Beyond EMS Week: Supporting first responders every day

Blink, the leading mobile-first employee experience platform, today announced a strategic partnership with Cocentric, a UK-based digital employee experience company, to accelerate the development of tech solutions for frontline employees to help engage workforces across the UK and EU. This collaboration positions Cocentric as Blink’s key European and APAC partner, bringing cutting-edge, multi-platform expertise to organisations seeking seamless, next-generation communication tools.

The collaboration will enable organisations to take advantage of Blink’s award-winning platform, which helps companies reduce staff turnover by up to 26% by providing frontline employees with a single, mobile-first tool to stay connected with their team and company updates. Cocentric, known for helping businesses like Rare Restaurants, Populous, and Pizza Pilgrims to transform their employee communications, will build on its expertise to deliver tailored support for Blink’s platform, allowing organisations to easily integrate the app into their existing systems.

“At Blink, we are committed to transforming how frontline workers stay connected, regardless of their location,” said Sean Nolan, CEO at Blink. “By partnering with Cocentric, we’re able to leverage their deep knowledge of workplace technology and tailor our approach to the unique needs of UK and EU organisations. Together, we will help companies overcome the complexities of managing distributed teams by integrating Blink’s technology with Cocentric’s expertise.”

The partnership will also focus on co-selling initiatives and joint solution development, with Cocentric building specialised subject matter expertise around Blink’s platform. The collaboration will extend beyond standard integrations to include unique technology solutions developed by Cocentric, such as Connect, a synchronisation tool designed to enhance Blink’s user experience by bridging gaps in HR system integration. These solutions are designed to streamline user data management and deliver a more seamless experience for Blink customers.

“Cocentric is thrilled to partner with Blink, whose platform has already proven its ability to drive real results in employee engagement,” said Regan Collins, CEO at Cocentric. “Our clients are always looking for ways to create a better working environment for their teams, and with Blink’s app, we can help them deliver improved communication and collaboration at every level. We’re looking forward to offering this solution across the UK and Europe, with integrations that make the process even smoother for businesses.”

In addition to building solutions around Blink’s technology, Cocentric will also help to develop tools and integrations within the Microsoft 365 suite that will further enhance Blink’s offering in this space. This will ensure that organisations currently relying on Microsoft technologies can benefit from enhanced employee engagement capabilities without the need to migrate to competing platforms. 

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If you’re considering switching from Flip, you’re not alone. Flip is a well-known employee app for frontline teams — but it’s not the only solution out there. Whether you’re seeking more robust features, better support, or more flexible pricing, the right Flip alternative can help you connect, engage, and empower your entire workforce.

Below, we break down 10 of the best alternatives to Flip, starting with Blink — an award-winning employee experience platform — and covering other leading options to match a range of budgets and needs.

What to look for in a Flip alternative

Before you choose a Flip alternative, it’s important to think about what your teams really need — and how the right solution can support your daily operations. While Flip is known for its frontline focus and simple messaging, many companies need more than just a basic employee app.

Here are a few key things to look for when comparing Flip alternatives:

• Entire workforce coverage: Does the platform connect your entire workforce, including desk-based, frontline, and remote employees, in one place? Some tools focus only on frontline messaging, while others unify everyone under the same app.
• ‍All-in-one functionality: Beyond chat, look for built-in features like news feeds, surveys, forms, scheduling, file sharing, and integrations with your HR, payroll, or intranet systems. This cuts down on multiple logins and boosts adoption.‍
• Ease of use & adoption: A communication app is only useful if people actually use it. Make sure your chosen alternative is simple to roll out, easy to learn, and accessible on mobile for maximum engagement.‍
• Compliance & security: Especially for industries with strict data rules, your solution should keep sensitive info safe and ensure that work communication stays separate from personal apps.‍
• Analytics & insights: Advanced tools show who’s engaging with content, which helps internal comms teams measure what works — and fix what doesn’t.‍
• Flexible pricing & support: Look for transparent pricing that fits your team size and includes customer support that scales as your needs grow.

By keeping these essentials in mind, you’ll find a Flip alternative that does more than just replace messages — it empowers your people, saves time for managers, and makes your workforce feel truly connected.

Top alternatives to Flip in 2025

#1. Blink

Blink is an all-in-one employee experience platform trusted by brands like Shake Shack and easyJet to connect frontline, desk-based, and hybrid teams in one place. Unlike Flip, which focuses primarily on frontline communications, Blink is built for your entire workforce — so everyone stays connected and engaged through the same mobile-first app. Beyond secure messaging, Blink combines a social newsfeed, surveys, forms, scheduling, file sharing, and deep integrations — everything your employees need in their daily flow of work.

This all-in-one approach drives higher adoption rates, faster compliance, and measurable productivity gains for both employees and managers. If you’re looking for a modern alternative to Flip that unites every team member — not just the frontline — Blink is a top choice.

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G2 Rating: 4.7 / 5‍

Pricing: available upon request

#2. Beekeeper

Beekeeper focuses on mobile-first communication for frontline employees in industries like hospitality, retail, and manufacturing. It combines secure messaging, automated workflows, and real-time announcements to help employers bridge communication gaps across shifts and locations. Many companies like Beekeeper’s built-in automation and integration options, which make it easier to onboard new staff and sync schedules with payroll tools.

Unlike Flip, Beekeeper also offers checklists and form templates to help digitize daily tasks. Some users note that advanced customizations can require technical support during setup, but once running, it’s praised for simplicity and reliability.

G2 Rating: 4.7/5

‍Pricing: $3–$5/user/month

#3. Staffbase

Staffbase is a leading internal communications platform used by large global enterprises to deliver news, campaigns, and resources through branded mobile apps and portals. It’s especially powerful for organizations with thousands of employees spread across multiple regions and languages. Compared to Flip, Staffbase’s strong CMS and analytics tools help internal comms teams plan, publish, and measure content more strategically.

Staffbase integrates well with Microsoft 365 and other corporate systems to keep information accessible wherever employees work. While setup can take time for more complex structures, its custom branding and security controls make it a favorite for highly regulated industries.

G2 Rating: 4.7/5

‍Pricing: $4–$8/user/month

#4. Speakap

Speakap is designed for companies that need a private, secure social network for their frontline teams. Its familiar feed and chat features make it easy for employees to share updates, files, or shout-outs without relying on consumer messaging apps. Speakap also supports custom branding and role-based permissions, which is ideal for multi-site or franchise operations.

While it doesn’t include built-in task or scheduling tools like some Flip alternatives, Speakap integrates with popular workforce management systems to fill those gaps. Companies in retail and hospitality appreciate its GDPR compliance and clear separation from personal channels like WhatsApp.

G2 Rating: 4.4/5

‍Pricing: $3–$5/user/month

#5. Connecteam

Connecteam is a mobile-first workforce management app that goes beyond chat and announcements to handle daily operations in one place. For companies that want to centralize communication, scheduling, time tracking, and task management, Connecteam can reduce the need for multiple point solutions. Its drag-and-drop scheduling and GPS time clock are especially popular with small and mid-sized businesses.

One standout feature is Connecteam’s flexible pricing — small teams can start for free, and paid plans remain affordable as you grow. Some larger companies do note that advanced reporting and integrations require higher-tier plans, but overall it’s a strong, user-friendly Flip alternative.

G2 Rating: 4.6/5

‍Pricing: From $29/month (for 30 users)

#6. Workjam

Workjam is a digital frontline workplace designed for industries like retail, hospitality, and healthcare. It combines communications with task management, shift swapping, training, and surveys in one mobile app. For companies that struggle with disconnected scheduling tools and separate comms channels, Workjam can be a real upgrade from Flip’s basic messaging.

Its micro-learning features and compliance tracking help companies keep frontline teams up to date on new processes or safety protocols. Workjam is best suited for larger organizations with complex workforce management needs and can require more implementation support upfront.

G2 Rating: 4.2/5

‍Pricing: $4–$6/user/month

#7. MangoApps

MangoApps combines an employee intranet, collaboration hub, and comms tool in one customizable platform. Unlike Flip, which is primarily a mobile messaging app, MangoApps offers knowledge libraries, team workspaces, and project management — making it a fit for hybrid organizations that need to connect deskless and desk-based workers alike.

It’s highly configurable, which appeals to companies with unique workflows, but smaller teams may find the setup more complex than plug-and-play solutions. Many users highlight its deep search functionality and document management as standout features for centralizing company knowledge.

G2 Rating: 4.2/5

‍Pricing: $5–$8/user/month

#8. LumApps

LumApps is a modern intranet and employee experience platform that helps companies share internal news, knowledge, and resources in a personalized way. While it’s broader than Flip’s chat-first approach, LumApps is a good fit for enterprises that need to unify internal comms across multiple departments and locations.

Its integrations with Google Workspace and Microsoft 365 make it easy to keep information consistent and accessible. Many companies like LumApps for its personalization capabilities, which let employees see only the content relevant to their role or location.

G2 Rating: 4.4/5

‍Pricing: $8–$12/user/month

#9. Firstup

Firstup specializes in delivering targeted, personalized communications to large, distributed workforces. Its smart automation and AI tools help internal comms teams reach the right people with the right message at the best time — something Flip doesn’t offer at the same depth.

Enterprises like its measurement tools, which show exactly how content performs across channels. Firstup is a good fit for companies with mature comms strategies and bigger budgets, and its robust governance controls appeal to regulated industries.

G2 Rating: 4.2/5

‍Pricing: $10+/user/month

#10. Haiilo

Haiilo blends social intranet features with mobile-first employee communications and advocacy tools. It’s built to help companies share news, encourage interaction, and measure engagement all in one sleek interface. Many employers appreciate Haiilo’s flexibility to tailor features to different departments or use cases.

Its modern look and customizable modules make it a strong Flip alternative for companies that want a social, community-focused feel. Larger organizations may need more IT resources to implement Haiilo’s full stack, but it rewards teams with deeper engagement insights and branding options.

G2 Rating: 4.6/5

‍Pricing: $5–$7/user/month

Final Thoughts on Choosing a Flip Alternative

The best Flip alternative depends on your specific goals — whether that’s simplifying daily communications, adding workforce management, or scaling global comms. Blink remains a top choice for companies that want an intuitive, mobile-first super-app to unify news, chat, surveys, forms, and scheduling — all with industry-leading ease of use.

Ready to switch? Explore a personalized Blink demo and see how it stacks up for your teams.

“Dear Employee, your GTK forms are now Available in the YTG portal, Please fill them by Thu so they can be processed by MONDAY. Thank you!!!!”  

Internal messages like these are liable to confuse your audience.

Grammar mistakes, inconsistent capitalization, and workplace jargon make internal communications confusing. A lack of personalization and an ill-defined tone of voice make it unengaging.

The result? Your audience doesn’t understand your message — or chooses to ignore it because it holds no interest.

We know that ineffective communication costs businesses up to $15,000 per employee per year. So consistent, effective, and engaging communication has to be the standard.

An internal communication style guide helps your communicators post content that ticks all these boxes. Let’s look at what a style guide is — and how to create one — so you can ensure clear employee communication and a positive employer brand image.

What is a business communication style guide?

A business communication style guide is a document that details the content and writing standards you want internal communicators to stick to.

It includes rules on things like grammar, formatting, writing style, word choice, and tone of voice. It offers guidance on how to make content more interesting, relevant, and easy to digest. It may also provide information on how to create and format multimedia content.

Your internal communicators can refer to these standards whenever they create content, ensuring that everything is kept consistent, no matter who is writing or posting.

This makes your internal messages easier for employees to understand. It also supports your internal communication strategy. Because when employees are used to receiving clear and relevant messages, they’re much less likely to switch off from employee communications.

A style guide keeps everyone on the same page at all times. And it embeds a shared understanding of internal content creation throughout your company.

How to write your internal communication style guide: a template

Internal messages should be as concise as possible. The same goes for your internal communication style guide.

Nobody in your company wants to spend hours reading through a list of rules before they publish an internal communication message. So don’t be tempted to write reams.

It may help to look at style guide examples and templates — like the one we’ve included here — as inspiration. There’s broad consensus on what good internal messaging looks like. So most style guides contain a lot of the same information.

However, you will need to add company-specific guidance relating to your brand personality, tone of voice, and any particular language you want to use or avoid.

With all that in mind, here are the basic components you’ll need to include in your workplace communication style guide, along with some tips.

Introduction

The first section of a style guide is the introduction. It explains the basics of the guide, like how to use it, why it’s important, and what it includes.

The VA.gov style guide hits on all these points. It provides a straightforward experience for everyone, regardless of whether they’re viewing the guide for the first or tenth time.

To ensure people can use your guide as a reference, create a list of contents and use linked subheadings. That way, users can jump straight to the information they need.

A few internal communication principles

A good business communication style guide doesn’t just cover specific rules for workers to follow. It also shares the underlying internal communication principles behind those rules.

With knowledge of these principles, content creators can make the right editorial call, even in situations the guidelines don’t cover.

Here are some of the golden rules to include for content creators in your internal communication style guide.

Stick to the four Cs: Internal communication should be correct, clear, concise, and conversational. So fact check each piece of content. Ensure your primary message shines through. Say what you want to say in as few words as possible. And write in a way that reflects how real people talk to one another — using everyday words and phrases.

Understand your audience: Plan your content before you start writing. As you form an outline, ask yourself:

• What are the key things you want to convey?
• Who is this message for?
• What will the target audience want to know?
• What is their likely state of mind when consuming the content?

This will help you write cohesive content that gets to the point and answers employee questions.

Be clear and helpful: Break down complex messages into simple, bite-size chunks. Put the most important piece of information at the start of your content. Also, break up paragraphs and sentences to make them more digestible for readers.

Make it human: It’s much easier to connect with individual people than with an inanimate organization. So use words like “we” instead of your company name. And use the word “you” to talk to employees directly.

X Blink is looking for employees who want to volunteer with a local charity.

✓ We’re looking for employees who want to volunteer with a local charity.

X Employees can get involved by clicking this link.

✓ You can get involved by clicking this link.

Write inclusively: Only refer to a person’s disability, age, race, religion, gender, or sexual orientation if it’s relevant to the context of your content.

Grammar and punctuation

The third part of your internal communication style guide is all about the mechanics of writing.

Of course, you can’t cover every single grammar rule here. But you can give guidance regarding the most common grammatical errors and inconsistencies. Here are some ideas.

Ampersands: Don’t use ampersands (&), whether in titles, subtitles or the body of a message. Use the full word “and”.

Commas: Don’t forget to add the serial comma (also known as the Oxford comma), in lists of three or more items.

X In his award speech, Tom Cruise mentioned his parents, Steven Spielberg, and Martin Scorsese.

✓ In his award speech, Tom Cruise mentioned his parents, Steven Spielberg and Martin Scorsese.

Contractions: Contractions make your writing feel less formal. So use them in all your internal communications.

X We will have more news for you soon.

✓ We’ll have more news for you soon.

Be careful with common contraction errors. Writers often confuse “its” with “it’s”.

“Its” is used to show possession:

• The HR team has its away day on Monday.

“It’s” represents the phrase “it is”:

• It’s the HR team away day on Monday.

Also, avoid non-standard contractions like “should’ve” and “would’ve”.

Exclamation marks: Some writers are prone to using lots of exclamation marks. This can come across as overly informal or a little aggressive. However, the occasional exclamation mark can make a message seem more friendly. Be clear on whether and where you want communicators to use them.

Accuracy and spelling: Ensure that your content is free from errors. Use a spell-checker to catch mistakes you might have overlooked. And proofread everything before submitting it for publication or distribution.

Style and formatting

Style and formatting are all about how you want communicators to use language — and how you want them to present their message on the page.

Acronyms and abbreviations: These can cause confusion, particularly for new employees. So try to avoid them. When absolutely necessary, write the full version of the acronym or abbreviation the first time it appears in a piece of text.

For example:

• The customer experience (CX) team achieved their target this quarter.

Then use the acronym or abbreviation throughout the rest of the text.

In some cases, when an acronym or abbreviation is commonly used in the English language, you don’t need to spell the full word out.

Some examples: Mr, Ms, Ph.D

Capitalization: Use sentence case capitalization for page titles, subheadings, text links, and buttons.

X The Ultimate Internal Communication Style Guide

✓ The ultimate internal communication style guide

Remember that proper nouns (names of specific people, places, or organizations) are always capitalized, wherever they appear. And ALL CAPS should be avoided at all costs. They make a reader feel like you’re shouting at them. 

Dates and times: Dates are displayed differently in different countries. To avoid any confusion, write dates in their full format.

X 11/12/2026

✓ November 12, 2026

Don’t abbreviate days of the week or months of the year. For example, write “Monday” not “Mon” and “January” not “Jan”.  Also, write noon and midnight, rather than 12:00 p.m. and 12:00 a.m.

Bullet lists: Bullet lists make content easier to scan and understand. If there are three or more concepts in a sentence, try putting them in a bullet list instead.

When writing bullet lists:

• Capitalize the first letter of each bullet point
• Keep each list item short (no more than one or two lines)
• Use a parallel structure (start each point in the same way —for example, with a verb or a noun)

Links: The links you include in your content should feel natural and intuitive. They should show readers where to click and where the link will take them.

When creating links:

• Use descriptive language
• Hyperlink the most relevant text
• Avoid making the hyperlinked text too long

Headings and subheadings: Use headers and subheads to organize your content. This breaks text up and makes it easier to read.

Paragraphs and sentences: Keep the majority of your sentences and paragraphs short. Long blocks of text can be overwhelming for a reader, particularly if they’re reading content on a small mobile device screen. 

Here’s a quick rule of thumb:

• No more than 25 words in a sentence
• No more than three sentences in a paragraph

Numbers, weights, and measures: Write numbers one to nine as words. Write numbers 10, 11, 12, and so on as numerals. Write out fractions as words, using hyphens. For example, two-thirds or three-quarters.

Decide whether to write out or abbreviate weights, measures, and currencies. For example, decide between:

• % and percent
• kg and kilograms
• € and euros

Vocabulary: Highlight the correct form of commonly misspelled or incorrectly formatted words — particularly those your organization uses regularly. Ensure that your company name, company locations, and hyphenated words are written the same way across all content. 

Context-specific formatting: Perhaps news feed posts shouldn’t exceed a specified word count. Or you don’t want communicators to use emojis in emails. Explain any style and formatting rules related to the internal communication channels you use.

Writing voice and tone

This is where your business communication style guide is likely to feature lots of unique content. It’s all about the brand personality you convey — and how you make employees feel.

Start by thinking about your brand personality and values. Then, imagine your brand as a person.

Ask yourself how that person would speak and the kind of words they’d use. Perhaps their speech is polished and motivational. Or maybe they prefer to talk informally, throwing in the odd joke.

In this part of your internal communication style guide, describe what your brand personality is and isn’t. Also, give written examples that show communicators how to convey this personality across internal communications.

But remember that — while brand voice is a fixed thing — your tone can vary.

You may like to adapt your tone according to each communication channel and message format — or for different audience segments. If this is the case, give examples of how to adjust the tone for different scenarios.

Beyond the specifics of your brand voice and tone, there are a few foundations of good internal communication to keep in mind.

Use active voice: Using active voice instead of passive voice makes your employee communication more engaging and energetic.

X The training day was delivered by Amy.  

✓ Amy delivered the training day.

Be open and transparent: Transparent communication builds trust. This contributes to a positive company culture. So when creating internal communications, use a tone that is approachable and honest. Be as open as possible, particularly where mistakes have been made.

Also, invite employee feedback to respond to your communications. In doing so, you establish two-way communication, giving employees a voice and discovering useful perspectives.

Be respectful: As we mentioned earlier, inclusive language is essential for internal comms. Ensure you speak to all employees as equals. Don’t patronize and don’t highlight company hierarchy unnecessarily.

Be direct and to the point: Your employees want to learn the most important details of your message as quickly as possible. Keep your copy short without missing key information. Also, include a clear call to action so employees know what to do next.

Keep it positive: We’re not saying you should gloss over bad news. But where possible, use a positive tone when writing internal messages. Avoid cynicism and sarcasm.

Write with a conversational tone: Make text easy to understand by writing in Plain English. Pick short, simple words over long, complicated ones.

It can help to read your writing out loud. If you wouldn’t use particular words or sentence structures when talking to someone face-to-face, try editing your copy to make it more conversational.

For example:

X  Blink is a software solution for frontline-centric organizations.

✓ Blink is an employee app for companies with a big frontline workforce.

Multimedia content

Text may be the foundation of internal communications. But multimedia content is incredibly engaging for employees. 

If you regularly create content like videos, images, infographics, or audio, tell your team how this media should be presented. Here are some of the things you might like to cover.

Branding: If graphics and videos need to feature the company logo, company colors, or specific fonts, tell creators how you want them to incorporate your branding. Also, give guidance on whether stock photography is acceptable.

Quality and formats: Detail the minimum resolution of images, the maximum file size of multimedia content, the required quality of audio, and preferred file formats.

Accessibility: Give instructions on alt tags, contrasting color palettes, and any video caption requirements to ensure your multimedia content is accessible to all employees.

A final note on creating your internal communication style guide

An internal communication style guide acts as a reference. Your communicators can use it to improve your internal communication, making it more consistent, engaging, and effective.

Many of the guidelines in an internal communication style guide cover best practices. These can be applied to almost any organization. But you need to adapt your guide so it reflects your branding, your tone of voice, and the needs of your employees.

It can help to treat your guide as a work in progress. Once you have a guide in place, you can add to it. Any time you see an error or an inconsistency in your internal communications, update your style guide to prevent similar mistakes in the future.

We hope this template speeds up the creation of your internal communication guide. Good luck with your first draft!

Read more: 11 engaging ideas for your internal communication plan

This article is part of Blink’s “frontline first” series: content created specifically for leaders of deskless or distributed teams. We know that the job of frontline leadership is entirely different from managing ‘desk-based’ teams, so this is for you and your unique set of challenges.

Every leader in an organization that has frontline workforce has likely experienced the 'Frontline Connection Gap' - it's the root cause of thousands of wasted hours and measurable negative impact on key business metrics like retention and productivity.

But what exactly is this 'gap', and how do you know if your organization is one of the ones experiencing it? And if it turns out that you are, how do you go about closing it (and is it even worth the effort)? In this article, we'll explore all of those questions and give you some simple answers.

What is the Frontline Connection Gap?

In a nutshell, the Frontline Connection Gap is the failure to enable frontline workers to communicate with the same ease, scale and speed as desk-based workers.

If it sounds simple, that's because it is. Think about how the average desk-based worker gets to communicate at work:

• Easy access to their co-workers via email, work apps such as Slack and video conferencing tools such as Zoom or Microsoft Teams
• Easy access to key information and updates via intranets and cloud-based drives
• Easy access to key HR processes such as booking time off and downloading paystubs through tools such as Deel or Workday
• Easy access to learning and development through dedicated Learning Management Systems
• Easy access to other parts of the organization (including leadership) through shared directories
• Easy access to feedback portals through tools such as CultureAmp or Peakon

There's more where this came from, but the key point is that desk-based workers have access to a wealth of people, processes and information within just a few clicks.

For deskless workers, the picture looks very different - let's look at those same areas again:

• Limited access to co-workers beyond those in the same physical space, often leading to isolation
• Limited access to key information, often still delivered through paper memos as many frontline workers don't have access to a company email address.
• Limited access to key HR processes such as booking time off and arranging shifts, which often requires making phonecalls or messaging managers via text and WhatsApp. Processes such as claiming expenses often still involve using paper forms.
• Limited access to learning and development, as access to computers is infrequent
• Limited access to management and leadership, leading to disengagement
• Limited ability to deliver feedback or whistleblow on critical problems

The stark difference in these two worlds all comes down to communications infrastructure (or lack thereof): without continuous access to computers and email addresses, frontline workers are in a world that desk-based workers haven't experienced in more than twenty years.

The impact of the Gap

The way to know if your organization has a Frontline Connection Gap is by seeing if anything 'disappears' into it.

For the best examples of this, look to what your Human Resources team are doing. Let's take Diversity, Equity and Inclusion (DEI) programs as a key case - these critical initiatives are often planned and tracked at board level, and in order for them to be effective they need to impact every single member of an organization. The roll-out of these will often work well for desk-based teams thanks to regular communications such as emails, chat groups, in-person Employee Resource Groups and video calls.

However, getting to the frontline is a different matter. Without reliable channels for communications, People leaders will often find that promoting DEI programs is restricted to a flyer on a noticeboard, curtailing awareness and participation from the very start. In other words, the DEI program has fallen into the Frontline Connection Gap.

So we see just how big a problem the Gap can be: company policies and programs might as well not exist, for all the frontline are able to engage with them. As a result, the impact of the Gap can be felt on almost any core business metric - for example:

• Retention drops because frontline employee engagement is low
• Recruitment faces challenges as the organization is unable to offer an ideal employee experience
• Customer experience is impacted when employees are ill-informed and disengaged
• Productivity drops through inefficiencies in processes such as filling empty shifts and inconsistent onboarding and training
• Safety is put at risk through failures to communicate critical information at scale
• Employee wellbeing suffers as a result of isolation and inability to access support

The list could go on - and it does. If any one of these key metrics looks different in the frontline part of your organization in comparison to the desk-based part, then the likelihood is that you have a Frontline Connection Gap to bridge.

How to close the Frontline Connection Gap

It's important at this point to remember that the Frontline Connection Gap is rarely caused through neglect or intention - in fact, many organizations have tried (and are still trying) to close it. The problem is that the strategies that they employ usually fail, and it's for one important reason: the kind of communications infrastructure that works for the desk-based will not work for the frontline.

A key example of this is using intranets. Many organizations find intranets to be a useful means of sharing information with their desk-based workers, and so attempt to roll these out to their frontline workers through a mobile-based approach. In theory, this should work: most frontline workers have access to a smartphone and are confident enough in using them to download an intranet app.

However, this strategy comes across a number of roadblocks:

• Firstly, it requires frontline workers to remember a new login and password (IT teams often find themselves facing high volumes of password reset requests as a result).
• Secondly, engagement with intranet apps will usually be disappointingly low - but the reason for this poor uptake will help you unlock the secret of successfully crossing the Frontline Connection Gap (keep reading to find out).

To close the Frontline Connection Gap, there are three simple principles to follow:

• Go mobile. With smartphone adoption having reached a critical tipping point, this is a no-brainer.
• Consolidate where you can. The more systems and apps you ask a frontline worker to instal, the more you dilute your success. If you're asking your frontline to download and login to separate systems for accessing paystubs, receiving communications, giving feedback and arranging shifts, you're adding friction with every step. Create a single point of access wherever you can.
• Put daily value at the centre of your solution. This is the crucial secret behind adoption, and the last mile of closing the Frontline Connection Gap. Busy frontline workers need a reason to engage with HQ, and that's the problem with simply rolling out an intranet on mobile: there's little in it for a frontline worker, so even if they have an app in the palm of their hand, they'll rarely take time out to log in. Success lies in inverting this, by making sure that at the heart of your communications infrastructure are processes that the frontline always need - for example, access to shifts and paystubs. By placing value at the heart of your system, you get the consistent engagement you need to close the Gap (we call this 'Chips and Dip theory'.

Despite the seriousness of its impact, the Frontline Connection Gap is actually a relatively simple problem - which thankfully means relatively simple solutions. If you're ready to get started, check out some of the best solutions on the market over here.

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.

Shiny demos don’t guarantee adoption.

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

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

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

Choosing an employee communication app: A 10-question checklist

1. Will every employee actually use this?

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

The right app is:

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

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

2. Does it work for frontline teams?

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

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

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

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

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3. Can it replace multiple tools?

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

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

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

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

4. How easy is it to manage and govern?

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

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

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

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5. Is it secure and compliant?

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

So look for things like:

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

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

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

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

6. Does it support two-way communication?

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

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

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

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

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7. How quickly can we launch?

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

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

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

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

8. Will it integrate with our existing systems?

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

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

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

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

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

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

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9. Can we measure impact and ROI?

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

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

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

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

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

10. Does it feel human?

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

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

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

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

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The right employee app makes all the difference

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

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

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

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