Do you have a plan for your internal communications during a crisis? Take a look at these crisis communication best practices so you know ahead of time.
Crisis communication best practices: the only 4 you need to remember
Do you have a plan for your internal communications during a crisis? Take a look at these crisis communication best practices so you know ahead of time.
Jess DeVore
Published:
September 6, 2023
Last updated:
October 8, 2024
What we'll cover
If you’re like most people, you’d probably prefer not to imagine what happens in a worst-case scenario, or a situational crisis.
However, imagining what could go wrong — and how you’ll react to it — is one of the most important things you can do for your business.
An effective crisis communications plan starts with your employees. With early, clear, and consistent messaging, your team can become advocates for your company during any crisis.
By following these four straightforward crisis communication best practices, your stress levels will go from 100 to 10 (hopefully).
The 4 crisis communication best practices you need to remember
Make messaging consistent
Back up statements with action
Balance timeliness and precision
Practice empathy
Let’s have a more in-depth look at each of these practices.
1. Make messaging consistent
Your internal communications during a crisis should convey the same stance and expectations to every member of your team, regardless of level.
That is more effective if you already have an easy, direct line of communication with each member of your organization.
While different roles may need to respond differently, it’s crucial t foster a sense of transparency rather than secrecy to ensure a better response across your organization.
Communicate often to make sure everyone is on the same page, even with constantly changing information.
In a 2020 Edelman study on internal communications during the COVID-19 pandemic, 63% of employees wanted daily updates, and 23% wanted communications multiple times a day.
2. Back up statements with action
It's important for your team to understand how to talk about a situation, but it's even more important for them to understand what's being done — and their role in the process.
As soon as you have a response plan, communicate it to your team. That way, what's being done to resolve an issue is at the forefront of the conversation. Share what your organization's plan is to prevent situations from arising and use as many concrete steps as you can.
Recruit those in your organization who can help with definite tasks. Perhaps the PR team needs to create an official statement, or the development team needs to redesign a product. Whatever it is, let everyone know how they can help to react to the crisis.
3. Balance timeliness and precision
The moments immediately following an event are often the most critical for your internal communications during a crisis.
You don’t want there to be a sudden vacuum of silence where others may be left to speculate. That is the time to get your initial response out quickly, to guide the narrative.
It’s alright to let your employees know there are some things you still don’t know. It’s better to be upfront about how you’re addressing uncertainties than to wait to communicate at all.
With that in mind, it’s also appropriate to take your time to craft a more thought-out response for the long term. Planning for crises means you’re prepared immediately in the event.
While it can be impossible to plan out the details of your crisis response, it's vital to create crisis response documents that lay the groundwork processes for establishing more detailed responses with your team.
4. Practice empathy
The crisis will undoubtedly affect your employees day-to-day, some certainly more than others.
It’s critical to empathize with your employee’s struggles throughout the crisis and recognize where their duties have become more difficult.
A 2020 Catalyst survey on the effects of empathy in the workplace during COVID-19 found that empathetic leaders and managers increase productivity, innovation, and engagement.
Although you don’t want to dwell on how the situation is causing setbacks or difficulties, you can still empathize with your workers while returning to the positive.
Communicate your gratitude for their continued hard work and outline plans to alleviate their stressors.
The Catalyst study states empathetic leadership entails:
Respecting life circumstances
Supporting both life and work needs
Fostering inclusion
Open lines of communication to hear their input and experiences. Solicit feedback through forms, polls, and one-on-one interviews. Let your employees know that you want to listen to their thoughts on tackling the crisis from their point of view.
Show up in more than just writing. Video messages and calls communicate more empathy than written statements.
Final thoughts: 4 crisis communication best practices
Your internal communication during a situational crisis is just as important as your public communication — and perhaps even more so.
That’s why it’s essential to lay the groundwork for a plan so you can react effectively if necessary. Your internal crisis communications should be consistent, actionable, timely, and empathetic.
All the members of your organization deserve frequent, comprehensive, and accessible updates during a crisis.
Psst – looking for crisis communication tools?
Blink’s employee communications app provides an efficient way for you to communicate with everyone in your organization. From company-wide status updates to policy changes through the intranet, the all-in-one app makes connecting with your employees simple.
If you’re like most people, you’d probably prefer not to imagine what happens in a worst-case scenario, or a situational crisis.
However, imagining what could go wrong — and how you’ll react to it — is one of the most important things you can do for your business.
An effective crisis communications plan starts with your employees. With early, clear, and consistent messaging, your team can become advocates for your company during any crisis.
By following these four straightforward crisis communication best practices, your stress levels will go from 100 to 10 (hopefully).
The 4 crisis communication best practices you need to remember
Make messaging consistent
Back up statements with action
Balance timeliness and precision
Practice empathy
Let’s have a more in-depth look at each of these practices.
1. Make messaging consistent
Your internal communications during a crisis should convey the same stance and expectations to every member of your team, regardless of level.
That is more effective if you already have an easy, direct line of communication with each member of your organization.
While different roles may need to respond differently, it’s crucial t foster a sense of transparency rather than secrecy to ensure a better response across your organization.
Communicate often to make sure everyone is on the same page, even with constantly changing information.
In a 2020 Edelman study on internal communications during the COVID-19 pandemic, 63% of employees wanted daily updates, and 23% wanted communications multiple times a day.
2. Back up statements with action
It's important for your team to understand how to talk about a situation, but it's even more important for them to understand what's being done — and their role in the process.
As soon as you have a response plan, communicate it to your team. That way, what's being done to resolve an issue is at the forefront of the conversation. Share what your organization's plan is to prevent situations from arising and use as many concrete steps as you can.
Recruit those in your organization who can help with definite tasks. Perhaps the PR team needs to create an official statement, or the development team needs to redesign a product. Whatever it is, let everyone know how they can help to react to the crisis.
3. Balance timeliness and precision
The moments immediately following an event are often the most critical for your internal communications during a crisis.
You don’t want there to be a sudden vacuum of silence where others may be left to speculate. That is the time to get your initial response out quickly, to guide the narrative.
It’s alright to let your employees know there are some things you still don’t know. It’s better to be upfront about how you’re addressing uncertainties than to wait to communicate at all.
With that in mind, it’s also appropriate to take your time to craft a more thought-out response for the long term. Planning for crises means you’re prepared immediately in the event.
While it can be impossible to plan out the details of your crisis response, it's vital to create crisis response documents that lay the groundwork processes for establishing more detailed responses with your team.
4. Practice empathy
The crisis will undoubtedly affect your employees day-to-day, some certainly more than others.
It’s critical to empathize with your employee’s struggles throughout the crisis and recognize where their duties have become more difficult.
A 2020 Catalyst survey on the effects of empathy in the workplace during COVID-19 found that empathetic leaders and managers increase productivity, innovation, and engagement.
Although you don’t want to dwell on how the situation is causing setbacks or difficulties, you can still empathize with your workers while returning to the positive.
Communicate your gratitude for their continued hard work and outline plans to alleviate their stressors.
The Catalyst study states empathetic leadership entails:
Respecting life circumstances
Supporting both life and work needs
Fostering inclusion
Open lines of communication to hear their input and experiences. Solicit feedback through forms, polls, and one-on-one interviews. Let your employees know that you want to listen to their thoughts on tackling the crisis from their point of view.
Show up in more than just writing. Video messages and calls communicate more empathy than written statements.
Final thoughts: 4 crisis communication best practices
Your internal communication during a situational crisis is just as important as your public communication — and perhaps even more so.
That’s why it’s essential to lay the groundwork for a plan so you can react effectively if necessary. Your internal crisis communications should be consistent, actionable, timely, and empathetic.
All the members of your organization deserve frequent, comprehensive, and accessible updates during a crisis.
Psst – looking for crisis communication tools?
Blink’s employee communications app provides an efficient way for you to communicate with everyone in your organization. From company-wide status updates to policy changes through the intranet, the all-in-one app makes connecting with your employees simple.
What we'll cover
Start your free trial today
See how Blink helps frontline teams stay connected, informed, and engaged.
It’s time for another Life at Blink feature! This week, we’re thrilled to introduce Wick Kaminski, our Enterprise Implementation Manager who works remotely from Austin, TX.
With 1.5 years at Blink, Wick plays a pivotal role in helping our customers bring their workforce together, turning the idea of seamless communication into reality. From his frontline experience to his excitement about empowering employees through Blink, Wick brings passion and purpose to everything he does.
Curious about his journey, his proudest moments, and the culture that makes Blink stand out? Read on to learn more!
How long have you been at Blink?
I have been at Blink for 1.5 years now.
What initially attracted you to join Blink?
First and foremost was the fact that Blink employees use Blink. I think it’s a huge testament to a company’s commitment to excellence when they rely on their own tool to get their daily work done.
Secondly, I was intrigued by the idea of software that had a tangible impact, and I could clearly see how my time in frontline roles would have benefited tremendously from a tool like Blink. Employee communication via a mobile app is a simple and powerful value proposition, and I truly believe every nondigital organization would benefit from the use of it.
What's a project you are proud of from your time at Blink?
My proudest moments at Blink always come when we hit the “launch” button and we observe a workforce that’s READY for a communication outlet. For so many customers I work with, employees haven’t had a channel for sharing back and forth — so when I see the News Feed light up with employees giving recognition and highlighting cool things going on in their area at work, it gives me goosebumps.
How would you describe the company culture at Blink in three words?
Autonomous, responsible, supportive.
What’s one thing you’re excited about for the future of Blink?
I’m personally really excited about expanding our self-service resources to better support our small and midsized business customers. We have an endless amount of ideas for improving the experience and making the onboarding as smooth and quick as possible.
Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
Our recent feature release of Communities opened up an entirely new and novel avenue for our customers to build community amongst their workforces, and I’ve been really excited to work with my clients to get those up and running.
Communities are opt-in groups within Blink where you provide spaces for employees to connect on non-work-related things like hobbies, pets, special interest groups, affinity groups, clubs, and more.
Why do you work for Blink?
I know what is expected of me, I have the materials and equipment to do my work right, and I have the opportunity to do what I do best every day. And being a frontline-focused organization, we’re also in a unique position: So much of the tech world happens in a bubble and being able to work with the frontline every day is an important reminder of that bubble and the workforces, cultures, and people beyond it.
For IT leaders, SharePoint can feel like a safe bet
Microsoft tools already power your organization. So why wouldn’t you use SharePoint as your employee intranet?
The truth is, while it can seem like a quick-fix solution, SharePoint has its drawbacks. It’s complex to learn and use. It doesn’t support frontline access or employee engagement. It simply isn’tbuilt for every employee or every intranet task.
The upshot? SharePoint lands your organization with a hidden IT tax — in the form of resources, consultants, workarounds, and additional software. It can quickly become a drain on your IT team’s time and budget.
So here, we look at exactly where SharePoint falls down — and explore modern intranet alternatives that make life a whole lot easier for your IT crew.
The promise vs. the reality of SharePoint
SharePoint is marketed as an “all-in-one” employee intranet and internal communications solution. File storage. Team sites. A knowledge base. A communication hub.
But the practical reality is a little different. The fundamental role of SharePoint is to store files. So, as an intranet, supposed to go way beyond file storage, there are some key ways that SharePoint fails to deliver:
Top-down communication. SharePoint prioritizes corporate broadcasts over peer-to-peer interaction. Without additional software, teams miss out on the human connections that drive satisfaction and retention.
Limited personalization. No intuitive dashboards or role-based filters here. So employees have to wade through irrelevant content to find the information they need. This is bad for intranet engagement and employee productivity.
An outdated user experience. In a world where TikTok and WhatsApp set the standard, SharePoint feels like a dusty corporate archive. Employees expect simple, fast, consumer-grade experiences — and SharePoint simply isn’t up to the task.
And those are just the headlines, not the full story. Beyond these issues, SharePoint poses problems for two key segments of your workforce — the IT team tasked with implementing it and the frontline workforce struggling to access it.
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The IT tax of SharePoint explained
First, let’s look at SharePoint from the perspective of your IT team. What does using SharePoint as an intranet platform mean for the people tasked with running it?
#1. Complex customization and integration
Configuring SharePoint isn’t a case of plug-and-play. Setting up permissions, workflows, and integrations requires specialized IT knowledge. Even small changes — like tweaking layouts — become time-consuming tasks.
Yes, SharePoint is customizable. But for many, that flexibility comes at a cost in the form of heavy technical requirements. Developers are essential to get just the basics working smoothly.
#2. Ongoing maintenance and updates
SharePoint setup is never “done.” Updates, patches, and version issues all demand ongoing IT oversight. This can be a huge burden for small IT teams and another cost to consider if you have to outsource this maintenance work.
#3. Reliance on consultants
Most organizations don’t have deep SharePoint expertise in-house. That means relying on external consultants for custom builds, integrations, and even routine maintenance. This can drag out timelines and inflate your IT budget.
#4. Extensive training
Training existing staff is an alternative to getting in the consultants. But it’s, again, expensive and time-consuming. It can take months of training to ensure that teams are proficient, and across a large IT team, getting everyone up to speed turns into a long-term project.
#5. Managing additional software
When you use SharePoint as your employee intranet, there are inevitably going to be gaps. IT has to find software that supports employee engagement, mobile access, and custom notifications.
This can bring its own problems. Your IT team shoulders the burden of keeping all software updated and integrated. And when employees have to navigate a complex tech stack, juggling multiple logins and passwords, tickets start to mount.
#6. Constant employee support
SharePoint’s complex infrastructure makes it hard for non-technical users (like your comms team) to create, update, and manage the intranet. Routine tasks turn into IT tickets, creating delays and frustration.
Comms teams can’t publish updates quickly, employees wait a long time for information, and IT is stuck in helpdesk mode. Instead of driving innovation, your tech team only has the bandwidth to wade through support requests.
#7. Adoption issues
Employees are used to fast, easy, and convenient online experiences. And SharePoint doesn’t live up to their high expectations. Intranet adoption suffers. Your IT budget is spent on an intranet platform that a large proportion of your employees avoid using.
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How SharePoint falls down for the frontline
SharePoint causes problems for another segment of your workforce — frontline employees. The platform was never designed with deskless workers in mind. So, if you choose to use it as your only intranet platform, your frontline experiences the following.
A clunky mobile experience
SharePoint’s mobile navigation is awkward and slow. For employees on the go, employee communications are hard to access. This damages internal communications and the frontline employee experience.
The need to “go seek” information
Without real-time notifications, role-based alerts, or clearly defined communication channels, SharePoint forces employees to hunt down updates. For busy shift workers and deskless teams, this means critical comms are often missed.
No support for asynchronous work
SharePoint emphasizes live chats and video calls but ignores the reality for employees working shifts or across different time zones. If frontline staff aren’t online at the right time, they struggle to keep up with organizational updates.
A disconnected culture
Without a central, easy-to-use space for celebrating wins, sharing knowledge, or connecting co-workers, frontline employees are excluded from the company conversation. They miss out on the camaraderie that boosts engagement.
A digital divide
SharePoint creates a digital divide. Your desk-based employees can use it to access comms and resources online. Frontline employees have to make do with word-of-mouth messaging and the chaotic memo board. This two-tier approach leaves deskless workers feeling undervalued and less loyal to your organization.
And — in another bit of bad news (sorry!) — frontline accessibility issues spell further problems for IT.
Your IT team spends a huge amount of time troubleshooting accessibility gaps, finding workarounds, third-party plugins, and manual fixes. All the while, comms go unread, resources go unused, and the cost and complexity of your intranet ecosystem spiral higher.
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The alternative? A modern employee intranet
Let’s give SharePoint its due. It’s a powerful document management system, deeply integrated with Microsoft 365. For compliance-heavy workflows and content storage it does the job.
But here’s the issue. SharePoint was never built to be an all-in-one employee intranet. And in 2025, an intranet needs to do far more than simply manage files.
An employee intranet has to work for all members of staff, including those hard-to-reach employees on the frontlines of your organization. It needs to support information sharing, employee engagement, and company culture. And it needs to alleviate the pressure on your IT team, rather than adding to it.
If you want an intranet that does all of the above, SharePoint isn’t the answer. Instead, you need a modern intranet solution, with the following intranet features:
Mobile-first design. A modern intranet is designed to work beautifully across all devices. It provides real-time notifications, offline access, and easy login — even for employees who don’t have a corporate email address.
Easy admin. Comms teams can post updates, share resources, and customize dashboards without sending a single IT ticket. With user-friendly drag and drop controls, they can tailor the platform to fit their needs without complex back-end development.
Culture-building tools. Modern intranets aren’t just information repositories. They’re engagement platforms — places where employees can share successes, receive recognition for a job well done, connect with peers, and feel part of something bigger.
A consumer-grade experience. The best modern intranet solutions are as intuitive and engaging as the comms apps employees use away from work. They feature social media-style tools, deep integrations, and single sign-on technology. So employees can access all workplace tools in a few easy clicks.
Bear in mind that a modern intranet doesn’t have to replace SharePoint altogether. It can integrate with it, pulling through documents, policies, and resources, while layering on the communication and engagement features SharePoint lacks.
That way, IT gets to keep Microsoft compliance and storage, and employees get an interface they’ll actually use — all without the associated implementation headache.
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SharePoint isn’t all bad — it’s just not enough
SharePoint is perfect for storage. But it’s not built for connection.
If you want a true intranet — one that engages frontline employees, strengthens culture, and reduces IT overheads — you need a modern platform, designed for today’s workforce.
That might mean ditching your current setup and opting for a SharePoint alternative. Or it could mean layering a digital front door on top of SharePoint, retaining the software’s good points while fixing its flaws.
An intranet like Blink is the perfect solution. Think mobile-first design, a consumer-grade user experience, and deep integrations with the workplace tools you already use.
With Blink. comms and employees can publish updates, share resources, and customize dashboards without waiting on IT — and IT finally gets to step away from firefighting SharePoint problems to focus on strategic projects.
The result? No more workarounds. No more time and money spent on that hidden IT tax. Just an employee intranet that works for everyone — from HQ to the frontline to your IT team.
Blink. And go beyond SharePoint to discover what really works for internal comms.
Extroverts get a lot of attention and recognition because they’re the squeaky wheels at your company. The valuable contributions of introverts, on the other hand, may get overlooked.
Because those employees are less likely to fight to get noticed. Sound familiar? Then you may have an employee engagement problem on your hands. And that could cost you a lot of money in the long run.
We tend to value extroversion in the workplace because it looks a lot like passion and dedication. Quiet, thoughtful introverts can look less dedicated at first glance, but are often more productive, better risk-takers, and make great leaders.
It can mean unintentionally alienating a big portion of your workforce.
That’s an expensive mistake to make when you consider the average cost to rehire is equal to 33% of the annual compensation.
It makes more sense to look at employee engagement strategies that can help introverted employees feel more comfortable, more satisfied, and as a result, more loyal to your company.
Below, we’ve put together a big list of employee engagement strategies designed just for introverts in the workplace. But first, we want to talk about what sets your introverted employees apart and why engaging them matters so much.
What makes introverts in the workplace different?
Instead of talking about ‘energy’, let’s look at the science behind introverts and extroverts. Introverts and extroverts quite literally have different brains. When you look at scans of introverts and extroverts, you’ll see a difference in concentrations of gray matter.
And where there’s more gray matter, there are more of certain kinds of skills. Your classic hand-raising, go-getter extrovert will have more gray matter in the medial orbito-frontal cortex area of the brain. Deep-thinking introverts have more gray matter in the prefrontal cortex.
On top of that, introvert brains and extrovert brains respond differently to dopamine. The chemical that motivates us, makes us more talkative, and keeps us alert, among other functions.
Extroverts have more active dopamine receptors. Introverts respond more readily to a chemical called acetylcholine that makes people feel good when they turn inward.
All of this technical stuff means that your introverted employees have great problem-solving skills, amazing memories, and a knack for planning and then following through on long-term projects. They are energized by thinking, reflecting, and mapping out the future.
By common metrics of employee engagement, they can seem unengaged. But if you shift your employee engagement strategies and corporate communications strategies to include activities and tech tools they’ll like? They will become some of your most engaged employees.
Why is employee engagement important for introverts?
The short answer is that engaged employees stick around. Researchers commonly find that 50% would accept another job offer on the spot if the benefits were right.
What’s surprising isn’t that those employees would be willing to go. But rather than the other half are willing to stay even when given the promise of greater pay somewhere else. That’s employee engagement.
When your workforce (introverts and extroverts alike) feel a connection both to the work they are doing and to your company’s larger goals, they’ll be more likely to stick around through thick and thin. That will save you time and money. They’ll also work harder, be more productive, and more likely to go above and beyond the call of duty.
Here’s how to make sure your introverted employees are just as engaged as the extroverts at your company:
Employee engagement strategies for introverted employees
1. Change your interview process
When your goal is to boost employee engagement in introverts, why not start from day one? In job interviews, many extroverts shine because they’re born to pitch.
Introverts will often perform best in job interviews that feel more like one-on-one conversations. Panel-style interviews, where they feel like a product on display, can be stressful. Unless you’re hiring for a high-stress position, you may end up with a broader pool of great candidates this way.
2. Limit team sizes on group projects
Working with huge teams can be extremely stressful for introverts for a variety of reasons. Two heads may be better than one, but once teams get too large productivity can suffer because there is more back and forth happening than actual work.
Introverts tend to prefer less chaotic work environments, and you can cut down on chaos by following Jeff Bezos’ two pizza rule. If you can’t feed a team with two pizzas, it’s probably too big.
3. Make work more flexible
Extroverts may love the hustle and bustle of your busy workspace, but that same energy can drive your introverts crazy.
Create space for uninterrupted work time by instituting flex work and other policies that allow employees to come in earlier or leave later to take advantage of an emptier office.
Allowing employees to work from home when the mood strikes or to disconnect from the company intranet when they’re heads down on a big project can also boost employee engagement in the long run.
4. Have meeting-free days
Regular meeting-free days also cut down on the kinds of interruptions that can leave introverts feeling disconnected from their work.
When there are regular days or times when no meetings can be scheduled, introverts can comfortably immerse themselves in projects at those times because they know their focus won’t be compromised by yet another meeting.
5. Make meetings introvert-friendly
Don’t spring meetings on your introverts who may benefit from time to prepare for each one.
Make sure introverts get a chance to prepare for each meeting in advance and to give their input after all the extroverts have had their say.
Also, be sure that your meetings are relevant to current projects and have structure. You can bet that it’s your introverted employees who are feeling the most annoyed and uncomfortable when a meeting goes off the rails.
6... (Or just have fewer meetings)
Before you schedule that next meeting, ask yourself whether you really need to pull that employee away from their vital tasks for some face-to-face time?
Could you accomplish the same thing with an employee app like Blink that lets you curate and disseminate information in ways that respect your introverted workforce’s valuable time?
7. Update your communications methods
Just because extroverts are the first ones to stand up to deliver project updates in front of the team doesn’t mean introverts have nothing to say.
An app like Blink can help the introverts at your company have more of a voice without forcing them too far outside of their comfort zones. You could use video as an update tool versus requiring all employees to give in-person presentations.
They can connect with their colleagues for collaboration and mentorship right in the app. And it’s a way to recognize and applaud the contributions of introverts without forcing them into the spotlight.
8. Invest in additional training
One of the biggest challenges deskless workers face is feeling like they don’t have the same resources available to them as employees in a traditional office setting do.
This can make them feel less confident in their work—especially if they are introverted and may not feel like they are able to reach out for help.
By offering ongoing training, you will not only help your introverted, deskless employees feel more confident in their work, but you’ll also show them that you are invested in their success.
9. Brainstorm better
Group brainstorming sessions can feel chaotic to a true introvert because there’s little structure and some voices will always drown out others. Brainstorming sessions are easier on introverts when groups are smaller and there is some structure in place guiding the sessions.
That might mean pre-planning when you’ll discuss what topics or asking people to prepare ideas in advance. That will give the introverts in your company time to reflect on what they want to say and as a result, they’ll be more likely to share their great ideas.
10. Give introverts opportunities to get social
The idea that introverts don’t like people or don’t like having fun is a pervasive myth that has unfortunately caused a lot of harm. Introverts are as friendly and as fun as extroverts—and can party just as hard when they want to.
Give your employees a platform like Blink where they can share social events with coworkers and encourage (but don’t require) people to get to know each other inside and outside of work.
11. Rethink the open office
If you’re in a position to contemplate an office redesign, keep in mind that open office spaces aren’t always the collaboration engines they were meant to be.
Between greetings, noisy colleagues, chit chat, and other interruptions, open offices can be very distracting—and not just for introverts who might not want to stop work to talk about last night’s big game.
If a redesign is out of the question, think about creating ‘quiet zones’ outside of communal areas where introverts can get a break from the noise.
12. Put introverts into leadership positions
You might assume that extroverts are more suited for leadership roles, but consider that many of the world’s most capable leaders (e.g., Barack Obama, Mark Zuckerberg, or Warren Buffet) have been introverts.
Why do introverts make good leaders? They tend to be fiercely dedicated, thoughtful decision-makers, and surprisingly strong-willed. Plus, they’re good listeners.
13. Make space for communication
Be sure that you’re giving introverts space to share their ideas and concerns, whether that’s by asking for their opinions in meetings, holding regular open-door hours, or giving them an employee engagement platform like Blink where they can respond anonymously to company-wide polls.
If you get the sense that your introverted employees don’t feel like they’re being heard, ask them to share their thoughts or feelings in writing at their leisure.
14. The right praise and feedback go a long way
Often, deskless and frontline employees don’t have a supervisor observing their day-to-day performance and as a result, may receive little to no praise or feedback from their manager.
While it’s true that praise and feedback are good for all employees, how you deliver praise and feedback is important too — especially when it comes to your introverted employees.
Introverted employees want to be recognized when they do an outstanding job on something, but likely prefer a personal email from their manager, rather than a company-wide shout out.
15. Realize that introversion is a spectrum
Avoid stereotyping the introverts and the extroverts at your company by acknowledging that each individual will fall somewhere on a spectrum.
That way you avoid making the mistake of leaving introverted workers out of employee engagement activities or not giving extroverted employees time for quiet reflection or uninterrupted work.
Ideally, the employee engagement strategies you put in place should address the needs of all the people who work at your company.
There are so many diverse personality types at every company, and that’s a good thing. Everyone who works with you should feel like they have a role to play, whether it’s the thinker, the communicator, the analyzer, the risk-taker, or the seller.
When you make sure that introverts feel just as comfortable and fulfilled at your company as your extroverted employees, you’ll absolutely reap the benefits. Engaging employees across the board should be your ultimate goal.
Blink is an all-in-one employee engagement platform that can change the way your workforce feels about your company. Try it out today!
In many organizations, the work WhatsApp group is thego-to place for company news.
The app provides a vital link between coworkers and managers. And it’s easy to see why. WhatsApp has a user-friendly interface, streamlined functionality, and a range of useful communication tools. It’s also sitting in the pocket of over 3 billion monthly active users.
The stats say it all. 1 in 3 UK workers relies on apps like WhatsApp and Telegram for workplace communication. And a huge 69% of frontline workers rely on personal text messaging apps to get their work done.
So what’s the problem? Why shouldn’t employees use WhatsApp — or other consumer messaging apps like it?
The truth is, while these apps may be the height of convenience, they come with major risks for your organization. Risks that include data leaks, regulatory fines, legal liability, and cyber-attacks. And that’s before we even look at the dangers they pose to company culture.
In short, WhatsApp doesn’t work for work.
Here, we dive into the issues associated with consumer messaging apps and explore a safer alternative for team messaging.
The WhatsApp trap
Imagine you’re a frontline delivery driver. You spend limited time at the depot. You receive company news in a piecemeal fashion — from the depot bulletin board, from coworkers in the break room, and over phone calls with your manager.
Your company has an employee intranet. But the mobile experience is clunky and hard to access without a corporate email address. You feel out of the loop, disconnected from your coworkers and from company culture.
So what do you do?
Option one. Do nothing. In which case, your workforce engagement is likely to take a dip and you may be tempted to hit the job boards.
Option two. Turn to the messaging tools you already use day to day. Use WhatsApp to ask about changes to today's employee scheduling, share route tips with fellow drivers, and request paid time off.
When your company experiences an internal communication tech gap, employees seek out other solutions. The most logical is always the consumer apps they use away from work.
Setup is frictionless — you can set up a group with coworkers in seconds. The app is instantly familiar. And (for employees at least) these apps do the job perfectly.
But, look under the hood, and this unofficial tech poses all sorts of problems for your organization.
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Why “shadow messaging” isn’t something you should overlook
Unofficial tech tools, unapproved by your IT team, are known as “shadow IT.” And while WhatsApp may provide a path of least resistance for employees, shadow messaging has no place within a security-conscious organization.
Beneath the convenience and (let’s be honest) that exceptional user experience, there’s no company oversight, no easy way to offboard users, and no data control. Here’s why shadow messaging tools like WhatsApp pose such a risk to your business.
Security and compliance risks
WhatsApp gives the perception of technical security. End-to-end encryption sounds pretty good, right? But that’s not the whole story.
Message backups stored in the cloud may not be encrypted. Phones can be lost or stolen. Ex-employees can continue to access conversations. And mistakes happen: Someone could send sensitive information to the wrong group, or add someone who doesn’t have the right security clearance.
If your company is subject to GDPR, HIPAA, or other data privacy regulations, consumer apps are a ticking time bomb. Sensitive customer data or internal information shared via WhatsApp can lead to data breaches and hefty compliance fines.
Reputational risks
Shadow messaging doesn’t just create compliance issues — it can threaten your company’s reputation, too.
Private chats are private…until they aren’t. A screenshot from a WhatsApp group can quickly circulate beyond the intended audience. Informal remarks may be misinterpreted when broadcast beyond a small team. Even small errors — like sharing internal updates before they’re ready for public consumption — can undermine credibility with stakeholders.
Consumer messaging apps make it nearly impossible to monitor and manage these risks. Administrative features like disappearing messages and the ability to make edits mean there’s no consistent audit trail. Organizations can’t easily verify what was said, who saw it, or when it was deleted.
These gaps raise critical questions. How long should employees retain work-related messages? What happens if group messages are deleted before they can be reviewed? How do you investigate disputes when evidence is scattered across personal devices?
Without centralized control, organizations are left exposed and at increased risk of PR headaches.
The cost to company culture
There’s a quieter risk at play here, too — the one posed to company culture. When you use WhatsApp or another consumer app for internal communication, instead of your own dedicated team chat app, there’s a cost in terms of the following:
Oversight. No messaging analytics. No content hub. No unified inbox. No team-level access. Limited integration with other workplace tools. WhatsApp operates in a silo. So creating a connected culture is tough. What’s more, comms teams can’t track employee engagement or measure sentiment, so your organization struggles to make meaningful changes to the employee experience.
Exclusivity. Without oversight, some employees inevitably get left out. Maybe a new starter never got added to the group, or some workers avoid using personal messaging apps for work-related chat. When some people are in the loop and others aren’t, information gaps form, resentment builds, and engagement suffers.
Missed messages. Important and urgent updates get lost in the noise.
Burnout. WhatsApp blurs the line between personal and professional. Managers may feel it’s fine to ping employees at any hour. Without clear boundaries, employees may struggle to fully switch off. The result? No downtime and an increased risk of stress and burnout.
Informality. Here at Blink, we talk a lot about the value of authentic, human communication. But authentic and unprofessional are two very different things. When employees chat over a personal messaging tool, there’s a chance they drop their professional filter. The work chat becomes a place to vent frustrations or spread gossip, damaging the cultural values you’re trying to uphold.
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What safe employee messaging looks like
So if WhatsApp is too risky, what does good team messaging look like?
Safe, compliant messaging tools go beyond WhatsApp’s end-to-end encryption. They give organizations the control and visibility they need, in one digital source of truth without sacrificing the speed or familiarity that employees crave.
Here’s what to look for.
Centralized mobile access and identity management.Single sign-on (SSO) gives employees secure, frictionless access to group messaging and other workplace software, without juggling multiple passwords.
Automated user management. With the help of SCIM (system for cross-domain identity management), you can automate the user lifecycle, creating accounts for new employees and automatically ending access when someone leaves your company.
Moderation and governance tools. Admins can flag, review, and remove inappropriate content, protecting both employees and the business.
Secure file sharing. Instead of forwarding PDFs and customer data over WhatsApp, files stay encrypted and traceable within your organization’s approved environment.
Customizable notifications, read receipts,and acknowledgements so you know who got the message and can manage compliance and critical comms.
Integrations. The best messaging tools connect seamlessly with workplace software — like Workday, ServiceNow, and Microsoft 365 — offering secure access to all the tools your teams need in real time.
Security features like these are paramount. But your tools need to go even further:
Remember all those reasons employees like using WhatsApp?
Mobile-first and simple. It’s instantly accessible.
A second-to-none user experience that feels as intuitive and familiar as Instagram or TikTok. This is key for adoption.
The best team messaging solutions replicate this kind of consumer-grade user experience. They give employees a streamlined, user-friendly way to chat with managers and coworkers. And they give them all the cutting-edge team communication tools they’re used to.
The bigger picture: Using team messaging to build meaning
When you move beyond WhatsApp, you’re not just switching to a more secure tool. You’re opening up a world of employee communication possibilities. Because team messaging was never just about chat. It’s about connection, trust, and belonging.
With a customizable, company-branded app, you can create a messaging experience that feels distinctly yours — one that supports your business goals and reflects your values.
By offering a mobile-first solution, you show frontline teams that they’re a valued part of company culture. You show everyone that easy, open communication is a foundation of your employee experience. And you create a space where respectful, inclusive, and collaborative communication is the norm.
Every message — from a company update to a simple “thanks for your hard work” — acts to reinforce what you want your organization to stand for.
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Transitioning from WhatsApp to a team messaging tool that’s built for work
Moving your teams away from WhatsApp is easier than you might think — particularly when you choose a secure, mobile-first platform like Blink.
Blink was built to replace risky, fragmented comms. It’s a mobile modern intranet platform, with all the channels you need for an effective internal communication strategy and beyond.
Our consumer-grade team messaging tool comes with notification controls, GIFs, emojis, the option to favorite your most frequently used chats, and the ability to highlight messages you want to return to at a later date.
Most importantly, Blink uniquely combines consumer-grade UI and intuitive, flexible features with enterprise-grade automation and data security, ensuring compliance without compromising on adoption and engagement.
Our app was built for everyone, particularly those who do not sit at a desk. And with a customer experience team on hand to provide support every step of the way, you can hit the ground running from the first day your app goes live.
KC has been with Arriva North West and Wales since 2023. A well-loved character at the Speke Bus Depot, he is an extrovert and gregarious. In his own words: “I love social interaction because it brings me enjoyment. I love meeting new people and feel energized at big social events.”
This is why bus driving matches him perfectly. Unsurprisingly, what he loves most about his role is meeting new passengers and learning something about them. He practices his faith as often as possible, and his gratitude and positive attitude is contagious: “I feel blessed and always like to give thanks.”
Alongside the people, he also enjoys discovering new routes and the challenge of learning them. Most of all, community is at his heart, saying that bus driving “makes me feel like I can make a difference in my local community… I just like driving buses as they make many people happy when you get it right.”
According to Mark Brack, the Site Manager: “He has been a breath of fresh air in our Speke depot and has thrown himself into a number of roles to help improve engagement and the performance of the depot, including being our Blink and Employee Survey Champion. It’s great to see him recognized.”
Nominated by: Lee Coleman, Head of Communications and Engagement
Internal communications is the practice of keeping all employees, at every level of an organization, connected and in the loop. The primary goal of an internal communications strategy is to ensure that all members of an organization are well-informed and able to collaborate effectively.
Clear and streamlined communications are an essential factor in the success of any company, whether it has ten employees or one thousand. Over 40% of workers say that their trust in their leadership and team has been compromised due to poor communication.
From frontline workers to admins behind a desk, when each individual has a clear understanding of business goals, values, and guidelines, it makes for a much more connected workflow.
Read on to understand everything you need to know about internal communications, the types of internal communication, and the benefits that come from implementing a solid internal communications strategy.
Understanding internal communications
Internal communications can take a variety of forms – email, intranet, chat apps, newsletters, in-person meetings, bulletin boards, or an app specifically designed to streamline internal communications.
An effective internal communications strategy helps every employee feel connected to the larger company vision, and therefore aware of how their individual roles contribute to the overall success of the organization. A JobsinME poll found that a massive 85% of workers feel more connected to their jobs when there is effective communication in the workplace.
A solid internal communications strategy goes a long way in fostering that engagement – employees feel involved in the company mission and understand the role they play.
Regular communication also helps build trust between employees and leadership, strengthening that sense of belonging. Plus, those open channels of communication allow employees to share their ideas, concerns, and feedback, making them feel valued and empowered.
In frontline organizations, an effective internal communications strategy is even more critical. Deskless employees can be harder to reach through email or memos, as they’re not constantly checking email or messages (or may not even have access to these tools). But these frontline workers are even more in need of clear communications, to mitigate misunderstandings, enhance safety and compliance, and share urgent updates.
An internal communications app, like Blink, is ideal for organizations with frontline workers, connecting everybody and placing everything they need in one place.
This type of internal communication flows from higher levels of management to lower levels. It starts with the C-suite, who makes all the calls, then disseminates their instructions, policies, and decisions to the organization’s employees through managers and leaders.
Within an internal communications strategy, top-down communications are a structured approach that ensures important directives and guidelines are communicated uniformly. Top-down comms not only maintain consistency but also help in disseminating organizational objectives effectively throughout the workforce.
Formal top-down employee communication methods include company-wide emails, official announcements, regular town hall meetings, or memos from upper management.
For example, in a hospital's internal communications strategy, this could look like an all-staff email sharing new patient care protocols. In a manufacturing plant, a bulletin board could display dates for upcoming safety training sessions. Or in retail, a company-wide text message can share information about a new product that management wants workers to upsell.
Pros
It is an efficient way to communicate broad messages.
Messages are controlled and aligned with organizational goals, reducing misunderstandings.
Conveys a sense of professionalism in conveying critical information.
Cons
It doesn’t consider how employees can share feedback.
The passive reception of information may lead to disengagement.
Information flow can be slow, causing delays in decision-making and implementation.
It’s impersonalized, which can give employees a sense of being undervalued.
2. Formal bottom-up communication
This is the process where employees at lower levels of the hierarchy communicate their feedback, suggestions, concerns, and ideas to higher levels of management or leadership.
This type of communication involves conveying information from the "bottom" of the organizational structure upward, allowing employees to have a voice, contribute their insights, and influence decision-making processes.
Three-quarters of employees are more engaged and feel more effective when they feel their voice is heard, Workforce Institute found.
When included as a part of an internal communications strategy, formal bottom-up employee communication not only empowers workers but also fosters a culture of inclusion and innovation within an organization. It's a valuable channel for capturing on-the-ground insights, which can often be missed by higher management. Less than half of employees feel as though they have an easy way to share feedback on key communications; a solid bottom-up communication strategy is one way to mitigate this.
In a frontline organization, there are many ways to implement formal bottom-up communications. Employee surveys are a popular way to gather feedback from an entire team at once, and Blink’s in-app survey tool allows HR teams to get real-time data straight from the mouths of employees.
For example, in a healthcare setting, nurses and medical staff might use formal bottom-up communication to suggest improvements in patient care protocols or to report safety concerns.
Other formats for bottom-up communications include anonymous feedback forms and regular one-on-one meetings between employees and their managers.
By actively encouraging and acting upon this type of feedback, organizations can harness the collective intelligence of their workforce and adapt to the evolving needs of the industry.
Pros
Employees feel heard and valued, leading to higher employee engagement.
A range of diverse perspectives can be gathered, leading to more well-rounded and innovative solutions.
Frontline employees can identify challenges that might not be apparent to higher-level management.
When employees are involved in change processes, they are more likely to support and adapt to new initiatives.
Cons
Gathering, reviewing, and responding to a large volume of employee feedback can be time-consuming.
It can be resource-intensive, requiring specific software.
Not all employee suggestions may align with organizational goals or be feasible to implement.
Formal bottom-up communication may result in inconsistent messaging across teams.
3. Formal horizontal communication
This is the sharing of communications between individuals or departments at the same hierarchical level within the organization, for example, cross-functional meetings or interdepartmental emails.
Unlike the vertical communication we discussed above, which involves information flowing up or down within an organization, formal horizontal communication is between colleagues who hold similar positions within the organization.
Leadership consultancy Fierce, Inc. found that 86% of employees feel that a lack of proper collaboration and miscommunication between teams lead to workplace failures.
Formal horizontal communication helps facilitate the smooth functioning of departments, coordination, collaboration, and information sharing. For instance, in a retail setting, it's crucial for the sales team to communicate effectively with inventory management to ensure products are stocked efficiently.
In frontline organizations, formal horizontal employee communication connects the various cogs that make up the company and keeps it functioning. Within the structured internal communications strategy, it can take many forms, including project reports, regular email updates between departments, and the establishment of specific cross-functional teams.
When done right, formal horizontal communication enables seamless collaboration and makes the company culture one of teamwork and shared goals
The key here is constant communication. Using an internal app with a chat function - whether it’s private messaging or a group chat - will promote regular collaboration. Blink’s chat feature enables seamless conversation, to encourage employees to work together and share ideas.
Pros
Promotes knowledge sharing between peers with different expertise.
Allows teams to align their efforts and activities with each other, avoiding overlap or conflict.
Improves communication within the organization, leading to better company culture.
Allows colleagues to provide feedback on each other's work, which they’re often more receptive to than feedback from above.
Cons
A reliance on formal channels may discourage spontaneous creative interactions between colleagues.
Communication may become siloed within specific departments.
Can sometimes be time-consuming, especially when multiple people need to be involved.
May not adapt well to rapidly changing circumstances or unexpected needs.
4. Informal communication
Unlike other aspects of an organization’s internal communications strategy, informal communication isn’t facilitated or regulated by the organization’s internal communication channels. It happens spontaneously between colleagues – water cooler chat, if you will.
This style of communication often occurs in casual settings or through personal relationships and can take place at various levels of the organization, including between employees and managers, and even across different departments.
Informal comms include face-to-face conversations, social media interactions, instant messaging, and phone calls. It serves as a complement to formal communication channels and plays a significant role in building relationships and shaping the company culture.
We can look at Bank of America as a case study. Breaks for customer service employees used to be staggered so as not to have a shortage of staff fielding customer complaints. However, an internal audit found that productivity increased when workers took breaks together and socialized over lunch.
Oftentimes, frontline employees are working in silos and isolated from their coworkers. In frontline organizations, informal communications go beyond just sharing practical insights, it also gives these frontline workers a sense of camaraderie and belonging. In high-stress environments like hospitals or retail, where teams need to work seamlessly to serve customers and patients, these informal connections are invaluable.
Furthermore, workers can share valuable information that they learn on the job, which might not necessarily warrant discussion in formal channels. For example, tips for handling certain customers, which patient rooms have better heating, or even finding help to cover a shift.
The informal nature of these interactions fosters a culture of approachability, ultimately contributing to a more resilient and united frontline workforce.
The main Feed in Blink is designed specifically to foster this informal communication that keeps an organization running. It brings the whole company together in one place, without the formality of a memo or email chain. The Feed looks and feels like the social media apps we’re already accustomed to, making it easy for everyone to use.
Pros
Quick and easy, especially in fast-paced environments.
Helps to build personal relationships and a sense of camaraderie among employees.
Allows frontline workers a way to connect and engage with their coworkers, especially those who don’t have these opportunities come naturally.
Practical knowledge, tips, and best practices are shared more easily through informal conversations.
Cons
Frontline workers are limited in their opportunities for spontaneous chat, requiring the need for a centralized informal communications platform.
It can lead to the spread of inaccurate information or rumors if not properly managed.
Individuals who are not part of specific conversations or social circles may be inadvertently excluded.
Important issues might not receive the attention they deserve when discussed informally.
Why is internal communications important for your business?
For a truly effective internal communications strategy, a workforce should be three things: connected, engaged, and aligned.
A connected workforce
The right internal communications strategy bridges the gap between remote, frontline, and office employees. Without a wide-reaching net, internal communications can become stilted or even ineffective.
Frontline employees are consistently at a disadvantage due to the fact they most times do not have a company email or a desktop, like the organization’s office workers.
More than 80% of the global workforce is deskless. Whether your company is in healthcare, manufacturing, or transportation, these frontline workers need to feel just as involved and valued as the ones behind a desk.
For these organizations, effective internal communications reduce turnover, increase profits, enhance employee experience, and boost productivity. Read more about deskless worker team communication here.
An engaged workforce
Transparent communication empowers employees and boosts morale.
When employees are informed about the company's vision and the reasons behind certain actions, they feel a sense of ownership and inclusion. Transparency fosters trust, as employees perceive that their contributions and concerns are valued, leading to increased engagement and overall satisfaction.
Two-way internal communication is essential for employee engagement – as we covered above, top-down communication can lead to passive reception of information, which is a killer for engagement.
An effective internal communications strategy gives employees the ability to voice concerns and provide feedback or suggestions to management. This gives them a direct hand in decision-making, directly increasing their engagement with their work.
An aligned workforce
Aligning teams and goals across the entire organization, from the CEO to frontline workers, is crucial for success.
This involves ensuring everyone is across the broad business goals and objectives and understands how their individual work is crucial for reaching these goals. A study conducted by IBM found that 72% of employees don’t understand their organization’s core strategy, due to poor communication.
Don’t let that 72% be your employees. An aligned workforce ensures that the messages being communicated resonate with everyone, and are understood in the intended manner.
Effective internal communications leads to better collaboration, within teams and across departments.
Strategies to implement successful internal communications
Only 7% of workers agree that internal communication within their workplace is accurate, timely, and open.
Building a cohesive internal communications strategy is the key to uniting and motivating your workforce. We’ll touch on some strategies to help you create a successful internal communication plan, or you can read our in-depth step-by-step guide to writing an internal communications strategy.
Utilize technology for internal communication
These days, there are endless tools and software available to help organizations stay on top of internal communications. We’re no longer in the age where we have to rely on printed memos and morning meetings.
Blink, and other digital communication tools which promote collaboration and information sharing, can totally revolutionize an organization. They provide efficient, real-time means to disseminate information, engage employees, and foster collaboration.
Not only can these platforms allow employees to ask questions, provide feedback, and participate in discussions, but they also act as a centralized place for policies, procedures, and guides that employees can access.
A recent Emergence study found that more than half of deskless workers are dissatisfied with the software solutions provided by employers.
Particularly for decentralized teams and organizations with frontline workers, technology-driven internal communication plays a pivotal role in keeping employees informed, connected, and aligned with organizational goals.
Understand how to best reach your employees
Obviously, organizations are made up of different types of employees, and traditional top-down internal communication strategies generally don’t take this into account. In order to make sure your message is relevant to your audience, you need to tailor your message based on who you are communicating with.
For example, a message intended for frontline staff may focus on practical details and how it impacts their daily tasks, while a message for senior management might emphasize strategic implications and long-term business goals.
Consider the different workers that need to be reached with your internal communications strategy, and segment your audiences based on:
Job role
Seniority level
Communication needs
Whether they are desk-based or frontline workers
Then, you can analyze previous engagement data to see what type or format of content works best for each audience – eg. Email, live chat, video, etc., and the best times to communicate for the most engagement.
Utilizing technology can be very helpful here. Blink offers real-time powerful analytics to help you understand what content performs best, when, and with whom.
By customizing the messaging approach, and using data to optimize what the content is and when you are sending it, internal communication becomes more effective, increasing employee engagement and alignment with goals.
Establish regular feedback
Without regular feedback, internal communications are simply one-sided, which does nothing for employee engagement and satisfaction.
Every successful internal communications strategy should have built-in practices to regularly collect feedback from employees at every level of the organization. This can be done through surveys, suggestion boxes, town halls, anonymous feedback, or weekly leadership check-ins.
Employee feedback allows an internal communications strategy to be actually shaped by the people it’ll affect, not just the high-up decision-makers behind desks. Highlighting areas where improvement is needed – before it escalates into a problem – is crucial, not just for the employee experience but also for the success of the business as a whole.
Case study: Our collaboration with Salutem
During the COVID pandemic, the health industry faced endless challenges. Employees and organizations were dramatically affected by high levels of stress, low staff morale, and a huge hit to communications.
Salutem, a healthcare company that provides services such as care homes and healthcare staffing, needed a solution to overcome the challenges presented by the pandemic. To do so, Salutem used Blink to revamp their internal communications strategy.
With Blink’s easy-to-use super-app, Salutem was able to launch monthly surveys, collect feedback and plan face-to-face group meetings to encourage two-way conversations between managers and staff.
Salutem launched S.E.L.F (Salutem Employee Listening Forum) initiatives to connect staff and promote a culture of free communication within the organization. Each division had a rep – nominated by managers through the Blink Feed – who were responsible for moderating Blink Channels and following up with their respective teams.
Colleagues were encouraged to share thoughts and open up conversations around concerns or opportunities for growth, which started conversations and reconnected employees across all teams.
The improvements that came from the new internal communications strategy were nearly immediate. The organization saw a:
300% increase in survey responses
92% adoption rate of Blink
Tenfold increase in staff who were easy to communicate with
The integral role of internal comms in organizational success
There aren’t many constants in this world, particularly in the ever-changing landscape of a frontline organization. But one does remain: the vital role of an internal communications strategy. From formal top-down messages that steer the company's vision to informal water cooler chats that breed friendships, effective internal communication is crucial for the success of any organization.
By implementing a solid internal communications strategy, organizations can create a workplace where ideas flow freely, where feedback is valued, and where employees are informed, engaged, and motivated. It's a workplace where everyone, from frontline staff to top executives, feels heard, appreciated, and connected.
Internal communications shouldn’t just be a strategy, however. It needs to be a core tenet of your organization’s culture. Introducing an effective tool – like Blink – to encourage effective internal communication is key. By fostering open dialogue, valuing feedback, and leveraging technology, organizations can create an environment where everyone feels heard, informed, and engaged.
It's not about reinventing the wheel, but about adopting effective internal communications strategies that keep your workforce connected and motivated.
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