Building a better frontline experience: Insights from Workday Rising

Employee experience (EX) is how your organization makes workers feel at every stage of the employee journey. EX impacts employee engagement, employee productivity, and retention — which means that building a consistently positive employee experience makes a big difference to your business.

Positive EX is particularly important for frontline employees. These people are the face of your organization. The frontline experience directly affects product quality and customer satisfaction.

But the frontline employee experience is falling short: 

• A recent Quinyx report found that 1 in 2 frontline workers have thought about quitting their jobs in the past year due to low pay, stress, and irregular working hours. 
• O.C. Tanner research reveals that 2 in 5 frontline employees say they’re viewed as inferior by employees in the office, and more than a third say their work is not valued as highly as office work.  
• Frontline employees are hard to reach. Working in isolation, away from HQ, they often feel disconnected from company culture and comms — and don’t get access to the same tech tools as their desk-based peers. 

The demands of shift work. A sense of inequality. A feeling of disconnection. There are lots of barriers getting in the way of a positive frontline employee experience. To overcome these barriers, you need a targeted approach that keeps frontline needs front of mind. 

The good news is that there are actionable steps you can begin taking today to create a positive employee experience across your frontline — ultimately helping your organization boost employee engagement, productivity, and retention. 

8 steps to building a positive employee experience for your frontline workforce

To create a positive employee experience for frontline workers, consider these eight areas of opportunity:

• Develop an employee experience strategy
• Create a positive company culture
• Give employees development and growth opportunities
• Establish effective communication channels
• Recognize employee achievements
• Improve the physical and digital work environment
• Hone onboarding and offboarding 
• Ask for employee feedback

Let’s take a closer look at each of these actions. 

Step 1: Develop an employee experience strategy

Gallup looked at companies with a strong workplace culture to find out what they had in common. They found that companies with the best culture were committed to developing a positive employee experience across the whole employee life cycle.

In the most successful organizations, employee experience and employee engagement sit at the center of company strategy, informing how they hire, onboard, and develop talent. It also informs how they motivate their teams, set goals, and communicate to their employees.

Achieving this holistic approach is easier when you have a thoughtfully crafted employee experience strategy — one that tackles all five stages of the employee lifecycle:

• Attraction
• Recruitment
• Onboarding
• Development
• Separation

To create a strategy suited to each of these employee journey stages, use employee feedback to help you uncover weaknesses at each stage. You can then set EX goals that align with organizational goals — and develop initiatives that will help you achieve them. 

Step 2: Create a more positive company culture

A positive company culture supports a positive employee experience. So what can you do to improve the culture within your organization?

Define core values and incorporate them into the workplace

When you get clear on your company’s core values, you unite employees behind one definitive version of company culture and establish how people should work together and the goals you’re all working towards.

Once you’ve defined your values, think about how you’ll express them across every stage of your employee journey. Also, weave them into your internal communications regularly to reinforce their importance.

Foster a supportive and inclusive environment

Employees who feel that they belong at an organization are 5.3 times more likely to feel empowered to perform their best work. So to build a positive and productive workplace culture, you need to ensure that everyone feels supported and included.

That might mean taking an in-depth look at your diversity, equity, and inclusion policies and how they are lived across the employee journey. It might mean working to create a culture of psychological safety and open communication, where everyone feels able to share their ideas and concerns.

For frontline teams, it could mean ensuring employees get opportunities to build relationships with co-workers — and that they get access to the same tools and resources as their desk-based peers.

Promote wellbeing and work-life balance

Another characteristic of strong and resilient workplace cultures is an emphasis on wellbeing in work and in life. Companies that show concern for the holistic wellbeing of employees — caring about them as people, not just workers — are more likely to create a more engaging employee experience.

Gym memberships, mental health support, financial planning, and volunteer days can all improve the physical and mental wellbeing of employees. For many employees, work-life balance is another key factor — and there are various strategies you can use to bring flexibility to frontline work. 

You can share frontline worker shifts at least two weeks in advance, giving them more time to plan their out-of-work lives. You can give them access to shift-swapping tools so they can exchange shifts with co-workers without manager involvement.

Or follow the example of the Principality Building Society, which made the decision to shut their branches half an hour before the end of retail employee shifts. This allows employees to finish tasks and leave on time, without having to serve customers for those last minutes of the day.  

Step 3: Give employees development and growth opportunities

Frontline workers are often overlooked when it comes to training and career progression. McKinsey research shows that 65% of frontline workers are unaware or unsure of how to achieve advancement. Only 32% say that they receive education or training in the workplace.

But training and development can have a big impact on the employee experience. McKinsey also revealed that frontline employees rank job growth or promotion above pay and benefits. In fact, it’s their top priority in the workplace.  

Make it easy for frontline employees to access development resources by choosing training programs that can be accessed via mobile devices. Micro-learning features are also a good idea, allowing employees to complete short lessons, fitting learning around their busy schedules.

Communication is key, too. The connection between a frontline role and opportunities elsewhere in the organization isn’t always clear. Managers need to make employees aware — very early in the employee journey — of the career progression options available to them.

Step 4: Establish effective communication channels

Good internal communication is the foundation of employee engagement and any successful employee experience strategy. But frontline employees are more likely to miss out on vital and culture-building communications if they’re put on a noticeboard or sent via email.

Frontline workers need communication channels that they can access on the go, on their smartphones. They need streamlined channels, so they know exactly where to find the information they’re looking for. To ensure engagement, they should also only receive content that is relevant to them.

Communication channels should allow frontline workers to connect with co-workers, too. The 32,000 frontline care workers at Elara Caring, working alone in clients’ homes, often felt isolated and lonely. This harmed employee satisfaction.

Now, with the help of Blink, the team can communicate easily over a dedicated company app. This means more knowledge sharing, stronger co-worker relationships, and a more positive employee experience.

Step 5: Recognize employee achievements

Employees experience more job satisfaction when they receive recognition from managers and peers. The act of giving recognition is also good for staff morale.

You can recognize an employee on their birthday or a work anniversary. You can highlight project success or how an employee has demonstrated company values.

But giving rewards and recognition to frontline workers requires more intention: Because frontline employees don’t work in the office, there’s less opportunity for informal thanks.

This is where digital recognition tools can help. By sharing praise and rewards on your digital communication channels, you make recognition a more visible part of company culture — even for your frontline. So you get to boost employee productivity, motivation, and satisfaction across the board.

Step 6: Improve the physical and digital work environment

Design a safe and comfortable workplace

The physical work environment has a big impact on employee wellbeing and productivity. You need to ensure the workplace is safe and comfortable and doesn’t put undue physical strain on your workers.

To improve frontline workplace safety and comfort, you should:

• Provide the necessary personal protective equipment
• Conduct regular mandatory training so everyone knows safety protocols
• Provide channels where employees can communicate safety concerns quickly 
• Run regular safety audits

A well-designed work environment prevents accidents and injuries, reduces stress, and improves job satisfaction. 

Use tools to streamline processes and improve efficiency

Only 10% of frontline workers say they have high access to the tools, tech, and opportunities they need to connect and advance in their workplace. But the digital employee experience is crucial to your overall EX.

Give employees too many tools — or tools that add friction to their workday — and you risk creating frustration and disengagement. Avoid using any tech tools and you’re left with inefficient paper processes. Either way, you end up harming employee satisfaction.  

When choosing tools for a frontline workforce, look for:

• Mobile-first tools, that don’t require a company email address and are available on employee smartphones
• A tool that brings all company software into one hub, so employees don’t have to remember lots of logins and passwords

The best employee apps are built with the frontline in mind. They’re intuitive to use and offer a host of useful features. They allow workers to chat with co-workers, get company updates, select their benefits, view pay slips, complete the onboarding process, and sign up for shifts — all via their mobile device.

Step 7: Hone onboarding and offboarding

To build a better employee experience for your frontline, you need to consider every stage of the employee journey:

Craft an effective onboarding process for new employees

Onboarding is a process that should start before an employee’s first day at your organization and last for at least three months. It should incorporate regular recognition and two-way feedback, along with goal setting, team building, and skills development.

For frontline employees, it makes sense to make onboarding resources available via smartphone. That way, they can read FAQs, complete mandatory training, and learn about company policies at a time and place that suits them.

Conduct exit interviews

Exit interviews are another integral part of any employee experience strategy.

First, because when you treat employees fairly and positively even as they leave your organization, you show other employees that you value the person, not just the worker.

Second, because exit interviews can reveal areas for employee experience improvement. Whether it’s progression opportunities, pay and benefits, company culture, or internal communication, finding out what prompted an employee to leave can give you lots of food for thought.

Step 8: Ask for employee feedback        

Offboarding feedback is important. But don’t wait until employees are leaving your organization to ask what they think of their employee experience. Schedule regular employee surveys to get feedback and learn t how they think and feel about your organization.

Use employee surveys

You can use quarterly employee experience surveys to assess employee sentiment. By asking the same employee survey questions every quarter, you can benchmark your performance and see which of your employee experience initiatives are making the most difference. You can then update goals in your employee experience strategy.

You can also use pulse surveys to get a snapshot of your employee experience at any given moment. This helps to ensure any employee experience issues are identified and dealt with promptly.

For either type of survey, be sure to ask demographic questions. These allow you to segment survey responses by employee journey stage, department, or team — revealing more detailed insights without compromising employee anonymity.

Follow survey best practices

To get the most from your employee surveys, follow survey best practices by:

• Allowing employees to respond to surveys anonymously. That way, you get honest and valuable answers.
• Sending employee surveys in a format that’s accessible to everyone. Mobile-first survey software ensures every member of staff — whether they’re working in the office, at home, or on the frontline of your organization — gets to give their opinion.
• Developing a survey communication strategy. Keep employees in the loop, thanking them for their feedback and clearly communicating how you plan to act upon it. This ensures ongoing engagement with the feedback process.

The role of technology in the frontline employee experience

The digital employee experience is a big part of the employee experience. But it’s particularly important for frontline workers who don’t spend their days at a desk.

With the right technology, you connect everyone — including hard-to-reach frontline employees — to internal communication, co-workers, and vital workplace resources. This helps improve EX, boosting employee productivity and retention in the process.

Many workplace tech tools are designed for office staff. They work beautifully for your team at HQ. But don’t provide the same features and level of functionality for your frontline workers.

To prevent tech from widening the gap between the frontline and desk-based worker experience, you need tech tools and employee experience software with the following features:

• An easy-to-use, intuitive interface with a minimal learning curve
• A mobile-first design, so all features are accessible via an employee’s smartphone
• Single sign-on security, so employees can log into all workplace software with one set of login details
• No email required — some frontline workers don’t have a company email address so it’s important that workplace tech works without them

Blink’s employee app ticks all these boxes and more.

It provides a news feed, group chat, and 1:1 messaging for easy communication. It gives managers EX-boosting tools, like recognition and employee surveys. Blink also integrates with other workplace tech, creating a one-stop shop for your frontline team.  

But don’t take our word for it. Here’s what Lorna Murphy, Operations and HR Manager at transit company Abellio had to say about the Blink experience:

“Using Blink, Abellio bus drivers can access a system of simple pathways that makes it easy for them to report issues, start a conversation with management or colleagues, or go about their day-to-day tasks such as checking shifts and accessing payslips, reconnecting them back to the organization they work for via one simple, easy-to-use app.”

Use Blink to create a positive employee experience across your frontline. Schedule your personalized demo today.

Despite having more technology than ever before, the modern workforce is largely disconnected and divided. We’re working across different locations and juggling with more platforms and logins than ever. These challenges, already hard on desk-based, computer-connected office workers, are amplified for the frontline workforce.

Frontline employees tend to spend their days isolated from both their desk-based coworkers and other frontline colleagues. They don’t always have access to the same communication channels or tech tools as their office-based peers — and even if they do, they have minimal time to check on these platforms in between shifts, travels, and on-the-job work.

This means that the concept of the employee experience varies dramatically from team to team, and sometimes from worker to worker, across the same organization. It makes it harder for HR teams to keep a handle on overall employee engagement and satisfaction — and often inadvertently creates gaps in the workforce culture in different pockets of the company.

Just look at a recent Axios report to see this discrepancy in action: Deskless employees are less trusting of their managers and people leaders, less engaged in general, and more likely to experience burnout than their desk-based coworkers.

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Bringing your employees together through a unified frontline workforce experience helps to close and mitigate these experience gaps. And by improving employee engagement, you can also make a positive impact on: 

• Company culture
• Workplace communication and collaboration
• Productivity and customer service
• Employee satisfaction and retention

Here, we take a look at three primary strategies you can use to build connections between employees and create a unified employee experience.

3 ways to unify your frontline employee experience

To unify the frontline employee experience, you need to:

• Provide frontline-facing technology
• Communicate over one cohesive channel
• Conduct regular employee surveys

1. Provide frontline-facing technology

Bad tech adds friction to the work day. It causes headaches and slows your teams down. This is true for any of your employees — but it’s particularly relevant to the frontline.

Frontline workers need fast, easy, streamlined tech solutions that fit into their busy work days. They shouldn’t have to remember lots of different sets of login details and shouldn’t need a company email address to access essential tech tools.

In instances where your desk-based and frontline staff use the same tech tools — which is an excellent logistical way to unify your workforce — everyone should enjoy the same great digital experience. The same features and functionality should be available on both desktop and mobile devices.

But this isn’t the current reality. Just 10% of frontline employees say they have enough access to the tools, tech, and opportunities they need to connect and advance in their workplace.

The most effective frontline-facing technologies are the ones that have been designed for and with the frontline workforce. Rather than trying to modify the desk-based experience, purpose-built technology can make a huge difference to the employee experience. It brings desk-based and frontline staff onto the same (digital) page and ensures everyone feels valued.

2. Communicate over one cohesive channel

Communicating with frontline employees can be a challenge because they don’t tend to spend a lot of time in the office or working alongside managers.

Frontline organizations have usually tried various methods of internal communications. Paper notices on a board in the break room. Posters left on the seat of every bus driver. Overstretched frontline managers sending messages individually to every employee smartphone.

But they all reach the conclusion that these communication channels are inefficient and ineffective. A piecemeal approach makes it easy for important messages to get missed, messaging to become confused, and conversations to remain one-sided.

Communicating over one cohesive communication channel helps to unify your workforce and improve the frontline employee experience. As well as ensuring relevant communications reach your entire workforce, a workforce engagement app can allow you to:

• Engage in two-way communication with frontline employees, with the help of features like a news feed and group chats
• Target and tailor communications to specific teams, departments, and locations, ensuring that messages are always relevant
• Create mandatory reads that necessitate employee acknowledgment so you know that important messages are being read 

3. Conduct regular employee surveys

Top-down communication is essential for company-wide updates and culture-building. But if you want to improve the employee experience and bring your workforce together, you need to truly understand what’s going well — and what isn’t — by giving employees a voice.

For many, that might mean conducting regular employee surveys, including:

• Quarterly surveys: More regular than the annual survey, quarterly surveys help you to benchmark and track progress in key areas of the employee experience
• Pulse surveys: To ensure employee engagement issues don’t sneak up on your HR team, pulse surveys offer a snapshot of employee sentiment, right here, right now

By using a combination of employee surveys, you can seek employee input on corporate policies and initiatives as well as gauge how loyal employees feel toward your company in order to improve retention, engagement, and professional development.

Having an all-in-one internal communications tool to support this process makes things simple. Built-in feedback tools makes it easier for your HR and communications teams to launch surveys — and it makes it a streamlined process for employees, too. No more long-winded paper process. No logging into a communal computer. Workers can simply open the app on their smartphone, get an alert for the survey, and fill it out on their break.

The valuable data you get from your whole organization — and the reporting and analytics tools that analyze it — gives you the information you need to make targeted improvements to the employee experience.

In summary

When you unify your frontline employee experience, you create a work environment where all workers have the channels and technologies they need to come together. They can share their successes, voice their concerns, and experience a sense of camaraderie.

Create the best workplace experience for your entire employee base, and get their best work — and enhanced engagement and loyalty — in return.

With an employee super-app like Blink, you have everything you need to improve the employee experience for frontline and desk-based workers alike. To see what Blink can do for your organization, schedule a personalized demo today.

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You rolled out Workday. Now what?

You’ve invested in Workday. Rolled it out. Trained your teams. And yet… usage is lagging.

Sound familiar?

You’re not alone — research shows workplace technology users on average use only 40% of available software features, and Workday is no exception. Why? Because people don’t engage with systems that feel disconnected from their daily flow. Especially frontline employees, who rarely check email and are lucky if they remember their login.

Workday is a powerful system of record. But without the right engagement layer — the employee-facing experience that wraps around it — even the best deployment can fall flat.

Here’s the good news: You don’t need to rip and replace anything. You just need to bridge the gap between people and process.

These five strategies help make that happen — improving team collaboration, streamlining employee communication, and getting your employees to not just use Workday… but actually like it.

#1. Sync comms with key Workday moments

The right message at the wrong time? Still the wrong message.

One of the easiest ways to boost employee engagement is by aligning your internal communication with key employee milestones in Workday. Think: performance review deadlines, open enrollment windows, pay stub releases, or timecard due dates. These aren’t just tasks — they’re moments that matter most across the employee lifecycle.

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By syncing your engagement platform with Workday’s calendar and events, you can deliver perfectly timed nudges right when action is needed. Not just generic blasts or reminder emails, but targeted alerts that actually get read.

Pro tip: Use features like countdown timers, pop-up alerts, or chatbot reminders via Blink to drive timely action. A pop-up reminder about employee scheduling or a push notification that says, “Your new L&D goal just dropped — tap to complete it in Workday” goes a lot further than a newsletter blurb.

This strategy improves task completion rates, reduces HR follow-ups, and helps employees feel more in control of their work lives — especially when those nudges are sent in real time and on mobile apps.

This kind of proactive, targeted, and effective communication supports better team collaboration and keeps everyone aligned around shared timelines and responsibilities.

#2. Turn super users into Workday Champions

If you’re the only one answering Workday questions, it’s time to build a squad.

Every company has a few people who just “get it.” The ones others ping when they’re stuck trying to change their tax withholding or book vacation time. These internal experts are gold — so why not put them front and center?

Empower your internal “Workday Champions” by giving them visibility and a voice on your employee communications tool. Use Blink to create a space where they can host 5-minute tip sessions, answer FAQs, or even stream quick AMAs (ask me anything) via live video.

This does two things:

1. Normalizes learning: People are more likely to ask questions when it feels informal and peer-led.
2. Scales support: Your HR and IT teams will thank you.

When employees see their peers confidently navigating Workday, it makes the system feel less intimidating and more human.

This strategy supports both employee communication and team collaboration as well as builds employee confidence — creating a feedback-friendly, resource-rich environment without adding to the HR workload.

#3. Make Workday training mobile, snackable, and on-demand

No one wants a 52-slide deck on how to submit expenses.

Traditional training content doesn’t cut it — especially for busy, distributed teams. If you want people to actually learn how to use Workday, meet them where they are (hint: it’s on their phones) and make it simple.

Break Workday actions into short, mobile-friendly formats:

• 60-second walkthrough videos
• GIF tutorials
• Step-by-step mobile cards
• A weekly “Workday Tip of the Week” drop in your internal feed

Not only does this make learning more engaging, but it also ensures your content is reusable and evergreen. Employees can access what they need in the flow of work, when they need it — no login gymnastics required.

With Blink, you can embed these learning moments directly in your employee app, right alongside other comms. It’s Workday training — without the friction.

Helping employees engage with Workday in a modern, mobile-first way reduces the learning curve and makes Workday integration a part of their daily flow.

#4. Eliminate access friction (seriously, just log them in)

If logging in feels like a quest, you’ve already lost.

We’ve seen it time and time again: Workday rollout, check. Training sessions, check. But employees still aren’t engaging. Why?

Because they can’t remember their login. Or the password expired. Or they don’t want to click through six tabs to get to their payslip.

Authentication friction is one of the biggest blockers to Workday adoption — especially for frontline workers or hourly employees. If you want to fix that fast, start with access.

With Blink as your easy-to-use employee app for all, you can simplify Workday user provisioning using features like:

• Single sign-on (SSO)
• Biometric authentication
• Deep links that take employees right to the task

The result? One tap and they’re in.

We recommend running a campaign around it — something like “One click. You’re in.” — to show how simple it really is.

And don’t stop there: Track where people drop off, monitor login data, and keep refining your approach. If the front door doesn’t work, no one’s coming inside.

Making Workday user provisioning seamless removes one of the biggest engagement roadblocks and gives your frontline teams easy, secure access to the most important modern tools in your digital workplace.

#5. Build feedback loops that close — not collect dust

If you don’t ask, you won’t know. But if you don’t act, no one will bother telling you.

The final — and arguably most important — tip: Create a feedback loop inside your Workday experience. Don’t wait for the annual engagement survey to find out your time-off workflow is a nightmare. Ask early, and often.

Embed micro-feedback moments directly in the experience:

• After a Workday task is completed, prompt a quick emoji reaction or two-question pulse
• Drop a “How was that?” prompt after a new feature launches
• Create space for open suggestions in your internal communications feed

To boost participation, try light gamification — weekly raffles, team shoutouts, or digital badges for high-response departments.

Employees who feel heard are far more likely to engage with the system. Even more so when they see visible changes based on their feedback.

With Blink, you can launch surveys in seconds, analyze the results, and close the loop without ever leaving the platform.

A feedback-powered employee communication strategy helps optimize your Workday integration strategy and continuously improves system usability.

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Final thoughts: Workday is the engine. Blink is the ignition.

Your Workday implementation is a huge step forward. But the real magic happens when employees use it — and love it.

These five strategies aren’t rocket science. They’re simple, tactical moves that layer human-centered engagement on top of your existing setup:

• Timed comms tied to real tasks
• Peer-led support and live learning
• Mobile, snackable training
• Frictionless access to workplace tools
• Employee feedback that closes the loop

With Blink as Workday’s #1 employee experience platform integration, serving as a timely engagement layer, you unlock the full value of Workday — for every employee, not just the ones with a laptop.

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From native Workday integrations to simplified user provisioning, we help make your rollout stick — and your people stick around.

Blink and Workday. Better together.

Employees power your business, but many are often left behind when it comes to workplace tools and technology.

That’s where Blink and Workday come in.

With the industry’s most comprehensive integration between Workday and any employee experience platform, Blink extends Workday’s powerful capabilities to all employees — whether they’re desk-based, remote, or on the frontline. This unmatched integration ensures every employee can access what they need, when they need it — driving engagement, boosting productivity, and helping organizations unlock the full potential of their Workday investment.

Together, Blink and Workday bridge the employee experience gap, offering the entire workforce seamless, one-click access via their smartphones to the tools and information they need.

Let’s take a closer look at how Blink and Workday work hand in hand to revolutionize the employee experience, creating a more connected and engaged workforce.

Blink and Workday: How it works

Blink is a mobile-first employee experience platform that serves as a digital front door for your organization, giving employees access to all the software you use in just a few clicks.

If you’re already a Workday customer, you benefit from our pre-built, out-of-the-box integration. This means we can take Workday user data into Blink and automatically create user accounts.

Employees can download the Blink app from Android or Apple app stores and use their email or phone number to access.

Through single sign-on (SSO), employees can access third-party apps — like Workday — by simply clicking on the relevant icon. Users can also click on deep links that take them straight to specific Workday functions, like payslips or an address update form.

When you partner with Blink and Workday, you make Workday accessible to all of your employees.

Blink and Workday: The benefits

Here’s what you can expect when you use Blink and Workday together.

#1. Improving adoption of Workday (and other third-party tools)

Persuading employees to download multiple workplace apps is a challenge. But with Blink, there’s just one app to download.

The Blink app acts as a centralized hub. With SSO, employees can access all workplace software — including tools like Workday, SharePoint, and ServiceNow — from Blink. Employees don’t have multiple passwords to remember or reset.

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This explains why Blink customers enjoy a 5x improvement on adoption of third-party tools. Pair Blink with Workday and you’ll get much more value from your Workday subscription.

#2. Easy identity management

Frontline workers don’t tend to have a corporate email address or device. So these employees are often left behind when it comes to workplace tech tools like Workday.

But with Blink, it’s easy to get hard-to-reach deskless employees onto your systems. That’s because Blink serves as your identity provider.

Deep integration between Workday and Blink allows the transfer of rich employee data to Blink systems. Then, Blink verifies user identities, making it simpler than ever to activate employees.

#3. Streamlining the frontline workforce experience

Together, Blink and Workday makes it easy for frontline workers to access all the tools and resources they need, at a time and place that suits them. This makes workers more efficient and effective.

Via Blink, employees can access Workday Skills Cloud, view pay and benefits, pick up shifts, complete employee surveys, submit paperwork, and report safety concerns.

Putting these tools in the hands of frontline workers means you squeeze all possible value from them. You also make life easier for your frontline workforce — so much easier that Blink users give the app a 9/10 ease rating.

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#4. Improving employee communication

Blink takes internal comms beyond the office noticeboard and word-of-mouth messaging. An intuitive news feed gives every employee instant access to up-to-date internal communications, tailored to them.

Admins can use the news feed to highlight Workday-related tasks. You might like to communicate available shifts, signpost training resources, or prompt staff to book their vacation time. You can add links to your posts, directing users to the appropriate place on the Workday app.

Blink’s wide range of employee communication tools supports your workforce in other ways, too. They find it easy to chat with supervisors, coworkers, and leadership. So they feel more connected to your organization and the people within it.

#5. Accessing comprehensive data

When you use Blink and Workday together, you get access to rich analytics and survey data relating to your employees, all via a user-friendly dashboard.

This data reveals how employees are using your workplace tools. It gives you a deeper understanding of employee engagement and staff turnover. It can even help with workforce planning.

Drill down into this data to identify strategic areas for improvement — identifying operational weaknesses and issues with employee experience.

#6. Closing the digital divide

A majority of workers feel disconnected from their organization — and many feel they lack the tools they need to do their jobs effectively.

By improving the digital employee experience, with a combination of Blink and Workday, you close the digital divide. You give all employees equal access to workplace tools and bring them into the company conversation.

This helps to improve employee engagement and satisfaction. It also leads to better staff retention. Blink customers experience a 26% reduction in employee turnover.

Make Workday work harder for your full organization with Blink

Blink helps leading organizations bring Workday to deskless employees. We provide the most comprehensive and effective Workday integration in the industry, which makes for easy setup and a seamless user experience.

Blink also provides a host of other tools to improve employee communications and engagement. These include our news feed, employee surveys, recognition, digital forms, and communities.

Blink. And supercharge your Workday instance.