Blink scores highest for user experience and mobile in 2025 ClearBox report

Background

Domino's Pizza Group is the UK’s leading pizza brand; their first UK store opened in 1985. They have over 1,000 stores across the country and more than 35,000 team members. Their vision is simple: to be the number one pizza company in the world. But their internal communication strategy was holding them back.

So, what happens when communication becomes critical in the wake of a global pandemic? And how do you reach frontline workers who are digitally and physically disconnected (see the winning types of internal communication)?

The challenge

Domino’s have a distributed workforce operating out of various sites. These include Head Office and Supply Chain Centers in Milton Keynes, Warrington, West Ashland & Naas.

Frontline processes were paper-based and manual with no practical way to reach everyone. Dominoes struggles to get key messages across, because communication relied on word of mouth, posters and consumer channels like WhatsApp.

Domino’s had no reliable channel for frontline communication. And employees needed consistent information – but paperwork posed a Covid-19 transference risk.

The internal communications strategy

The situation demanded an immediate flow of two-way communication. As a result, Domino’s launched Blink in April 2020 as a critical part of their Covid-19 response plan. The goal? Empower, equip and protect all frontline employees.

Before long, Blink integrated with benefits, payslips and holiday bookings. Domino's also began using digital forms for shift swaps and holiday bookings. The result? 85% adoption rate in less than a fortnight, and a strong long-term, communication strategy.

JD Now, powered by Blink, will connect and engage circa 90,000 global workers across JD Group

JD, a leading global omnichannel retailer of sports fashion brands, has partnered with employee experience platform to unveil “JD Now,” a revolutionary employee super-app designed to transform communication and operational efficiency for its entire workforce. The platform is rolling out to circa 90,000 employees across JD Group’s global brands, including JD Sports, Go Outdoors, and Finish Line, marking a significant step forward in the company’s commitment to digital innovation and employee experience.

In the first 10 days following the pilot launch of JD Now, JD saw an incredible 74% adoption rate across the 20,000 initial users, as well as tens of thousands of direct and group messages — showcasing a near-immediate improvement to connection and communication.

Bridging the digital divide

The global retailer launched the platform after identifying opportunities to improve its internal communications and employee engagement. With a rapidly growing workforce, the company recognized that traditional communication methods — including shop-floor huddles, paper magazines, and physical notice boards — were no longer sufficient to maintain the level of connection and operational efficiency required for a business of its scale.

In response to feedback from employees who wanted a higher level of connection across the business, JD Group sought out a cutting-edge solution to unify and streamline its communication channels. Blink was selected for its expertise in frontline employee engagement and its ability to provide a mobile-first, user-friendly platform that could meet the diverse needs of JD’s expansive workforce.

“At JD, we know our people are our greatest asset and we are committed to investing in the tools to ensure they excel,” said Nicola Kowalczuk, chief people officer at JD Group. “The launch of JD Now in partnership with Blink marks an important step forward in enhancing our employees’ work experience and leading the way in retail digital transformation. This platform is not just about communication — it’s about equipping our teams with the resources they need to thrive in a fast-paced retail environment.”

JD Now: Key features and benefits

• Unified communication platform: JD Now is an easily accessible platform, simplifying communication and reducing reliance on traditional, inefficient methods.‍
• Enhanced employee engagement: By fostering better interaction between employees and leadership, JD Now is designed to boost morale and reduce attrition, creating a collaborative and engaging team environment.‍
• Employee-generated content: The platform makes it easy for employees to contribute ideas and feedback, encouraging them to be active participants in the brand’s evolution.‍
• Advanced digital transformation: JD Now reflects JD’s dedication to modernizing retail operations and providing employees with the tools needed to excel in a digital age.

Blink, known for its mission to connect frontline teams with the tools they need to thrive, is empowering hundreds of thousands of frontline workers globally with an engaging employee super-app that facilitates an average of seven interactions per day per user and helps to reduce attrition rates by up to 25%. 

“Collaborating with JD Group to launch JD Now is a major milestone for Blink,” said Sean Nolan, CEO and co-founder of Blink. “Our mission has always been to bridge the gap between leaders and frontline workers, and JD Now is a testament to our shared vision of transforming employee experience and communication in the retail sector.”

With the news that Workplace by Meta will be shutting down within a year, there are going to be thousands of companies looking to replace their employee experience platforms soon.  Sure, finding a new solution for internal communications with the right features and functionality is important, but just as important (and not talked about enough) is the implementation and rollout experience for employees. 

In my mind, a great product implemented poorly is no longer a great product.  So, what does a great implementation process and experience really look like? 

Whether you’re looking to upgrade your employee app before Workplace from Meta shuts down or you’re just curious to learn more about Blink, here is my take on what a great implementation experience should look like. 

I’ve spent over a decade in the implementation space and know how common it is to hear that a vendor will “go the extra mile” for a customer during the crucial time between signing the contract and launching the technology. 

Rarely, though, is the extra mile enough; sometimes, what it takes is the extra 1,600 miles. 

Prior to my role as Head of Implementation at Blink, I spent the first 8 years of my career in technology consulting working at large firms like Aon and Accenture. In that time, I travelled to 30+ countries and learned how to deliver business value through broader people and technology transformation at multinational enterprise companies. 

In all that time, I have never worked in an organization that goes so far above and beyond as Blink. This is truly a whatever-it-takes company, even when it takes a 1,600 mile road trip through 8 states to visit 6 different plants to ensure one of our customers launches the right way. On this particular trip, we met with Plant Managers, HR, Production Managers and more, to build out a use case strategy, run training sessions, and hold focus groups to ensure we were delivering a comprehensive roadmap for their new employee app.

This hands-on approach is why we have an industry-leading user adoption rate of 90% across all our customers. But it’s more than just our willingness to traverse state lines that creates a great implementation experience. 

The values that drive our implementation process

I know two things to always be true about implementation: first, customers are busy.  Since launching an employee app often involves a lot of contributors and stakeholders, sometimes getting everyone on the same page is the biggest barrier to launching on-time. 

Second, and most important, we’ve only got one shot to launch your platform right.  Change is often met with scepticism or some resistance, so we bend over backwards to set you up for the best first impression on launch day, from a seamless onboarding experience for employees to quick, demonstrable value for your executive stakeholders.

Our approach and our values that drive the team are done with these two things in mind to ensure each customer sees a high adoption right out of the gate. 

So what goes into our process that makes it so successful? There are five things I’d like to highlight:

The experts

When you sign up with Blink, you’ll be guided through the implementation process by an experienced team spread across the US, UK, and Australia. All of our implementations are done solely in-house.  Over the years, we’ve developed a playbook of best practices to follow and accumulated deep industry knowledge to recommend the best course of action for your unique needs. 

Once you’ve launched, the Implementation team is still there with you. Not only are they helping ensure a smooth transition to your Customer Success partner, they’re helping gather metrics and feedback on the launch and supporting your efforts to hit the user adoption target in those early days. 

Our employee-focused strategy

Whether you’re rolling out your first employee app or you’re replacing an old solution like Workplace, getting your employees to buy-in to Blink (or any new technology) is so important at launch.  For companies with deskless workforces, where communication is a challenge, in particular, getting that early buy-in is a virtuous cycle where the employees start telling their colleagues about Blink. 

When Stagecoach, one of the largest transit providers in the UK, rolled out Blink, their post-launch survey found 100% of the drivers would recommend the app to their peers.  With 21,000 bus drivers across the country, word of mouth helped accelerate adoption as much as any top-down messaging.

That’s why, when we plan for a launch at your organization, we ensure there is functionality that your employees want to help get them invested early on.  We’ve got an extensive catalogue of integrations that give them easy access and notifications for paystubs, time-tracking, vacation requests, IT help desks, and more. Pair that with Single sign-on, and employees will be doing all these things with one-click access through Blink.  

The result of providing quick value to your employees is a high usage and adoption rate.  Stagecoach, for example, has an average of 6 app opens each day from 89% of their drivers. That level of employee engagement and communication is critical to keeping everything running smoothly.

‍Rollout success you can measure

Everyone who implements Blink will know exactly what success looks like. We outline the six key pillars to a successful rollout early on so you have a benchmark for what to expect:

1. We’re going to get the leadership team aligned around the opportunity driving the rollout
2. We’ll determine the key metrics and KPIs for success with you so everyone is working towards the same goals
3. We’ll help you build your company’s digital front door—turning Blink into the single point of access for everything they need—to maximise adoption
4. We’re going to ensure the look and feel of the app matches your company’s brand to build trust in the early adoption phase
5. We’re going to build a comprehensive activation strategy to reach every employee, while taking into account the unique challenges posed by disparate and diverse workforces  
6. Lastly, we’re going to help you build out and optimise the app after launch by introducing new functionality and soliciting user feedback to guide the improvements

Our clear roadmaps

With a feature-rich solution like Blink, unleashing the full experience is like asking employees to drink from a firehose. 

To avoid overwhelming people, we help you develop a clear roadmap for the long-term experience. It starts with the Day 1 MVP that’s focused on addressing the most pressing needs and quick wins for the employee experience. From there, we help you bring new functionality to the employee experience in a way that boosts adoption without overwhelming users. 

Every roadmap is tied to the KPIs you outlined earlier, so there is a definitive business value for each phase. If, like many Blink customers, you’re trying to save money by modernising outdated processes, that KPI can be tied to functionality like payslips being put into the app instead of being mailed out. 

That simple change saved one Blink customer $300,000 per year on mailing and printing costs—and we were able to measure that impact because of the KPIs we had established early on.

Low-lift launch

We understand how busy our customers are, so we want every app to be launched quickly—but with as little effort on your part as possible. While you and your team are going to be involved, we keep as much of the work behind the scenes to minimise the disruption to you and your team. 

When you combine our expertise with the out-of-the-box functionality and pre-made assets, getting to launch day is simple and fast. We measure implementation in weeks, not months and quarters. You can have users onboard in as little as 6 weeks, while still delivering a compelling first impression with your new employee app. 

These five pillars can't capture all of the hard-work and care that the Implementation team has here at Blink. That doesn’t happen without having a team that’s willing to go above and beyond for every single customer.

Change management while implementing Blink

The implementation journey is an intense period for the stakeholders. It’s a lot of work to do quickly, and one of the ways we help ensure you’re staying on course is through our comprehensive Change Impact Assessment. 

With so much change, it is easy to lose the forest for the trees and get lost in the day-to-day minutiae of the launch process. The Change Impact Assessment is designed to keep you on track by helping you understand how Blink will affect the following areas:

• ‍Operations: How will Blink affect current workflows, and what adjustments are needed to seamlessly integrate it into your existing processes?
• ‍Company culture: What changes in team dynamics and communication can we anticipate? How will this software align with your corporate culture?
• ‍Resource allocation: What are the costs, both financial and time-based, for training, implementation, and long-term management of the platform?
• ‍Technology integration: How does Blink fit into your existing technology landscape? Can we integrate into and leverage compatibility with existing systems?
• ‍Return on investment expectations: How does introducing Blink to ADQ map into your business goals? We’ll establish metrics to measure the effectiveness and ROI to ensure change is actively happening and tracking to your business goals.

Hands-on support, on-site or online

Some of the most memorable moments for us come from our on-site, white glove support for the implementation process. Whether we get to visit a corporate headquarters in Chicago to run use case discovery workshops or trekking out to a distribution centre to train frontline managers to use the app to communicate with their team, we’re always hyped to work alongside our customers. 

Even if we’re not spending weeks on end at your office, we’re shooting for the same launch experience with every customer. Our job is to ensure you’re going to be successful in delivering enough value to your employees that they fall in love with the Blink app. 

So, virtually or in-person, you get hands-on support experience from us. We’ll help you find, train, and empower a network of advocates and experts within your organisation who will help ensure launch-day communication is on point. 

Adoption drives feedback drives adoption

Launch day success is not the end for us. Once your employees are onboard, we’re going to canvas for your people’s first impressions to understand what’s resonating and what’s missing the mark. 

Getting this survey feedback early on helps us course correct, if necessary, to take you from 70% user adoption at launch up to the 90% user adoption rate we want for all of our customers.

The surveys are rarely surprising, though, because of all the work that went into the implementation journey.  From getting stakeholders aligned on KPIs to running frontline focus groups, we know the value is going to be felt from day one.  

Blink. And you’re set up for success.

When I take a step back and think about everything that goes into launching each company’s employee app from the people—executive sponsors, project managers, Comms, IT, Operations, managers—to all the planning, content creation, and communications efforts, it’s amazing to think about how all that work leads to something as simple as a text or email invite on launch day. 

All the hands-on work that we do prior to launch is to ensure that your employees have a seamless experience from day one. That starts with the invitation to download the app and login to their “digital front door” for the first time.  From there, they’ll be able to communicate with secure chat, post in the Feed, search for policies and documents in the Content Hub, and access important information like payslips, vacation requests, and scheduling—all without leaving the app or having to enter another login.

Our job is to make getting to launch as effortless as possible. Because, we know, once your employees login to Blink, they’re going to be more engaged, more informed, and, ultimately, more likely to stick around. 

Employee communication and engagement is more important than ever in the remote-work era and for the frontline. You can put your trust in my team’s experienced, hands-on approach to help you deliver the most value to your employees. It’s what we’re so passionate about and what we do best.

But let’s not get ahead of ourselves: the first step is signing up for a demo today to learn more about the Blink platform.  

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13 ways to quickly improve internal communications

Internal communications joins the dots. It connects every member of an organization and helps keep everyone up to speed. But it’s not without its challenges.

Comms leaders have to quiet the noise while amplifying key messages. They need to share updates consistently. And find tech tools that make communication engaging for employees. 

In frontline organizations, there are additional communication challenges to tackle.

Frontline teams often work disparately. Employees can’t rely on in-person meetings for the latest updates. Nor do they have access to a desktop computer or even a company email address.

Finding reliable ways to reach these employees – that go beyond a messy noticeboard – is vital for business success.

With these challenges in mind, we’re going to look at the ways comms leaders can quickly and effectively improve internal communications. Let’s dive right in.

Why is it important to improve your internal comms?

Poor internal communication harms your business and its bottom line. When leaders, teams, and individuals fail to communicate well, every area of operations is affected.

Poor communication also has an effect on employees. Staff want to feel part of the organization they work for, and the first step to achieving that is keeping them in the loop.  

Ultimately, when you improve internal communication, you:

• Boost workplace trust. Over 40% of workers say that poor communication is reducing the trust they have in leadership and their teams. This is making them more stressed and less loyal to their organization.
  
  
• Engage employees. Informed employees are 2.8 times more likely to be engaged. Employee engagement is linked to higher productivity, profitability, and employee retention rates.
  
  
• Get better at what you do. When you improve internal communication, you improve decision-making, teamwork, and collaboration. Everyone pulls in the same direction, which spells bigger and better business results.

The benefit of good internal communication in frontline organizations is even more pronounced.

Safety concerns. Equipment failures. Product or service updates. A shift you need to cover. Inclement weather. These critical communications need to travel between frontline staff and managers quickly and reliably. It’s how you limit downtime and ensure the very best customer service.

But if your communication culture, communication skills, or communication tools are lacking, you’ll find it hard to connect the various teams that make up your organization.

13 ideas to quickly improve internal communication

With so much to be gained from good internal communications, time is of the essence. Every day you continue doing things the old way, you’re missing out.

So here are some internal communication ideas that you can put in place quickly, for maximum impact. Weave these ideas into your internal communication strategy and start making improvements right away.

1. Start with the leadership team

Leaders set the tone of an organization. So if your leadership team isn’t sold on your bid to improve internal communication, your employees won’t be either.

It’s up to leaders to drive comms throughout the company. It’s also on them to engage with comms. That way, employees see that your internal communication channels are a valued resource for people at all levels – and they’re much more likely to engage with them, too.

To prove to your workforce that it isn’t one rule for them – and another for their managers – get the leadership team on board right at the start. Involve leaders in the launch of your internal communications plan and encourage them to be positive promoters of it.

2. Ask questions & launch surveys

To avoid time-consuming missteps, get employee insight early on in the process. Employee input informs your strategy and improves your chances of getting things right the first time.

You can get input by asking informal questions and launching surveys. Find out what employees want from internal communications – and what aspects of current comms they struggle with.

With Blink’s super-app, you can launch surveys that reach your whole workforce. A user-friendly interface makes it easy for employees to respond. And a clear dashboard helps you to draw conclusions from their answers.

Surveys help you make informed internal communication decisions. But there’s another benefit, too. By involving employees in this part of the process, you set an important precedent.

You show employees that you value their input – and that their voices are heard. This raises trust in the process. It also helps employees see what they stand to gain by engaging with internal communications going forward. 

3. Streamline your communication channels

Well-established companies often have history with lots of different internal communication tools. In frontline organizations, there tends to be a mix of tech solutions and old-school communication channels – like posters and notice boards.

If you’ve inherited a complicated system of communication channels, it’s worth stepping back and assessing their impact on company communication.  

Is a noticeboard crammed with memos an efficient and reliable way to communicate with your teams? Are multiple communication channels helping you to clarify the message – or are they muddying it?

Less is usually more. So streamlining your comms channels is a great way to improve internal communication. Employees are much more likely to engage with a single source of reliable info.  

That’s exactly what happened at Domino’s. The pizza delivery company was using word of mouth, posters, and WhatsApp groups to communicate with its frontline. But by switching to Blink, Domino’s put all internal communication in one place and now everyone gets the same need-to-know updates.

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4. Personalize your comms

Think of all the marketing emails that land in your inbox every day. The ones that personalize their message stand out. They’re much more likely to resonate. The rest is like white noise. It becomes very easy to ignore stuff that doesn’t feel relevant to you. 

The same goes for company comms. When you make your message more relevant to your audience, they sit up and take notice. When employees are inundated with comms that have nothing to do with their role, they tend to start ignoring the noise - and before you know it even the most relevant and critical messages are missed. 

You can quickly make a change by segmenting your audience. Divide your organization by department, team, location, and stage in the employee life cycle.

Then, craft personalized comms. And only send mass communications when they really are relevant to the whole organization. Intentional, personalized communication is much harder to ignore.

5. Run company-wide stand ups

A standup meeting is a short but regular opportunity for teams to share progress and identify blockers. It’s a way to get everyone on the same page and clarify what they should be doing.

A company-wide standup is the easiest way to communicate your current priorities and action plan to everyone. But you can also run stand ups within teams, departments, or locations.

Of course, if you’re a frontline organization, getting everyone together for this type of meeting isn’t always practical. Employees work different shifts and in different locations, or maybe even work on the road.

But don’t dismiss the idea of company stand ups outright. Create stand ups for different shift swaps, or locations, or smaller groups of people. And for the times you can’t be together in real life, tech can help.

Employees can join a meeting via video conference. Or you can record your company-wide stand ups and post them as video content to your primary internal communication channel.

6. Implement an employee app

In today’s technological world, you can find incredible tools designed to improve internal communication, fast.

An employee app is a great example. It works well because you meet employees where they already spend their time – on their smartphones. And because it incorporates features that employees are familiar with, like instant messaging, group chats, and a newsfeed.

Take Stagecoach, a UK-based bus company. When Stagecoach implemented an employee app, 84% of their workforce started using it within just one week. Because they chose a communication tool that employees could use intuitively, they got better and faster uptake.

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An employee app also streamlines your employee communications because employees can access everything via a single, user-friendly interface. And it provides channels for both top-down and bottom-up comms. Anyone can read and share information.

Blink’s employee app ticks all these boxes. Designed for frontline organizations, it helps bridge the gap between your frontline and desk-based teams. 

7. Reward & recognize your employees

Another way to quickly improve internal communication is by rewarding and recognizing employees. Shout out those employees who hit their goals or reach a personal milestone. Highlight the times when a member of staff goes above and beyond.

A culture of recognition helps to build engagement. It also boosts morale and encourages other employees to do their best work.

Using internal communication channels in this positive way encourages employees to communicate more frequently, too. When an employee feels acknowledged, they’re more likely to acknowledge others, share successes, and communicate constructively with peers.

You can put the wheels in motion by encouraging managers to send regular messages of acknowledgment. But to amplify the effect, go further. 

Build recognition into your internal comms strategy by using Blink’s recognition feature. Via the app, you can send messages of public praise with the power to inspire everyone.

8. Conduct regular 121 meetings 

If your managers only run 121 meetings with employees once or twice a year, this is an area ripe for improvement.

A lot can happen over the space of a year or six months. Internal communication might be missed or misinterpreted. Regular 121s are an opportunity to realign goals and understanding.

Regular 121s help you to:

• Build a personal connection with employees
• Address concerns in real-time
• Improve employee engagement

It also makes the act of discussion and feedback more familiar. Employees get used to sitting down and sharing their work experiences with managers. So managers are much more likely to get candid (and therefore useful) insight from their staff.  

Advise your managers on how often they should conduct 121s. Monthly, bi-weekly, or even weekly sessions create an open feedback loop.

Also, remember that a public communication forum can never replace 121s. While employees are often happy to share some ideas publicly, they also need the opportunity to share their thoughts privately and confidentially.

9. Encourage content creation

Leave content creation to management and you run into two key problems:

1. Your internal communication is unengaging because there’s lots of top-down communication but not enough bottom-up or peer-to-peer communication.

2. Managers find it hard to balance content creation alongside their usual workload. This means more managerial stress and/or less quality content.

There’s a quick and easy solution. Give everyone a turn at content creation. Use guidelines and templates if you think they’re needed. Then, let employees start threads, post blogs, upload videos, and recognize their peers.

In doing so, you strengthen your company network. Employees build new relationships. They find people with whom they have things in common. They chat about non-work-related topics.

This type of water cooler chat may seem irrelevant to your business objectives. But trust us when we say it’s hugely important to the quality of communication that takes place within your organization.

This is particularly true in frontline firms where workers don’t always get the opportunity for informal chats with co-workers.

When employees build trusting relationships with co-workers, they don’t just find it easier to chat about their latest vacation or the boxset they’re currently binging. They find it easier to communicate and collaborate on workplace topics, too.

10. Take a data-driven approach to internal communications

How do you measure the success of an internal communications initiative? You need reliable, accessible data you can track over time.

This is another reason why having the right communication tech is vital. Pick communication tools with analytics built in and it’s easy to view and act upon insights.

You can see which type of content your employees do and don’t interact with. You can see which posts get the most comments and likes. This helps you to hone your internal communication going forward.

Similarly, analytics functions help you to see the bigger impact that your communication strategy is having. Perhaps it’s helping you to reduce staff turnover or increase staff satisfaction.

When you have access to the data, it’s easy to demonstrate the value and effectiveness of internal communication improvements. You’ll also find it easier to make informed, targeted changes that make your initiative even more successful.

11. Be consistent

Good internal communication is all about consistency. You can’t promise employees a weekly update or a monthly webinar and then fail to deliver.

They’ll stop seeing your communication as reliable and trustworthy – and they’ll stop checking in for new content. This is the point at which the wheels fall off your strategy and you have a much harder job pushing that new initiative uphill. 

To show employees that your new internal communication strategy is here to stay, make sure it’s sustainable.

At the outset, you may like to err on the side of caution, only committing to a content schedule you know is manageable for the people delivering it. You can always add more items to your content calendar once it’s up and running.

Also, as we mentioned earlier, enlisting the support of employees in content creation helps to create an internal communications ecosystem that doesn’t rely on a handful of time-stretched managers. With all hands on deck, it’s much easier to create and post content consistently.

12. Be transparent

Internal communication is most successful when communication is transparent. That means:

• Including everyone in communications
• Creating an open connection between leadership and employees
• Clearly communicating business changes and decision-making processes
• Acknowledging both successes and mistakes

Transparent communication is important because it helps to build trust between all members of your organization. It prevents secondary channels of communication – in the form of rumors and speculation – from emerging. And it helps to boost employee engagement. 

If you don’t already have a culture of open communication, getting there is likely to take time. You need to develop communication skills throughout your organization and set new norms of behavior.

However, one of the things you can do to improve internal communication quickly is to involve employees in your internal communication strategy. Be open about the changes you’re trying to implement – and why.

When employees feel like part of the process, they’re much more likely to feel invested in its outcome.  

13. Report back on changes you are making

So you’re planning to make big changes to the way you communicate internally. Don’t forget to involve employees from the beginning and throughout the process.

After launching employee surveys and conducting 121s, communicate your findings. Let workers know what you’ve learned, what changes you plan to make, and what you hope to gain.

This shows that you’re committed to transparent communication, not just paying lip service. And that you’re putting employees at the center of decision-making.

Take this tack and employee engagement, morale, trust, and the success of your internal communication strategy all stand to benefit.

Final thoughts

Improving internal communications takes time and strategy. It’s a long-term commitment. But there are quick wins to be had.

Gather insights. Involve all members of your organization. Find the right tools. Start fostering a culture of open, honest communication, right now, today.

By doing so, you’ll create change in the here and now. And lay the groundwork for future internal comms improvements, too.

It’s well worth the investment, particularly for frontline organizations. With strong internal communication, you build teams who are more connected, informed, and engaged - which leads to widespread benefits for your employees, customers, and business.

Want to make internal communication a priority for 2024? Then put internal comms in the palm of every employee with Blink’s employee app.

Our mobile-first app supports two-way communication, critical messages, employee recognition, and workforce surveys. It also integrates with the business tools you already use. So employees can access all resources from one user-friendly interface.

Accessed via mobile or desktop and with speedy, sky-high adoption rates, Blink provides a quick and easy way to improve your internal communications in 2024.

Tumbleweed over on your new tech tool?

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

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

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

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

The adoption gap is a communication problem

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

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

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

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

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

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The 3 biggest reasons employees ignore tools

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

#1. They didn’t know it existed

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

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

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

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

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

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

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

#3. They didn’t know how to use it

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

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

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

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

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How internal comms can get employees on board

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

Craft a story around the tool

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

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

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

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

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

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

Use multiple channels to reinforce the message

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

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

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

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

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

Empower managers to model and cascade usage

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

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

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

Use change communication principles

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

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

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

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

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IT + internal communications = smoother rollouts

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

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

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

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

Bring comms in early — not just at launch

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

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

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

Meetings with the IT are an opportunity to learn:

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

Plan messaging the same way you plan tech implementation

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

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

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

Celebrate small wins and usage milestones

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

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

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

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

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

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

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

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

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

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

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

There are lots of ways you can up your internal communications game. You can attend courses and conferences. You can work with a mentor or an internal communications expert.

But don’t overlook the free resources you have at your fingertips. The blogs of professionals, companies, and consultancies working in the field of internal communications (IC) often contain a lot of wisdom.

They feature the latest IC trends along with tried and tested employee communication strategies. You can discover what other companies are doing with their comms. You can also find new ways to engage employees, influence leaders, and keep up-to-date with communication technology. 

So how do you unearth this insight? Trawling through the internet to find the best content is tough. So we’ve done the hard work for you. Here, we’ve put together a list of the best internal communications blogs around right now.

Happy reading!

Best internal communications blogs to follow

1. The institute of internal communication

The Institute of Internal Communication has been a go-to for internal communication professionals for over 75 years. The Institute runs training, conferences, and awards. It also issues qualifications.

Its blog is an excellent resource. It covers topics such as visual communication, AI in the workplace, and the importance of developing trust in the workplace.

Some blog posts are only available to IoIC members. But there’s plenty on there to get you started. There’s also a podcast called The Future of Internal Communication, which is available on Apple Podcasts and Spotify.

Must-reads from this blog:

• Engaging and supporting leaders is a vital component in IC
• Getting the measure of your strategy: using data to drive IC’s direction
• ‘I learned the hard way that less is more’

2. Gallagher Communications

Gallagher is an internal communications agency that has worked on 100+ internal communication audits and strategic projects for large and small companies all over the world.

The company believes that real workplace communication isn’t about ticking a checklist. Instead, it’s about engaging workers through strong leadership and incentives. So Gallagher blogs on topics that include leadership, pension communications, rewards and benefits, and workplace culture.

Must-reads from this internal communication blog:

• Three ways communications can elevate recruitment strategies
• Prioritizing your wellbeing as an internal communicator
• Toxic positivity: when good vibes go bad

3. Alive with Ideas

Alive with Ideas is a creative internal communications agency. They provide brands with strategy and engaging internal content.

The Alive with Ideas blog provides lots of creative comms inspiration. It covers topics like storytelling, the benefits of illustration, and tips for unleashing your creativity. There are lots of fun pop culture references and beautiful visuals, too.

If you’re looking for ways to liven up your employee communications and improve employee engagement, this is definitely the place to go.

Must-reads from this internal communication blog:

• Ted Lasso’s Positivity Playbook
• Diving into communication differences
• SNACKABLE SNIPPET: Transforming disagreements into opportunities

4. McCann Synergy

McCann Synergy is an employee communications company focused on improving employee engagement across the entire employee lifecycle. It helps organizations develop a strong employer brand and a positive employee experience. It also offers support with employee engagement and workplace communications.

The McCann Synergy blog is filled with reports, whitepapers, and best practices on useful topics related to engagement and communication. These include crisis communications, employee experience, and behavioral science.

Must-reads from this internal communication blog:

• How to put reward and recognition center-stage
• Breaking the cycle of distrust in the workplace
• 10 best internal communications and employee engagement case studies

5. Redefining Communications

Redefining Communications is another internal communications consultancy. The team runs workshops and offers project support. They support global companies with comms, engagement, and organizational change.  

Over on the Redefining Communications blog, you’ll find a ton of IC news and insight. The blog provides lots of great advice on the topic of employee communications, with some posts focused on improving comms in frontline organizations.

Dig a little deeper into their content and you’ll find some great podcasts, along with IC reports that you can download for a fee.

Must-reads from this internal communication blog:

• Is the staff magazine making a comeback?
• Line manager cascades for deskless workers: how to get them right
• The power of influence and persuasion in internal communications

6. All Things IC

Rachel Miller is the ex-journalist and comms professional behind All Things IC. She’s been working in the IC industry for over two decades — and her company offers training and 1-2-1 support for internal communicators.

Over on the All Things IC blog, you’ll find lots of up-to-the-minute resources. There are summaries of newly released workplace communication research reports — and blogs on topics including AI and neurodiversity.

Must-reads from this internal communication blog:

• Understanding and engaging Gen Z employees
• Building a culture of inclusivity: effective internal communication for diversity, equity, and inclusion
• Communication-related words people hate

7. Blue Beyond

Blue Beyond is a consulting firm with expertise in the human side of business. Its impressive client list features many Fortune 500 brands.

With the Blue Beyond blog, the company shares internal communication trends and insights based on real IC experience. It also provides useful resources for both small and large companies. Recurring themes include change management, talent management, and workplace culture.

Must-reads from this internal communication blog:

• How to have courageous conversations in the workplace
• Quiet quitting is a cry for help; here’s what you can do about it
• 7 best practices for reaching non-wired employees

8. Brilliant Ink

Brilliant Ink designs employee experiences that lead to positive business outcomes and high employee engagement.

Its blog spans a vast selection of topics — all related to employee engagement. So articles on employee communications are a regular feature. You will find insights on internal communication data, intranet platforms, and company values.

Must-reads from this internal communication blog:

• 10 employee engagement & internal communications trends
• 5 comms tips to boost employee retention
• 5 essential steps to prepare your organization for AI

9. Comms Rebel

Comms Rebel is a communications consultancy founded by comms professional and confidence coach, Advita Patel. The Comms Rebel blog covers a wide range of topics surrounding workplace communication, with a particular focus on leadership, bias, and inclusion.

As you’d expect from the company name, Comms Rebel approaches workplace communications from a unique angle, highlighting overlooked issues and underrepresented employee groups. 

Must-reads from this internal communication blog:

• The 5 secrets of inclusive language
• Empowering women in the workplace through internal communications
• Four things to consider before adopting AI in internal comms

10. Local Wisdom

Local Wisdom is a digital communications company with expertise spanning UX design, content development, and communication strategy.

Its blog offers lots of incredible content related to employee communications. It also looks at the technology, design, and development IC involves.  

Must-reads from this blog:

• Encourage Employee-Created Content on Your Internal Social
• Lights, Camera, Confidence! Video Interview Prep 101
• When employees are “too busy” for internal comms

11. Changing the Terms

Mike Klein is a consultant and strategist who helps organizations and communications leaders create sharper, more effective messages. He believes that people can say more by saying less.

Mike’s blog is packed with useful insight for comms professionals. He challenges conventional thinking and looks at internal communications measurement, technology, and strategies.

Must-reads from this internal communication blog:

• Internal communication: What’s the “tipping point” for small and medium-sized businesses?
• “It’s all about the managers.” Really?
• Herd virality? Why focusing on internal influence beats “100% engagement”

12. Inspiring Change

Inspiring Change is an internal comms agency that supports companies with organizational culture and employee engagement. The company’s founder, Scott McInnes, is on a mission to make internal comms clear, memorable, inspiring, and authentic.

Over on the Inspiring Change blog, you’ll find lots of useful articles. There’s advice for comms professionals wanting to connect employees with company values and culture. There are also tips on navigating organizational change.

Must-reads from this internal communication blog:

• Bridging the gap: connecting employees with the organization’s vision
• The role of senior leaders in creating values-led organizations
• Creating psychological safety at work

13. Ragan Communications

Ragan Communications has been training professionals in internal communications, public relations, and social media for over 50 years. So, as you’d expect, the Ragan blog offers some great resources.

There are real-world internal communication case studies, round-ups of IC news, and interviews with IC professionals. You’ll also find lots of workplace communications advice, on topics ranging from manager comms, discussing social issues, and data analysis.

Must-reads from this internal communication blog:

• 6 steps to humanize, personalize, and maximize your employee comms
• ‘Supercommunicators’ author Charles Duhigg on fostering deeper virtual connection
• Lessons from Nike’s layoffs and employee change comms

14. Leader Communicator 

One for the leadership team. The brain behind this blog, David Grossman, is a leadership and communication expert and the founder of The Grossman Group. David is passionate about leadership communication and publishes articles on a bi-weekly basis.

Recent topics include empathetic leadership, change management, and building trust with employees.

Must-reads from this internal communication blog:

• Great communicators share these 7 essential characteristics
• Internal communications plan: 7-step strategy and template
• Setting employee expectations as a leader: a how-to guide

15. The IC Citizen

The IC Citizen is penned by Martin Flegg, an IC expert with more than 20 years of industry experience. He specializes in internal comms, employee engagement, and change communication.

Martin has a knack for sharing strong opinions on debatable topics. You may not agree with everything he writes, but you’ll certainly get fresh perspectives.

Must-reads from this internal communication blog:

• No good advice
• Igniting change
• What’s that got to do with internal communication?

16. Blink intelligence

Yes, this is us. Blink is a modern intranet software provider.

Our platform is built with frontline workers in mind. Traditionally, deskless employees have been left out of the company conversation. But we’re changing that with a user-friendly, mobile-first employee app.

Our blog reflects our passion for frontline communication. There’s in-depth guidance and actionable strategies you can use to improve workplace communication, employee engagement, and employee retention across your frontline and desk-based teams.

You can also read the latest internal communications news on The Shift, Blink’s bi-monthly newsletter — or get the lowdown on frontline communication tech by watching our live and on demand webinars.

Must-reads from our internal communication blog:

• 6 ways to create an intranet your frontline workforce will love
• Doomscrolling detox: How to uplift your people through internal communications
• 12 metrics and KPIs for effective internal communication

Using internal communication blogs to improve comms at your organization

The way we collaborate and communicate is changing. So staying up-to-date with employee communication insights is a great way to boost the effectiveness of your comms.

Start by making the most of the IC information available online. The internal communication blogs on this list provide fresh ideas, practical strategies, and creative inspiration. They offer guidance on IC tech and communication trends.

So add these articles to your reading list. You’ll find new ways to share messages, engage employees, and improve the employee experience.

Want to delve deeper? For in-depth resources on frontline employee experience and engagement, take a look at Blink’s whitepapers and reports. 

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