Why "we'll deal with it later" is the most expensive decision you'll make

Internal communication mistakes are eye-wateringly expensive. According to estimates, they cost US companies up to $1.2 trillion every year. Mistakes lead to lost business, missed deadlines, and lower employee productivity.

In frontline organizations, communication mistakes are often more pronounced — because it’s notoriously hard to reach employees who are on-the-go, working away from the office in demanding, hands-on roles.

Here, we look at how to avoid six common frontline communication mistakes, improving frontline comms in the process.

This is what we’re going to cover:

• The frontline employee communication challenge
• The link between communication and retention
• How to avoid six common frontline communication mistakes
• Frontline employee communication: essential considerations
• Frontline employee communications FAQs

The frontline employee communication challenge

Reaching your frontline employees with internal communications has never been easy. Unlike desk-based workers, they often spend work days on their feet, away from a computer and sometimes their coworkers.

Communication over a traditional intranet or via email is, therefore, unlikely to be effective. Frontline workers don’t always have a good Wi-Fi connection or access to an appropriate device. So it can be hard for them to perform basic tasks — like finding and downloading a policy document or an email attachment.

Varying shift patterns make it hard for comms teams to reach employees with real-time updates. And — unless you’re tailoring your content to frontline worker needs — the volume of information can easily feel overwhelming. Employees then end up missing critical messages.

For too long, frontline employee communication has been an afterthought. Organizations haven’t always had the strategy or technology they need to make frontline comms effective.

But now, with a renewed focus on employee engagement and retention — and with more tech tools on offer than ever before — many organizations are rethinking how they communicate with their frontline staff.

The link between communication and retention

In frontline industries, there continue to be high levels of staff churn. In transportation, annual turnover stands at 56.7%. In hospitality, the figure stands at 73.8%. This compares to a national average of 13%. 

One of the primary culprits behind these sky-high stats? Internal communication mistakes. 61% of employees considering switching jobs cite poor internal communication as a factor.

Good internal communication keeps employees in the loop. It helps them understand company values and goals. Effective communication channels support frontline employees to connect with coworkers and feel part of company culture.

Being empowered to do a good job. Strong workplace relationships. Feeling part of something bigger. These things boost frontline employee engagement and encourage loyalty.

But with just 40% of frontline employees saying they have a strong sense of connection to their direct leader and 43% saying they have a strong sense of connection to their organization, it’s clear that frontline companies have work to do.   

How to avoid 6 common frontline communication mistakes

Good frontline communication can be transformative for your organization. Here are the mistakes you need to avoid to keep your frontline workers informed and engaged.

Mistake #1: Sticking to the same ineffective frontline communication channels

Many frontline organizations still use paper methods of communication. They send out a newsletter or put memos up on an already crowded noticeboard.

These messages are easy to miss. The information can be outdated by the time it’s distributed. And communication only goes one way — there are limited opportunities for employee interaction.

Email is equally ineffective for frontline workers who don’t always have a corporate email address. And word-of-mouth messaging and phone calls are time-consuming for frontline managers.

Many workers are turning to the tech tools they use in their personal lives to bridge the communication gap. 55% of workers say that WhatsApp is their primary workplace communication tool.

But shadow IT platforms, like WhatsApp, are flawed, too. There are huge compliance and data security issues associated with shadow IT. It also lies outside the control of your comms team so there’s zero oversight. 

Making do with internal communication channels like these makes it hard for your comms team to communicate key messages. It also harms the frontline employee experience. 

How to solve it:

Move beyond this patchwork approach to frontline communication. Unify your messaging with the help of internal communication channels that frontline workers can access easily.  

A reliable way to reach employees is via an employee app, which employees can access on their smartphones. Here, you can bring together all strands of workplace communication and provide social-media-style tools that employees will enjoy using.

Common features include a dynamic company news feed, secure chat, and a content hub packed with essential policies and guides.

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This app becomes a go-to hub of communication and a single source of truth. Employees know they can use the app to quickly and easily find the information they need.

Mistake #2: Your frontline communication tech isn’t mobile-first

A frontline connection gap exists in almost every frontline organization. And it can make frontline employees feel like second-class citizens.

49% of frontline workers say that there are two separate cultures at play within their company: “one for the frontline and one for everyone else.” This unfairness can lead to division and disengagement. And too often, internal communication mistakes — and poor tech choices — are to blame.

Not all employee apps are created equal. And unless you choose a mobile-first solution, designed around the needs of mobile users, you’re likely to run into one (or all) of the following problems:

1. Your app offers an inferior user experience. It doesn’t support the features and functionality that your desk-based employees enjoy on the desktop version.
   
   
2. Your app is difficult for employees to access, either because it uses long-winded login methods or because it requires a corporate email address.
   
   
3. Employees don’t like using your app, either because it has a complicated interface or because it’s one of many digital tools they’re expected to use during the workday.

Problems like these create a two-tier system, with office-based employees getting better access to internal comms than their frontline coworkers. They also cause friction for employees, which means they’re much less likely to use the app.

How to solve it:

When choosing technology for frontline employees, get input from a wide range of stakeholders — including your frontline staff. They can tell you what features and functionality they’d like to see in an employee app.

Supplement this input with an understanding of best practice. The best apps for frontline workers provide the following as standard: 

• A mobile-first solution. This ensures the platform experience is equitable, with the same features and functionality available on both mobile and desktop versions of the software.
• A user-friendly interface. To ensure high levels of app adoption, it should be easy for frontline employees to learn and use the platform.
• Strong integrations. So frontline workers can access all workplace tech — not just your communication channels — from one dashboard.

Single sign-on technology. So employees only have to remember one set of login details to access all the tech tools they need.

Mistake #3: An HQ-centric approach to comms content

With the right technology, you can finally reach the frontline employees in your organization. But you can’t simply serve up the same content you’ve always delivered.

Long-winded corporate content is a no-no for busy frontline teams. You’re unlikely to engage them if you ask them to download a PDF policy document or scroll through long paragraphs of text. Remember: they’re consuming content on a small smartphone screen.

Likewise, if most of the content they see is geared toward office-based employees, frontline workers are likely to lose interest. Scrolling through lots of irrelevant information to reach frontline-specific content is a headache your frontline really doesn’t need.

How to solve it:

Long-winded, text-based comms are out. Short, snappy, visual content is in. 

Think of the kinds of messages that work well on social media platforms. Here, attention-grabbing headlines, multimedia posts, Stories, and straight-to-the-point text convey a lot of information very quickly and effectively.

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This is ideal for busy frontline workers who don’t have time to scroll through reams of text-heavy content. They get need-to-know information in bite-size form.

Personalization is also key. A home care worker doesn’t need to know about the faulty photocopier in the office. But elderly care updates? New incident reporting procedures? The latest shift availability? That’s all really useful and engaging stuff. 

Segment your audience so frontline workers only see information that relates to them, their location, role, and team.

Mistake #4: Too many corporate updates, not enough community

Your office employees can congratulate their coworkers on a successful sales pitch face-to-face. They can share ideas with a teammate on the way to lunch. Or chat about the latest binge-worthy series with their buddies while brewing a coffee in the office kitchen.

But it’s different for the frontline. Frontline workers don’t get the same opportunity for coworker camaraderie as their desk-based peers. There are few options for collaboration and only 30% feel seen and valued by their organization.

Corporate updates are an essential part of employee communications. But you can’t stop there.  Failing to focus on community across your communication channels leaves frontline workers feeling isolated from company culture — and each other.

How to solve it:

Becoming a connected organization is about more than passing news from HQ to the frontline. Effective communication goes both ways and — with the right tech tools — you can build a shared sense of culture and purpose.

To bring every member of staff into the conversation, ensure your platform supports employee interactions. Can they leave comments on news feed posts? React with emojis? Post their own content?

Also, look to launch the following:

• Fun, informal posts. Create polls, launch content challenges, and post event videos. This fun content encourages interaction and helps frontline employees to feel part of company culture.
• Shared interest groups. Communities are a great way to bring frontline employees together. They can find coworkers who share their interests and hobbies, and build meaningful workplace relationships.  
• Regular recognition. Organizations that make recognition an everyday part of the employee experience improve retention, employee engagement, and a sense of belonging. So encourage managers and coworkers to regularly create employee recognition posts.
• Group chat. Create group chats for each frontline team and location. When employees can easily connect with their coworkers, collaboration and connection improve.

Mistake #5: Communication is one-way

Top-down communications are important. You need to keep employees in the loop about company updates, safety announcements, and schedules. But if communication only flows one way, engagement will suffer.

Two-way internal communication shows employees you value them and their input. It demonstrates trust, which then gets repaid. You also get insights that drive smarter business decisions.  

Frontline workers interact with customers. They can spot supply chain bottlenecks and operational inefficiencies. They know which policies are causing frontline frustration — long before the C-suite does.

Without easy, two-way communication, leadership is left in the dark on issues that impact productivity, customer experience, and employee retention.

How to solve it:

Don’t settle for a digital bulletin board. Make your employee app a hive of interactivity by encouraging employees to join the conversation. Here’s how:

• Surveys. Launch regular employee surveys to gauge employee sentiment on everything from policy changes to break room design to internal communication strategy.
• Forms. Make it easy for employees to report safety concerns or suggest improvements using easy-access digital forms.
• Real-time chat. Give frontline workers a direct line to managers and coworkers with 1-to-1 chat functions.
• Interactive content. Craft content that encourages employee input: pose questions in news feed posts, create flash polls, or run a leadership Q&A.

By giving frontline employees a voice, you create a more engaged, informed, and empowered workforce — one that actively contributes to company success. 

Mistake #6: You don’t act on insights from employees and app analytics

If you’ve already rectified the other mistakes on this list, you’re now actively listening to employees and gathering a ton of useful internal communication data through your employee app.

But collecting feedback and analytics is only half the battle — it’s what you do with that information that really counts.  

Failing to act on employee insights weakens trust in the feedback process. When employees don’t see changes based on their input, they become disengaged and less likely to participate in future surveys or discussions.

Ignoring app analytics is equally costly. Unless you segment and analyze the data, you risk making internal comms decisions based on assumptions, not facts. This means missed opportunities to optimize content, improve reach, and create messages that resonate with employees.

The result? Internal communications stagnate, employee engagement declines, and your strategy fails to keep up with the evolving needs and expectations of your frontline employees.

How to solve it:

• Close the feedback loop. Every time you launch an employee survey or embark on a listening tour, tell employees about your findings and thank them for their contributions. Let them know what you plan to do next and keep them posted on any changes and improvements you make.
  
  
• Make proper use of analytics. Use app analytics to track internal communication KPIs. Look at metrics like platform adoption rate, leadership visibility, profile completion, and the number of responses, likes, and reactions your messages receive. Also, segment the data so you get a real sense of how frontline employees are using your internal communication tools. Then, make improvements based on your findings to make your internal communication platform work even better for frontline teams.

Frontline employee communication: essential considerations

Internal communication mistakes are costly. But can avoid them by remembering these guiding principles for frontline comms:

• Think mobile-first. Frontline workers spend all, or most, of their time away from a desk. They need communication systems that move with them.
• Provide short, engaging content. Busy frontline employees need information in an easy-to-digest format. So make like a social media marketer with succinct, visual, and highly engaging messages. 
• Connection, not just communication. Build an online company community by encouraging employee interaction and coworker conversations. 
• Commit to iteration. Continually evaluate your communication strategy and encourage regular feedback from your frontline employees. Then, make meaningful changes based on data, not instincts.

Is your frontline communication falling short?

You only avoid the communication mistakes we’ve looked at in this article if you have the right internal comms tech on your team. That’s where Blink comes in.

Blink is an employee app that offers the same great experience for frontline and desk-based employees.

With secure, single sign-on technology, a user-friendly interface, and deep integrations, it acts as a digital hub. It gives frontline employees access to the information, tools, and connection they need day to day — all via their smartphones.

Blink. And connect your frontline employees like never before.

Most intranet comparisons are written by people who've never had to get a nurse, a warehouse picker, or a hotel housekeeper to download an app. Blink. has. We've onboarded 87% of a 10,000-person workforce in 10 days, and we've watched the platforms that look great in a demo fall apart the moment they meet someone without a corporate email address. That's the lens this guide is written through.

Most intranet software was built for people who sit at desks all day. That's a problem when roughly 80% of the global workforce doesn't have a desk, a laptop, or a corporate email address (Emergence Capital, The Rise of the Deskless Workforce). This guide compares 15 intranet software providers for 2026, covering features, pricing, strengths, and where each platform falls short. Whether you're replacing SharePoint, consolidating tools, or reaching workers who've never had an intranet before, you'll find your shortlist here.

Last updated: May 2026.

The short answer

For organizations with significant frontline or deskless populations, the realistic shortlist is Blink., Staffbase, or Firstup, with Simpplr a strong choice if your workforce is mostly desk-based and you want AI-native search. SharePoint and Microsoft Viva remain the default if you're deeply standardized on Microsoft 365 and have IT capacity to configure them. Everything else fits a more specific use case.

Quick comparison: top intranet software at a glance

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What is intranet software?

Intranet software is a private digital platform that connects employees within an organization to company news, documents, tools, and each other. Unlike the public internet, an intranet is accessible only to authorized workers and serves as a central hub for internal communication, knowledge sharing, and day-to-day workflows.

Modern intranet platforms have moved far beyond the static page repositories of the early 2000s. Today's best intranet software includes AI-powered search, personalized content feeds, mobile apps, employee recognition, surveys, and integrations with tools like Microsoft 365, Google Workspace, and HR systems. For a deeper look at what these platforms should do for distributed teams, see our guide to internal communication tools.

For organizations with frontline and deskless workers, mobile-first intranet software has become essential. See our complete guide to team communication tools for deskless teams for the wider category.

Which intranet platforms actually work for your team?

Not all intranet software serves the same audience. The biggest split in this market is between desk-first platforms (built for knowledge workers with laptops and corporate email) and whole-workforce platforms (built to reach every employee, including those on the shop floor, behind the wheel, or on a ward).

If your organization has a significant frontline or deskless population, this distinction matters more than any feature checklist. A platform that scores perfectly on Gartner's criteria but requires a corporate email to log in will fail for the workers who don't have one. For more on closing that gap, see frontline digital inclusion.

Here's how each platform stacks up.

1. Blink.

Best for: Organizations with frontline and deskless workers who need a mobile-first intranet. Works across SMB and enterprise.

Blink. was built from the ground up for workers who don't sit at desks. The mobile app is the primary experience, not an afterthought, and employees can join via phone number or QR code with no corporate email required. The platform combines a news feed, team chat, a searchable Hub, surveys, recognition, and digital forms in a single app.

Key strengths:

• Mobile-first architecture with offline access
• No email or IT setup needed for workers to join
• 87% adoption at JD Sports in 10 days, 20,000+ active employees at easyJet (Blink. customer stories)
• Native integrations with Microsoft 365, Salesforce, and major scheduling and HR systems (Blink. integrations)
• AI assistant on the Pro tier
• Recognized in Gartner's Market Guide for Employee Communications Applications

Where it's limited:

• Less suited for organizations that want a traditional document-heavy desktop intranet
• Pure knowledge management is not the lead use case

Pricing: Core at $3.75 per user per month (annual), Pro at $5.00 per user per month, Enterprise custom. Free trial across all tiers (Blink. pricing).

For head-to-head comparisons, see Blink. vs Microsoft Teams and Beekeeper vs Blink..

2. Simpplr

Best for: Desk-based organizations wanting an AI-powered intranet.

Simpplr has positioned itself as the AI-native intranet, earning Leader status across Gartner, Forrester, G2, and IDC reports. The platform focuses on personalized content delivery and automated governance for knowledge workers. Strong search capabilities and clean design make it popular with IT and comms teams at mid-to-large enterprises.

Key strengths:

• Leader across all four major analyst reports
• AI-powered search and content recommendations
• Clean, consumer-grade interface
• Strong governance and content lifecycle management

Where it's limited:

• Primarily designed for desk-based workers with corporate email
• Limited frontline-specific features (no QR-code sign-up, no offline mode)
• Rising fast in AI search visibility, which is making them more visible in buyer research

Pricing: Custom.

See Simpplr alternatives for competitive context.

3. Staffbase

Best for: Enterprise internal communications teams.

Staffbase is built for internal comms professionals who need to create, publish, and measure content across channels. The platform includes a branded mobile app, email newsletters, digital signage integration, and detailed analytics. Strong adoption in large European enterprises.

Key strengths:

• Purpose-built for IC teams with editorial workflows
• Branded mobile app with push notifications
• Email newsletter builder (no separate ESP needed)
• Detailed content performance analytics

Where it's limited:

• High complexity for smaller organizations
• Frontline features require additional configuration
• Pricing can be steep for mid-market

Pricing: Custom.

See Staffbase alternatives.

4. Workvivo (by Zoom)

Best for: Building company culture and social engagement.

Acquired by Zoom in 2023, Workvivo uses a social-media-style feed to drive engagement. The platform is strong on peer recognition, social features, and community building. Popular with organizations that prioritize culture and employee voice.

Key strengths:

• Social feed that feels familiar
• Strong recognition and shout-out features
• Zoom integration for video
• Mobile experience available for desk and frontline workers

Where it's limited:

• Mobile reviews on Google Play have flagged frontline usability issues
• Less focused on operational comms (shift scheduling, forms, workflows)
• Post-acquisition integration with Zoom's broader suite is still evolving

Pricing: Custom.

See top Workvivo alternatives.

5. Unily

Best for: Complex global enterprises with sophisticated requirements.

Unily serves some of the world's largest organizations. The platform offers deep customization, multi-language support, and enterprise-grade security. Strong on governance and compliance for regulated industries.

Key strengths:

• Handles complex, multi-region deployments
• Deep Microsoft 365 integration
• Advanced personalization and targeting
• Strong governance and compliance features

Where it's limited:

• Expensive and complex to implement
• Primarily desktop-oriented, mobile is a secondary experience
• Overkill for mid-market organizations

Pricing: Custom.

See Unily alternatives.

6. LumApps (with Beekeeper)

Best for: Organizations deeply embedded in Google Workspace or Microsoft 365 that also want frontline reach.

LumApps integrates natively with both Google Workspace and Microsoft 365. In July 2025, LumApps acquired Beekeeper in a deal valuing the combined company at more than $1 billion, backed by Bridgepoint, with a 12 to 24 month integration roadmap to deliver a combined "AI Employee Hub" (LumApps press release).

Key strengths:

• Deep Google Workspace and Microsoft 365 integration
• AI-powered content targeting
• Added Beekeeper's frontline features post-acquisition
• Strong in knowledge management and document search

Where it's limited:

• Beekeeper integration is still maturing, two-product complexity remains
• Less intuitive for non-technical users
• Frontline features are inherited, not native

Pricing: Custom.

See LumApps alternatives and Beekeeper vs Blink. for the post-acquisition buyer view.

7. Microsoft SharePoint and Viva

Best for: Organizations already committed to the Microsoft 365 ecosystem.

SharePoint remains the most widely deployed intranet platform globally, largely because it's bundled with Microsoft 365 licenses. Viva adds employee experience features (engagement surveys, learning, insights) on top. The combination is powerful for desk-based teams but requires significant IT investment to configure and maintain.

Key strengths:

• Included with existing Microsoft 365 licenses (no additional cost for basic functionality)
• Deep integration with Teams, Outlook, and the Microsoft ecosystem
• Massive partner ecosystem for customization
• Viva adds engagement, learning, and analytics layers

Where it's limited:

• Not designed for frontline workers, requires corporate email and Microsoft 365 license
• Heavy IT administration and governance overhead
• Mobile experience is functional but not mobile-first
• Configuration complexity means most deployments take 6 to 12 months

Pricing: Included with Microsoft 365 Business plans (from $6 per user per month). Viva suite is additional (Microsoft 365 pricing).

See SharePoint alternatives.

8. Interact

Best for: Mid-market organizations wanting an enterprise-grade intranet.

Interact offers a well-rounded intranet platform with strong content management, people directories, and analytics. Popular with mid-market organizations that want enterprise features without enterprise complexity.

Key strengths:

• Good balance of features and usability
• Strong people directory and org chart
• Content targeting and personalization
• Integrates with Microsoft 365 and Google Workspace

Where it's limited:

• Mobile app is secondary to the desktop experience
• Less suited for large frontline populations
• Fewer AI features than newer competitors

Pricing: Custom.

See Interact alternatives.

9. Igloo

Best for: Knowledge management and document collaboration.

Igloo focuses on bringing together knowledge, documents, and conversations in a single platform. Strong for organizations where information findability is the primary challenge.

Key strengths:

• Document management and search
• Customizable digital workplace channels
• Good integration with existing file storage (SharePoint, Google Drive)

Where it's limited:

• UI feels dated compared to newer platforms
• Limited frontline and mobile capabilities
• Smaller market presence means fewer third-party integrations

Pricing: Custom.

10. Haiilo

Best for: Employee advocacy and social amplification.

Haiilo (formerly Smarp) combines an internal intranet with employee advocacy tools, enabling workers to share approved content on their personal social media channels. Strong with marketing and employer branding teams.

Key strengths:

• Built-in employee advocacy platform
• Content creation and curation tools
• Analytics for both internal engagement and social reach
• Multi-language support

Where it's limited:

• Advocacy features may be unnecessary for organizations focused purely on internal comms
• Less robust for operational workflows and frontline use cases

Pricing: Custom.

See Haiilo alternatives.

11. Firstup

Best for: Intelligent, personalized content delivery at scale across desk and frontline.

Firstup (formerly SocialChorus + Dynamic Signal) uses AI to deliver the right content to the right employee at the right time. The platform supports email, mobile app, SMS, and digital signage channels, making it viable for reaching workers across multiple touchpoints.

Key strengths:

• AI-powered content delivery and personalization
• Multi-channel reach (app, email, SMS, signage)
• Analytics and engagement measurement
• Designed to reach both desk and frontline workers

Where it's limited:

• More of a content delivery platform than a full intranet
• Less strong on two-way communication and collaboration

Pricing: Custom.

See Firstup alternatives.

12. Happeo

Best for: Google Workspace users wanting a social intranet.

Happeo is built specifically for organizations using Google Workspace. It adds an intranet, social feed, and knowledge base on top of Google's productivity tools.

Key strengths:

• Native Google Workspace integration
• Social channels for team and topic-based communication
• Clean, modern interface
• Pages and knowledge base features

Where it's limited:

• Google Workspace only (no Microsoft support)
• Desktop-first experience
• Smaller feature set than enterprise alternatives

Pricing: Public pricing typically starts in the $5 per user per month range. See Happeo alternatives.

13. Jostle

Best for: Simple, clean internal communications.

Jostle focuses on simplicity, offering a clean intranet experience for organizations that want to communicate without complexity. Refreshingly straightforward in a market full of feature bloat.

Key strengths:

• Very easy to set up and use
• Clean interface with low learning curve
• Good for organizations under 1,000 employees
• Transparent published pricing

Where it's limited:

• Limited customization and advanced features
• Not suited for complex enterprise requirements
• Basic mobile experience

Pricing: Public pricing typically starts in the $5 per user per month range. See Jostle alternatives.

14. MangoApps

Best for: Mid-market organizations wanting an all-in-one digital workplace.

MangoApps combines intranet, messaging, training, and workflow features in a single platform. Good value for organizations that want multiple capabilities without buying separate tools.

Key strengths:

• All-in-one platform (intranet + chat + training + workflows)
• Competitive pricing for mid-market
• Customizable modules
• Basic frontline features included

Where it's limited:

• Jack-of-all-trades means no single feature is best-in-class
• UI can feel cluttered with all modules activated
• Less polished than specialist platforms

Pricing: Public pricing typically starts in the $4 per user per month range. See MangoApps alternatives.

15. Axero

Best for: Knowledge sharing and community-driven organizations.

Axero focuses on creating internal communities and knowledge-sharing spaces. Good for organizations where peer-to-peer knowledge transfer is the primary goal.

Key strengths:

• Community and forum features
• Knowledge base and wiki capabilities
• Customizable spaces for teams and projects
• Competitive pricing

Where it's limited:

• Primarily desktop-oriented
• Less focused on news delivery and top-down communications
• Limited frontline and mobile capabilities

Pricing: Custom.

Why intranet software matters for frontline workers

Roughly 80% of the global workforce is deskless (Emergence Capital), yet most enterprise communication technology still targets the desk-based minority. That gap is why most intranet deployments fail to reach the people who need them most: the warehouse workers, nurses, retail associates, drivers, and hotel staff who keep organizations running but rarely touch a laptop.

Frontline disengagement has a measurable cost. Gallup's State of the Global Workplace consistently finds that disengaged workers leave at materially higher rates than engaged ones (Gallup State of the Global Workplace).

Modern mobile-first intranet platforms are closing this gap. At JD Sports, 87% of frontline workers adopted Blink. within 10 days. At easyJet, 20,000+ employees are active users. Stagecoach reported a 26% reduction in driver turnover after giving frontline staff access to a mobile intranet (Blink. customer stories). For more on the engagement levers, see our guide to deskless worker communication.

How to evaluate intranet software for your organization

Start with your workforce profile. What percentage of your employees are desk-based vs. frontline? If more than 30% of your workforce doesn't have a corporate email address, eliminate any platform that requires one.

Define your primary use case. Are you solving for internal communications, knowledge management, employee engagement, or all three? Platforms like Staffbase excel at comms, Igloo at knowledge, Workvivo at engagement. Blink. combines comms, engagement, and operational tools for frontline-heavy teams.

Test the mobile experience yourself. Download the app. Try to complete common tasks (read a news post, find a document, submit a form) on your phone. If it feels clunky, your frontline workers won't use it. Look for platforms where mobile is the primary experience, not a scaled-down desktop version.

Ask about time-to-value. Enterprise intranet deployments can take 6 to 12 months. Some mobile-first platforms can onboard teams in days.

Calculate total cost of ownership. The license fee is just the start. Factor in implementation costs, IT administration time, training, and the opportunity cost of low adoption. A cheaper platform with 20% adoption costs more per engaged user than an expensive one with 90%.

To thrive, all companies must grow. Right now, a digital transformation roadmap is vital in doing so. 

Why? 

Businesses have always evolved to stay ahead of the competition. The current landscape is no different – it’s just adoption of new technology is the real crunch point right now.  

That’s because the advancement we’ve seen in tech over the past few years, such as artificial intelligence and cloud solutions, far surpasses anything we’ve seen before.

Thanks to the impact of the COVID-19 pandemic, this adoption has been accelerated by around seven years, according to research by McKinsey.

This means your business can now: 

• Collect more data and use it for super-accurate forecasting and strategic planning
• Take your customer experience to the next level with AI and AR solutions 
• Attract worldwide talent via remote and hybrid working options
• Improve employee productivity by automating low-level administrative tasks
• Increase employee engagement and reduce turnover costs

Ultimately, this results in more revenue. Significantly more, if you do it right – so much so that it simply won’t be possible to compete without it. Salesforce founder and CEO Marc Benioff describes it as a “must-have”:

“Organizations and governments around the world have a digital transformation imperative like never before, and many of them are accelerating their plans for a digital-first work-from-anywhere environment.”

Like any sort of large-scale change, this digital transformation requires a considered, planned approach to implementation to succeed. That’s where a digital transformation roadmap is essential. 

What is digital transformation? 

‘Digital transformation' is simply an umbrella term for any initiative your organization takes to introduce new technology to improve business processes.

This doesn’t have to be anything particularly remarkable. Used an employee app to move essential files (order forms, manuals and the like) online? Congrats, you’ve been digitally transforming!

There are likely hundreds of actions you can take across your business that would fall under the umbrella term of ‘digital transformation’.

And, with 72% of companies looking to permanently allow some form of remote work, according to 2022 research by Buffer, it’s likely that you’re somewhere along this journey already. 

(Source: buffer.com)

Here are a few examples: 

• Automating key business processes, such as leave approval and rota allocation 
• Using e-signing for important business docs rather than paper-based processes
• Incorporating augmented reality solutions into your business, for example on an e-commerce app or in product design processes
• Using remote collaboration tools to encourage distributed teams to work together

A roadmap for digital transformation: what you should know

A digital transformation roadmap, in a nutshell, contains a plan for implementing your digital transformation and a series of steps towards doing so.

A digital transformation roadmap helps you define and categorize short and long-term goals. By breaking a vast and, let’s be honest, often intimidating process into manageable steps, it also increases your chances of success. 

That’s really important – because due to poor management and lack of teamwork, up to 70% of digital transformation initiatives don’t meet their stated goals. 

A roadmap is essential for: 

• Defining the stages of your digital transformation and avoiding expensive scope creep
• Stating overall goals clearly, and identifying immediately achievable short-term tasks
• Making it clear where responsibility for different tasks lies 

How do you build a digital transformation roadmap?

With so much resting on it, building your own digital transformation roadmap might seem like a struggle in itself! 

That’s entirely natural. To help, we’ve got some pointers. In the next section, we’ll also offer up a digital transformation roadmap example so you know exactly what you should be aiming at. 

Overall, your digital transformation roadmap should: 

• Clearly state what you want to achieve
• Outline which basic actions will help you achieve this
• Divide these actions between different teams or departments
• Provide information on budget and how much you have to allocate to each step

The key question is: “how do we get here?”

Whilst every organization is unique and will work it out slightly differently, there are a few steps that will help out, no matter what your circumstances. 

Planning your digital transformation out like this will also help reduce the chance of cost overruns. 28% of projects fail due to poor budgeting; these initial road mapping activities will reduce this risk by helping anticipate costs. 

1. Identify your overall goals for digital transformation

‘Digital transformation’ shouldn’t be a goal in itself. Instead, think about what you want to achieve through digital transformation – do you want to offer a better customer experience, for example, or reduce costly errors in your manufacturing workflows? 

1. Take stock of where you are right now

What causes holdups, setbacks and misunderstandings in your organization? Spend some time digging here, and don’t be afraid to ask your wider workforce what they think too – they’re on the frontline, after all!

2. Identify key improvement areas

Where could you fill shortfalls with digital technology? For example, you might notice that your HR team is too bogged down with admin to dedicate enough time to more valuable activities, such as solving workplace disputes or processing employee feedback.

A solution here would be to automate basic processes like expense and leave management so they can refocus their workload. 

3. Secure funding and build a budget

Finding a senior management sponsor to back your project opens so many doors. Look for someone aligned with your goals who is prepared to fight your case for funding to the board.

Once you have that all-important cash backing, start to figure out where best to budget it. 

4. Identify any cultural shifts you might need to foster

Generally, organizations are change-resistant.

Think about what you might need to do to get your wider workforce onboard and really help make a return on your investment.

If your workforce isn’t particularly tech-savvy, for example, would offering extra training help? 

5. Create a roadmap with strategic priorities and timelines

Here’s where you bring it all together.

Bring your overall goals and smaller objectives into a digital transformation roadmap that charts key actions, metrics and milestones. 

6. Assign deliverables to different departments

Make sure everyone knows what their responsibilities are, going forward. 

Digital transformation roadmap template

Sometimes, it’s a little easier to visualize a large-scale roadmap with a couple of examples in front of you. 

Use the infographics below for inspiration. There’s no budgetary info on there (different projects have vastly different budgets, so it would be of limited use), but it’s worth looking at different ways to conceptualize your roadmap. 

(Source: https://pl.pinterest.com/pin/557179785142508155/) 

(Source: jibility.com)

A few final thoughts

Digital transformation is all-encompassing. If you want to thrive in the post-COVID economy, digital transformation will become essential for every corner of your business. 

This is exactly why a digital transformation roadmap is necessary. Trying to implement something so massive without breaking things down into smaller chunks will only end in failure.

A step-by-step approach, a good amount of tenacity and patience as you progress towards your long-term goal is essential. 

Keep your eyes on the prize, and reward your teams every time you hit a key milestone. You will get there!

Use internal communications to create a sense of belonging and community at your organization

When you’re surrounded by people who just get you, it feels good, right? We all love to experience that sense of belonging. And it’s no different in the workplace.

Employees who feel they belong within an organization are 5.3 times more likely to do their best work. They’re also happier and less likely to look for a job elsewhere.

So what makes the difference? Why do some company cultures feel inclusive while others leave employees feeling like they’re on the outside looking in?

The truth is a truly inclusive workplace isn’t just about policies and the right training. It’s about how employees experience the workplace environment day in, day out. And a lot of that comes down to employee communication.

Done right, an effective employee communication strategy ensures every employee — regardless of their age, language, identity, or role — feels heard, valued, and part of something bigger. Done wrong, it can unintentionally exclude people, which is bad for them and bad for business.

The challenge facing internal communicators? A one-size-fits-all approach no longer works. To create the type of employee experience everyone feels part of, your internal communication strategy has to enable flexible, personal, and transparent communication with employees.

Here’s how.

How to include everyone in the company conversation with inclusive employee comms

#1. Bridge the generational gap with multi-channel comms

Different generations have different internal communication preferences. 

Older employees may feel more at home with email. Gen Z and Millennials, on the other hand, expect mobile-first, social-style updates.

Gen X came of age in an era of top-down communications. Leadership spoke and employees listened.

But the digital natives in your midst grew up with interaction baked into their digital experiences. They want the option to like, share, and comment on the information they receive — and expect to engage in conversation with the powers that be.

To ensure messages cut through with every generation in your workforce, you need a way to reach all employees in the way they prefer.

The fix

By using a wide range of digital tools — from email and instant messaging, to internal newsletters and social news feeds — you can reach every generation effectively.

With employee communication apps, you can share traditional text-based communications, while also getting creative with graphics, photos, videos, and company news feed content. You can offer both asynchronous email communication and instant messaging tools.

Importantly, you need to ensure employees have access to two-way communication channels. It should be easy to share, track, and take action on employee feedback.

Diversifying internal communication channels, while still retaining one source of truth, ensures every generation feels included in company comms.

How Blink can help: Blink is a social media-style employee app that mirrors the key features and user experience of consumer tech, like Instagram and TikTok. As a centralized platform, it also supports traditional email updates — so your older employees don’t have to be down with the kids to receive crucial company updates.

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#2. Support a multilingual workforce with built-in translation

If you’re part of a global company — or have a large population of frontline workers — you may have employees who don’t work in their first language.

Language barriers exclude employees from critical information and conversations. They make it hard — if not impossible — to foster a fully engaged workforce. Workers have to work hard to understand essential internal communications. So they’re likely to gloss over them and miss vital information.

The fix

Pick internal communication tools with real-time translation features. Give employees control over their settings so they can see company content in their preferred language.

They can even respond in their preferred language, enjoying two-way communication with peers and managers, who can then auto-translate content back into their preferred language.

With modern employee communication platforms, you can break down language barriers and build connections between every member of your workforce.

How Blink can help: Blink’s automatic translation feature lets employees read and engage with content in their preferred language, increasing accessibility.

#3. Recognize and respect pronouns in employee tech

Inclusive language may be a given when you speak to employees face to face. But — to build a truly inclusive employee experience — you need digital tools that use inclusive language too.

Many workplace systems still lack pronoun options or force binary gender selections. The result? Some employees don’t feel they fit within the system or organization. And they can’t help but feel alienated from company culture.

The fix

Pick workplace tech that reflects company values. Ensure employee directories, employee profiles, and internal communication tools allow employees to display and use their preferred pronouns. And if your systems ask for data on employee gender or titles, make sure fields reflect the identities of your entire workforce.

How Blink can help: With Blink's employee communication software, you have access to user-friendly customization tools. So employees can use their preferred pronouns and your company can reinforce a workplace culture of inclusion and respect.

#4. Personalize communication for different locations and teams

Employees in different locations have different policies and cultural norms. Employees in different teams have different priorities and daily operations. But these differences aren’t always reflected in company comms.

When you deliver the same messages, in the same standard channels, to employees across a large and diverse organization, you try to speak to everyone. But this can mean you end up speaking to no one.

Internal communications tend to be impersonal and corporate. And — with a one-size-fits-all approach — it’s difficult for comms teams to inspire the employee engagement and positive employee experience you’re striving for.

The fix

Don’t blast everyone with the same messages. Segment your audience by location and team. Then, personalize and regionalize your content. Create tailored communications, hyper-relevant to each section of your workforce.

Send information about your new shift swap tool to retail staff. Share details of the next office coffee morning with your team at HQ. Reference local holidays and events — and make sure every employee sees themselves in the story you’re telling.

The same overarching company values and vision can run through everything you do. But by making your internal messages specific to particular groups of employees, you make it easier for them to relate to company culture. Which means a more inclusive employee experience.

How Blink can help: Blink’s smart targeting feature allows you to segment employees based on their location, role, and team. This makes it easy for you to craft and send relevant and inclusive messages.

#5. Cater to every work environment — frontline, remote, desk-based, and hybrid

Without careful thought for inclusion, employees working in different environments get a very different employee experience.

Office-based employees often have access to the best tech and the most appealing benefits. They get more contact with business leaders and more opportunities for co-worker connection.

If you have employees working beyond the office — at home or on the frontlines of your organization — it’s easy for these workers to feel excluded from the best that your company culture has to offer.

Without mobile-first, employee communication tools, they’re left adrift. They don’t have reliable access to company updates, they don’t build connections with co-workers, and they get little opportunity to join the company conversation.

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The fix

To connect and include employees working in different locations, you need to take company culture digital. You need an employee experience platform that works across all devices.

(Not sure what your different employee groups — from remote workers to the mobile workforce — are looking for? Ask them via employee surveys or other employee feedback tools!)

Frontline employees deserve special consideration. This segment of your workforce doesn’t always have a company email address or a workplace computer.

But with mobile-first software, you create a digital hub for your organization and bring a stellar employee experience to every employee smartphone.

Employees can count on the same consumer-grade experience and extensive features no matter their location or the device they use. And the entire workforce gets easy and inclusive access to workplace communications and collaboration tools.

How Blink can help: Blink is a communications platform designed for mobile-first employee engagement. It provides the same great user experience for frontline, hybrid, desk-based, and remote employees, ensuring everyone stays connected — wherever they spend their work days.

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A more inclusive employee experience starts today

True inclusion goes beyond sound bites and sensitivity training. It’s a value embedded within company culture and the employee experience — and shared with the help of effective employee communication.

With tailored, multi-channel communication, you deliver content in a way that all employees can relate to. Comms tools that offer auto-translation break down language barriers. Inclusive, mobile-first tech supports every employee in every location to feel part of company culture.

A few tweaks to your employee communication strategy can make all the difference to employees. You help them to feel valued, respected, and that they truly belong within your organization.

Frontline workers make up 80% of the global workforce. They play an extremely vital role in many industries across the globe.

But 60% of frontline employees say they’re unhappy with the technology they use at work.

Unfortunately, this stat makes perfect sense. Workplace tech has traditionally been built with office-based workers in mind. So it tends to fall short for the frontline.  

Some companies still use a traditional intranet. And others use a patchwork of different HR and IT apps. These tools may work well for desk-based employees. But they cause three common problems for frontline workers:

• Limited access to tech. Frontline employees don’t have regular access to a computer and don’t always have a company email address. This means they rely on noticeboards, personal apps, and/or shared company computers to access the information and tools they need.
  
  
• Access to poor quality tech. Frontline employees have access to a system that does some things, but not others. They can access tech tools via a mobile device but features are limited and the user experience is lacking
  
  
• Access to too much tech. When employees use lots of different apps via lots of different interfaces, it creates as many problems as it solves. This piecemeal approach can cause friction and tech tool disengagement

Frontline organizations need streamlined tech that works for every employee. As Ian Gordon, former President of Administrative Operations at Elara Caring, said in an interview:

“Being a frontline worker can feel like you’re on an island by yourself, and the solutions that you need must be quicker and more succinct. You can’t spend a lot of time signing in and navigating. You need to get to your answer now.”

Currently, deskless workers waste time and productivity on tasks that could be streamlined. For example, finding their training documents, communicating with managers, or simply tracking down last month’s pay stub.

Thankfully, there’s a solution. A modern intranet takes into account the realities of today’s distributed workforce. It’s a mobile-first tool that provides the same seamless digital experience for both frontline and desk-based employees.

Here, we explore how the right type of technology can benefit your frontline employees and your organization. We also reveal the three features you should be looking for when choosing frontline tech.

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Benefits of a modern intranet for frontline employees

When your frontline has access to the right tech, everyone stands to gain. Let’s take a look at the benefits – for your organization and employees – of a mobile-first employee app.

Higher levels of productivity

When frontline employees don’t have the right tech, they waste a lot of time on tasks that could be streamlined.

They have to call their manager on the phone when they want to change shifts.

They have to use the shared computer on their lunch break to respond to a company survey.

They have to leaf through a paper handbook to find an answer to their question.  

A modern intranet helps frontline employees complete tasks quickly and easily. This means productivity for your organization improves. 

Streamlined workflows

A modern intranet helps streamline the workflow of every employee in your organization, not just those on the frontline.

That’s because frontline employees can use self-serve functions. They can view their pay stubs, launch an assigned L&D module, and request time off. Employees can book shifts and report faults or accidents. They can also chat with their managers via messaging features.

This helps to streamline the work of your frontline workers. But it also helps HR teams and frontline managers. They get fewer queries and fewer phone calls because frontline employees can achieve so much more using the right tech tool - removing the barrier to access and allowing your HR teams and managers to focus on the work they are meant to be doing. 

Tech tool efficiency

The best modern intranets integrate with the software you already use for your business. It's not about adding another tool to your tech stack to be siloed, but increasing access to all of the other tools you already rely on. So employees can access all tech tools from the same, familiar interface.

When workplace tools are intuitive and easy to access, employees spend a lot less time looking for the resources they need. They also spend less time trying to remember different login details. A single click, a single password, and they’re in.

Learning and development

A modern intranet or employee app makes it easy for employees to access vital resources. Like workplace policies, guides, and training materials.

This means new hires get up-to-speed quickly. They can access all onboarding materials via their smartphone. Existing employees also find it easy to weave L&D into their usual workflow.

With access to resources that help them work smarter, not harder, employees become more effective and productive in their roles. 

Improved internal communication

Good internal communication is the backbone of any organization.

Without it, trust in leadership suffers. And with it, engagement and loyalty increases. Employees in organizations with effective communication feel more connected to their jobs. 

But we know that frontline teams usually don’t enjoy the same level of communication and connection as their desk-based co-workers. 

Frontline employees tend to spend very little time at HQ and often spend their days working alone. So they risk missing out on: 

• Vital company updates
• Co-worker collaboration
• Recognition from managers
• Opportunities to make their voice heard

The right tech helps to bridge the gap. It improves employee communication by connecting frontline workers to their co-workers, head office, and company culture.

Real-time communication

Information is often outdated by the time it reaches frontline employees. It’s hard to spot memos on a crowded noticeboard, and it’s easy to miss an important update in a long thread of messages. 

The best modern intranets solve this problem by supporting real-time communication.

Employees can use newsfeed, group chat, and 1-2-1 chat functions to get up-to-the-minute information.

Managers can send smartphone notifications to highlight vital updates. They can post a video of today’s company standup. They can also create and pin mandatory messages to the company newsfeed, ensuring that essential information cuts through. 

With access to relevant, timely information like this, employees make better decisions and solve problems more quickly.

Two-way communication

Top-down communication is useful for establishing company culture and sharing updates. But for truly effective internal communication, information needs to move in all directions.

Modern intranets support peer-to-peer connection. Co-workers can interact via the newsfeed or chat functions. They can recognize a peer’s hard work. Or wish their work bestie a happy birthday.

The intranet also supports bottom-up communication. With a newsfeed, direct messaging, and company-wide surveys, you give frontline employees a voice.

This makes a positive difference to the employee experience. Employees who say their voice is heard at work are 4.6x more likely to give their all.

Collaboration

Imagine a frontline care worker has come across a great article about elderly care. How does that person share their new insight with other frontline workers in other locations?

Perhaps they’ll mention the article to the co-workers they physically cross paths with. Or send a link to the small group of people in their work WhatsApp chat. 

But you really amplify the reach and impact when that care worker can post the article to the company employee app.

The right tech tools allow frontline teams to share the knowledge they gain when they’re out in the field. They can share best practices and collaborate with other employees, even though they’re not based in the same office environment.

Empowerment and engagement

When employees feel empowered and engaged at work, they’re happier and more productive. They provide better customer service and produce better results. They’re also less likely to look for a job elsewhere.

Employee engagement relies on strong employee communication, development opportunities, recognition – and the right tech.

The wrong tech can be a big drain on employee engagement. When workers use slow, inefficient, and ineffective digital tools, it adds friction and frustration to their work day. So implementing a modern intranet can help with all the following. 

Empowering employees

With a company super-app at their fingertips, frontline employees are empowered to make informed decisions and take a proactive approach to their work.

Thanks to user-friendly employee communication channels, they can report safety or equipment issues. They can share their knowledge. And they can access company resources exactly when they need them.

A modern intranet also empowers employees to progress in their careers. 70% of frontline workers are interested in career progression opportunities. But they don’t always get the resources or support they need.

Via an employee app, you can give frontline workers easy access to L&D information, new job opportunities, and any available employee development activities. 

Engaging employees

The right frontline tech helps you to improve employee engagement. It allows employees to engage with co-workers and company culture. And it mirrors the experience provided by employees’ favorite social media apps.

A newsfeed. Likes, comments, and shares. Pulse surveys. Digital 1-2-1s. A searchable company library. A modern intranet with a user-friendly interface creates an experience that employees are excited to use and keep using.

The best frontline tech also offers personalization, another thing that helps to level up engagement. Employees can switch up their dashboards to put their preferred features first. Or prioritize their newsfeed to focus on posts that are most relevant to them. 

Retention and attraction

Frontline teams experience high levels of churn. A McKinsey study found that 45% of frontline workers planned to leave their jobs within the following 3 to 6 months.

Workplace technology is an important part of the puzzle. 78% of deskless workers say they consider the technology at a company when deciding whether to take a job there.

When you equip frontline workers with the right tech, you show your employees that you value them and care about their experience.

You also provide communication channels that support a better employee experience. You allow employees to give feedback and build stronger relationships with co-workers. This makes it easier to hold onto existing staff – and to attract new talent too.

Choosing the right tech for frontline employees

Some tech solutions – like the traditional intranet – don’t fit the realities of frontline work. So what should you be looking for when choosing tech for frontline employees?

The best frontline tech:

• is a one-stop-shop
• offers an intuitive user experience
• has a mobile-first design

Let’s look at these features in a little more detail.

It’s a one-stop-shop

Currently, many organizations are at risk of app overload. 37% of frontline workers use five or more apps every day. But 39% say that apps aren’t actually helping them in their work.

A patchwork of workplace tools means workers have to learn different interfaces and remember lots of passwords. Tech complicates their workflow instead of simplifying it.

The best modern intranet brings together all the software you use. It acts as a digital front door for your organization.

Behind this door, employees find everything they need to do their jobs. Tools for communication, operations, training, shifts, collaboration, and HR. It’s all available via one interface and a single login.

Tech that acts as a one-stop-shop reduces friction in frontline employee workflow. It also drives adoption for your existing tools, improving the ROI on the software you’re already paying for.

Supercharge your frontline with an employee super-app

It provides an intuitive user experience

Investing in the best frontline tech is pointless if you can’t persuade employees to use it. So you need tech solutions that can prove high usage and adoption rates.   

Bear in mind that 56% of deskless workers are using personal tech tools instead of workplace tools. As well as posing security risks, this illustrates a really important point when choosing frontline tech.

Your chosen solution has to compete with the user experience (UX) provided by the most popular social media platforms. So you need tools that offer an intuitive, friction-free UX.

These intuitive tools don’t have a steep learning curve. Instead – because they’re so similar to the apps your employees already use out of work – employees can pick them up and start using them with next to no training.

Because they’re so easy to use, these apps provide clear employee benefits from the get-go. This helps to drive organic app adoption and ensures a higher proportion of your workforce downloads and uses your intranet.

It’s a mobile-first solution

Frontline workers don’t sit at a desk. They don’t always have a company email address, let alone a company computer. Therefore, any workplace tech you choose must be available via a mobile device.

The best solutions have a mobile-first design. They’re not tools designed for desktop with an app added as an afterthought. Instead, they offer the same great features and user experience on a smartphone as they do on other devices.

This allows frontline team members to stay up-to-date with company news, book time off, or look at their shift schedule while they do their daily work. They can access workplace tools from any location, at any time.

Blink: an employee app for frontline workers

The Blink employee app is a modern intranet for a modern frontline workforce. Our app acts as the digital front door for your organization. 

It provides access to the tools and systems your entire workforce needs day to day. And it integrates seamlessly with the software you already use. So employees can access all workplace software using one secure single sign-on (SSO).

As a mobile-first solution, Blink provides the same great user experience on smartphones, tablets, and desktop computers. Frontline workers have exactly the same access as their desk-based peers to company culture, co-worker connection, and workplace resources. 

If you’re looking to improve the frontline employee experience, connect your workforce, and increase productivity, frontline tech is a great place to start. 

Book a Blink demo. Or discover how Blink works for people teams by reading our recent article: Transforming HR teams with the help of a frontline app.

If employee turnover is causing problems at your organization, take a look at these strategies for improving engagement and retention.

The Great Resignation may be over. But employee retention is still a challenge, particularly for companies with a large frontline workforce.

Frontline organizations have it hard because reaching frontline employees — who work in various locations across different shift patterns — isn’t easy. Deskless workers can end up feeling disconnected from their organization, which leads to disengagement and churn. 

Engaging and retaining frontline talent may be tricky. But it’s well worth the investment. When you reduce employee turnover across your entire organization you boost productivity, morale, and business results.

Here, we look at the primary causes of employee turnover in 2024 — and at 14 strategies that will help you improve employee retention at your organization. 

Read more: How to calculate your employee retention rate

Primary causes of employee turnover in 2024

33% of hiring managers in the US believe employee turnover will increase at their company in 2024. And Forrester predicts an employee experience (EX) recession, where reduced spending on employee engagement initiatives leads to increased attrition.

Of course, there will always be some turnover in your organization. However, you do have the power to address many causes of employee turnover within your company. Gallup recently looked at the most common reasons people leave a job. They grouped these reasons into four categories:

• Engagement and culture. Employees left because they didn’t feel aligned with the role or company culture. They left because they felt like they didn’t belong or because job expectations were unrealistic.
  
  
• Wellbeing and work-life balance. Workers left because they struggled to manage their work schedule or balance work with personal responsibilities.
  
  
• Career growth, pay, and benefits. Workers left in search of better pay and benefits. They also sought a culture where learning, development, and career advancement were the norm.
  
  
• Managers and leaders. Employees left because they didn’t feel respected or appreciated by leadership. They wanted open communication and to be treated equitably.

As you can see, there’s a lot in there that comes down to organizational culture and internal communication — both of which you can do something about using the strategies below.

Read more: Employee experience in 2024: trends to watch

How to reduce employee turnover: 14 strategies that work

1. Focus on employee engagement

Employee engagement is linked to improved productivity, reduced absenteeism, and higher staff satisfaction.

Engaged employees are also more loyal to your organization. They’d only consider taking a job with another company if they were offered a 31% pay increase. Disengaged employees would leave for a lot less.

You can improve employee engagement by building a strong workplace culture and by looping all workers into company comms. Many of the strategies on this list support engagement and employee retention, too.

2. Cultivate a positive workplace culture

Research from MIT Sloan Management Review says that a toxic culture is by far the strongest predictor of employee turnover. In fact, it’s ten times more important than compensation in predicting attrition.

So how do you create a non-toxic culture that supports a positive employee experience?

Employees want to be part of a culture that is fair and trusting. A culture where transparency is the norm, stress is kept to a minimum, and workloads are reasonable.

In a positive culture, employees also understand the purpose of their work. They’re familiar with company goals and values — and know how their work fits into the bigger picture.

Internal communications have an important part to play in all this. With the communication channels, leaders and managers can amplify company culture. They can share workplace updates, highlight workplace values, and involve teams in decision-making. 

3. Improve your onboarding program

Those first few months of employment are the riskiest in terms of retention. Up to 20% of turnover happens within the first 45 days of employment.

If you’re not sure whether your onboarding program is doing its bit for employee retention, start by surveying existing employees. Find out what they thought of their onboarding experience. Ask if there are any areas for improvement.

Then, use your findings to create an effective onboarding program, providing new hires with the following as standard:  

• The opportunity to make meaningful social connections
• Clear expectations and goals
• An understanding of company culture and values
• Ongoing support from a mentor or manager

4. Embed training and development in company culture

When employees feel like they’re standing still in their careers, they feel less satisfied in their roles — and find less meaning in them, too. So it’s important to embed progression into your company culture.

When creating training and development plans, try to involve employees in decision-making. 90% of employees say having a say in the skills they learn is an important part of their employee experience.

It’s also important to make training opportunities available to everyone. Many frontline employees say they don’t get the right resources or support to advance their careers. This can leave them feeling disengaged and more likely to look for another job.  

Of course, sometimes, there simply aren’t enough rungs on the career ladder for employees to progress within your organization. But if an upward move isn’t possible, there are other options.

Stretch assignments, a lateral move, and cross-training programs all help employees develop new skills and prepare for the next stage of their careers. 

Bear in mind that managers benefit from training, too. 70% of the variance in team engagement is determined solely by managers. So team leaders may need training to become more effective coaches and communicators.  

5. Make internal communication channels more engaging

If you haven’t already, now’s the time to work on your internal communication. Too often, employees are left out of the loop. Or they’re bombarded with so many messages that they start ignoring them.  

We know that employees who get enough information to do their job well are 2.8 times more likely to be engaged. And there are lots of ways to improve workplace communication.

Try to make your internal communications:

• Personalized — so employees only receive relevant internal communications
• Two-way — so employees can take part in the conversation, posting comments and giving feedback
• Real-time — so employees get critical comms quickly

You should then use internal communication metrics to track your performance. By looking at measures like message open rates, response times, and communication tool usage, you get a clearer view of what’s working — and what isn’t.

6. Launch a recognition program

Recognition is another retention strategy that needs to be firmly on your radar.

A recent Gallup and Workhuman report revealed that, by making recognition an important part of company culture, a 10,000-person organization can save up to $16.1 million a year in reduced employee turnover costs.

Recognition reduces employee churn. And the best programs allow managers and peers to provide timely, personalized praise. 

It’s worth noting that recognition doesn’t have to come from managers and leaders. And peer-to-peer appreciation has some surprising benefits. 75% of employees say that the act of giving recognition makes them want to stay at their current organization longer.

7. Facilitate informal co-worker connection

Employees who have a work best friend are less likely to leave. That’s because belonging and connection are two key elements of the employee experience.

But co-worker connection doesn’t always happen organically. It’s something that managers and leaders have to facilitate.

In-person activities work well for office-based teams. You can plan social activities, like team-building days and coffee mornings. 

You also need to allow enough time in the day for informal chats to take place. Stressed, overworked employees are unlikely to spend much time catching up at the water cooler.

When employees are working away from the office, either at home or on the frontlines of your organization, you need an alternative solution. That solution tends to be tech-based. 

Using an employee app or a mobile employee intranet you can:

• Give employees intuitive, social-media-style tools for co-worker communication
• Encourage employees to set up interest groups to find like-minded co-workers and plan social activities
• Get managers to use tech tools too, encouraging connection and promoting employee posts

8. Champion flexibility

In workplaces without flexibility, employees are more likely to feel undervalued and unable to express their opinions. But when employees are highly satisfied with work flexibility, they’re 384% more likely to stay for a year or more at their current employer.

Supporting flexibility and work-life balance looks different for different organizations. But don’t rule it out for frontline employees.

Communicating shifts in advance. Incentivizing less appealing shifts. Co-worker shift-swapping tools. There are ways to make flexibility work for everyone.

Neiman Marcus Group, a luxury retailer, has done just that. The firm offered its sales associates flexibility over which store and department they worked in — and over the days and hours they worked. The result? An impressive 20% reduction in turnover.

9. Keep an eye on compensation and benefits

We’re going through a period of inflation. So compensation and benefits packages are on the rise. You need to keep an eye on competitor packages to ensure you don’t lose employees to higher offers.

But, as we’ve already touched upon, salary isn’t the only thing that keeps an employee working for your organization.

A sense of purpose, connection, and work-life balance can be just as important. So if you aren’t in a position to raise salaries right now, consider whether there are any other levers you can pull.

10. Make it fair for the frontline

When an employee feels unfairly treated, they’re much more likely to leave. So it’s crucial that leaders, particularly those responsible for a large frontline workforce, make the employee experience equitable.   

We also know that deskless employees are less trusting, less engaged, and more likely to experience burnout than their desk-based peers. So frontline and remote working organizations need to ensure that their employee retention strategies apply to all employees.

Employee engagement initiatives, workplace connection, flexibility, training, and development. Make these things available to everyone if you want to make a real difference to your turnover stats.

11. Invest in health and wellness

Deloitte research shows that Gen Z workers don’t feel they’re getting the mental health support they need in the workplace. And 86% of employees would leave a job if it didn’t support their wellbeing.

Health and wellness initiatives are no longer a nice-to-have. For many employees, they’re an essential part of company culture and something they look for when deciding which company to work for.

There’s debate over the value of some popular workplace wellness programs. But we know that companies with honest feedback, open communication, and mutual respect have higher levels of employee emotional wellbeing than those without. Corporate volunteer days have a positive impact on worker wellbeing, too.

12. Encourage collaboration

Effective teamwork helps to create a positive working environment. Co-workers share knowledge and resources. They support one another. And everyone pulls in the same direction.

If you’re looking for ways to improve collaboration in your workplace, take a look at these ideas:  

• Solidify relationships with team-building activities
• Recognize group effort, not just the achievements of individuals, as part of your recognition program
• Promote open and honest internal communication
• Give remote and frontline employees the communication tools they need to collaborate, regardless of location or work pattern

13. Promote diversity, equity and inclusion (DE&I)

There’s a clear moral obligation to support DE&I in the workplace. But there are benefits for your organization, too.

DE&I initiatives lead to:

• a 50% reduction in turnover risk
• a 75% reduction in sick days
• a 167% improvement in employer net promoter score

Better workplace diversity makes people feel like they belong and reduces employee turnover.

But to make a success of your DE&I efforts, you need to embed this ethos into your company culture. That may mean changing how you manage recruitment, onboarding, and employee advancement opportunities.

You need to move beyond mere compliance to build on DE&I in a tactical, integrated, and sustainable way.

14. Get to grips with retention and engagement data

Any good strategy relies on metrics. You need data that shows where you started, where you’re at now, and how you can continue to improve.

So use an employee intranet or app to gather the employee retention and employee engagement data you need. Then, dive deep into that data to discover insights.

By analyzing the data alongside employee feedback, you’ll find data-driven ways to improve employee retention at your organization.  

Using an employee app to improve employee retention

Employee retention is about improving employee engagement, internal communications, and company culture. The right tech makes it much easier to do all three. 

With a mobile-first employee app, like Blink, you can reach employees via their smartphones. You can share company news, highlight company values, and involve everyone in company comms. 

Blink is an easy-to-use tool that connects every employee, whether they’re sitting behind a desk or working on the frontlines of your organization. It provides all the following features. 

Two-way communication

Leaders can share updates and critical comms. Employees can post and comment. So everyone gets to take part in the company conversation. 

Recognition

Blink’s recognition features make it easy for managers and co-workers to celebrate great work. So you make appreciation an integral part of company culture. 

Surveys and polls 

Quick pulse surveys. Annual feedback. Employee engagement polls. Managers find it easy to seek employee opinions, helping workers to feel listened to and valued. 

Mobile access

Our employee app is available on mobile and desktop devices. So every employee is included in company culture and comms.

Content hub

Employees can access all employee apps and resources from the same central hub. So they enjoy a friction-free digital experience. 

Analytics

Use Blink analytics to track which of your employee retention strategies is having the biggest impact — and find areas ripe for improvement. 

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