apps. Investing in mental health resources promotes better work-life balance and improves employee engagement while at work.
2. Consistently collect feedback
Having a sense of connection and purpose is vital to employee mental health and engagement at work. But frontline workers often feel disconnected and excluded from the company.
“The company shows no compassion. We are just another body. That’s it.”
She loves her work and caring for patients, but her disconnection from the organization is demoralizing.
Make sure your frontline workers feel a sense of teamwork from headquarters by leveraging mobile solutions for internal communications and recognizing the work they do.
3. Provide mental health training to managers
When managers receive training on mental health in the workplace, their employees are more likely to use the mental health resources that the company provides. Without managerial involvement, employees may worry that using mental health resources will hurt their growth potential at work.
It’s not enough for human resources to stay up to date on the latest mental health research. You need to educate and empower frontline managers.
Think of them as your internal frontline workforce.
Try creating a mental health training course that teaches managers to identify red flags and discuss mental health support options with their team.
4. Identify your business’s mental health risks
Don’t just implement a blanket mental health initiative and call it a day. Get practical and focus on the most significant wellness risks in your business.
For example, does your business require long hours or night shifts? Is the work physically taxing? Are employees putting their health at risk by going to work?
Find out the primary mental well-being issues facing your frontline workers and address them head-on. You can use these red flags to help you identify which mental health programs have the most benefits for your employees. If your business requires night shifts, you can provide resources about adjusting to them by managing sleep patterns, diet, and social life.
5. Normalize conversations about mental health
Frontline businesses have a long-standing tradition of sweeping mental health issues under the rug. Jennifer Feist, a health care worker advocate, told the California Health Care Foundation,
“It is a well-established premise in health care that you do not seek mental health care, you just don’t.”
You can’t address an employee’s mental health concerns if you don’t know about them. And changing the stigma around mental health conversations must come from the top.
See if you have leaders who are willing to discuss their personal experiences or bring in guest speakers.
Most importantly, continue to prove to your frontline workers that you’re eager to listen, and talking about their mental health challenges won’t put their careers at risk.
6. Scan for signs of low morale
Don’t wait for employee mental health to reach a critical state before you tackle it. Be proactive and look for signs of low morale and poor mental health conditions on the frontline.
Patterns such as an increase in absenteeism, higher turnover, and staff complaints all mean there could be low morale at work. And when productive employees start to slip in their performance or withdraw from team members, that means they could be struggling with mental health problems.
Wherever you see signs of mental health-related issues, check in with your employees to find out what’s going on in their lives and see how you can improve their work experience. It’s better to find out early and take action than to discover problems after someone has quit.
7. Ensure safety in the workplace
Unsafe work environments are another risk factor when it comes to employee mental health. Employees are constantly worried about workplace accidents or exposure to illness or harmful chemicals. They’re also more likely to experience low morale and even symptoms of anxiety.
Rebecca, a nurse from Albuquerque, recalls watching hospital management lock up N95 masks. She told NBC, "It's really demoralizing to see someone lock them up in front of you knowing that you might need one of those," she said. "The whole scene was very symbolic of how all this was going to go down.”
Instead of expecting frontline workers to risk illness or injury at work, show them you value their well-being by establishing safety procedures for employee mental and physical health.
Final thoughts: 7 ways to improve employee mental health on the frontline
Changes like these take time. You can’t revamp company culture overnight, but you can start right now.
There are many elements of the new normal you can’t control. But you can choose to make prioritizing employee mental health part of your company’s future. As an employer, you have the opportunity to create a working environment where your employees can thrive because they have a sense of purpose and belonging.
It’s up to you to decide what kind of leader you want to be. If you make it your responsibility to support your frontline workers, you’ll see that investment rewarded in several ways, from the customer experience to your bottom line.
Good internal communication is the glue that holds organizations together. It keeps everyone informed, aligned, and connected — helping employees understand company priorities and feel part of a shared purpose.
In 2026, internal communication involves more than noticeboards and scattered email threads. Organizations with hybrid or frontline teams need modern internal communication platforms like Blink to connect employees, simplify updates, and enable easy collaboration.
A successful internal communication strategy includes all communication types: top-down, bottom-up, and peer-to-peer. These channels work together to connect employees and ensure information flows throughout your organization.
For larger or dispersed teams, achieving this can feel like a tall order. But with the right internal communication software, even global workforces can stay connected and engaged.
Luckily, many new tools and platforms can help your company improve communication.
Types of internal communication tools and platforms
Before diving into specific providers, it helps to understand the main types of internal communication software shaping the modern workplace in 2026.
The most effective organizations use a combination of these tools — or a single employee experience platform like Blink, which combines many of these functions into a single mobile-first solution.
Instant messaging tools
Internal communication isn’t just top-down. Co-worker collaboration tools keep conversations flowing across teams and locations by enabling quick information sharing, file exchange, and informal social connections.
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Advantages:
A communication tool that allows employees to chat and share information (along with emojis and GIFs)
Most instant messaging tools are available on both desktop and mobile
Messaging tools can be used for communication between co-workers, but also for information-sharing between leadership and employees
Best tools: Blink, Slack, Jive, Workvivo
Emails and newsletters
Digital newsletters have always been great for sharing essential company updates. Modern tools enhance this channel with templates, analytics, and branded content delivery.
Best tools: ContactMonkey, Axero, Poppulo, Staffbase
Audio and video conferencing tools
Rewind a decade and video conferencing probably wouldn’t be one of the top staff communication tools on your list. Today, however, in a world of remote and hybrid teams, video conferencing tools are a workplace essential. They allow employees to talk face-to-face, even when they’re not based in the same office.Now a workplace essential, these tools make remote and hybrid meetings seamless — from one-to-one calls to company-wide events.
Best tools: Zoom, Google Meet, Microsoft Teams
Employee recognition center
Recognition platforms reward effort and build engagement by blending social recognition with tangible rewards to boost morale and employee retention.
Best tools: Blink, Bonusly, Unily
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Employee engagement and surveys
Engage your employees and you experience countless benefits, including improved productivity, customer loyalty, and profitability. But if you really want to improve employee engagement, you need to measure it.
Employee surveys and feedback forms are an essential part of any internal communication toolkit. They support bottom-up communication and give you valuable insight into how employees really feel about working for your firm.
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Best tools: Blink, SurveyMonkey, Bonusly, Qualtrics
Company news feed
A private, social-style feed alerts employees to company updates and important cultural moments.
Best tools: Blink, Workvivo, Staffbase, Happeo
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Project management
Project management platforms keep work visible, accountable, and collaborative.
Best tools: Asana, monday.com
Intranet
Evolving beyond traditional intranets, these tools now enable engagement, two-way communication, and document collaboration.
Mobile-first employee communication apps centralize updates, messaging, and engagement features — ideal for hybrid and frontline teams.
Best tools: Blink, Workvivo
Employee experience platform
These top-tier employee experience platforms offer a user-friendly way to access messaging, news, surveys, recognition programs, and HR functions.
These platforms go beyond communication — supporting onboarding, engagement, and culture-building.
Best tools: Blink, Workvivo, Staffbase
The takeaway:
Modern internal communication relies on an integrated ecosystem or a unified platform like Blink, which simplifies your tech stack and enhances workforce connection.
Blink serves as a mobile-first communication app, a modern intranet, a recognition tool, and a complete employee experience platform.That agility makes it ideal for companies looking to streamline their technology and boost employee engagement.
20 best internal communication tools
Ready to find the right comms solution for your organization? Take a look at our round-up of the best internal communication tools for 2025.
Blink is a modern internal communication tool and employee experience platform that brings together messaging, news, surveys, recognition, and analytics into a single mobile-first solution. It’s designed for organizations that want to improve communication, engagement, and access to information across both desk-based and frontline teams.
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As a mobile-first internal communication platform, Blink’s unified interface lets teams share updates, message peers, and access essential workplace applications in real time, without a corporate email address — no matter their location.
Unlike single-purpose messaging apps, Blink functions as an all-in-one internal communication software, combining collaboration and employee engagement tools in one place.
Features like pulse surveys, recognition, and content personalization enable two-way communication and make company-wide updates more meaningful.
Blink also includes social-style communication features — such as Stories, Communities, and a personalized news feed — that make information sharing intuitive and engaging. Built-in analytics help leaders understand message reach, engagement trends, and content effectiveness.
Pros
Unified internal communication toolset: Blink combines chat, news, surveys, recognition, and analytics.
Mobile-first accessibility: It works on smartphones and desktops, and doesn`t require a company email.
Seamless integrations: Connects with Microsoft 365, Google Workspace, HRIS, and scheduling tools.
Data-driven insights: The analytics dashboards measure communication performance and engagement.
Cons
The search functionality could benefit from more advanced filtering and refinement options.
Pricing
Pricing is available on request
Use Cases
Strengthening culture and alignment through data-informed communication strategies
Connecting hybrid and frontline teams with one internal communication platform
Centralizing all company messages, tools, and resources in a single hub
Improving engagement through interactive multimedia content
2. Asana
Asana is a well-known project management tool and, if you use it, you’re in good company. Around 85% of Fortune 100 companies say they use Asana.
With this workplace communication platform, you can create, prioritize, and allocate tasks. You can view tasks in timeline, board, and list formats — and track your progress toward milestones.
The visual format makes it easy to see which tasks your team needs to complete first. And the process of identifying and remedying project bottlenecks becomes much easier too.
Pros
A free version that supports 10 members and comes with unlimited storage, tasks, and messages
A clean, intuitive interface and a comprehensive selection of project and task management tools
Comes with a mobile app so employees can keep of track of projects on the go
Good integration with third-party tools
Cons
A high volume of email notifications can be frustrating for users
One of the more expensive project management solutions available
The mobile experience pales in comparison to the desktop experience
Collaboration tools aren’t as extensive and effective as those of other project management tools on the market
Pricing
Monthly pricing for Asana starts at a basic free plan. A business plan costs $24.99 per user per month when billed annually.
Use cases
Giving remote teams the tools they need to manage projects effectively
Cross-team collaboration
Status updates and reporting — leaders can view dashboards and reports to stay informed of project progress.
3. Jive
Jive is a community-building communication tool that you can use for top-down, bottom-up, and peer-to-peer connection. Team members can share photos, videos, documents, status updates, and blog posts. They can also decide whether their post gets seen by one team member, a specific group, or the whole organization.
Another great feature of Jive is its People Directory. Here, employees can search for co-workers they want to connect with, based on their skills, endorsements, and favorite activities.
Pros
Jive is an all-purpose business communication tool
Supports personalized news updates
Provides a single inbox so employees can manage all company communications and conversations in one place
Cons
Jive has a complicated interface and a cluttered layout that can be difficult for users to understand and navigate
Limited integrations with the other workplace tools you use
Some users say the Jive mobile app is slow and clunky with lackluster features
Pricing
Pricing is available on request.
Use cases
Creating a centralized hub for updates and document sharing
Personalizing company updates to make them more relevant and engaging
Giving employees the tools they need to interact with leadership, managers, and coworkers
4. Zoom
Zoom is often listed as one of the most reliable video conferencing platforms. It offers excellent audio and visual quality, even when internet connection is patchy, and it’s really easy to use.
You can record meetings, direct meeting participants to breakout rooms, and make use of a meeting annotation function. Zoom offers a range of other useful features too, including an online whiteboard and virtual working spaces (known as Zoom Huddles).
Pros
User-friendly interface
Can run small one-to-one meetings, large conferences, and anything in between
Advanced features include breakout rooms and webinar hosting
Cons
Zoom can be expensive for larger teams, with add-ons needed for meetings of more than 500 participants
Pricing
A Pro plan, for up to 99 users, costs $15.99 per user per month. A Business Plan, for up to 250 users and with a greater range of features, costs $21.99 per user per month.
Use cases
Running live meetings and webinars
Supporting video and audio communication for hybrid and remote teams
5. Bonusly
Bonusly gives you all the tools you need to run a successful recognition program. Via an intuitive platform, employees can tag peers and congratulate them on their accomplishments. Congratulated employees earn points, which they can then use to claim their preferred reward — a gift card, cash, or a charitable donation.
Reporting tools give leaders insight into team dynamics and patterns of recognition. It helps you to discover top performers and identify people who haven’t had any recognition in a while.
Pros
A user-friendly interface and next to no learning curve
The option to tailor recognition programs to fit your culture and values
Out-of-the-box integrations with other workplace tools including Workday, Asana, and Slack
Cons
Limited analytics — so it can be hard for companies to understand employee engagement and recognition patterns
Pricing
Monthly pricing options for Bonusly starts at $2 per user.
Use cases
Strengthening company culture and employee morale with regular recognition, even when employees are working remotely
Creating a culture of peer-to-peer recognition — employees can award points and praise to their co-workers
6. Axero
Axero is an internal comms platform designed to unify teams, increase productivity, and improve workplace culture. It features mass email tools, an activity stream, a blogging platform, and instant messaging.
Using Axero, you can create a central hub for files, communications, and company updates. Collaboration features also come in handy, with space for team discussions and the option to co-edit documents.
Pros
Axero’s customer service is responsive and helpful
Good customization and integration options
A comprehensive employee directory that makes it easy for staff to find and connect with co-workers
Cons
A steep learning curve — users say that Axero can be overwhelming for beginners
Some users say that Axero functionality lags behind that of other intranet competitors
Limited features on the mobile version
Pricing
Pricing is available on request.
Use cases
Creating a single hub for news, updates, and resources
Supporting collaboration across your company, with file sharing and team discussions
Building a personalized employee experience, with custom dashboards tailored to the roles and departments of employees
7. ContactMonkey
ContactMonkey is one of the best newsletter platforms available. Unlike some of its competitors, ContactMonkey integrates with both Outlook and Gmail so you can send emails from and receive replies to your usual inbox.
The platform provides an easy-to-use, drag-and-drop email builder. Multiple team members can collaborate on the same email. And analytics tools help you judge which newsletter content is best engaging your workforce, so you can create more of the same.
Pros
Employee survey tools so you can email your surveys to the workforce with ease
Integration with Outlook and Gmail
SMS integration that allows you to reach employees with urgent updates
Real-time tracking and analytics — so you get insight into email open rates and click-throughs
Cons
You can only use ContactMonkey for internal emails, not external marketing emails
Only supports communication over email, which may not be particularly engaging or appropriate for all organizations
Unlikely to fulfill all your internal communication needs
Pricing
Prices start from $600 per month for 500 employees. Prices for more extensive plans are available on request.
Use cases
Engaging email and newsletter communication for employees
Launching employee surveys to help you acquire useful feedback
8. Slack
Slack is an instant messaging tool that supports asynchronous communication. Slack works well for desk-based employees who have access to other platforms, like Google Drive. Slack doesn’t work as well for on-the-go, field-based employees, who don’t have such easy access to separate cloud storage.
People within your organization can launch chat threads, including as many or as few team members as they like. They can create threads for different projects, departments, and topics. Teams also get access to little extras, like file sharing, message search, and a task reminder function.
Pros
User-friendly interface
Integration with a wide range of other workplace software
Customizable notifications
Cons
Doesn’t work well for teams who are on the go — Slack is most suited to desk-based teams
Can be hard to find what you’re looking for across multiple chats and channels
Pricing
Slack offers a limited free plan. Paid plans start from $8.75 per user per month.
Use cases
Ensuring real-time communication between dispersed team members
Providing a variety of internal communication channels — including direct messages, group chats, and channels
SurveyMonkey has made it to our employee survey top spot for its ease of use. This employee communications platform has lots of survey templates to choose from and, if speed is your priority, lots of features that help you get employee feedback fast.
You can choose from hundreds of expert-written questions or write your own. And with the help of custom templates, you can find or create surveys for any situation, whether you want to conduct 360 reviews, find out your Net Promoter score, or seek feedback on your employee engagement efforts.
Pros
Ease of use — SurveyMonkey has a clean, uncluttered interface that employees will enjoy using
Using the Genius Assistant and the “build it for me” feature, you can create surveys quickly
Excellent analytics that help you make sense of employee responses
Cons
Limited free features
Limited customization options, so you may struggle to create complex or specialized surveys
Pricing
Prices start from $30 per user per month.
Use cases
Boosting employee satisfaction and engagement with the help of employee feedback
Making it easy for your teams to launch and respond to employee surveys
10. Microsoft SharePoint
Microsoft SharePoint is a file-sharing software that integrates seamlessly with the other Microsoft tools you may already use. You can create branded document libraries called sites, customizing them for document collaboration or top-down comms.
Teams get to share news, documents, and data. They can also edit documents collaboratively — setting notifications so they know when a co-worker makes changes.
Pros
Easy integration with other Microsoft products
Allows you to segment employees by division, giving each division its own calendar and visual timeline
Customization options so you can build forms, workflows, and custom applications for your teams
Cons
Not particularly user-friendly, especially on mobile
Cost of implementation is high and adoption rates tend to be low
Pricing
A basic SharePoint plan costs $5 per user per month.
Use cases
Project collaboration — teams can co-edit documents and manage workflows
An easy way for desk-based teams to access company documents and resources
Using internal announcements and newsletters to communicate with all employees
11. Monday.com
Monday.com is a project management tool that supports comms and employee engagement. You can use this internal communications software to create and assign tasks, track project progress, and create performance-tracking templates for employees.
Team members receive notifications when action is required. And an easy-to-use visual interface makes it easy to see where each project is up to at a glance.
Pros
A comprehensive set of project management tools
Customizable project templates to get you started
A weekly overview so you can see tasks and project milestones you need to tackle over the next few days
Cons
The backend of this business communication software is complicated and involves a steep learning curve
Limited comms tools so Monday.com isn’t useful as a standalone business communication platform
Pricing
Prices start from $8 per user per month.
Use cases
Improving project management and work collaboration
Task and workflow automation to streamline repetitive processes
12. Workvivo
Workvivo is an intranet software company owned by Zoom. You can use this internal communication tool to improve comms, employee engagement, and recognition, too. You can also make use of multiple communication channels and employee feedback tools.
Standout features include live broadcasting tools, so you can launch live streams and podcasts. You can also create microsites, where teams and special interest groups can create their own, tailored communities.
Pros
Strong translation abilities for multilingual organizations
An engaging, social-media-style interface that will feel familiar to employees
Rich communication tools including a news feed and instant messaging (available through integrations with tools like Slack, MS Teams, and Zoom meetings)
Cons
Chat functionality on the mobile app falls behind the desktop experience
Advanced features — including chat, Workvivo TV, and advanced analytics — are add-ons that come at an additional cost
Admins say they want better customization options and improved third-party integrations
Staffbase is an internal communication platform designed to connect and engage employees. It brings company news, messaging, and resources into one place, making it easier for you to reach your workforce — whether they’re remote, hybrid, deskless, or office-based.
With Staffbase, you can communicate over the company intranet and send emails and SMS, all from one centralized dashboard. You can also create tailored content paths so employees receive the right information at the right time.
Pros
A great user experience across desktop and mobile versions
Brings a range of communication and workplace functions into one location, supporting top-down, bottom-up, and peer-to-peer conversations
Built-in reporting so you can see how employees are using the platform and interacting with your content
You can customize the platform so it matches the look and feel of your branding
Cons
Some add-ons and integrations come at an additional cost
There are few out-of-the-box features on the employee app
Search functionality and integrations aren’t as good as they could be
Pricing
Pricing is available on request.
Use cases
Launching employee surveys with in-built tools
Creating a single source of truth within your organization thanks to communication channels that all workers can access
Making comms more personal, with the option to segment your audience and deliver relevant content to different employee groups
14. Poppulo
Poppulo is an email and mobile communications software. It also provides digital signage functionality and digital tools for desk and meeting room management.
You can target messages based on location, role, or interests to cut through the noise. You can also access tools for planning and promoting internal events, like town halls and team meetings.
Pros
Omni-channel communications, across email, SMS, intranet, and digital signage
Drag and drop email design tools plus advanced personalization
Strong analytics — Poppulo gives comms teams clear visibility into message performance
Cons
Poppulo is more complex than some of the other tools on this list, so there can be quite a learning curve
While it brings multiple communication channels together, Poppulo isn’t comprehensive enough to work as a standalone company communication system
Pricing
Pricing is available on request.
Use cases
Enterprise email communication and analytics
Improving the quality of email messaging with employee segmentation tools
Managing office workspace among hybrid teams
15. Qualtrics
Qualtrics is an employee survey and feedback tool. You can use it to capture employee data via surveys and passive listening — and discover how your business is doing across metrics like intent to stay, engagement, inclusion, and wellbeing.
Surveys are easy to customize, with advanced question types and logic, while analytics and reporting tools help you turn insights into actionable strategies.
Pros
Flexible survey design options
Powerful analytics and reporting capabilities
AI tools that guide you to take action based on your employee feedback findings
Cons
Using advanced features effectively may require training
Qualtrics can be overly expensive for smaller businesses
Pricing
Pricing is available on request.
Use cases
Improving employee satisfaction and engagement with the help of regular surveys
Creating a culture of 360 feedback to improve the effectiveness of management and leadership
16. Happeo
Happeo is a Google-based intranet that provides a centralized location for all internal communications. It provides a hub for company news, documents, and collaboration tools.
Key features include a social intranet, an employee directory, and an intuitive search function. You can also use AI tools to find and fix gaps in your knowledge base.
Pros
Easy integration with Google Workspace tools
Excellent search functions so it’s easy to find the people, posts, and integrated third-party apps you’re looking for
The option to create hubs and communities based on departments, roles, and shared interests
Cons
Limited integrations beyond the Google suite
A web-first platform, best suited to desk-based teams
Pricing
Pricing is available on request.
Use cases
Creating a centralized hub for updates and document sharing
Unily is an employee experience and internal communications tool. It provides features that support its “four cornerstones” of digital employee experience: Alignment, Engagement, Enablement, and Simplicity.
Key features include email, employee feedback, and recognition tools. You can design, sequence, and automate employee journeys so staff receive relevant information at the right time. You can also use gamification features to improve intranet engagement.
Pros
An excellent desktop version, with an engaging and intuitive user experience
Fine-grained controls for admins
A good range of notifications
Cons
Mixed opinions on Unily’s customer service and ability to support its partners
Translating Unily’s comprehensive desktop features to mobile is a challenge for admins
Pricing
Pricing is available on request.
Use cases
Creating channels for company-wide communications
Boosting employee engagement with dynamic content and gamification
A comprehensive intranet platform, Simpplr supports internal communication and employee engagement. It provides a user-friendly, social-media-style interface and provides AI-driven content recommendations.
Standout features include employee listening tools, surveys, and a recognition program. There are also lots of communication channels you can use across email, SMS, a mobile app, and desktop software.
Pros
An intuitive, uncluttered interface
Strong analytics that make it easy to track engagement metrics and content performance
Great search functions
Cons
Difficult login process, with multiple links provided
Some users say the struggle to integrate Simpplr with their preferred third-party apps
Advanced features can be expensive
Pricing
Pricing is available on request.
Use cases
Making employee feedback and listening a key part of company culture
Creating a centralized hub for communications, resources, and community
Bringing large organizations and distributed teams together
Google Meet is a video conferencing and virtual meeting tool. It’s integrated into Google Workspace, so it connects easily to Gmail, Calendar, and any other Google tools your team happens to use.
It’s incredibly easy to use via an internet browser so users don’t even have to download the software. This makes it one of the most accessible virtual meeting tools currently available.
Pros
Easy to set up and use
The ability to hold meetings with up to 1,000 participants
Chat, emoji, and screen share functions available during meetings
Cons
You need additional tools to fulfil all internal communication needs
Fewer advanced features compared to Zoom and Microsoft Teams
Pricing
Prices start from $6 per user per month.
Use cases
Virtual team meetings, webinars, and company-wide announcements
One-on-one video meetings
Virtual training and employee onboarding
20. Microsoft Teams
Microsoft Teams combines instant messaging, video conferencing, and file-sharing tools. As you’d expect, it offers the best possible integration with other Microsoft Office tech. You can use a selection of tools to create an all-round internal communication solution.
You can use Teams to run video meetings and team chats when your employees are working remotely or across different locations.
Pros
Strong integration with other Microsoft products
Secure communication and file sharing
Cons
Interface isn’t particularly engaging and there are few social-media-style features
Teams is designed for desktop use so mobile users don’t get the same user experience
Pricing
Prices start from $4 per user per month.
Use cases
Creating digital channels for internal communication and project management
Launching video and audio calls and sharing company-wide updates
Bringing remote and hybrid teams together, even when they’re working in different locations
Choosing an internal communication tool for your frontline organization (2026)
The right choice depends on your organization’s structure, workforce, and goals — particularly if you operate with hybrid or frontline teams.
For frontline organizations, the most significant communication challenge is dispersion. To resolve this, every employee should receive critical updates and feel part of the same company culture, even if they rarely visit headquarters.
To build a sense of belonging, choose a mobile-first internal communication platform that’s user-friendly and equally accessible for all.
To identify the best fit, ask yourself these four questions when evaluating internal communication software:
#1. Is your organization office-based, or do you have deskless workers to consider?
Some internal communication tools suit desk-based teams, such as intranets designed for desktop access. However, these are often unsuitable for reaching frontline workers who rely on smartphones.
To prevent information gaps, look for mobile-first internal communication solutions that offer the same functionality across devices. A dedicated mobile app ensures equal access and engagement across every team member — no matter where they work.
#2. Do your employees have regular opportunities to connect during the workday?
Connection drives performance, and employees who feel they belong are much more engaged and productive.
The problem for frontline teams is that they often lack organic “water cooler” moments. Using internal communication tools that enable social-style interaction — such as chat, feeds, and communities — fosters real-time collaboration between field and office teams.
#3. How much time can your employees spend on internal comms each day?
As frontline employees are busy serving customers, maintaining operations, or working off-site, they need a simple and reliable communication platform.
When evaluating tools, prioritize their ease of use, onboarding speeds, and precise message delivery.
Also check adoption rates and engagement levels as they’re powerful indicators of how smoothly a tool integrates into your daily workflow.
#4. How many internal communication goals do you want to cover?
Some platforms specialize in single functions, such as surveys, document sharing, or project management. Others, like all-in-one employee communication platforms, combine these capabilities.
To streamline your tech stack while enhancing connection and engagement, choose an internal communication tool that supports multiple channels — chat, news, surveys, recognition, and analytics — within one system.
The importance of internal communications in an organization
Every organization — frontline or otherwise — needs an effective internal communication strategy thatunites employees behind the company culture and values, improves collaboration, and enhances retention.
Strong internal communication also supports:
Company connection: When employees feel aligned with organizational goals, engagement and satisfaction rise
Change management: Transparent communication ensures buy-in during transitions
Problem-solving: Clear, direct messaging limits misinformation and strengthens trust
Productivity: Employees perform best when information is easy to find and act upon
Many internal communication tools support these goals — from instant messaging and surveys to intranets and recognition platforms. For frontline teams, the right solution must be mobile-first and easy to access on the go.
The right internal communication software can transform a disconnected team into a cohesive, informed community.
Blink shows how this works by helping companies like Go North West connect all their employees through a single digital hub.
Blink. And transform company communication with an all-in-one internal communication platform built for every worker.
While staying in a hotel in Belgium, I ate half a cookie with my breakfast and left for a couple of hours to explore the city on foot. It was a large cookie, so I left it in my room thinking that I’d finish it when I get back.
But when I returned, it was gone. I called the front desk and they said housekeeping threw it away because they thought serving me a fresh one would be better. I contacted the kitchen, and found that they were already informed to deliver the cookie as soon as I called.
Do you see the quality of service and convenience I experienced because the front desk, housekeeping, and kitchen staff worked together and kept each other in the loop? And do you think I’d want to stay in that hotel again? Absolutely!
That’s the potential of good teamwork and collaboration. Working as a team, your employees can merge their unique talents and give your company a real competitive advantage. On top of that, cultivating teamwork skills helps you create a happy working environment for yourself and your workers.
In this article, we’ll take a closer look at what it means to work as a team, the importance of teamwork skills, and the top skills your team should have for effective collaboration.
What are teamwork skills?
Teamwork skills are the traits and abilities that allow you and your employees to work well with one another on a project or task.
If you’ve played a sport in school or joined a club at work, you may already be familiar with what it means to work as a team.
Most educational institutions try to incorporate these skills in students early on, since they lay the groundwork for all your future endeavors, whether professional or personal.
So “teamwork skills” is more like a blanket term encompassing qualities such as proper communication, active listening, and conflict management.
Why work as a team?
Teamwork isn’t just a fancy term to put on your website and posters in the office. It’s an integral part of your culture and business operations. Plus, it has a direct impact on your revenue.
As per a survey by EIU, when workers are not working as a team, the impact on overall revenue is serious. Over 33% of sales lost as a result were valued between $100,000 and $999,999.
No matter your industry or job role, the ability to work alongside others is crucial for you and your workers to contribute positively to the company.
Communication and collaboration among a team are the attributes that unite a group of diverse individuals towards common business objectives. And they make it more likely for organizations to achieve them.
Teamwork skills you need to work as a team
Your ability to work as a team depends on how well you instill and demonstrate the teamwork skills mentioned below. But if a skill doesn’t come naturally to you, worry not. All of these can be improved with the right teamwork development strategies.
Communication
Clear, steady, and efficient communication is critical to consistent teamwork. When team members inform, educate, and inspire one another, amazing things happen; barriers are broken down, knowledge is shared, and productivity skyrockets. Team management tools can be used to maximize productivity while building a strong and trustworthy remote team.
Actions that demonstrate this skill include: checking in with team members, asking clarifying questions, articulating your ideas, and sharing information in a timely manner.
Project management
Contrary to what you may think, project management skills are not just crucial for managers and coordinators, but they also benefit other team members.
Knowing the basics of project management, team members can understand and align better with the plans and processes set forth by the leader. Plus, project management best practices help employees feel more assured about the timeline and completion of the projects.
Actions that demonstrate this skill include: setting realistic goals, assigning roles and responsibilities, managing project budget, defining tasks, and prioritizing them based on their urgency and importance.
Delegation
Every team member has different strengths and capacity to accommodate the tasks associated with a project. They need to know exactly what their job is, and have a reasonable amount of work on their plate.
So to function effectively, teams need leaders who know how to delegate. You should have the ability to clearly assign tasks to the people who can handle them. Plus, you’ll need to set deadlines that are challenging yet achievable.
Actions that demonstrate this skill include: creating guidelines, setting expectations, showing what a successful outcome looks like with example, and scheduling.
Conflict resolution
Conflict is part and parcel of any collaborative project. Sooner or later, it’s bound to happen in your team, whether in the form of a small disagreement or a large debate.
But how you handle such a situation speaks volumes about your aptitude to work as a team. Strong team players keep their cool and look at any conflict as an opportunity for clarification, learning, and growth.
Actions that demonstrate this skill include: being open to ideas different than yours, being fair and respectful, listening with the intent to understand, and backing up your ideas with examples and unbiased data.
Active listening
Listening seems like a simple and passive activity, but it isn’t always as easy for some people as speaking and expressing their own ideas.
Real, active listening is much more than just sitting back and letting others talk. It takes effort and focus. It involves giving your 100% attention to the speaker and listening not just for the words, but also the intent and emotions behind them.
Most people don’t really listen. Even when they do, they listen to prepare an instant response in their mind. But good listeners listen to understand first. And then they ask clarifying questions to validate what they understood. This whole process takes the trust and satisfaction of the whole team to another level.
Actions that demonstrate this skill include: Giving undivided attention to the person speaking, considering non-verbal cues, making eye contact, and not making unfounded assumptions.
Rapport building
Rapport is the informal connection you have with your team members that makes it easy and comfortable to carry out the formal responsibilities.
Being able to bond and engage in enthusiastic conversations is important for you and your team to realize their full potential. It leads to better communication, planning, and an overall more pleasant working environment.
Actions that demonstrate this skill include: showing an interest in your team beyond what they do at work, finding common interests, empathizing with their needs and frustrations, and offering help and support.
Public speaking
How can we talk about working as a team and not talk about public speaking and presentation skills? You’ll frequently need to address your whole team to explain a process or persuade them to adopt a new approach.
It’s often scary for people to present because they expect everything to be smooth and perfect. And they want to look like a fancy orator. But a good presentation is more like a normal, friendly conversation focused on clearly communicating your points. As long as you do that much, your job is done.
Actions that demonstrate this skill include: working with MS Powerpoint or other presentation software, designing visual slides, understanding your audience, and telling stories that hook.
Steps to improve how you work as a team
Teamwork skills are mostly soft skills. So improving them is a little more complicated than hard skills, since hard skills usually have a straightforward rulebook. Still, there are steps you can take to boost your teamwork skills significantly.
Learn from strong team players
Whether inside or outside your immediate team, you will always find people who work really well as part of teams. And you can learn a lot by observing them and their ability to collaborate.
See the behaviors and words of people who excel at teamwork and take notes about things that stand out to you. Whenever you see an example of great collaboration, jot it down and try to incorporate the lessons in your own words and actions.
Set specific goals
To truly grow yourself as a team player, you must identify specific areas for improvement and set concrete objectives. Plus, it’ll really help if you put time constraints on your goals.
For example, saying something like, “I’ll start communicating and showing an interest in my team members’.” is not a specific goal. A better alternative is, “I’ll ask each team member if they need any help at least once every week.”
Practice teamwork
Honing your ability to work as a team takes patience and consistent practice. Once you set goals, try to find every opportunity you can to practice the skills you want to improve.
For example, you can start volunteering to your team with small tasks, or be the first one to raise your hand when there’s a chance to work with someone new.
The more you work with a diverse set of professionals, the better you’ll get at collaboration.
Get regular feedback
We often tend to miss the little things that we need to improve the most, while berating ourselves on stuff that no one would notice. When speaking in front of a group, for example, you may be worried that you look nervous. But mostly it’s just in your mind.
The point is, it can be hard to determine what you need to improve on your own. So the best way to get around your blind spots is to ask coworkers for feedback.
Get your mentor, supervisor, or a trusted peer within your team to evaluate your ability to work as a team member. By sharing their honest and unbiased opinion of your strengths and weaknesses, they can help you work on things that really matter. So you’ll know where to channel your time and energy.
Wrapping up: improve the skills you need to work as a team
Great teamwork does not happen by chance. Working as a team requires a lot of work from managers as well as team members.
You need open communication, clear delegation, team building, and other important skills and best practices we’ve shared above. All of them will give you a good starting point to get accustomed to the basics.
Plus, improving your teamwork skills is a journey that never ends. There will always be new things to help your team learn and get inspired. So keep researching and learning from the best businesses out there.
With adequate time and practice, you will eventually build a collaborative workplace that’ll keep you ahead of the curve for years to come. And while you’re at it, also consider using a tool that streamlines ongoing communication and collaboration at your company, such as Blink. Book a free Blink demo today.
AI isn’t exactly the new kid on the block, but 2024 was the year it truly hit its stride. Businesses that embraced it didn’t just dip their toes in — they’re already seeing big wins.
According to Boston Consulting Group, businesses that are leading the way with AI have achieved 1.5x the revenue growth than those that lag behind.
So could 2025 be the year when AI becomes commonplace in internal communications and HR? HR leaders seem to think so. 3 in 4 say that failing to adopt and implement AI in the next 12 to 24 months will harm organizational success.
AI is becoming a necessity rather than a nice-to-have — and the employee intranet is the perfect place to put it to use. AI has the power — not just to enhance intranets — but to reinvent them for the modern workforce.
Let's take a closer look at the essential features and benefits that an AI-powered intranet can bring to your employees and organization.
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Why employee intranets are stuck in the past
Traditional employee intranets — we’re talking those clunky, desktop-based platforms — rarely meet the needs of today’s modern workforce.
Typically used as a content management hub on a private network, they serve up static documents that tend to quickly go out of date, like company policies. Interfaces are usually hard to navigate. There are few (if any) employee engagement features built into the system.
The result? Employees actively avoid your intranet solution. Adoption and usage rates drop. It gets even harder to streamline workflows and share important employee communications.
In recent years, modern intranets and employee apps have been rectifying some of the problems created by traditional intranets — and AI is taking the digital workplace to a whole new level.
How AI is turning corporate intranets into must-have tools
The talk about AI isn’t just hype. Incorporate this tech into your intranet software and you can finally create a social intranet that serves as a single source of truth for your employees.
Imagine logging into your intranet and seeing everything you need in one central location — no digging, no guesswork. Thanks to AI, your intranet can serve up personalized internal communication, relevant content, and digital tools in a company news feed that’s designed to feel custom-built just for you.
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Enhanced search capabilities
Natural language processing (NLP) means we can speak to AI as we would a person — and it understands what we’re saying. This enables intuitive and conversational intranet search functions. Also, AI may soon be able to answer employee questions using its knowledge of intranet resources, rather than simply serving a list of resource links.
Proactive assistance
AI can be integrated into your employee intranet as a chatbot. It can answer employee FAQs and guide onboarding for new hires. It can help employees find the intranet content and tools they need. This frees your HR, IT, and comms teams to focus on higher-level tasks.
Real-time recommendations
Your intranet could become your employees’ personal assistant, predicting what they need before they even realize it. Need a document? It’s already highlighted. Looking for a collaborator? AI’s got a suggestion. It’s like having an intranet that reads minds.
Voice and chat integration
Employees can enjoy seamless intranet interactions through virtual assistants and voice commands. Employees don’t even need to type. They can get answers to questions like, “What are my tasks for the day?” or “show me the latest HR policy,” without having to navigate the intranet interface. This is great for accessibility and for employees who want to access your intranet on the go.
Task automation
AI can automate a wide range of routine tasks, including PTO requests, compliance training reminders, and IT support tickets. It can search for and flag outdated intranet content, automatically generate content tags, and launch pulse surveys as per your schedule. It can become the home for easy-to-find collaboration tools that help employees connect and work with one another. Managers and employees can also use AI to compose intranet content.
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Easy analytics
AI can help you make the most of your intranet by analyzing data on usage patterns, features that aren’t used very often, and your most popular content. You can also use AI to analyze employee sentiment and identify employee engagement red flags. This gives you time to make changes before dissatisfaction impacts productivity and retention.
Why an AI-powered intranet is a win-win
AI transformation can feel daunting. But the benefits it brings for both employees and organizations can’t be ignored.
Benefits for employees
An AI intranet improves the employee experience. Automation and proactive AI support make work quicker and easier, so employees can focus on more meaningful and strategic tasks. AI can optimize the collaborative parts of a unified platform — like enabling an easy-to-navigate employee directory, or quick-to-use instant messaging — that make or break a great experience on a daily basis.
An AI-powered intranet also reduces friction and frustration because employees are presented with relevant information at every turn. Every employee — from the desk-based employee to the frontline worker — gets a user-friendly, personalized intranet experience that improves their engagement and motivation.
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Benefits for organizations
AI improves your intranet solution, driving higher employee adoption rates and ensuring you get the best possible ROI from your intranet investment.
Your new and improved intranet can also become a key part of the company culture, supporting employee engagement, productivity, collaboration, and retention. And with easy data analysis, it’s much easier to track success relating to all these business objectives.
AI roadblocks — and how to power through them
An AI-powered intranet can transform your digital workplace, making it more engaging, efficient, and collaborative. But — as with any big change in the workplace — you need to give careful consideration to potential pitfalls.
Here are some of the challenges of incorporating AI into your intranet software and what you can do to overcome them.
Data privacy concerns
AI systems process vast amounts of personal and organizational data. So preventing data breaches and the associated loss of employee trust is imperative. You should only use encrypted intranet platforms and work to establish clear data privacy policies.
Change management
Introducing AI to your traditional intranet is like rolling out the red carpet for innovation — but not everyone might feel like a VIP right away. Some employees may hesitate, wondering, “How do I even use this?” That’s where effective communication and training come in to save the day.
Balancing AI and a human touch
Use AI to augment, rather than replace, human connection. AI can handle repetitive tasks and help with data analysis. But when it comes to tasks that require decision-making, emotional intelligence, creative collaboration, and relationship-building, ensure that employees — not bots — take the lead.
How to make AI intranet adoption seamless
If, like us, you’re convinced that AI is going to be an intranet game-changer, here’s what you need to do next.
#1. Conduct a needs assessment to determine what features matter most
To find an AI intranet that meets all your organizational needs, start with a needs assessment. Consult with stakeholders at all levels to find out which intranet and AI features they’d like to see. Then, put features in order of priority before you go vendor shopping.
#2. Partner with a tech vendor specializing in AI-powered intranets
There are lots of tech vendors out there — but not all of them specialize in AI-powered intranets. Work with an AI intranet specialist and your partner can guide you seamlessly through the intranet upgrade process. You can also count on platform reliability, time and cost efficiency, and access to the most advanced AI features. Check out our recommendations of top intranet software providers here.
#3. Prioritize mobile-first design to align with employee expectations
Like the rest of your modern employee intranet, any AI tools should be available to all employees across all devices. Employees — from your office-based knowledge workers to your remote workers and frontline workers in the field — should get the same great intranet experience. So prioritize user-friendly, mobile-first intranet software that meets employees’ high expectations.
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#4. Roll out AI capabilities in phases to avoid overwhelming users
When rolling out any new intranet feature, it’s best to do so in stages, getting employees used to one new feature at a time. This reduces staff overwhelm and helps you sustain intranet engagement. A phased approach also takes the pressure off your IT team, who are less likely to be swamped with training and support requests.
Incorporate AI and take your employee intranet to the next level
Let’s face it: AI isn’t just the future — it’s here. And it’s reshaping the company intranet into something your workforce will actually want to use. With the help of AI, organizations are enhancing the digital employee experience, boosting workplace productivity, and fostering corporate culture — ultimately improving outcomes across the entire company.
The question is: Are you ready to make the leap?
By making the shift to a modern intranet solution now and preparing your platform, employees, and organization for the future, you can stay ahead of the curve — and start to reap AI’s benefits sooner rather than later.
Blink. And discover how an AI-powered intranet can reimagine your organization.
Hazard a guess. How many different tech tools do you use at your organization? If you’re anything like the average business, you’ll have a hefty 112 SaaS apps in the mix.
But what does that mean for the employee experience (EX)? Are these tools supporting employees to do their best work? Or are they adding unnecessary noise and friction to the work day?
One thing’s for sure. With so much of our work now reliant on technology, the digital employee experience is forming an ever bigger part of EX. Slow and clunky tools cause frustration, while user-friendly tools help us achieve a state of flow.
Here, we explain what digital employee experience is. We also offer some examples and a guide on how to improve digital employee experience at your organization.
We’ll be covering the following:
What is digital employee experience?
The difference between employee experience and digital employee experience
Why is digital employee experience important?
Examples of effective digital employee experience
How to improve digital employee experience
Challenges to consider when improving DEX
Best tools for improving digital employee experience
Ready to level up your tech stack? Let’s dive in.
What is digital employee experience?
Digital employee experience — or DEX — describes the way employees feel when using the digital tools, platforms, and technologies you provide for them.
Workers enjoy a positive digital employee experience when your tech ecosystem helps them to do their jobs well — when it supports easy communication and streamlined processes.
Workers are more likely to complain of a negative digital employee experience when systems are outdated, difficult to use, or overly complex.
Ultimately, we can boil DEX down to:
The number of tech tools employees are expected to use
The user interface and user experience of your workplace technology
How fast, reliable, and responsive your tech tools are
How well your tech tools integrate with other workplace software
The level of personalization and customization provided by tech tools
The support and training employees receive when using workplace tech
The difference between employee experience and digital employee experience
Employee experience (EX) is the way employees think and feel about their time at work. It encompasses every employee touchpoint, throughout every employee work day, and throughout every stage of the employee life cycle.
EX incorporates management and communication styles, how comfortable your workplace environment is, the benefits and perks you offer, and even the relationships between an employee and their co-workers.
Digital employee experience (DEX) is just one element of employee experience. But — because the modern organization relies so heavily on digital tools — it has a big impact on overall EX.
A video conference tool that lags. An intranet with inadequate search functions. A news feed populated with content irrelevant to you and your team. Poor digital experiences like these harm the employee experience.
Why is digital employee experience important?
Ivanti, the global IT company, has been creating a report on digital employee experience for the past few years. In 2024, its researchers revealed that 69% of organizations saw DEX as an essential or high priority. This was up from 61% in 2023.
So why is employee digital experience rising up the company agenda? Here are a couple of very good reasons.
57% of office workers say they feel stressed by the number of tech tools they use at work
62% say they feel overwhelmed by the need to learn new technologies at work
53% say they feel frustrated by their workplace tech at least once every day
55% of office workers say negative experiences with workplace technology impact their mood and morale
Poor DEX causes headaches for your IT team too. 86% of IT professionals say poor digital experience encourages employees to use unsafe workarounds.
People use insecure login methods or shadow IT tools because the official software provided causes too much hassle. Your IT team is left to pick up the pieces.
DEX impacts business outcomes
Business leaders surveyed by Ivanti said that high-quality digital employee experience benefits their organizations:
97% said that it positively impacts employee productivity
96% said that it positively impacts employee satisfaction
Workers who have the tools they need to connect with co-workers and complete tasks with ease are happier and do better work.
They’re more engaged, which means they’re more productive. And because they feel tech tools are working with them — not against them — they’re also more likely to stay working for your organization.
The tech landscape is constantly changing
There are new and more advanced tech tools hitting the market every day — faster, smarter, and more user-friendly than the last.
Workforce expectations around tech are also subject to change. Employees are used to evermore sleek and seamless tech tools at home. And they bring those same standards into the workplace.
Without a clear DEX strategy, these changes can get the better of your organization. New tools are brought into the tech ecosystem without proper oversight. Old tools start to feel ancient. Employee overwhelm and disengagement become more likely.
To build a tech ecosystem that truly supports your workforce, you need to keep your finger on the pulse, ensuring DEX at your organization keeps up with advances in technology.
A focus on DEX brings your organization together
In 2025, the workforce is dispersed. 80% of employees work away from a desk. Others are split between the office and remote working locations. And the digital experience isn’t always equitable across these groups.
43% of office workers say it’s not easy to access workplace tools when working remotely. Only 10% of frontline workers say they have high access to the tools, tech, and opportunities they need to connect and advance in their workplace.
When people feel left out, they check out — or leave your organization. But DEX strategy that considers the needs of all employees changes that. It levels the playing field, closes the gap, and builds an inclusive employee experience where everyone feels seen, supported, and connected.
Examples of effective digital employee experience
So what does good DEX look like? Here are a few examples of effective digital employee experience:
Frontline digital inclusion. Frontline employees enjoy the same access to workplace tech thanks to mobile-friendly apps, which they can access via their smartphones. Sign-in processes are simple but secure — and don’t require a company email address.
Automated onboarding. New hires get access to tailored training materials and resources, delivered at the right time in the onboarding process — plus a chatbot that can answer questions or direct them to new information.
Employee self-service. Employees don’t have to submit requests to HR and wait for a response. Instead, they can swap shifts, view their pay stubs, and access benefits direct from a user-friendly digital dashboard.
Going beyond email. Modern internal communication channels support employees to chat with managers and co-workers, view a multimedia company news feed, and respond to pulse surveys. These channels help organizations engage sectors of the workforce — like Gen Z and frontline employees — who don’t always embrace email.
An integrated experience. Employees don’t have to toggle between tabs or remember lots of different login details. They can access all workplace software from the same dashboard thanks to in-depth software integrations.
How to improve digital employee experience
A comprehensive digital employee experience strategy can make all the difference to your workplace. Unsure where to start? Take a look at these tips for improving digital employee experience at your organization.
1. Take stock of your tech stack
First things first. Take a wide-angle view of the tech tools your organization currently uses. Look for redundant tools, areas where software overlaps, and features that are currently underutilized.
Also, assess whether any of your tools or platforms are beyond the point of no return. Perhaps you’re still using a legacy system that simply hasn’t kept pace with the demands of the modern workforce.
When auditing your software, don’t forget to seek feedback from stakeholders, including your employees. Their input can shape what stays, what goes, and what needs improving.
2. Streamline tech tools
If you’ve been steadily acquiring new workplace tech without considering its impact on DEX, it may be time to do a little pruning. A carefully curated selection means fewer platforms to maintain, fewer support requests to manage, and a more streamlined experience for employees.
When deciding what to keep, tech tools that cover as many bases as possible are a good bet. The best tools offer lots of functionality.
They also provide deep integrations with the other workplace software you use. Via single sign-on technology, employees can then access all workplace tools from one familiar dashboard.
If you decide to seek out new and improved tech tools, keep the end-user front of mind. Perhaps even include employees when test-driving shortlisted software solutions.
The best DEX solutions feel intuitive from day one. They provide:
Easy login options
Simple navigation
A user-friendly interface that works for every skill level
Self-help resources that support employees to use the platform
With the right tools, employees can complete tasks quickly and efficiently, without having to take unnecessary steps or wade their way through confusing processes.
4. Go mobile
Want to improve frontline digital inclusion? Then you need mobile-first apps that work just as well on a small smartphone screen as they do on a desktop computer.
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The best frontline tech is designed around the realities of deskless work — and doesn’t require a corporate email address. It gives everyone the tools they need to stay connected, informed, and productive.
5. Offer training and support
Even the most user-friendly tools can feel overwhelming without the right support. You can’t just hand over login details and expect employees to get on with it.
So offer training sessions. Provide employees with accessible, bite-sized tutorials that help them get the most from your software. Appoint software champions who can share their platform knowledge with co-workers.
Also, consider rolling out new software capabilities in stages, allowing employees to get used to one new set of features before introducing new ones. This helps ensure high levels of digital engagement and better software adoption.
6. Make it personal
The best digital experiences are tailored to each employee — their role, team, location, and tenure.
Start by mapping out a few core user personas. Think about the tools and information these users need. Also, consider how, when, and where they work. You can then use this insight to shape everything from the layout of dashboards to the delivery of internal comms.
The right platforms make it easy. They allow you to customize employee journeys and permissions. You can ensure that someone in marketing sees a different homepage to someone in HR, team leaders get access to insights their crew can’t, and nobody is left sifting through irrelevant noise to find need-to-know information.
The more personalized your tech tools are, the more useful — and used — they become.
7. Measure your DEX efforts
The beauty of DEX is the ease with which you can measure it. Most tech tools provide analytics and reports that reveal exactly how employees are using your software and where they’re experiencing points of friction.
You can keep track of metrics like these:
Adoption rates — the proportion of your workforce that uses a software solution
App open rates — the average number of times an employee opens the app each day
Feature usage — which features are used and how often
Number of support tickets — how regularly your employees have to reach out for software help
Want to dig deeper? Track metrics that relate specifically to the function of your tech tools. For example, you might track content engagement rates within your internal communication tools or your eNPS score within employee engagement software.
It’s also a good idea to segment your findings for different sectors of the workforce. That way, you can find out whether tech tools are having a positive impact for both desk-based and frontline employees.
Challenges to consider when improving DEX
Digital employee experience management is not without its challenges. But understanding a few of the most common hurdles can help you clear them faster. Here are a couple of issues you’re likely to face, plus some strategies for overcoming them.
A complex, outdated tech stack
It’s tempting to keep piling on new tools. But without a clear strategy, your tech stack can become a tangled mess. This overwhelms employees and causes confusion. Troubleshooting eats into your IT team’s productivity — and tech subscriptions eat into their budget.
Solution: Conduct a regular audit of your tech stack. Identify redundant or outdated tools and work to sunset them. Prioritize all-in-one solutions or apps with strong integrations to simplify the digital landscape. The simpler the system, the happier and more productive your team will be.
Getting senior buy-in
Digital transformation can be a tough sell at the top, especially when ROI isn’t immediately clear. But without executive support, securing the budget and resources you need is impossible. Your DEX efforts stall before they even get started.
Solution: Build your case with data. Use employee feedback, engagement scores, and productivity metrics to demonstrate the real impact of DEX. Share success stories from other companies and propose pilot programs to get the C-suite on board.
No insight into frontline needs
If you’re only hearing from desk-based staff or leadership, you’re missing whole chapters from the story. Frontline workers often have unique tech needs — and challenges that get overlooked. This leaves critical gaps in your DEX strategy.
Solution: When choosing tech for frontline workers, involve employees early and often. Use surveys, focus groups, listening tours, or quick pulse checks via mobile-friendly tools to gather honest feedback. Design technology and processes with the frontline’s daily realities in mind, ensuring solutions truly support their work.
Employee resistance to change
New tools won’t improve employee experience if no one actually uses them. And employees can be resistant to change, particularly if they feel unsupported or unclear about tech benefits. If they’re reluctant to give new software a chance, it’s hard to build the momentum you need to achieve high levels of platform adoption.
Solution: Roll out new tech thoughtfully. Communicate openly why changes are happening and how they’ll make work easier. Provide hands-on training and easy-access support. Also, champion digital ambassadors who can encourage adoption and boost employees’ software confidence.
Best tools for improving digital employee experience
Ready to start optimizing your DEX? Then the following digital employee experience software may come in handy.
An employee app
An employee app can transform the workplace experience. And it’s a great way to reach frontline employees. They can access an app from their smartphones, without requiring a corporate email address.
The best apps feature tools for employee recognition, employee feedback, and workplace communication. They also provide easy access to all the workplace software your employees need.
From HR self-service to policy documents to company news, an app puts all tools and resources into the palm of every employee’s hand.
A modern employee intranet
To level up DEX for both frontline and desk-based teams, a mobile-first intranet, built for the modern workforce, could be just what you need.
The best modern intranets aren’t just a repository for outdated docs. They provide a centralized hub for workplace culture, connection, and collaboration — and have a big impact on EX. In fact, there’s increasing overlap between intranets and employee experience platforms, so you can kill two birds with one stone.
Today’s intranets act as a digital water cooler. They provide personalized and relevant experiences for every employee — and the digital tools you need to share resources, collaborate with team members, onboard new hires, and more.
Find an intranet that comes with a comprehensive mobile app and you can improve employee experience for every member of the workforce.
HR self-service tools
Empower employees to manage HR tasks, anytime, anywhere. By making HR self-service tools available digitally, you make life easy for employees and reduce pressure on your HR team.
With secure digital access, employees can view their paychecks, request time off, and swap shifts. They can view their benefits and access wellbeing resources.
Integration with other workplace software makes it easy for employees to access training programs and learning goals too — and to share their thoughts on the employee experience.
Collaboration and communication tools
The right internal communication tools are a modern workplace essential. You need tools that support a range of different communication preferences.
It provides a link between the C-suite and employees — and allows co-workers to build connections with one another. So you can develop a positive and inclusive company culture.
These days, ticking all these boxes doesn’t mean building an internal comms platform from scratch. Off-the-shelf comms tools now have the personalization, scalability, and flexibility you need to create a platform employees will flock to, without the cost and hassle of a self-build solution.
An employee experience platform
What better way to improve your digital employee experience than with a dedicated employee experience platform? The best employee experience software helps you optimize all areas of employee experience, including its digital elements.
It supports improved talent management, streamlined HR processes, and better employee engagement. You get the tools you need to recognize employee efforts and promote a positive company culture.
These EX tools also provide the data-driven insights you need to make meaningful improvements to every aspect of your employee experience.
Time to level up DEX: creating a digital employee experience your workforce will love
Digital employee experience is about giving every employee the tech tools they need to feel connected, supported, and set up for success in the workplace.
We’ve seen the numbers. Bad DEX causes friction, frustration, and stress while good DEX has the power to boost employee satisfaction, engagement, and retention.
So what’s next? Start with your people. Find out what they like and dislike about your current tech stack. Identify areas for improvement. Figure out how you can simplify and streamline the digital experience without losing any of the features and functionality your employees rely on.
And if you decide that new workplace tech is a wise idea, take a closer look at Blink.
Our employee app acts as a digital hub for your organization, providing employees with mobile-first access to all the workplace tools and resources you use — and a user experience we know they’ll love.
Blink. And deliver a streamlined digital experience for all employees.
How well does your company engage its employees? Unless you’re running regular employee engagement surveys, you really can’t be sure.
Employee engagement is the process of ensuring your workforce feels invested in their work and your organization. It’s associated with a lot of business benefits, including better employee retention, performance, and productivity.
Regular employee surveys show you how you’re doing in terms of employee engagement. Surveys reveal employee sentiment and help identify areas for improvement.
Depending on the questions you ask, they can tell you how employees feel about their work-life balance and wellbeing. They can reveal insights into internal communications and your training programs. They can also shine a light on company culture.
Surveys are particularly important when we consider the issues many organizations have motivating and engaging their staff. According to Gallup research, only 23% of the global workforce is engaged at work.
For frontline teams, engagement can be an even bigger problem. Frontline employees are less trusting and more likely to experience burnout than their desk-based peers. According to Qualtrics research, they’re also less happy with pay and benefits, less satisfied with career development, and less trusting of leadership than non-frontline workers.
Engaging all employees — including those on the frontline — is a challenge. You’re better equipped to take on that challenge when you have the right data at your disposal. That means getting reliable insights with regular employee engagement surveys.
Here, we take a look at how employee experience surveys benefit your business. We share some survey best practices and some employee engagement survey question examples, too.
We’ll be covering:
Benefits of conducting regular employee engagement surveys
Key ingredients for effective employee engagement surveys
The three types of employee engagement survey question
46 employee engagement survey question examples
Using technology to improve the employee survey process
Benefits of conducting regular employee engagement surveys
82% of HR leaders consider it very important or important to increase the frequency of employee listening over the next three years. 57% say they’re running employee experience surveys every quarter at a minimum.
So should you follow suit? Here’s why taking the time to conduct regular employee engagement surveys is well worth your while.
Track employee sentiment. Regular surveys help you keep your finger on the pulse of your organization. You see how your workforce views employee experience at your company at any given moment. This ensures engagement issues — like low morale and high turnover — don’t take you by surprise.
Identify areas for improvement. Employee engagement surveys take guesswork out of the equation. By drilling down into survey data, you identify the departments, teams, and areas of employee experience that are most in need of work. You learn what motivates employees and which changes to company culture they want to see.
Give all employees a voice. Frontline workers don’t tend to spend a lot of time working alongside managers. So assessing employee sentiment on an informal basis is difficult, if not impossible. A structured survey strategy ensures you hear voices from across the organization. This means more meaningful and valuable insights.
Improve business performance. Higher levels of employee engagement lead to better employee performance, productivity, and loyalty. They also provide a host of other business performance benefits. By incorporating employee surveys into your employee experience strategy, you improve engagement and make your organization more successful, too.
Key ingredients for effective employee engagement surveys
Before you start putting together employee survey questions, it’s important to establish a few best practices. By incorporating these key ingredients, you create surveys that yield meaningful data and encourage employee participation, too.
To build surveys into your company culture, you need the following.
1. A selection of appropriate survey questions
Employee survey questions should be aligned with your organization and its goals. They also need to be worded in such a way that they produce reliable and significant data.
Each employee engagement survey question should be:
Aligned with employee engagement KPIs — so you’re measuring the things that matter to your organization
Based on something you’re prepared to take action on — employees will lose faith in the survey process if you fail to make changes in response to their constructive feedback
Neutrally worded — an employee engagement survey question shouldn’t sway respondents in one direction or another
Centered around one issue — ask about one thing at a time or you won’t be able to draw clear conclusions from employee answers
2. A survey communication strategy
As well as devising surveys with the right employee survey questions, you need to think about how you’re going to communicate with employees throughout the survey process.
Consider the communication channels you’ll use to reach employees, including those working on the frontline of your organization. Also, clarify which information you’ll be sharing with employees.
Regular, open communication is best. Tell employees why you’re doing the survey and what they stand to gain by filling it out. Explain how long the survey will take to complete and give assurances of anonymity. Also, tell them how you’ll inform them of survey results and any subsequent employee experience action plan.
You’ll need messages targeted at reluctant survey respondents, too. A schedule of gentle reminders can work. You may also like to get your leaders involved. When leaders promote surveys, employees see that their opinions are being taken seriously at the highest levels of your organization — and they’re more likely to take part.
3. Anonymity and confidentiality
Without the promise of anonymity and confidentiality, employees tend to get a bit cagey with their survey responses. They may end up telling you what they think you want to hear. Or they may fail to answer survey questions honestly out of concern for their career or workplace relationships.
To encourage employees to answer questions candidly, tell them how you’ll protect their anonymity. Also, use survey tools that make it easy to collect survey responses anonymously.
4. A suitable survey frequency
A lot can happen in a year and annual surveys are far too infrequent. But you don’t want to bombard your employees with survey requests either. It’s all about striking the right balance.
In our experience, the following schedule works well:
an in-depth survey to track employee experience changes each quarter
pulse surveys to gauge real-time employee sentiment each month
This approach doesn’t risk survey fatigue. Nor does it allow for employee experience blind spots to develop. Instead, it successfully makes surveys an integral and valuable part of company culture.
As well as considering how often you expect employees to complete surveys, consider how long you expect them to spend filling them out.
Busy frontline workers are often stretched for time. So surveys should take a maximum of 10 minutes for employees to complete. To ensure high-quality, constructive feedback you don’t want respondents to rush their answers or give up on a survey part-way through.
5. Analyzing and interpreting survey results
Once you’ve gathered survey responses, you can start analyzing and interpreting them.
You can use your data to identify your best and worst performing areas — and to establish benchmarks. You can also segment data, according to employee team, department, or tenure, to find variances in employee experience across your organization.
With the right survey tools, this process is quicker and easier. You get intelligent analysis and recommendations based on your survey findings, without having to process data manually.
The three types of employee engagement survey question
There are three different types of employee engagement survey questions you can ask. Using all three will help you to gather constructive feedback and useful insights.
Qualitative survey questions
Qualitative questions take the form of yes/no, multiple choice, or a rating scale (1 to 10).
Here are a few examples:
Rate the following statement on a scale from 1 to 10. 1 = strongly disagree. 10 = strongly agree.
I enjoy a good work-life balance.
1 2 3 4 5 6 7 8 9 10
How often do you get constructive feedback from managers?
1. Once a week
2. Once a month
3. Once a year or less
4. Never
Quantitative questions are quick and easy for employees to answer. They also provide survey results that are easy to analyze. This type of employee engagement survey question is well-suited to both quarterly surveys and pulse surveys.
Quantitative survey questions
Quantitative questions are open-ended. They give employees the chance to write a response in their own words and can reveal unexpected perspectives.
Here are some examples:
What is one thing you’d like leadership to know about your onboarding experience?
What can we do to improve internal communication at [company]?
Qualitative questions give in-depth insight into what employees are thinking and feeling. While a quantitative question can tell you if someone is proud to work for your company, you need a qualitative question to explain why.
Results for qualitative questions are a little trickier to analyze. They also require more time and thought from employees. As a result, qualitative questions aren’t well-suited to short pulse surveys. Instead, they work best as part of your quarterly employee engagement survey — and even then, should be kept to a minimum.
Demographic survey questions
Demographic survey questions help you to segment your survey results while maintaining employee anonymity. Here are some examples:
What team are you on?
How long have you worked at [company]?
These demographic questions are relevant to all employee engagement surveys. They help you understand employee experience across your organization, drawing more detailed conclusions from your results and facilitating targeted interventions.
46 employee engagement survey question examples
Ready to put your first employee survey together? Then start by taking a look at these employee survey question examples.
Company culture questions
A strong company culture prompts high levels of employee engagement — and high levels of employee engagement help you foster a strong company culture. So finding out what employees think of your workplace culture is an engagement survey essential.
I would recommend [company] as a great place to work.
At [company] we value open and honest communication.
[Company] is a safe place to work.
[Company] cares about my wellbeing.
I am valued by [company].
I can raise problems and concerns with leaders and managers.
Leaders keep everyone informed about what is happening at [company].
What can we do to improve communication at [company]?
What could we do to improve company culture?
Morale and engagement questions
Employees are more likely to be engaged when they feel aligned with company goals. Here are some survey questions that help you to assess their sense of motivation and purpose.
I feel a sense of accomplishment most days.
I know what is expected of me to be successful.
I know how my role supports the goals of the company.
I’m inspired by the purpose and mission of the company.
I rarely think about looking for a job at another company.
I see myself working at [company] two years from now.
What do we do well at [company]?
What could we do better at [company]?
Questions about management
70% of the variance in team engagement is determined solely by the manager. So use your engagement surveys to find out what employees think about their team leaders.
My manager leads by example.
My manager cares about my opinion.
I get enough constructive feedback on how well I’m doing my job.
I am given enough freedom to decide how to do my work.
My manager promotes an open and constructive way to deal with problems.
I find my workload manageable.
My manager gives me the support I need to do my job well.
If you were a manager, how would you motivate your employees?
Teamwork and belonging questions
Employees who feel that they belong within an organization are 5.3 times more likely to do their best work. These questions will help you find out whether employees view your workplace as inclusive and supportive.
I make a difference to my team.
I feel like I belong within [company].
I get enough opportunities to collaborate with my team.
People from all backgrounds have equal opportunity to succeed at [company].
I can ask other team members for help when I need it.
Desk-based and frontline employees are treated equally at [company].
How could your team improve communication and collaboration?
Recognition and benefits questions
Recognition along with a fair salary and benefits are crucial for a positive employee experience. Use employee survey questions like these to gauge employee sentiment on these topics.
I receive recognition when I do good work.
I believe my benefits package is good by industry standards.
I understand the benefits available to me.
I enjoy a good work-life balance.
I feel adequately rewarded for my contributions to [company].
Salaries and benefits are awarded fairly at [company].
What benefits would you like to see provided by [company]?
Learning and growth questions
Organizations that don’t provide skills-building opportunities are 72% less likely to have employees saying they want to work there for more than a year. You can find out if your learning and development efforts are up to scratch by asking questions like these.
The information I need to do my job well is available.
I have access to the tools I need to do my job well.
I believe there are strong career opportunities for me at [company].
I have access to the learning and development I need to do my job well.
Training at [company] is effective.
Managers have shown a genuine interest in my career aspirations.
What can we do to better support your development and career goals?
Using technology to improve the survey process
Establishing survey best practices and asking the right questions are essential to a successful employee survey initiative. Having the right technology makes a big difference, too. It makes the survey process quicker, easier, and more effective.
For frontline organizations, a mobile-first employee app, equipped to deliver surveys, works well. You don’t have to rely on inefficient paper surveys or shared devices. Instead, you can send surveys to every employee’s smartphone, increasing adoption and response rates in the process.
With an employee engagement app like Blink, you can launch quarterly and pulse surveys to your entire workforce in minutes. Choose from a selection of pre-prepared employee engagement survey questions or create your own.
Blink allows employees to respond to surveys anonymously, which builds trust with your workforce and ensures you get honest, useful data. Your HR team can also use Blink Analytics, which streamlines survey data analysis and helps you identify the most pressing employee engagement issues in an instant.
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