Blink + Workday Integration: Employee Experience Bridge

So, you already know how digital transformation can improve your warehousing, docking and inventory processes, but are you paying enough attention to digitalization in your run-the-business systems? Here's why you need to. 

Digital technology is making huge advancements in the logistics sector, yet the frontline are still left feeling unsatisfied. By improving not only supply chain capabilities, but also your day-to-day employee management systems, businesses can enjoy a number of unexpected benefits, which we've put together for you in this handy guide.

We'll share some of our frontline employee engagement expertise with you here, as well as the latest research on how digital transformation can help in areas such as recruitment, training and tracking performance. This should help HR leaders see just how valuable digital tech can be when it comes to making their logistics workforce operate better and more efficiently across the board.

What is digital transformation (DX) in logistics?

Digital transformation (DX) in logistics is the use of digital technologies to improve the efficiency, effectiveness and responsiveness of logistics systems in order to better meet the needs of customers and businesses.

While you may be familiar with the growing pressure to digitize your supply chain management and front-of-house systems, many logistics companies are just starting to realize the impact that digital transformation can have on their back-end operations as well.

In order to keep up with today's fast-paced and competitive business environment, HR leaders will need to look at how they leverage employee technology in order to better manage their workforce; recruit and retrain more effectively; and track employee performance and engagement over time. 

By creating a more streamlined, digital and integrated approach to these HR functions, businesses can streamline their operations and better meet the needs of both customers and employees alike.

So for any HR leader looking to get ahead of the competition, it is essential to embrace digital transformation in logistics and use it as a tool to improve operational efficiency, employee engagement, and overall business performance.

Core goals of logistics digital transformation

As business leaders, it's crucial to have clear goals in mind when looking to invest in or implement new digital tools. 

While common logistics and supply chain processes like docking, inventory, digital supply chains, and other front-of-house systems might not be your main focus, digital transformation in logistics can help you improve or manage your business in other important ways. Think project management, team communication, and business planning, just to name a few.

But what specific goals should you be looking to achieve with your run-the-biz logistics DX efforts? Core goals often include:

• Cost Reduction: For HR professionals, this may mean looking for ways to automate processes, reduce employee errors and minimize overhead costs related to hiring, training, and onboarding new employees.
• Improve Communication: One of the main goals of the digital transformation journey is improving communication both internally and externally, with an aim to drive increased employee satisfaction and, ultimately, retention. 
• Customer Satisfaction: Improving customer satisfaction is another important priority for many logistics leaders looking to leverage digital technologies. Whether it's through improvements in product quality and delivery times, or better tracking of customer feedback and requests, maintaining high levels of service can be a key goal of DX efforts in logistics.
• Employee Engagement: One often forgotten goal of DX efforts in the transportation and logistics sector is to improve employee engagement and happiness, which can have a direct impact on your employee retention and productivity levels.
• Increase Profits: While not always a top priority for HR leaders, increasing profits and driving ROI can be another overarching goal of DX efforts in the industry – and this can be a great hook to get buy-in from your IT leaders or CEO. 

While there are many benefits to be had from digital transformation for logistics companies, there are also a number of potential barriers (see image above) and roadblocks that can impede success. For HR professionals, the main challenges will likely include:

• Resistance to Change: One of the biggest challenges faced by any company looking to undergo digital transformation is the natural resistance to change that arises within any organization. This can be especially true in cases where employees feel they are being asked to do more work or change the way they've been doing things for years.
• Company Culture: Another obstacle that can arise during DX efforts in logistics is company culture. If the company's culture is not supportive of change or new technologies, it can be very difficult for any type of transformation – digital or otherwise – to take hold and be successful.
• Legacy Infrastructure: Finally, one of the biggest challenges faced by companies looking to digitize their operations is legacy infrastructure. Many companies have invested heavily in outdated systems and technologies that can be difficult – and expensive – to replace. As such, it often takes a lot of time and effort to upgrade these systems in order to enable a successful DX initiative.

By knowing what you're up against, you can better prepare yourself and your organization for the challenges of digital transformation in logistics. With a clear understanding of your goals and potential roadblocks, you can work to overcome resistance, build a supportive company culture, and upgrade or replace legacy systems as needed.

And with the right approach and mindset, you can leverage digital tools that will help you achieve improved business outcomes and drive higher levels of success for your organization.

Driving digital transformation with frontline workers

Digital business processes impact your frontline team directly, and they need to be included in the transformation journey. Frontline workers are often left feeling like an afterthought, particularly during digital transformation efforts, which can be a huge mistake. 

These workers are the ones who interface directly with customers and clients on a daily basis, and they understand what improvements will make their jobs easier – and ultimately benefit the company as well. As such, it is important to invest in frontline workers when driving supply chain digital transformation initiatives.

For logistics companies, this often means leveraging frontline workers as a source of insights, ideas, and feedback on what technologies will work best for them. For logistics employees, this could include instant communication, on-the-go manuals, direct route information or a familiar social media interface: all features of the Blink Frontline Engagement App.

5 unexpected HR benefits of DX in logistics

1. Reduction in staff turnover

With a real pressure on HR leaders to bring in high-quality candidates and retain their existing staff, one of the most surprising benefits of digital transformation in logistics is reduced staff turnover.

By leveraging new technologies in your business strategy to improve the work environment – such as intuitive systems that are easy to use or improved communication channels – you can help alleviate some of the stresses and challenges faced by your employees on a daily basis. 

52% of frontline workers claim that they would leave their job over tech tools, according to Unleash.ai, highlighting the impact that the right workplace technology has on employee retention.

The right digital initiatives can make your workers feel more valued, appreciated, and supported – thereby helping to reduce turnover rates in the long-term.

2. Better employee engagement

Another unexpected benefit of digital transformation in logistics is improved employee engagement. This can be driven by a number of different factors, such as the use of gamification techniques or employee engagement apps that allow workers to connect with their colleagues and share ideas.

DX for your logistics workforce can also help foster a company culture of collaboration, innovation, and teamwork. By investing in your employees and encouraging them to work together towards common goals, you can cultivate a sense of shared purpose that will help drive greater success for the entire organization.

And with improved employee engagement and loyalty, HR leaders are better equipped to attract and retain top talent, manage performance, and achieve their business goals. Highly engaged employees also achieve 23% more profitability and 43% less employee turnover, Gallup reports, so the impact of upgrading your employee engagement initiatives runs deeper than you might think.

3. More productive staff

In addition to greater employee engagement and reduced turnover, digital transformation in logistics can also help boost staff productivity. In fact, McKinsey reports that well-connected teams see a productivity increase of 20–25%, so if you can target your DX initiatives towards connecting your employees, you could see another unexpected benefit.

With the right tools and technologies at their fingertips, your workers will be able to streamline processes, optimize performance, and improve output. This means better results for you and your organization – as well as increased job satisfaction for your logistics workers as it becomes easier to succeed in their frontline roles.

Whether you are implementing new systems, optimizing existing technology, or offering your employees training and support, digital transformation can help unlock the full potential of your workers and help drive greater success for your business.

4. Improved safety

In the logistics sector, one of the biggest concerns is often worker safety. This can be due to a number of factors, including long hours on the road, heavy lifting and handling of goods, or exposure to harsh weather conditions and other environmental hazards.

With digital transformation in logistics, however, you can help improve worker safety by leveraging new technologies and systems to protect your staff. This could include investing in smart wearables that track location and movement, implementing automated risk assessment tools, or an easy-to-access, Central Hub storing safety procedures and policies.

With this focus on safety, your workers will be more confident about their working conditions and better able to manage any risks that arise. And as a result, you can help reduce workplace injuries and help keep your employees safe, satisfied and healthy.

5. Increase your bottom line

And finally, perhaps one of the most valuable benefits of digital transformation in logistics is an improved bottom line. Whether you are looking to reduce costs, increase revenue, or improve overall efficiency for profitability, DX can help support these goals and drive greater success for your organization.

By leveraging new technologies and systems, you can streamline day-to-day processes, optimize performance and drive retention amongst your logistics workforce, saving on costs related to employee churn and recruitment and boosting your bottom line in the long-term.

Tips to help drive digital transformation in the logistics industry

Here are our top 5 tips to help implement a successful digital transformation in the logistics industry:

1. Create a DX roadmap: A DX roadmap should include an evaluation of existing processes and systems, as well as a plan for implementing new technologies and improving existing ones.
2. Align digital transformation strategy with business objectives: To maximize the impact of your digital transformation efforts in logistics, it's important to align these efforts with business objectives and goals. This will help ensure that you are investing in solutions that can have the greatest impact on your operations.
3. Appoint digital transformation champions: To drive successful implementation and adoption of digital tools in logistics, it is important to identify key champions within your organization who can act as advocates for change.
4. Communicate clearly and often: To help ensure that all stakeholders are on the same page, it is important to communicate your digital transformation goals and strategies clearly and often, as well as work closely with IT or other key departments to troubleshoot any issues or problems along the way.
5. Keep track of your timeline: Maintaining a clear and realistic timeline for your digital transformation journey is essential to ensuring that you stay on track and meet your goals.
6. Use the right tools: Whether it's a digital tool for employee engagement, a new ERP system, or order tracking do your best to ensure it's right fit that will drive performance forward.

By keeping these best practices in mind, HR leaders can help drive digital transformation in logistics, maximizing the impact of these efforts on their organization as a whole.

Accelerate your digital transformation today…

The Blink Frontline Engagement App offers a powerful and easy-to-use platform for improving communication, collaboration, and task management between logistics managers and frontline employees. Whether you are looking to reduce costs or drive employee engagement in your logistics operations, the Blink app can help you achieve your goals quickly and easily.

https://www.youtube.com/watch?v=uV1_4ZdjPQ4&ab_channel=Blink

Don't fall behind in the DX movement – get started with Blink today, and start accelerating your digital transformation in logistics! 

With features like Secure Chats for real-time communications, Blink Feed for product updates, and a Central Hub for document management, Blink can help drive increased innovation and productivity throughout your entire organization.

Get started today

Bad communication isn’t just an inconvenience — it’s a business risk.

In a hybrid, fast-changing workplace, outdated internal comms strategies can lead to disengagement, confusion, and missed opportunities.

It’s time to rethink your approach and measure what truly drives success.

Thanks to evolving internal communications software, comms team leaders increasingly have the tools they need to deliver a modern internal communications plan. They can share important company news, boost workforce resilience, and create a strong company culture. 

They can also measure the impact of your internal communication strategies, proving ROI and finding meaningful ways to improve internal comms and achieve your communication goals going forward.

Let’s look at the hard (quantitative) and soft (qualitative) metrics you should be looking at to get a holistic view of your comms performance.

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Key metrics for a modern internal communications plan

Hard metrics

Hard metrics are quantitative. They’re objective measures that don’t rely on opinion or perception. This means they’re easy to measure and track — and they provide clear benchmarks for performance.

Here are the key qualitative metrics you should be using to assess the success of your modern internal communication strategies.

#1. Read and response rates

This metric shows you how often employees open and respond to internal communications. You can gather these metrics via the analytics dashboard on your company intranet.

High read and response rates signal that:

• Your internal key messages are relevant to their target audience
• Your messages contain clear, actionable information
• Employees know where to find internal messages on your internal communications channels

Low read and response rates suggest that employees aren’t engaging with your internal messages — and there are several reasons this could be the case.

Perhaps you aren’t personalizing content to employees in different roles, locations, and departments. As a result, employees receive too many irrelevant messages and have decided — out of overwhelm or frustration — to switch off from employee communications.

Message timing (particularly if you have employees who work shifts), complicated communication channels, and a lack of clarity could also be to blame.

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#2. Platform adoption rates

This metric shows you what proportion of employees are using your internal communication platform. High platform adoption rates signal that:

• You provide effective communications about platform onboarding and training
• Your communications platform is accessible to all employees
• Your platform is user-friendly

Low platform adoption rates indicate that:

• Employees are having difficulty accessing your comms platform. This could be because you have a desktop-based intranet that your frontline employees can’t access easily. Or because it’s difficult for employees to remember the login details for multiple internal communication tools.
  
• Employees don’t like using your comms platform. Perhaps your platform isn’t intuitive to use. Or employees aren’t aware of all the useful communication tools it provides. Or it doesn’t offer the levels of engagement and gamification they’re getting from shadow IT solutions.

#3. Employee engagement metrics

You can track employee engagement by looking at a variety of data, including the following:

• Survey participation
• Attendance at company events
• How often employees interact with your intranet
• Interactions by target audience, team, and location

Low levels of employee engagement are a cause for concern — especially when engaged employees are more likely to be more productive and stay at their company for longer. So this metric is a useful warning sign that your employee experience — both on and off your internal communication channels — could use some work.

#4. User-generated content (UGC) metrics

UGC is a key part of any modern internal communication plan. It’s also a useful way to judge the effectiveness of your employee comms. With Blink analytics, you can see which employees post most regularly — and identify those who rarely interact with your news feed.

You can also track useful metrics like these:

• Number of user-generated posts
• Number of likes, shares, and comments on news feed posts
• Number of unique contributors

There’s a correlation between high levels of UGC and a thriving workplace culture. So if these metrics are low, consider what you can do to build a strong company culture and foster a sense of togetherness.

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Soft metrics

Soft metrics capture the emotional and cultural impact of your employee communications. They uncover the opinions and feelings of your employees, revealing the “why” behind the numbers provided by hard metrics.

Here are some soft metrics that will help you to assess the effectiveness of your internal communication strategies.

#5. Employee sentiment

You can measure employee sentiment with the help of focus groups and employee surveys. Include employees from across your organization and ask open-ended questions like:

• What one thing would improve the internal communication function at [your organization]?
• Which communication channels work best for you and why?
• What could managers do differently to improve two-way communication with their teams?

You can then analyze answers — ideally with the help of analytics software — assessing whether employee sentiment is largely negative or positive and identifying recurring themes. Consider deploying pulse surveys in addition to long-form annual engagement surveys to benefit from more frequent and real-time responses.

#6. Observations of employee behavior

Another way to gather soft metrics is by observing employee behavior.

Perhaps there’s been an uptick in cross-departmental collaboration and engagement. Or maybe there’s been a shift in tone and participation during meetings. It could be that employees are now more likely to reference company values and organizational strategy in their online and offline contributions.

Tracking these changes — across all business units, teams, and locations — gives you insight into how your employee communications contribute to a strong company culture.

#7. Quality of feedback and suggestions

Any modern internal communication plan should encourage employee feedback. So the quality of that feedback is another soft metric you can track. 

Alongside qualitative data — like the number of survey responses and the number of questions completed — you can analyze the depth and constructiveness of the employee feedback you receive.

Assess whether suggestions are feasible and aligned with organizational goals — and whether suggestions are coming from all parts of the organization.

If employee feedback isn’t useful, you could try:

• Rewording your survey questions
• Reassuring employees of survey anonymity
• Ensuring surveys are easy to complete, via each employee’s communication channel of choice (this is especially important for frontline workers!)

Also, be sure to close the feedback loop. Inform employees of your survey findings and proposed actions so they retain faith in the feedback process.

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Bridging the gap: Use hard and soft metrics to assess your internal communications strategy.

When tackling your internal communications planning, combine both hard and soft metrics. This gives you a holistic view of what’s happening within your organization.

Use hard data to validate qualitative observations — and use soft data to provide context for your qualitative findings. Then, break down your data by department, role, and location to identify patterns.

Be sure to make use of advanced analytics software, too. It helps you make quick and easy sense of your data. And you can use it to tie metrics to bigger business goals — like employee engagement levels, productivity, employee retention, and business revenue.

Together, hard and soft metrics give you a deeper understanding of comms performance — and help you make targeted and effective improvements to meet your communication goals.

‍Blink. And modernize your internal comms plan.

Missed our Spring 2025 release? Catch up on the details here!

At Blink, we’re continuously evolving our employee experience platform to meet the dynamic needs of organizations and their diverse teams. Our Summer 2025 product release showcases the newest features that will soon be coming to the Blink platform.

Staying true to our commitment to exceptional employee experiences — whether in the field or at the desk — we’re thrilled to introduce our latest innovations. These updates are about more than shiny features. They’re about helping you build the kind of employee experience your people deserve: personal, powerful, and actually easy to use.

From streaming that stops the scroll to governance that keeps content clean, our Summer 2025 release is all about creating smoother, smarter communication — for everyone.

#1. Live streaming: A better way to broadcast

All eyes on your next big announcement. Blink Live now delivers a high-end, broadcast-quality experience — straight to the devices your people already use.

Whether it’s a town hall or training, your live streams just got a serious glow-up.

What’s new:

• Instant replay with DVR mode: Viewers can rewind in real time — no more “Wait, what did they say?”
• Auto on-demand playback: Every live stream is automatically saved, so people can catch up on their own time.
• Captions for accessibility: Every word, loud and clear — and readable.
• Preview studio for presenters: Test your mic. Fix your lighting. Go live with confidence.
• Coming soon: Streaming on mobile — because your frontline deserves a front-row seat.

This isn’t just another video tool. Blink Live is built for scale, mobile, and moments that matter.

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#2. “Save for later” mode: Access your Hub, no WiFi needed

No signal? No problem. With new “Save for later” functionality in the Hub, employees can now save posts and resources for later — perfect for planes, underground tunnels, or dodgy breakroom Wi-Fi.

Everything syncs automatically when employees are back online. It’s a seamless experience that keeps everyone in the loop — no matter where work happens.

What’s new:

• Save any post to view offline — perfect for on-the-go teams
• Automatic syncing when connection is restored
• Built-in functionality, no extra tools or downloads required

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#3. Review cycles: Enhanced content governance

Good governance shouldn’t slow you down. This release brings built-in review cycles and post approvals to the Hub — so your comms stay compliant, on-brand, and typo-free.

It’s easier than ever to manage content at scale — without needing extra tools or workarounds.

What’s new:

• Set custom review and approval workflows directly in the Hub
• Assign reviewers and approvers by team or content type
• Track post status in real time — draft, in review, or approved

#4. Translations & localizations: Speak their language

Whether you’re global or just growing, Blink now supports seamless translations and localized experiences across the platform.

From Hub posts to notifications, your people will see content in the language that works best for them — automatically.

This is more than a translation tool. It’s a step toward a more inclusive employee experience.

What’s new:

• Automatically deliver content in your employees’ preferred language
• Support for global teams with localized experiences across the platform
• Built-in translation tools — no copy/paste or third-party apps needed

#5. Post approvals: Open the feed, keep the control

The best content often comes from the frontlines — but without controls in place, organizations often lock down the Feed to avoid risk.

Post Approvals let you safely open up content creation to a wider audience. When enabled, user-generated posts require approval before they go live. Group Admins and Org Admins can review posts for quality, tone, and relevance — so you can encourage participation without compromising your message.

It’s moderation without micromanagement.

What’s new:

• Control content at the group level by enabling “Requires Approval” in the Admin Panel
• User-generated posts are held for review when targeting approval-enabled groups
• Group Admins or Org Admins approve posts, depending on the audience
• No edits after submission — approved or declined posts are final (for now!)

#6. Ghostwriters: Your voice, their words

Sometimes, the person with the message isn’t the one with the time to write it. Enter Ghostwriters — a smarter way to keep leadership visible, consistent, and active on the Feed.

Now, trusted users (like your comms team) can post and comment on behalf of others — say, your CEO, a store director, or anyone else who needs a hand shaping their message. It’s transparent, trackable, and totally above board — everyone involved gets notified and stays in the loop.

It’s like sharing a voice — not a password.

What’s new:

• Assign trusted users to post or comment on behalf of others — like execs or team leads
• Posts appear as the original author, with their name and profile photo
• Authors and ghostwriters are notified, and ghostwriters can only post where they have access
• Setup is simple via the Admin Portal under “Publishing Profiles”

#7. Voice notes: A new era of workplace communication

Not everything needs to be typed. Sometimes, the fastest way to explain, empathize, or just say thanks is with your actual voice.

Voice Notes let your team send audio messages in chats and channels — perfect for fast updates, shift changes, or a quick “you’ve got this” before a big day. They’re human, easy to use, and ideal for mobile-first teams who work with their hands, not keyboards.

Now your comms can sound a little more like… you.

What’s new:

• Record and send voice messages in chats or channels (mobile only)
• Listen on mobile or web with full playback controls
• Pause, scrub, reply, forward, or report — just like a regular message
• Messages can be up to 15 minutes long

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‍

Blink. And see how these new features can upgrade your employee experience.

Today, Blink announced its partnership with McDonald’s. As the leading mobile-first employee experience platform, Blink will aim to connect McDonald’s employees within their restaurants and organizations across the globe.

Through Blink’s social media-inspired employee app, McDonald’s, or its independent franchisees, will be able to provide its respective restaurant crew members with news about their restaurant or organization, improve team collaboration, and offer a platform for real-time celebrations right at their fingertips. Not only will this create a more interactive and inclusive workplace, it will also give employees the tools and information they need, when they need them, to be productive and successful.

This partnership will help to build a strong, close-knit culture within restaurants and organizations to keep restaurant crew members engaged and empowered.

“Our mission is to help every company deliver digital experiences that elevate their business and unlock the full potential of their people. Our partnership with McDonald’s marks a monumental step toward bringing that mission to life,” said Sean Nolan, CEO and co-founder at Blink. “We’re proud to power the digital employee experience at McDonald’s and make it easier than ever for crew members to communicate, collaborate, and connect with each other — all from their mobile app.”

Together, McDonald’s and Blink will redefine the restaurant team experience.

About Blink

Blink is the mobile-first employee experience platform that connects your people, systems, and culture in one super-app. It bridges the digital divide between deskless and desk-based workers, supercharging employee communication and engagement at industry-leading companies like Nokia, Holcim, JD Sports, RATP Dev, and Stagecoach. Blink is the top-rated Employee Communications Application on Gartner Peer Insights and a Leader in the G2 Grid for Best Employee Engagement Software. Learn more at joinblink.com.

About McDonald’s

McDonald’s is the world’s leading global foodservice retailer with over 40,000 locations in over 100 countries. Approximately 95% of McDonald’s restaurants worldwide are owned and operated by independent local business owners. These franchisees set their own employment policies for the people working in their restaurants, are the exclusive employer of their employees, and are solely responsible for all employment-related matters in their restaurants. For more information, visit www.mcdonalds.com.

Media contact

press@joinblink.com

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

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

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

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

What is employee retention rate?

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

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

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

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

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

Measuring employee retention rate

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

How to calculate employee retention rate

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

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

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

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

56 - 6 = 50

50/56 = 0.8928

0.89 x 100 = 89

So in this scenario, the retention rate is 89%

Employee retention rate vs. employee turnover rate

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

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

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

How to calculate employee turnover rate

You can do so by:

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

For monthly turnover, you will work with this:

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

The average number of employees is: 

(32+34)/2 = 33

Next, we find the turnover:

4/33 = 0.1212

Multiplying by 100, the turnover rate is 12%.

What is a good employee retention rate?

A good employee retention rate varies from industry to industry. 

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

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

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

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

Final thoughts: how to find your employee retention rate

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

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

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

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

Remember when the humble pager was the cutting edge of healthcare tech?

Well, things have moved on… Healthcare systems worldwide are embracing new technology like never before.

This is — in part — due to the challenges facing the healthcare sector. An ageing population with complex healthcare needs. A shortage of healthcare staff. And patients who expect the same ease, convenience, and digital access they enjoy when completing other life admin tasks.

Technology is one of the only ways to do more with less. It’s a way to improve patient care and reduce recruitment challenges. It’s also a way to reduce costs. According to McKinsey, health systems that invest in digital and analytics capabilities now could cut costs by $200 billion to $360 billion.

So, where are things up to in 2025? Today, nearly 90% of health system executives say that digital and AI transformation is a high or top priority for their organization. And many facilities are already seeing benefits from the digitization of healthcare.

Want to join them? Let’s get you up to speed with what the digital transformation of healthcare looks like and how to get your next digital project off the ground.

What is digital transformation for healthcare?

Digital transformation for healthcare means using technology — like AI, cloud computing, and data analytics — to improve patient care and streamline processes.

In your healthcare organization, that might look like any of the following:

• Using telemedicine to see more patients and triage for in-person care
• Using electronic health records (EHR) to share patient information and provide joined-up care across departments
• Using wearables to monitor patients remotely, in real-time — providing “hospital at home” care or supporting patients with chronic conditions
• Using AI technology to complete routine admin tasks
• Using data analytics and AI to spot health trends and make early diagnoses
• Using robotic systems to improve surgical precision
• Using employee apps and intranet platforms to improve communication among healthcare staff  

The benefits of digital transformation for healthcare

Digital transformation can help you create the kind of organization that keeps pace with the pressures facing the healthcare industry in 2025.

Yes, it takes effort — new systems, new ways of working, the odd bump in the road. But the payoff is huge. Here’s what you can expect:

Better patient care

Digitizing processes keeps services consistent, cuts clinical errors, and improves documentation. It also supports healthcare providers to deliver personalized care plans, predict potential health risks, and tailor treatments to each patient. The result? Improved patient safety and better clinical outcomes.

Easy access to key services

Digital transformation for healthcare means patients often get to see a healthcare provider sooner. People who would struggle to make it to an in-person appointment can speak to a physician over a phone or video call. Patients can also view medical records and test results straight from their smartphones. This helps them take a more active role in their healthcare, which means better adherence to treatment plans.

More connected teams

Getting information to busy frontline workers isn’t easy. But with tech tools, you can establish communication channels for essential updates, knowledge sharing, and even co-worker camaraderie. Healthcare communication becomes more effective, and employees feel more supported — by the organization and each other.  

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Data-driven decision making

When you use digital systems, you collect and store a huge amount of data. You can use this data to fine-tune your own systems and processes. You can also use it to make data-driven decisions about patient care.

Streamlined admin

Coordinating work schedules, scheduling appointments, transcribing patient notes. When you use AI and automation for admin tasks, you reduce the workload of your frontline staff and give them more time to spend with patients.

Productivity and collaboration

Electronic health records (EHRs) enable teams and departments across your organization — and others — to securely access patient information. This means less duplication of work and a joined-up approach to patient care.

Better employee engagement

Closing the digital gap in healthcare makes frontline work less frustrating and more efficient. With frontline-friendly tools, employees can access critical information and contribute to decision-making processes. This spells higher rates of healthcare employee engagement, which — in turn — leads to better productivity, less time off sick, and better healthcare staff retention.

Reduced costs

By making healthcare more efficient, improving patient outcomes, and reducing employee churn, healthcare organizations can reduce their costs. According to the World Economic Forum (WEF), eliminating inefficiencies in healthcare systems would save $1 trillion in the United States alone every year.

Challenges of digital transformation for healthcare (and how to overcome them)

Healthcare hasn’t been first in line when it comes to digital transformation. Legacy systems and paper processes are still a frustrating feature of life on the healthcare frontlines. So what’s standing in the way? The following key obstacles are often to blame:

• Too many tools. Nearly 79% of NHS doctors say that the number of different systems in use is a significant barrier to the digitization of healthcare.
• Data security worries. Patient privacy is non-negotiable. If staff and patients don’t trust the tech, they won’t use it.
• Skill gaps. Not everyone has the tech knowledge they need to pick up new systems.
• Resistance to change. When there’s barely a spare second in the day, the last thing healthcare providers need is another new process to master.  

The good news? Healthcare organizations across the globe are successfully overcoming these challenges. Here are some ideas for how to follow suit.

Provide staff training

The best technology is easy and intuitive to use. But you can’t just throw a manual at people and hope for the best. Instead, deliver bite-sized training sessions and hands-on demos. Assign digital ambassadors within your organization — people who can lead the way and offer advice on new tech tools. When staff feel confident about digital processes, they’re much more likely to embrace them.

Choose interoperable systems

If systems don’t talk to each other, your teams spend a heap of time hopping between them. That means duplicated work, multiple sets of login details, and confusion about what lives where. Centralized hubs and single sign-on solutions keep everything in one place, with integrations ensuring that information passes seamlessly across all the digital tools you use.

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Be transparent about system security

HIPAA-compliant security measures, multi-factor authentication, and clear data policies keep sensitive information secure. You can share details of these security measures with staff and patients to reassure them that you have solid safeguards in place.

Communicate the “why”

Both staff and patients are resistant to change when they don’t see the point of it. Craft change communications that explain why new tools matter, what benefits they’ll bring, and how they make life easier for everyone. When there’s a clear and consistent narrative, you’re more likely to get the buy-in of end users.

How to build a digital transformation strategy for your healthcare organization

No two healthcare organizations look the same. Different teams, different patients, different pressures. So every digital transformation strategy looks a little different, too.

That being said, there are some core pillars you can put in place to give yourself the best chance of success. Here’s where to start:

1. Get everyone on the same page

Before you dive into new shiny tools, take stock. Where are you, digitally, right now? Where do you want to be in one, three, or five years? Set clear objectives and agree on organization-wide priorities by talking to all stakeholders — from your senior leadership team to your doctors, your nurses, your admin staff, and your patients.

2. Dive into the specifics

Time to ask the hard questions. Where are your processes failing patients or slowing down staff? Is it paper-based scheduling? Clunky EHR systems? A disconnected workforce? The more precise you are about your barriers — whether they’re technical, process-driven, or cultural — the better your digital solutions will be.

3. Build a budget

While the digitization of healthcare is cost-effective in the long run, it doesn’t come cheap. And it doesn’t tend to happen all at once. So build your budget in stages. Allocate or secure funds for each phase, build in a buffer, and plan for training and support — not just tech spend. Too many strategies fail because organizations invest in tools, but not in the people who use them.

4. Craft a roadmap

Put your challenges, objectives, and budget into a roadmap. Outline what is being implemented and who will take responsibility for each part of the process. Break your transformation down into key actions, metrics, and milestones to keep your initiative on track.

5. Find the right tools

Using your roadmap as guidance, you can start looking for digital technologies. Test tools before you invest. Look for partners who are with you for the long haul. Seek out tools that integrate with the other workplace software you currently use. And think long term — will this solution still fit your needs years from now?

6. Plan your implementation

You’ve chosen your digital solution. Now it’s time for the launch. Without a plan, even the best tools can flop. So start with a pilot group to iron out any issues before you roll out to the rest of the organization. Map out training sessions and your communications campaign. And don’t forget to set up support — whether that’s a help desk, digital ambassadors, or user-friendly how-to guides.  

7. Collect feedback

Every phase of your digital transformation strategy is a chance to learn something new. So ask all stakeholders what they thought of the process and what they think of the end product. Using this feedback — and data on tech tool usage — you can tweak your solutions to better meet end-user needs. You can also develop better strategies for your next digital initiative.

Read more: How to build a digital transformation roadmap.

An example of digital transformation in healthcare: the NHS 10 Year Health Plan

The NHS is a huge healthcare organization with big plans for digital transformation. In the organization’s own words:

“We’re using technology to help health and care professionals communicate better and enable people to access the care they need quickly and easily, when it suits them.”

A roadmap for digital transformation in healthcare is laid out in the NHS’s 10 Year Health Plan for England. This is a great resource if you’re looking for inspiration for your own digital initiatives. Why not take a look?

Happier teams and healthier patients? It all starts with digital solutions

Digital solutions are transforming the way healthcare is delivered. They’re helping organizations to reduce admin, connect employees, and deliver better patient care.

As we’ve seen, digital transformation for healthcare isn’t without its challenges. You need rock-solid security, interoperable systems, and the buy-in of patients and healthcare staff to achieve digital success.

But in 2025, finding ways to overcome these obstacles is vital. Digital transformation is here to stay. AI is taking us in new directions. And healthcare systems need to make use of these tools if they’re to thrive under increasing pressure.

Blink. And explore digital solutions for your healthcare organization.

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