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
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.
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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.
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.
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:
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.
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.
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.
Employee messaging is broken — but it’s not because people “don’t engage.”
It’s because most workplace messages are slow, noisy, and buried in channels employees never asked for. Email is where urgent notifications go to disappear. Unofficial tools like WhatsApp create risk and chaos. And legacy intranets were never built for real-time conversation — especially for frontline teams.
Meanwhile, employees are used to fast, visual, social communication everywhere else in their lives. If your internal messaging doesn’t meet that bar, it’s not being ignored — it’s being outcompeted.
The good news? Employee messaging isn’t doomed. But it does need new rules.
Let’s break them down.
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The new rules of employee messaging
Rule #1: Messaging should mirror how people already communicate
Away from work, employees are chatting over WhatsApp and TikTok. They’re sending short, visual, highly engaging messages in real-time. This is their norm.
Voice notes, GIFs, emojis, attachments, and the option to hop on a video call straight from the chat thread keep conversations flowing naturally — just like they do on personal apps.
Rule #2: Keep it safe, centralized, and compliant
Struggling to follow rule #1 because you don’t have modern comms tools?
Unofficial employee communication channels, like WhatsApp, are a tempting alternative. This is especially true if you have frontline employees who cannot access desktop-based communication channels.
But shadow IT like this poses a risk to your business. Beyond the sheen of convenience, there are issues with data privacy and device security. Your comms team has zero oversight and no analytics, so it’s hard to use employee messaging to build company culture.
In contrast, a dedicated messaging tool like Blink is secure. It offers end-to-end encryption, admin controls, and content moderation tools.
Centralized identity management comes as standard. So you can automatically end platform access when someone leaves your company — and get new hires onboarded with ease.
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Rule #3: Everyone sees only what they need
It’s hard to surface relevant details in a flood of information. So if you want employee messaging to cut through, people should be able to find the messages that matter to them, in an instant.
For this, you need targeted channels that reduce noise and prevent notification fatigue. That means role, location, and interest-based groups. It also means giving employees control with searchable chat, pinned messages, and notification settings.
With Blink, you get all the above, plus the added benefit of employee journeys. This feature lets you deliver personalized content pathways, ensuring the right content reaches the right person at the right time. It’s perfect for onboarding, training, and other key touchpoints within the employee life cycle.
Rule #4: Make your feed worth scrolling
Messaging tools + company news feed = the magic combo. Employees can chat with their team over communication tools, then head over to the news feed for company-wide connection and insight.
So, how do you make your news feed successful? Remember: To stand out in a crowded digital landscape, your feed has to compete with employees’ personal mobile apps.
Think photos, short-form video stories, and infographics. Messages that ditch the corporate tone. Employee recognition, celebrations, behind-the-scenes peeks, and quick-fire polls.
A scroll-worthy feed does more than entertain. It amplifies big company messages, strengthens culture, and keeps employees engaged, productive, and feeling part of something bigger.
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Rule #5: Measure everything
You know you’re sticking to the new rules of employee messaging when the stats back you up.
So track what lands, what gets ignored, and which teams are engaged. Use these data to tweak content formats, timing, and style (and educate other content creators within the company), so messages land better every time.
With BlinkIQ, you can track read rates, workforce engagement trends, and even employee sentiment to get a full picture of your internal comms performance. You get the insight you need to make meaningful changes to comms and the wider employee experience.
How do you build an employee messaging playbook?
If you’re keen to give your workplace communication strategy a glow-up, you’ll get the best results by following this playbook.
Establish your purpose and principles
First, get the fundamentals straight.
Why is employee messaging important to your organization? Perhaps it supports speedy communication, connection, alignment, or frontline access to comms.
What are your guiding principles? Is it clear, informal, transparent, and useful?
And how does messaging fit within the broader comms ecosystem? What types of employee communication belong on your team chat app, and which are better suited to your news feed or content hub?
Decide on your tools
These days, traditional intranet platforms, email, and shadow IT aren’t up to the task of effective employee messaging. You need a tool that mimics the experience of text and social apps, while offering next-level security features.
If you don’t currently have this kind of tech on your team, it’s time to gather cross-functional consensus on what your messaging tool should look like. Draw up a shortlist of tools that meet your requirements. Demo these tools and decide on the best fit.
Organize your channels
To keep things shipshape in your messaging tool, you need to decide the following:
Naming conventions for channels or groups (so they’re easy to search)
When to create a new channel
Who is permitted to create a new channel
You may then want to create (at a minimum) channels for specific departments, locations, and teams.
Create chat guidelines and governance
Create guidelines on the kind of content that people can share over company messaging channels. Establish emoji, GIF, and reaction etiquette.
Also, decide who’s responsible for governance — your IC team, HR, managers, or designated channel moderators? In the unlikely case that someone posts something inappropriate, moderators can then flag and remove the content.
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Create training materials
Teach employees how to get the most out of chat functions by offering step-by-step instructions for new employees and top tips for existing ones.
Let them know how to manage their notifications, how to share their location, how to set their status, and how to favorite a message.
Go further by training managers in good messaging practices. Offer advice on how to keep the digital conversation flowing, how to use AI assistance, and how to ensure their comms are accessible, engaging, and inclusive of all employees.
Decide on your success metrics
What does good look like when it comes to your employee messaging channels? Decide what metrics you want to track, and benchmark performance to see what impact any improvements make.
You might like to track:
Read rates
Message reactions
Employee sentiment
Operational efficiency
Compliance rate
Then, segment data by team or chat channel to find out where additional IC support may be needed.
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Upgrade employee messaging with Blink
Playing by the new rules of employee messaging doesn’t just improve workplace communication. It powers knowledge sharing, team building, and productivity across your organization.
To achieve this, you need a modern messaging tool that meets the expectations of employees and the needs of your organization.
Blink is a secure, mobile-first messaging platform. It delivers consumer-grade chat and a personalized news feed, perfect for information sharing and co-worker connection.
But Blink doesn’t stop there. It offers a content hub, analytics, and deep integrations with other software you use. It is a complete solution for internal communications, employee experience, and employee engagement.
In the current landscape, remote workforce management is a vital skill for your business.
With more businesses moving towards remote and hybrid working – and remote work options becoming a strong pull for employee retention – there’s never been a better time to review how you manage remote employees.
Below, we run through exactly what you need to know to set up and manage a remote workforce effectively.
Remote workforce management
A remote workforce is any workforce that can complete its main duties away from a central place of work. Remote workforce management is the practice of leading and managing a remote workforce using a mixture of communication, processes and technology.
What’s the difference between mobile workforce and remote workforce?
Remote workers generally work in their own space, usually (though not exclusively) in some sort of home office. They are not obliged to stay here – they can work wherever they need to. This opens up a whole range of flexibility benefits – they can work on the train, whilst waiting to pick their kids up from school or in that cute cafe down the road which does the best flat whites.
A mobile workforce needs to move from location to location to complete its work. They might do this on a day-to-day basis, or be positioned in one location for weeks or months at a time. A few examples of mobile workforces include:
Drivers for bus, taxi, train or haulage fleets
Community healthcare teams
Consultants who work client side on long-term projects
On-the-move sales teams with numerous appointments each day
It’s easy to see why remote work is so appealing to employees – it’s flexible and great for work-life balance, whilst opening up a huge range of roles that would otherwise have been off-limits.
Because of remote work, the vacancies available to employees have increased significantly. An employee based in Atlanta doesn’t have to limit themselves to Atlanta-based roles – they could apply for roles previously based in New York, LA or even abroad.
What does that mean for you, as an employer?
Ultimately, you’re going to have to work harder to keep hold of your talent. March 2022 saw a record 4.5 million US workers quit their jobs, with common reasons for doing so including low pay, no career advancement opportunities and feeling disrespected at work.
This means that employee experience will play even more of a key role in employee retention than it does now, and is likely to become a key strategic focus for businesses in the coming years.
The benefits of a remote workforce
If there’s one thing the pandemic has proven, it’s that remote work can be a fantastic tool for both employee engagement and workforce productivity. Far from experiencing the chaos expected at the start of the pandemic, many businesses were immediately impressed by their employees’ ability to adapt to the ‘new normal’ and the productivity that accompanied that.
With a remote working policy, you can:
Access a wider pool of talent with no geographical limits – invaluable for hiring as open vacancies continue to hover around an all-time high.
Access a wider pool of talent that is often excluded from onsite jobs, for example, people with disabilitiesdisabled people, young parents and those without transport.
Improve employee work-life balance by removing commuting times and allowing your workforce control over when and where they work.
When managed well, remote work is a super effective way of expanding your talent pool whilst increasing employee productivity and retention. Equally, there are a few risks that you’ll need to be aware of – factor these into your remote employee management policy to minimize them.
Distractions and lack of direct supervision
Books, food, TV, hobbies…whatever your distraction of choice, your home has it, within seconds of your workstation. As a manager, it can be an uneasy feeling to have no direct oversight of your employees in this type of environment.
Isolation and fewer career advancement opportunities
In the Buffer State of Remote Work Report, 24% of respondents reported loneliness as a key difficulty of remote work – only ‘difficulty unplugging’ and ‘no reported struggles’ scored higher. Isolation can drain productivity and morale, so it’s important to invest in an inclusive digital workspace to combat this.
Communication and technology issues
Not being in the same physical space as your team can cause communication hiccups – make sure you have the right sort of software on hand to overcome this.
Security
If your employees aren’t in the office full time, it’s more difficult to make sure they’re completing their IT security training and using their work devices responsibly.
Bring your own device (or ‘BYOD’) workplaces are on a particularly slippery slope here. 83% of companies have some sort of BYOD policy for at least some of their employees, but only 32% require employees to register their devices with IT for software installation. If you are going down the BYOD route, make sure you have the right security procedures in place.
How do I create a remote workforce?
The answer that many businesses could give here is “get caught by an unprecedented global pandemic, send all of your employees home at once and figure things out from there.”
Now that the initial shockwave of COVID-19 has died down, however, you have the luxury of a controlled and managed shift to remote work. When you’re rolling out remote working, it’s important to give everyone time and space to adapt to new processes. This could include upgrading and monitoring your IT infrastructure to cope with remote working, buying in the right hardware or simply creating a suitable home workspace.
1. Give plenty of notice
If your employees plan their lives around being in the office during certain times each day, giving them space to adapt helps ease your workforce into the change. Aim for a month’s notice, ideally more if this decision has been a long time coming.
2. Roll out department by department, if needed
Going remote requires investment – and you may need to take a short term dip in productivity on the chin as everyone gets used to new arrangements. Rolling remote working out department by department might make this easier to manage, both cash flow-wise and for keeping key functions running as normal.
3. Plan for investment in software and office equipment
It’s a given that you’ll need to up your investment in cloud communication tools and product management tools. Equally, be prepared to spend on other amenities you offer your employees at the office – extra monitors, ergonomic chairs, laptop stands and more might all be useful.
4. Find the right people to oversee the process
A stakeholder panel is a great way to make sure all relevant voices are heard when planning your shift to remote work. Include managers, employees from teams who are going remote and representatives from any functions who might be impacted by this.
5. Allow for growth and adjustment
Is everything going to go swimmingly the instant you move out of the office? Probably not – expect slowdowns as everyone adjusts to their new normal. Keep monitoring progress and learning from your mistakes, and things will quickly start to pay off after this adjustment period.
How can I monitor employees working remotely?
Employees like remote work for the autonomy and responsibility it gives them – this is what contributes to the sky-high engagement and productivity rates at remote companies.
You should not be looking to monitor your remote employees 24/7. They won’t respond well to being micromanaged, and you’ll undo all the benefits remote work offers. Instead of monitoring, shift the focus onto building channels for effective two-way communication.
Start by:
Setting clear deadlines and expectations – are your employees expected to keep core hours, for example, or are you taking a more flexible approach?
Set up daily check ins – a quick ten-minute chat about the work day is reassuring for both manager and employee.
Regular feedback sessions ensure remote employees don’t feel ignored and can develop their skills at the same rate as an on-site employee would.
Use remote collaboration tools to keep in contact throughout the day. Instant messengers, employee apps and project management solutions all help here.
If you need visibility into how employees spend their day, consider an employee monitoring tool to track time usage.
Remote workforce management software
The secret to a great remote workforce management strategy? Finding the right software for the job.
There’s no ‘one size fits all’ here – it’s all about weighing up what you need to meet your unique requirements as a business. You might need the basics only, or you might need remote versions of several different systems to replace the office working environment.
How can technology help remote workforce challenges?
Whilst remote work has been a mainstream working practice since the pandemic began, nearly a quarter of employees reported not having the right equipment (hardware or software) to do the job as recently as spring 2021.
Remote work hinges on having the right tech. Remote employees need software to communicate with their colleagues, share ideas, keep track of deadlines, perform data analysis and more.
You’re likely to have some of this software available in an office setting anyway – so it’s the communication tools that really make the difference. Having intuitive and accessible employee apps, instant messengers and video conferencing tools on hand ensures communication channels stay open, productivity remains high and employees don’t feel isolated.
Remote workforce management technology: the must-haves and the nice-to-haves
The must-have software below would be pretty tricky to go without If you’re starting an online business from scratch!
An employee experience app app: mobile internal comms tools like Blink allow employees to share and access important info instantly, from their smartphone. Social feeds and two-way publishing allow employees to expand their internal network, whilst push notifications ensure that important messages aren’t missed.
Video conferencing: why opt for crackly, awkward and generally unreliable phone conferencing solutions when you can use cloud-based video platforms like Zoom and Teams to meet and discuss ideas face to face?
Workplace instant messenger: faster and friendlier than email, workplace messengers like Slack can be used to make remote communication easier (or just for idle workplace chatter that builds workplace morale – pet pic channel, anyone?)
Project management tools: distributed teams need an effective way of keeping on top of tasks and deadlines. Project management tools like Trello, Basecamp and Monday.com use intuitive visual layouts to display and manage these processes.
Depending on your needs, you could also consider:
Employee productivity tools: time trackers, note-taking apps and site blockers can all contribute to your employees’ productivity levels.
Online whiteboard tools: whiteboard and ideation tools like Miro allow your workforce to take remote collaboration beyond a shared Google Doc or Slack channel.
Employee monitoring software: if you’re concerned about productivity, one way to ensure your employees are keeping their minds on the job is by using employee monitoring software to track time usage.
Final thoughts on remote workforce management
As a manager, the transition to remote work can be tough. How can you provide the right levels of support and oversight when your employees are scattered across the country – or maybe even beyond?
With the right technology and the right approach, however, it’s more than manageable.
It goes beyond ‘manageable’ to ‘super beneficial’ in many cases – remote work removes the stress and time pressures of office-based working so that your employees can thrive. If you manage this with the right processes and the right tech, you’ve got a recipe for success!
Businesses are investing more than ever to engage their frontline workforce
Recognition platforms. Pulse surveys. Culture initiatives. Manager training programs built on the idea that employees would be more engaged if leaders were simply inspiring enough.
And yet deskless employees remain the most disengaged segment of the global workforce. More than half say they’re feeling burned out and more than a quarter are actively or passively looking for a new job.
Something isn’t adding up. If engagement investment is going up but frontline employee engagement isn’t shifting, perhaps we’re trying to solve the wrong problem.
The motivation myth in frontline employee engagement
Most employee engagement strategies start from the same assumption — disengagement stems from a lack of motivation. Ultimately, it’s an emotional problem.
People don’t feel motivated enough, connected enough, recognized enough. So we focus on fixing the feeling. We appreciate our teams more, communicate more, and run more surveys.
For deskless workers, this framing misses something important. Because the problem isn’t only emotional. It’s also operational.
It’s hard to feel engaged at work when you don’t know what you’re supposed to be doing, when priorities change without warning, or when information arrives late — or not at all.
What frontline employees need isn’t more motivation. It’s clarity on the day ahead.
This is where many employee experience strategies fall short. They focus on how people feel — without fixing how work actually works.
And for frontline employees, the operational experience is a huge part of their overall employee experience.
What deskless workers say they actually need
When frontline employees are surveyed, they don’t complain that their organization runs too few employee engagement activities.
Some of their biggest frustrations center on something more fundamental: operational friction.
Only 10% of frontline workers say they have access to the tools, tech, and opportunities they need to connect and advance in their workplace
Frontline workers say that management is inconsistent. That they waste time chasing updates. And that they don’t have the information they need to do a good job.
These operational issues have a big impact on engagement. Because when work feels harder than it needs to, mistakes happen more often, confidence drops, and frustration builds. Eventually, people leave — or stay but stop trying.
The role of the frontline manager
So where are frontline managers in all this?
Frontline managers are stretched. They spend their days juggling priorities — solving operational problems, striving toward targets, and supporting employees.
They’re expected to communicate with staff over a patchwork of phone calls, bulletin board notices, WhatsApp messages, and occasional face-to-face check-ins.
And they have limited time in which to share information. 27% of frontline managers spend 15 minutes or less communicating with their team each day.
The answer to poor levels of employee engagement isn’t landing another engagement initiative on a manager’s plate.
Instead, it’s giving them what they actually need: the tools to set clear priorities, assign tasks, communicate operational updates, and track progress in real time.
When that infrastructure exists, employees arrive at their shift knowing their brief — what’s expected of them that day, that week, and that month.
And managers spend less time fielding questions, chasing updates, and managing the safety incidents that result from poor information flow and ineffective task assignment.
The case for task clarity as an employee experience strategy
Task management doesn’t usually sit under employee experience. But we’re here to make the case for a shift in mindset.
While task management is often seen as an operational issue, it’s also one of the most important drivers of deskless employee experience.
Because clarity on the task at hand changes how work feels. When tasks are clearly explained and assigned, employees:
Know what’s expected of them
Understand what success looks like
Feel more in control of their day
Build confidence and find work more rewarding
When tasks aren’t clear, employees second-guess themselves. They interrupt managers to ask questions that shouldn’t need to be asked. Or they make decisions despite not having the right information, which means everyone deals with the consequences later.
This cycle of confusion, error, and frustration helps to drive frontline disengagement. And no amount of recognition or culture change will fix it while that underlying operational friction remains.
This is why task clarity belongs inside your EX strategy.
This is where Blink's task management earns its place in an EX strategy, not just an ops stack. Standard, scheduled, and ad hoc tasks show up in the same app your team already uses to talk, share, and stay in sync, packaged with the checklists, forms, and photo capture people need to get it right the first time. No guessing, no chasing a manager for context, no gap between what's expected and what's understood. That's task clarity, built in.
Task management in employee experience: Where to start
If you want to improve deskless employee experience, start with a simple audit. Not of your engagement programs, but of your managers’ ability to create task clarity.
Ask these three questions:
1. Do our managers have a clear way to assign and track tasks? Or are tasks shared verbally, via WhatsApp, or scribbled on paper? If there’s no clear route, task assignment is inconsistent, and completion is hard to track.
2. Can employees easily see what they need to do — and what’s changed? If information isn’t accessible, it isn’t actionable. Frontline employees should be able to view tasks and communications via their smartphones.
3. Can we see where work is getting stuck? Or do we only find out when something goes wrong? Visibility into task progress helps managers see where support is needed and ensure tasks are completed on time.
If your honest answer to any of these questions is “not really”, you have a task clarity problem, which can quickly translate into an engagement problem.
More positively, you also have a very clear focus for frontline employee engagement improvements.
Making operational design part of your employee experience strategy
Employees disengage when the work is harder than it needs to be, when expectations are unclear, and when the information they need to do their jobs well doesn’t reach them reliably.
Fixing that requires a shift in how we think about EX. Motivation-boosting initiatives are unlikely to succeed while operational friction remains. So operational design has to be an EX priority.
That means a greater focus on operational infrastructure — tools that allow managers to assign tasks, communicate clearly, and organize work more effectively.
Blink can help. Our mobile-first employee experience platform gives you everything you need to manage frontline motivation and the operational experience.
We’ve rounded up the seven top training programs that will help boost morale, foster collaboration, and increase productivity for your staff. From interactive workshops to online employee engagement courses, these programs offer something for everyone.
Whether your team is new or experienced, office-based or deskless, there are plenty of options available to help create an engaged workforce.
So let's dive into what the best employee engagement training programs are, what they offer, and how they can benefit your organization.
Choosing the best employee engagement training courses
A great employee engagement course should provide teams with a comprehensive understanding of how to create an engaged workplace environment.
It may include a range of topics covering effective communication practices, problem-solving strategies, team-building exercises (that don’t make employees squirm), and more strategies that create highly engaged employees.
They may also offer special features such as a dedicated tutor support service, unlimited online email support, certification upon completion, real-time feedback on learning, resources to help employees create tangible goals and objectives, and interactive tools that can be used in the workplace.
To choose the right employee engagement program for your organization, you should assess and compare who the course is made for and what the content of the course is, alongside the:
Cost
Length
Location
Credit awarded
By assessing these four elements, you can make a more informed decision about which program is best suited to your team’s needs.
What to look for in employee engagement training for managers
Before you can select a training program for managers, it’s important to know what factors to consider for your leadership team. Employee engagement training is essential for even the most high-performing managers, especially frontline managers, as their impact has the unique advantage of cascading effects throughout their entire team.
Cost varies greatly, especially given the number of remote learning and development options available. While eLearning courses are typically more affordable and easily worked into a manager’s schedule, in-person courses offer the benefit of interaction, personalized feedback, and, often, more in-depth practice.
It’s also important to consider whether you, your C-suite, management teams, and HR professionals value certification or credit hours for the time undertaken. The accreditation may add value and incentive for course engagement, as well as the name of the institution offering the training.
Two common HR management organizations that accept credit hours for professional certification are SHRM and HRCI.
You should also consider whether your managers will feel more compelled to complete the learning experience offered by a big name like Harvard to make up for the additional expense.
Additional considerations for choosing an employee engagement program
If you have a frontline workforce, be sure to look for a program that can be easily accessed on mobile devices or through an app with audio lessons available. This will ensure employees can access the course anytime, anywhere, helping you bridge the frontline connection gap.
Additionally, consider the size of your organization and budget. If you have a large team, you may want to look into programs with bulk discounts or offering free training resources. On the other hand, if you’re a smaller business without many resources, eLearning courses may be more cost-effective due to their convenience and lower investment needs.
With digital inclusion now crucial to the modern workplace, it's important to assess the ease of use and accessibility of any courses you choose. Are they easy for team members to access and navigate, or do they require any specific software?
Now that you know what to consider before selecting a program for management let’s go over some of the best employee engagement training programs available today.
The 7 best employee engagement training programs
1. Gallup engagement champions
Workplace advisory and polling group Gallup offers a Creating an Engaging Workplace for Engagement Champions course to help anyone in a leadership position foster a more engaging workplace and support higher productivity.
The course's primary focus is educating higher-level leadership on how to best help their mid-management increase team engagement. There are also practical takeaways for HR professionals or managers themselves.
Cost: $3,000.
Length: Two days.
Location: In-person and virtual.
Credit: The in-person course earns professional credit hours from HRCI (14.5) and SHRM (14.5).
The six-hour course focuses on actions managers can undertake that inspire workers to put forth their greater discretionary effort. The emphasis is on practicing emotional empathy that delivers a long-lasting culture of engagement.
Cost: $699.
Length: Three two-hour sessions.
Location: Virtual.
Credit: It offers professional credit hours — 5.5 HRCI (5.5) and SHRM (5.5).
3. LSA Global
LSA Global’s employee engagement training personalized course focuses on accountability, change-readiness, and engaging purpose (ACE) as the foundation for a greater level of engagement and business clarity.
Cost: Available upon request.
Length: Two-day workshop.
Location: In-person.
Credit: None.
4. DecisionWise
Engagement technology provider Decision Wise offers an online engagement training program called Engagement Magic.
The training covers the importance of employee meaning, autonomy, growth, impact, and connection for engagement and educates learners on fostering these attributes through various employee engagement strategies.
There is a large emphasis on building positive company culture through effective communication and conflict resolution.
Cost: $2,895.
Length: Two consecutive days.
Location: In-person.
Credit: Credit towards Harvard’s Certificate of Leadership Excellence in Leading Teams.
6. eCornell
Cornell’s online educational division strategic engagement course is ideal for managers looking for more training in the quantifiable aspects of employee engagement.
The course teaches methods of measuring employee engagement, like employee engagement surveys, and guides managers through building engagement initiatives to combat disengagement based on organizational data.
Cost: Available upon request.
Length: Two weeks, two-to-five hours per week.
Location: Virtual.
Credit: Credit towards Cornell’s Strategic Human Resources Leadership Certificate.
7. LinkedIn Learning
LinkedIn Learning offers various employee engagement training courses for managers through its catalog of user-generated lessons.
Self-paced pre-recorded lessons like this one on Employee Engagement are a highly accessible training resource for organizations of all sizes.
Cost: $34.99 for a single course or $19.99/month.
Length: Varies.
Location: Virtual.
Credit: Online certification and continuing education credit to SHRM (1.25) and HRCI (1.25).
The value of employee engagement training for managers
According to Gallup’s State of the Global Workplace: 2023 Report, just 31% of employees in the US and Canada are engaged – and that's the second-highest in the world! As such, it makes sense for implementing engagement strategies to be one of your organization’s largest retention priorities.
Typically, most think of across-the-board engagement tactics like benefits, salary, and advancement opportunities. But when it actually comes down to increasing everyday engagement and profitability, as Gallup explains, the best bet is focusing on some of the most critical players in your team: your managers.
They understand each employee’s career goals, strengths, and opportunities for improvement. Managers help shape the culture that can make or break an employee’s experience.
Despite their essential role in increasing the number of engaged employees, few managers are naturally good at navigating the nuances of managing people.
Why? Well, we know that many managers make their way to a management role because of experience in their industry (as practitioners) rather than their experience leading people.
They might be a very experienced warehouse manager, but if they haven't got years of experience managing other warehouse managers, then this kind of training can add a huge amount of value in increasing team-wide employee engagement.
With nearly 70% of frontline leaders expressing interest in developing their leadership skills, a lack of this training can cause growing leadership development gaps in your organization.
On top of this, without training to improve the specific leadership skills required to be a strong manager, there can be potentially disastrous consequences when it comes to engagement and overall employee retention.
In fact, after surveying 3,000 American workers,GoodHire found that 82% of them said they would potentially quit their job because of a bad manager. For that reason alone you may want to consider management employee engagement training as part of your wider L&D efforts.
After all, if you can train managers to increase employee engagement, then you can unlock all the key business benefits that come from having a more engaged workforce, making employee engagement training for managers well worth the investment.
What’s next for frontline managers?
Choosing the right employee training method and investing in the right technology are crucial actions for business leaders wanting to boost engagement.
Hopefully, this guide gave you a better understanding of the considerations to keep in mind when selecting an employee engagement training program and highlighted some of the best ones available today.
After equipping your employees with the right training programs, the next step is to seek the best tools in the industry. Blink’smobile-first frontline engagement super-app is the perfect all-through tool for any organization wanting to boost employee engagement.
With a suite of features designed to connect your entire workforce, Blink can help your business drive optimal performance and engagement from every member of your team.
With Blink’s Content Hub, employees and managers can access any training documents and company procedures from the palm of their hands, making any employee engagement training initiatives more effective and accessible for you in the long-run.
Experts predict that the staffing industry will bring in a record $185.5 billion in revenue in 2022. That’s because many companies are finally learning that people are one of the most important assets in a business.
Investing in attracting and hiring the best talent makes sense, but recruitment is only half the battle. To maximize the benefits of your recruiting efforts, you need to create a work environment where your team members feel connected, energized, and motivated.
Highly engaged organizations have been found to benefit from a 23% increase in profitability due to improved retention, customer ratings and sales.
Operating with a solid organizational communication strategy is the key to building a culture of engagement where you retain employees instead of fighting turnover.
In this article, we'll explore how you can achieve that. Here’s what we’ll cover:
Why communication is the key to employee engagement
The Harvard Business Review describes an engaged employee as someone who's committed to their employer and identifies with their organization, has job satisfaction, and feels energized while at work.
For human resource or communications leaders, this creates two primary objectives to improve employee engagement: creating a positive relationship between employee and employer, and enabling job satisfaction.
Internal communications is essential for creating that positive relationship since it fosters trust and keeps leadership better informed about the employee experience. As for job satisfaction, communication is a valuable tool that can reinforce positive work experiences.
When employees are well-informed, they’re better engaged with the business, and this leads to all kinds of positive business outcomes.
Communication builds trust
According to a 2020 Brunel University London study, internal communications strategies such as open communication channels, information sharing, and consistent feedback result in higher co-worker trust and more engagement at work.
Communication informs leadership
Good communication works in both directions. It helps leadership convey values and big-picture goals and enables employees to share their opinions, concerns, and questions with decision-makers.
Too often, employees feel that company leadership is out of touch with the needs and priorities of the workforce. Internal communication in the form of two-way conversations bridges that gap and enables leaders to make better-informed decisions about matters that affect their teams.
Likewise, when employees can see proof that leadership receives their feedback and acts on it, this encourages them to speak up more.
Communication makes people feel valued
A report by McKinsey found that 54% of employees that left their jobs didn’t feel valued at work and 51% lacked a sense of belonging.
You may value all your employees highly, but if you don’t communicate it, it will be difficult to keep employee retention numbers up.
Creating initiatives that increase recognition helps your employees feel valued. You can also use internal communications to share the company’s vision and help employees understand where they belong in the big picture.
Communication improves efficiency
In competitive rowing, there’s a person on the team known as the coxswain (or “cox”) who communicates orders to the rest of the team to keep them motivated and working together.
It’s the same in the workplace. Keeping your employees informed and aligned enables them to do their jobs well. And when people feel empowered to do their jobs, satisfaction, energy, and motivation all increase.
Frontline focus: the increased importance of communication in frontline organizations
Creating a sense of belonging and supporting employee engagement is especially important when you have a frontline (or 'deskless') workforce.
However, there are also more challenges to overcome when employees are spread out at various locations, don't have frequent or formal in-person interactions with management, and are heavily reliant on paper documentation.
Yoobic’s 2022 Frontline Employee Survey illuminates some gaps that can lead to a lack of trust and engagement.
Although 83% of frontline employees want a workplace they can believe in and trust, only 45% believe management cares about their mental health. Another 81% say they want to feel valued by management, but only 38% feel connected to management and headquarters.
To make matters even more challenging, most frontline workers don’t have access to a work email or central communications platform where they can feel connected.
Many workplace communications solutions were built for desk-based office workers, and aren't convenient for the needs of frontline staff, leaving them feeling even more distant.
This creates a knowledge gap for frontline organizations where management isn’t fully aware of what's happening on the frontline and is, therefore, unable to connect with and make the right decisions for its employees.
Communication strategies to improve employee engagement
By implementing these five effective communication strategies, you can energize your workforce — whether they’re remote workers, on the frontline, or in the office.
Ultimately, these strategies will help you build a sense of community where employees feel free to share their opinions and ideas and foster relationships based on meaning and growth.
So here's how to improve employee engagement through communication.
1. Implement transparency and visibility from the top down
Workplace trust works best when it’s implemented from the top down. A 2022 survey by People Element highlighted significant areas for improvement in communication from leadership.
Specifically, it found that:
44% of employees don’t think there’s sufficient communication from senior leadership
40% say that leadership doesn’t communicate a clear vision of the future
39% still feel that leadership doesn’t value employees
Without clear and transparent communication from leadership, it’s easy for employees to feel uninformed about the decisions that impact them and disengage from the workplace.
Similarly, as a senior leader, you may get trapped in an “optimism bubble” when it comes to communication. In other words, you might overestimate your approachability, listening, and communication skills and underestimate how much your title and position make it hard for some employees to communicate with you.
If you want to build a more connected organization, leadership visibility and approachability need to be part of your engagement strategy.
Ensure management is communicating regularly, with purpose and opening up a two-way conversation as a result. Avoid sending “faceless” announcements and memos. Instead, have individual leaders sign their names on important messages. Take simple steps like adding photos of leadership next to their email signatures, so there’s more of a human element to their communication. You can take a look at different email signature examples to get an idea of how to personalize these signatures
2. Encourage two-way communication and listen
Open and honest two-way communication sounds simple, but it doesn’t happen automatically. You have to build communication processes that facilitate employee feedback and then prove that you’re listening.
Start by giving your employees a few different channels to provide feedback to higher-ups. This creates more accessibility and lets people choose the communication method they feel most comfortable with.
It's important to go beyond the annual survey. Unstructured feedback in the form of multidirectional dialogue has huge potential as it provides insights into ideation, opinions, and concerns that let you capture your employees' inner voices.
When you have a better grasp of your employees’ voice, you can feed that into the messages you put out and integrate it into your strategies, objectives, values, and the company mission.
Your employees' ideas and opinions are excellent resources, but if you don’t provide space for free dialogue, you’re leaving that gold mine completely untapped.
Once you have your feedback channels, make sure to actively promote them and send confirmation every time you receive communications. If employees feel that their words have disappeared into thin air, they won’t be encouraged to continue providing information.
3. Centralize your communication technology
Technology is an excellent way to make your communications accessible to everyone. But too many communication tools and platforms can make it harder for employees to stay engaged.
Nadir Ali, CEO of Inpixon, explains that people at large companies may have “10 or more work-related apps, each with a different interface and operating characteristics.” This means that even figuring out the right app to use becomes a challenge.
Instead, you can use an employee app like Blink, which gives your employees access to the people, processes, communications, and applications they need for their jobs.
Blink was designed for the needs of frontline workers and offers a unique and simple user experience across corporate or personal devices. Desk workers or management can access the app on a computer, while frontline and remote employees can find all the same information on a tablet or mobile device.
With one central platform at the core of your communications, you can create more accessibility without adding complexity or sacrificing consistency. This will make your employees' lives easier, save them a huge amount of time, and leave them more capacity to do their “real jobs,” all of which will result in their engagement and loyalty in return.
4. Create community through recognition, support, and inclusion
Effective internal communication builds community. You can do that by using recognition, providing support, and supporting inclusion.
Recognition isn’t just about celebrating good work and achievements. It’s also about showing empathy and letting employees know you understand and appreciate the challenges they face at work.
In other words, be explicit about appreciation and supporting employee mental health. Demonstrating that you consider your employees’ well-being is a key factor for engagement.
This is especially important for frontline workers who often bear the burden of implementing organizational change at the customer level and may feel less connected to headquarters because they’re not working out of a central office.
It’s also crucial for leaders to ensure that the culture of support applies to all employees. In recent years, we’ve seen organizations prioritize diversity, equity, and inclusion (DE&I) in the hiring process, but it shouldn’t stop there.
Employees with different backgrounds and life experiences need to be supported, encouraged, and made to feel a part of the broader community to stay engaged and reach their full potential. Your internal communications can support this by creating employee resource groups that help people find their “tribe” at work and provide a safe and secure environment where DE&I issues can be discussed.
Ultimately, recognition and community building work best when they’re ingrained into the company culture.
One of the best ways to make recognition a regular practice (instead of an occasional one) is by attaching it to existing processes. Look at the communications you regularly send out and see where you can add messaging that celebrates wins and acknowledges current challenges.
5. Use messaging to inspire and energize
As companies continue to deal with the effects of the great resignation and more recently "quiet quitting", leaders have to figure out how to mobilize and motivate workforces dealing with burnout. Every communications initiative is an opportunity to energize your employees and create a more engaged workforce.
Internal communications can be boring if you’re not thinking about your messaging. Instead of falling into the trap of simply spewing information, craft messaging that inspires your workforce.
Implement useful and engaging communications that help employees visualize a common goal to strive for, and invite them to help you craft that future. In other words, remember that while your employees need communications that answer “what,” “where,” and “how,” they also need a “why” that keeps them going.
In addition to providing your employees with the services and tools that fit into their busy days and help them do their jobs, make sure you are using that space to invite engagement with content that makes teams gravitate towards that space naturally.
To do this, you can unleash user-generated content such as on-the-job stories, celebrations of small wins, and peer recognition. Authentic content generated by your employees is still the best employee branding available. When employees are given the freedom to talk about their work, they feel seen and heard, and they keep the conversation and engagement going.
Final thoughts: communication strategies to boost engagement in the workplace
Many companies are still figuring out how to bring energy back into the workplace while dealing with employee burnout to avoid attrition.
What you need to know is that your communication plan is one of the best tools you have to re-engage your workforce. With the right initiatives in place, you can build trust, make your employees feel valued, and make sure leadership has the information they need to create a better workplace.
Blink’s frontline engagement app facilitates these strategies that improve two-way conversations between employees and leadership and creates a space which invites sustainable and organic engagement.
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