Employee retention strategies in the hospitality industry

C-suite leaders in the healthcare industry have long been interested in ways to improve their hospital performance. Now, studies show that one factor with a profound positive impact on meeting your business goals is increasing staff engagement in their jobs. HBR’s research showed that higher employee engagement levels can improve outcomes such as:

• Hospital costs (Any legal action taken by a patient against a hospital for negligent complications) 
• Treatment effectiveness and patient outcomes (Measured by the rate patients are readmitted) 
• The level of hospital acquired infections and conditions (Surgical complications, etc)

The research also found that just a small increase (1%) in employee engagement leads to a 3% reduction in hospital acquired complications and a 7% reduction in hospital readmissions. In addition to this, research supports that the quality and care with which their company leaders engage their healthcare employees influences key aspects of the care those employees go on to provide.

Simply put, employee engagement initiatives lead to better patient care. And if you treat your employees right, they'll in turn treat their patients right. The direct link between engagement and operational success is undeniable across all frontline sectors, from optimizing hospital outcomes to figuring out how to improve employee engagement in manufacturing. It's clear that C-suite leaders need to act now if they want to see improvements in hospital performance.

It's clear that C-suite leaders need to act now if they want to see improvements in hospital performance. But how can hospital leaders improve employee engagement among their staff? 

Well, there are a few key employee engagement trends in healthcare that organizations should keep an eye on, which our experts have delved into in this handy guide.

Trend 1: Moving towards consistent & clear communication

Our research has found that almost one-fifth of frontline workers state they don’t receive relevant communications from their employer organization. Our research also found that over one-third (34%) of workers can’t easily access workplace systems on their mobile, nearly 2 in 10 aren’t using their intranet, and of those, two-thirds don’t know how to.

But, so what? What does this downward trend in effective comms mean for leaders of healthcare organizations? Well, it turns out that ineffective communications can actually have a negative impact on patient safety, a critical concern for anyone in the healthcare sector. As NIMH states: 

"When health care professionals are not communicating effectively, patient safety is at risk for several reasons: lack of critical information, misinterpretation of information, unclear orders over the telephone, and overlooked changes in status."

On the flip side, consistent, clear and transparent communication within a healthcare organization creates highly engaged employees, which in turn improves the quality of care your employees provide their patients. 

So, if your paper announcement boards, sporadic emails and disparate communication tools are no longer working to effectively engage your staff, don’t just brush it under the carpet. With the pressure on for HR and IT leaders to digitize, a mobile-first, all-in-one approach to employee engagement can provide the perfect solution to both problems. 

When using mobile communication tools, you are able to easily and directly communicate with your frontline staff. Whether it’s instant company updates and news to the palm of their hands, simplified and secure document access at the drop of a hat, or direct and open two-way communication channels available 24/7, a mobile-first approach is a great way to engage and empower your healthcare employees – and improve patient safety. 

Trend 2: Actioning employee feedback

Whilst consistent communication will be vital to your employee engagement levels, you can’t simply provide workers with the means for communication and expect improved engagement. You have to use your communications channels to truly listen to, and action feedback from, your workforce in order to engage them.

Not only does this show your staff that their opinions matter, but it can also improve the overall work culture and job satisfaction within your healthcare organization, as they feel more autonomy over their work.

And the benefits don’t end there. Research from HR healthcare found that 60% of healthcare workers claim listening to employees drives changes for a more progressive business. Additionally highlighted in HR Healthcare's research, effective employee feedback has been found critical for improving patient employee environments.

As such, by perceiving employee engagement as an outcome-related effort in which patients themselves are directly affected by its success, healthcare leaders can better understand the impact that their engagement initiatives have on the overall patient experience.

Unfortunately, current trends in healthcare seem to be working away from these potential benefits. Our recent employee engagement statistics highlight that 87% of healthcare workers believe their employer should do more to listen to the needs of their workforce, and nearly 4 in 10 workers don’t feel that their feedback will be acted on. To combat this, leaders need to do more to ensure they are consistently making efforts to collect and act on direct employee feedback.

Finding the right employee engagement tools to facilitate clear communication around worker issues will be important, but one key feature you should look out for when it comes to worker feedback is Employee Surveys. By creating customized and targeted surveys for key demographics, departments and employees in your workforce, you can show them that their input is valued and taken into account when the big decisions are made.

Trend 3: Driving employee recognition 

According to research, recognition is a key driver for healthcare worker engagement.

However, our research shows that nearly 4 in 10 (37%) healthcare workers don’t feel as valued as their desk-based colleagues. This is a huge missed opportunity for healthcare organizations, as recognizing and rewarding your frontline staff not only boosts morale and job satisfaction, but can improve patient care as well.

A simple shout-out or a direct message goes a long way in showing your appreciation for your employees' hard work, but a one-on-one approach shows the organization is willing to go the extra mile to show they care about their team members. 

Ask your team questions about how they like to receive feedback. Do they prefer you shout it from the rooftops or keep it private? If your organization uses rewards, does your teammate prefer gift cards or meals? Asking these questions will provide you many options to meaningfully recognise employees.

Other ideas include:

• Recognition events (paid for team lunch or dinners etc)
• Providing development opportunities
• Personalized rewards
• Giving managers exposure to senior leaders.

At the end of the day, taking the time to recognize and appreciate your employees' efforts will go a long way in improving the overall employee experience – and your engagement levels will follow suit.

Trend 4: Understanding quiet quitting

While it's not a new concept to the healthcare sector, quiet quitting—where employees slowly disengage and eventually leave their job without giving notice—is a growing problem in the industry. 

Unfortunately, Gallup found that 32% of US employees were actively engaged at work in 2022 (compared with 34% in 2021) and that the largest decline in engagement was found among health care professionals, who realized a 9 point drop in engagement scores year-on-year. Some reasons cited for employees becoming disengaged include:

• They receive poor communication from management
• They don't believe management has their best interests in mind
• They feel a lack of autonomy and control 
• They do not have the resources needed to career out their role effectively
• They face little or no career advancement opportunities.

In addition to this, another recent survey found that 61% of physicians are currently experiencing burnout, and when asked about the cause, 62% of physicians blamed their current employer. The impact of this on the healthcare industry has been drastic.

The true impact of the quiet-quitting trend in healthcare

This phenomenon can have detrimental impacts to your healthcare organization, as it not only results in decreased productivity and higher turnover/low retention rates, but also requires additional resources—and costs—to recruit and train new staff members. 

Jeremy Sadlier, executive director of the American Society for Healthcare Human Resources Administration, commented on how this trend is playing out in hospitals all over the US:

“Ultimately, this trend has the potential to make a significant impact in the industry. Any lack of engagement on the part of staff ultimately impacts patient care, teamwork, safety and throughput, all of which impact the financial health of an organization and the patient experience. 

It's incredibly important for leaders to focus on engagement, growth opportunities, and to recognize and reward hard work. These are a few ways to focus on your employees to help them feel engaged with their work." 

In order to combat this growing trend, healthcare leaders should prioritize open communication with their staff to address any concerns or issues that may be causing employees to disengage in the first place. By understanding and addressing these issues with strong engagement initiatives, healthcare organizations can prevent quiet quitting and improve the entire employee experience.

Another way to tackle the quiet-quitting crisis, Forbes suggests, is that leaders humanize work. This could include offering flexibility and autonomy in the workplace, as well as recognizing and valuing employee contributions and investing in a mobile-first, intuitive solution to healthcare employee engagement.

Trend 5: Pushing diversity, equity & inclusion

One trend we're seeing in the healthcare industry is a greater focus on creating a diverse and inclusive workforce, as well as providing DEI training for employees.

And it's not only a recent trend. According to one study, the number of HR leaders identifying DEI efforts as a top priority was 1.8 times higher in 2020 than in 2019. In 2021 leaders indicated that “setting goals and tracking DEI progress through metrics” was one of their two top priorities for the year.

This trend is supported by further research from Deloitte, who surveyed 20 CEOs within the healthcare industry to find that addressing and improving health equity was one of their top goals. But why is that?

By promoting diversity and inclusion in the workplace at every level, healthcare organizations can improve employee engagement levels by making all staff members feel valued and respected. In turn, this can lead to improved patient care and better overall organizational practices.

Rola Aamar, PhD, Senior Clinical Effectiveness Consultant at Relias states:

“Commitment to consistent DEI initiatives, especially training, not only is important for patient safety and better health outcomes, but also can be key for retaining qualified, engaged employees. Organizations that create and promote inclusive work environments and consistently let staff know that DEI is a priority are the ones that are most likely to reduce moral injury and burnout among staff.”

Research has also shown that diverse patients who see themselves in the healthcare workforce, are more likely to trust their healthcare provider. This in turn leads them to be able to communicate better about their condition, more likely to understand and follow treatment plans, and overall are more satisfied with their healthcare. 

It really does matter at every level.

DEI is important at every level, with CEOs recognizing and pushing it forward this trickles down into other levels of management right down to the frontline.

In their 2021 State of Healthcare Training and Staff Development Report Relias found that over half of respondents indicated that their organization was moving to actively address DEI-related issues. However, only 40% of those with DEI training require managers to participate.

With this in mind, healthcare business leaders need to take action now: review your organization's current DEI practices, set goals for improvement, and make a plan to implement them effectively.

And don't forget to regularly track and assess your progress along the way. Consider utilizing resources such as DEI training programs, diversity consulting services, and healthcare employee surveys to gather feedback and ensure your DEI efforts are truly making a positive impact.

Trend 6: Prioritizing mental health and wellbeing

The mental health and wellbeing of your healthcare workforce has to be a priority if you want to succeed as an organization. However, historically, the healthcare sector has seen elevated stress levels. 

As Frontier’s research states:

Numerous factors contribute to elevated stress among healthcare workers, including heavy workloads, long shifts, a high pace, lack of physical or psychological safety, chronicity of care, moral conflicts, perceived job security, and workplace related bullying or lack of social support.

And this elevated stress isn't without its challenges. Physician burnout and caregiver stress is a real issue and, according to Frontier's research, work-related stress can have a negative impact on health care providers' professionalism, quality of care delivery, efficiency, and overall quality of life.

As such, it is critical that leaders in the healthcare sector are prioritizing the mental health and wellbeing of their employees. This includes offering direct and easy access to communication solutions to allow employees to reach out for support when needed, support resources such as employee assistance programs and crisis resources, mindfulness/resilience training, and flexible work schedules.

Whilst mental health should be a key focus, you can’t neglect physical safety.

In the quote above, Frontier cited “lack of physical safety” as one of the factors that contribute to stress. This is supported by research from NSC which found 40% of people who reported feeling “very” unsafe at work reported having symptoms of depression all or most days, while only 1% of people who felt very safe at work reported the same.

From the research, there are 3 key ways frontline safety can impact mental health:

• Employees who feel unsafe at work are more likely to experience symptoms of depression and anxiety. 
• Employees who feel the most unsafe at work are also the most likely to meet the criteria for clinical diagnosis of mental illness. 
• Feeling unsafe at work impacts employees on and off the clock. The feelings they have at work can follow them home.

By prioritizing the mental health and wellbeing of healthcare workers, organizations can improve overall employee engagement levels and decrease burnout rates, in turn driving patient care success and overall organizational success.

So let's take action now and prioritize the mental health and wellbeing of our healthcare employees. It's time to put an end to burnout and promote a culture of support within our organizations. The benefits, for both our employees and our patients, are worth it.

Trend 7: Using people analytics tools

People analytics tools are gaining traction in the healthcare industry, as they offer a way to track and measure employee engagement levels, analyze performance data, and inform HR decision-making. With the rising trend of big data and analytics in the healthcare sector, these tools can offer valuable insights to organizational leaders.

Deloitte tells us that with people analytics, healthcare organizations can:

• Increase employee satisfaction.
• View employees as a critical and valuable asset in the supply chain; an asset that can be analyzed and optimized to benefit individuals and the company as a whole
• Uncover opportunities to transform HR practices and optimize talent-focused programs.

By utilizing people analytics tools, healthcare organizations can gather valuable insight to inform and improve their HR strategies, ultimately driving employee engagement and overall organizational success.

Healthcare firms are also using people analytics to increase profitability, as employee engagement has been proven to be a strong predictor of financial performance.

With Blink's Frontline Intelligence, healthcare organizations can analyze and track employee engagement, satisfaction, and other key metrics in real time, using them to guide their employee engagement initiatives and reach their goals.

Final Thoughts

Unfortunately, Healthcare networks can be complicated enough, without staff having to download and juggle a number of different employee systems. 

The Blink mobile-first employee app connects them to core industry apps in seconds, without requiring a password. From shift scheduling to PPE requests to Sharepoint, everything's ready for your staff in one (digital) dashboard.

By providing a platform to help you stay on top of the latest trends, facilitate communication, and track performance and satisfaction, we can help drive HR success within your organization. With Blink, you can achieve:

• 10X higher communication rate using an employee app
• 300% increase in feedback through survey responses
• Higher employee retention and engagement
• People analytics to focus on burnout and DE&I initiatives.

So why wait? As healthcare leaders, it’s vital that you keep up with the latest trends and take action to improve employee engagement within your organization. And we can help you do just that.

Book A Demo Now

Want to learn more? Check out one of our healthcare client testimonials below to see how we helped them.

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What exactly is doomscrolling?

We’ve all been there.

Silencing our nightly wind-down reminders and ignoring the unopened book on our nightstand as we endlessly scroll through increasingly negative news articles and social media posts — only to feel worse afterward.

It’s called doomscrolling, and it’s not just a buzzword. It’s a real problem.

Coined — and escalated — during the Covid pandemic, doomscrolling is the growing habit of constantly consuming negative articles on news sites or social media. What may begin as a well-intended desire to stay informed on world events can quickly devolve into a downward spiral of distressing content. For instance, searching for updates on the economic market can lead to a flood of articles on recessions and layoffs, and looking up the latest on a local election can unearth politically divisive headlines. It’s an especially easy trap to fall into on smartphones, as our social media apps algorithmically learn how to keep us scrolling for more.

The unending cycle of stress caused by doomscrolling has the power to infiltrate not just our personal lives, but our professional ones, too. It exacerbates feelings of anxiety and pessimism that people can inadvertently bring to work with them, hindering workplace satisfaction, focus, and productivity.

And if you don’t think your workforce is impacted by the doomscrolling dilemma, you may be surprised: A recent survey revealed that nearly 1 in 3 U.S. adults who use social media — and, generationally, a whopping half of Gen Z adults (53%) and millennials (46%) — said they occasionally or frequently doomscroll.

The good news? Employers can help to reverse this trend and improve employee well-being.

Enter: The power of positive internal comms

If we consider the average 8-hour workday, employees spend a third of their day — or more — at work and on workplace tech platforms. This means that internal communications leaders have an opportunity to make a meaningful difference in mitigating the damage of doomscrolling and creating corporate content that uplifts the workforce.

Let’s explore four ways that internal comms teams can help their workforce detox from doomscrolling and boost employee spirit — whether they’re on the frontline or in the front office.

1. Gauge the mindset of your employees

Doomscrolling, and overall negativity, can be detrimental to an individual’s mindset, focus, and overall well-being — making it a priority for HR and people-facing leaders.

To lift up employees, an important first step is acknowledging the challenges that people may be facing and understanding the state of the workforce. In addition to having open conversations with employees in team meetings or one-on-one check-ins, internal comms teams should consider conducting company-wide outreach.

Short-form polls, which people can respond to anonymously, can be a great way to gauge how employees are feeling across the organization. By conducting a quick poll or pulse survey on how stressed people are feeling outside of work, or how supported they feel by their manager or employer, organizations can establish a baseline for employee morale and track sentiment over time with follow-up check-ins.

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This is also an excellent chance to see what employees are looking for in their company’s internal comms. Employees can share their thoughts on the frequency, formats, themes, and channels they prefer the most when it comes to receiving information from their company, helping internal comms to ensure their important company updates and culture-building messages aren’t lost in the noise.

2. Create a positive communications culture

Long gone are the days of internal comms being just corporate news-sharing and policy updates. Today’s most successful comms plans include telling uplifting stories from across the organization as part of a broader effort to improve employee engagement and retention.

By regularly celebrating company wins (like the opening of a new facility), recognizing employee contributions, and celebrating big milestones (such as birthdays and work-iverseries), internal comms teams can establish a rhythm of lighthearted and positive content. Not only can this help to counterbalance negativity outside of work, it’s a good step toward humanizing and strengthening internal storytelling overall.

For employers who have a significant population of frontline workers, the risk of disconnect and isolation can be much greater, given the very nature of how and where they work. These team members may want more frequent and engaging updates — think personal shout-outs from coworkers or short-form videos from people leaders — that highlight their hard work and the positive impact they’re having on the organization.

Bonus points if all of this employee celebration and recognition is happening on a mobile platform where everyone can engage and chime in with their own comments of appreciation.

3. Encourage connection over isolation

Employers of any size and scope — and especially those who have a combination of office-based, frontline, and remote workers — know how difficult it can be to build a cohesive sense of community. When not all employees have a company email address or access to a work computer, how can you reach everyone where they are? And, maybe even more importantly, how can they connect with one another?

This is where a mobile-first internal comms platform can be a game-changer. Virtual chats and communities give employees a dedicated place to communicate with each other. By mimicking the most collaborative parts of social networking apps like Facebook, internal comms leaders can facilitate social connection and create a unifying and fulfilling employee experience.

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And with easy photo- and video-sharing capabilities, employees can be not just consumers of internal comms content, but creators as well. Consider encouraging employees to generate and share their own content — giving coworkers visibility into their day-to-day roles, for example, or virtually checking in from their current worksite. This can be a great way to incorporate more voices and bring a new level of authenticity and personalization to your internal comms strategy.

4. Promote a digital peace of mind

Even when it comes to uplifting internal comms, it’s possible to have too much of a good thing.

Part of the appeal of doomscrolling is that it’s easy to mindlessly scroll on and on — the last thing we want workplace platforms to do is encourage the same behavior. Internal comms teams can mitigate the endless scroll by keeping their messages positive, avoiding information overload, and making their digital workplace super relevant.

Sharing content based on team, role, or region, for example, can minimize potential information overflow. Likewise, labeling critical company updates as mandatory reads can help internal comms ensure their must-read messages are being seen, while providing flexibility to employees to engage with or dismiss other posts as they see fit. And organizations that offer employee well-being solutions, such as a mindfulness app, can create an internal resource hub that quick-links to helpful employee benefits where they’re easy to find and use.

Finally, as a rule of thumb, internal comms should serve as external eyes and keep a pulse on what’s happening outside of work. Be sure to stay up to date on current social conversations that may be causing distress, as well as upcoming events that may cause heightened anxiety. By factoring these concerns into monthly or quarterly plans, internal comms teams can more proactively create content that’s timely and helpful to employees across the organization.

Don’t let doomscrolling get your employees down.

Detoxing from doomscrolling is about more than just unplugging from technology, which is often difficult or — for some employees — outright impossible. It’s about thoughtfully using workplace platforms to create an encouraging and supportive environment at work.

By taking a more strategic approach to employee morale and implementing these uplifting communications strategies, internal comms teams can help their people stay positive, connected, and resilient — even during the most uncertain times.

‍Learn how you can uplift your workforce with an inclusive and interactive internal communications platform. Discover Blink today.

Want to scale your business communication in 2026?

WhatsApp Business is widely used for customer communication. As of November 2025, the business app has been downloaded over a billion times worldwide.

WhatsApp may be the first name that springs to mind when you think of instant messaging. But the app comes with major limitations — especially for growing teams and regulated industries.

Its biggest flaw? It’s not built for scale or collaboration. There’s no unified inbox, no team-level access, and limited integration with CRMs or internal systems. And while it’s great for small businesses, many companies quickly outgrow it.

Whether you’re looking for better security, team-based workflows, automation, or enterprise-ready support, here are the 12 best WhatsApp Business alternatives in 2026 to help you choose the right messaging platform for your business.

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12 best WhatsApp Business alternatives

#1. Blink

Best for: internal messaging, mobile-first employee communication, and app consolidation

Blink isn’t a direct customer messaging tool like WhatsApp Business — it’s a comms tool for internal use. A modern employee communication platform with built-in chat, company updates, surveys, forms, file sharing, and integrations — all in one place.

It’s ideal for teams who want to consolidate Slack, WhatsApp groups, emails, and paper processes into one secure app.

Features & benefits:

• Secure, centralized communication across departments
• Private and group chat with notifications
• Integration with scheduling, forms, documents, and alerts
• Designed for all employees — desk-based, remote, and mobile
• AI automation tools

Limitations:

• May offer more functionality than smaller, office-only teams need

#2. Telegram for Business

Best for: broadcast messaging and public channel growth

Telegram is a highly flexible alternative to WhatsApp Business, especially for businesses that want to build public or semi-public communities. Its channels, bots, and automation tools make it ideal for announcements and large-scale broadcasting.

Features & benefits:

• Public and private channels
• Large group sizes (200k+)
• Bots and custom integrations
• End-to-end encryption in Secret Chats

Limitations:

• Lack of built-in enterprise compliance tools
• Limited reach compared to WhatsApp

#3. Signal

Best for: ultra-secure business communication

Another of the best alternatives to WhatsApp Business, Signal is known for its privacy-first approach. It’s open-source, end-to-end encrypted, and free. While it lacks native business tools, it’s ideal for companies handling sensitive internal communications or working in regulated industries.

Features & benefits:

• No ads, no tracking
• Fully encrypted
• No connection to Meta/Facebook

Limitations:

• No CRM integration
• Limited team collaboration tools

#4. Facebook Messenger for Business

Best for: businesses already using Facebook Pages

If your customers like to hang out on Facebook, Messenger for Business is a logical next step. It’s a WhatsApp Business alternative that connects directly to your business page, letting you automate greetings, FAQs, and appointment bookings.

Features & benefits:

• Chat widgets for websites
• Auto-responders and templates
• Integration with Meta Business Suite

Limitations:

• Facebook-dependent
• Lacks enterprise-level tools

#5. WeCom (formerly WeChat Work)

Best for: teams and clients in China

WeCom is the business-friendly version of WeChat, widely used in China. It’s ideal for companies with Chinese operations or customer bases, offering both external client comms and internal team messaging.

Features & benefits:

• Unified contact management
• Rich API ecosystem
• Seamless transition from WeChat

Limitations:

• Regional user base so may not suit global brands
• Data privacy issues for industries with strict compliance requirements

#6. LINE Official Account

Best for: businesses in Japan and Southeast Asia

LINE is dominant in Japan and parts of Southeast Asia. Its Official Account tool is designed for businesses, with features like chat, coupons, ads, and broadcast messaging.

Features & benefits:

• Chatbots and autoresponders
• Loyalty programs
• Targeted push messaging

Limitations:

• Regional user base so may not suit global brands
• Plan and message limitations in the USA and Europe

#7. Viber for Business

Best for: small businesses and customer support

Viber provides business messaging through bots, broadcast lists, and customer service chat. It’s end-to-end encrypted, supports verified business profiles, and is especially popular in Eastern Europe and the Middle East.

Features & benefits:

• Verified business messages
• Rich media and chatbot options
• Business API for developers

Limitations:

• Bugs and file handling limitations
• Limited contact segmentation and scheduling tools

#8. Twilio Conversations

Best for: multi-channel messaging at scale

Twilio isn’t a messaging app — it’s an API-first communications platform. If you want to build WhatsApp-like workflows with more flexibility across SMS, email, and in-app messaging, Twilio gives you the tools.

Features & benefits:

• Unified inbox across channels
• Custom automation flows
• Enterprise-grade compliance and analytics

Limitations:

• Setup can be complex and often requires development support
• Restrictive Chat participant limits

#9. Slack

Best for: internal messaging and team collaboration

If you’re using WhatsApp for team chats, Slack is a more organized, searchable, and integrated alternative. With channels, app integrations, and rich history, it gives desk-based teams the tools they need for communication and collaboration. 

Features & benefits:

• Channels for projects and teams
• Integrations with Google Drive, Jira, Zoom, and more
• Threads, reactions, and pinned messages

Limitations:

• A poor mobile user experience
• Inadequate support for push notifications and compliance

#10. Microsoft Teams

Best for: Microsoft 365 users

For companies in the Microsoft ecosystem, Teams provides structured internal communication with chat, calls, meetings, and file collaboration — all within one interface.

Features & benefits:

• Deep Office and SharePoint integration
• Video calling and meeting features
• Security and compliance support

Limitations:

• Requires high internet stability
• Minimal customization options

#11. Tidio

Best for: live chat and website automation

Tidio is a customer support platform that includes live chat, chatbots, and multi-channel messaging (including Messenger, Instagram, and email). It’s ideal for SMBs looking to handle client support from one hub.

Features & benefits:

• Website live chat
• Automated lead capture and FAQs
• CRM integrations
• Easy setup process

Limitations:

• Expensive and inflexible pricing structure
• Limited features in cheaper plans
• Limited customization options

#12. Zoho Cliq

Best for: small teams using the Zoho ecosystem

Zoho Cliq is a lightweight team chat tool with integrations across Zoho's productivity suite. If you're already a Zoho user, it’s a natural upgrade from WhatsApp for internal comms.

Features & benefits:

• Easy to use
• Role-based access controls
• Threaded conversations
• Audio and video calling

Limitations:

• Can be slow to load during peak times or with large files
• The user interface isn’t user-friendly
• Fewer features on the mobile app compared to the desktop version

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What are the best WhatsApp Business alternatives by use case?

The best alternative to WhatsApp Business depends on what you’re trying to achieve. Here’s a quick summary of which use cases match which apps.

Internal team communication

If your goal is to keep teams aligned, share updates, and consolidate tools, go for platforms designed for internal comms.

Top picks: Blink, Slack, Microsoft Teams

Customer support at scale

Want to chat with customers quickly and efficiently? Then you need a platform built for multi-channel customer engagement.

Top picks: Tidio, Twilio, Facebook Messenger for Business

Highly secure conversations

For industries handling sensitive data or requiring compliance, you need secure alternatives to WhatsApp — tools that offer unbeatable privacy and security.

Top picks: Blink (for internal conversations), Signal (for customer conversations)

Regional customer engagement

If your business operates in specific markets, using the local dominant messaging apps helps you reach your audience where they already like to hang out.

Top picks: LINE, Viber, WeCom

What questions should you ask when choosing a WhatsApp Business alternative?

When you switch from WhatsApp Business, you want to be confident that your chosen alternative fits your team, your customers, and your business goals. Ask the following questions to find out whether a shortlisted platform has everything you need.

1. What problem am I trying to solve?

Are you looking for better internal communication, faster customer support, or both? Maybe you need a solution that works for remote teams, frontline workers, or specific regions. Defining the problem upfront will help you zero in on tools that actually solve it.

2. Can the platform scale with my business?

WhatsApp works for small teams, but many businesses outgrow it quickly. Ask whether your chosen alternative can handle:

• Large teams and multiple departments
• Cross-functional collaboration
• Growing customer bases
• Multi-location operations

3. How secure and compliant is it?

All business communications should be secure and compliant. Check whether your alternative to WhatsApp Business offers end-to-end encryption, admin controls, audit logs, GDPR compliance, and compliance with industry-specific standards.  

4. How user-friendly is it?

Even the most powerful platform will fail if no one in your organization actually uses it. So consider mobile and desktop access. Look for push notifications and reminders, onboarding support, and an intuitive interface.

5. Can I measure performance?

You need visibility into how your team and customers are communicating. Ask software providers about analytics, reporting dashboards, and the KPIs you want to track. It should be easy to monitor your comms performance and find actionable areas for improvement.

6. Does this tool integrate with other workplace software?

If you’re planning to use one tool for internal communication and another for customer messaging, seamless integration is critical. Your WhatsApp Business alternative should play nicely with your CRM, employee tools, and other communication systems — so messages, work, and data flow without friction.

Read more: The risks of using WhatsApp for team messaging

How do you choose the right WhatsApp Business alternative?

WhatsApp Business is simple and popular — but it’s not scalable, secure, or flexible enough for most growing businesses. And there are lots of apps like WhatsApp for you to choose from.  

Whether you’re managing internal operations or external customer conversations, the 12 alternatives above offer powerful features that go beyond the basics.

Need a secure, mobile-first alternative for team communication?

Blink brings chat, alerts, files, surveys, and scheduling into one unified experience — no more group texts or missed messages.

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Why teams choose Blink over WhatsApp Business

WhatsApp is often what frontline teams default to simply because it's already on their phones — not because it was built for structured company communication, permissions, or reporting. Blink gives you the same mobile-first simplicity your team already expects, plus the governance, analytics, and content structure WhatsApp was never designed for. See how Blink compares.

The last few years brought a storm of change to the HR industry. Artificial Intelligence. The gig economy. And more recently, a global pandemic has altered our reality and redefined workflows. 

While Covid-19 has forced us to make many temporary adjustments to the way we live and work, not every new development is short-lived. There has been an influx of new trends that are here to stay.

These innovations have pushed us to view different areas of the HR function from a new perspective. And they have made us wonder: What’s in store for the future? What are the developments that will transform HR for good? Which trends will shape the new reality of work?

Read on for answers. In this post, we take a look at the top HR trends in 2021 for frontline business and HR leaders to take into account as they prepare for what’s to come. 

Top HR trends for 2022

Designing work for frontline employees’ well-being 

The line between work and home life has been blurring for some time, but the pandemic has all but erased it for many employees. In response, HR leaders have shifted from promoting work-life balance to pushing well-being into the work itself.

As per the 2020 Hartford’s Future of Benefits Study, workers are now demanding benefits like hospital indemnity insurance, additional paid time off, and employee assistance programs.

Companies, on their part, are focusing on online experiences that improve employees’ health. These include virtual team-building events, yoga and fitness sessions, and mindfulness classes, and so on. 

So organizations that thrive beyond 2021 are going to be those that integrate health-related initiatives into the design of work. This will be done at the individual, team, and organizational levels to create an environment in which employees are at peak health. 

Reskilling to unlock frontline worker potential 

During Covid, many organizations struggled to retain employees because of financial problems, sick leave, or losing workers to the virus. So managers called on remaining employees to expand their roles and fill the gaps left by their coworkers. And like the Spartans, employees rose to the challenge. 

Workers’ resourcefulness and agency in these hard times have shown that they can learn and contribute in unexpected ways. And in doing so, they have positioned their organizations to thrive in the long term.

So employee reskilling is another important trend to watch out for. According to a recent Udemy survey, the demand for building employee skills grew by 38% in 2020. The consulting company PricewaterhouseCoopers (PwC) illustrates this trend. It invested $3 billion in the learning and development of employees who have stayed with the business for at least 3 years. This suggests that reskilling is a lean and sustainable way to strengthen your workforce. 

Building 'Superteams' 

Organizations have been using ‘teaming’ (setting up a temporary team of people who aren’t familiar with each other) as a survival strategy to counter the impact of Covid-19. Many leaders have now begun to realize teaming as an opportunity to form “superteams.” 

Coined by Thomas Malone, the term ‘superteam’ refers to the pairing of people with technology such as artificial intelligence (AI) and robotics, to rethink workflows and get faster outcomes. 

The strategy of turning teams into superteams is still in its infancy, as many companies still see technology from a limited viewpoint — more as a tool than a team member. 

According to Deloitte’s 2021 Global Human Capital Trends report, only 16% of executive-level leaders said that they plan to transform work by combining humans and machines.

But the trend is expected to accelerate, with organizations shifting to this new mindset and strategy in a strong position to realize the untapped potential it offers to drive growth and handle uncertainty. Making sure you have the right employee experience software, and the right tech stack is vital.

Rethinking governance of workforce strategies 

Covid-19 has opened our eyes to the fact that using data on your workforce’s current state to determine employee strategies is not enough. Relying solely on the metrics showing the workforce’s present situation is risky because it limits a company’s potential to survive drastic changes. This applies to all strategies, from staffing levels to employee retention. 

Some organizations are shifting their approach from strategizing for likely, minor events to planning for the unexpected. 17% of HR executives say that their companies plan to focus on the occurrence of unlikely, high-impact events, as opposed to 6% before the pandemic. 

Companies that want to handle change with confidence must address questions that force them to look into the future. It’s forward-looking insights that will help businesses accomplish new milestones. 

Shifting from managing employees to re-architecting work 

Covid-19 has positioned HR as a prominent part of surviving a crisis. And the good news is that HR has lived up to this new standard, gaining more credibility as a result. 

A survey by Deloitte has shown that both HR and business leaders are now more certain of HR’s ability to tackle future challenges. 

This creates an opportunity for HR departments to leverage their new position and transform their role from that of managing employees to re-architecting work. 

HR leaders can make the most of this by taking charge of reimagining both the workforce and the workplace to ensure future success.

The survey also found that 61% of business and HR executives are planning to reimagine work in the next one to three years. This would mean:

• Prioritizing outcomes over outputs 
• Focusing on building superteams that combine human and technological capabilities
• Managing the cultural and leadership changes that arise from the new approach to work

As a result, HR trends and goals will align better with business objectives. And HR will need to work closely with other departments to shape the new architecture of work. 

Conclusion

These HR trends show the future holds both big opportunities and tough challenges for HR and business leaders. All this is pushing HR professionals to search for and leverage innovative technologies to improve employee productivity and engagement.  

In the near future, AI-based predictive and automation technologies are likely to improve all the areas under the HR function, including talent acquisition, workforce analytics, and reskilling of employees. All these ultimately help HRs role in employee engagement.

So use these trends to anticipate new developments in the human resource field, and to inform your business processes moving forward. It will give you a solid foundation to not just survive but thrive in the face of upcoming changes. 

What makes her awesome? 

Sasha works primarily with children in the NeuroOnc and their families. Sasha has a remarkable ability to bring joy to every family she encounters. Her energy is infectious! She is able to balance this beautiful spirit of fun with the ability to also meet families in times of crisis and tragedy. Whether laying on the floor with a struggling parent or bonding over 90s music, Sasha is a true support to her patients.

All of these things make Sasha invaluable to our patients — but they also make her an absolute joy to work with. Palliative Care can be a heavy field and Sasha brings such a beautiful sense of love and support to her teammates all over the hospital. She holds space for her coworkers when we have hard days and she energizes us to keep going. She is the first to organize a team activity, include others, and share a “love you!” She has a teaching spirit and truly believes in her coworkers. I am so grateful to know and work with Sasha.

What does she want to do next?

Continue spreading the word about Palliative Care and its role in supporting families going through childhood Cancer!

‍

Nominated by: Brooke Bissell

How engaged are your employees — really?

If you’re anything like the majority of companies, there’s definitely room for improvement.

And that matters. Because employee engagement impacts everything from productivity to employee retention to overall business performance.

These employee engagement statistics can help you find a path forward. They reveal what’s working and what isn’t, and can hopefully provide some inspired ideas for your engagement strategy.

Where have these stats come from?

We’ve collated the latest employee engagement statistics from across the world with findings from our own, UK-based, frontline-focused research to give you a comprehensive insight into workplace engagement in 2026.

Our research surveyed 1000 respondents over the age of 18 from the United Kingdom. At the time of the survey, respondents held frontline roles in both public and private health and social care.

General employee engagement statistics

An engaged employee is someone who’s committed to their employer and invested in their role. They feel connected to their organization, experience job satisfaction, and tend to feel motivated while at work.

So how many workers actually feel this way? Let’s start with some statistics that reveal the current state of employee engagement in companies across the world.

1. According to Gallup’s 2025 State of the Global Workplace report, just 21% of employees are engaged at work. That’s down from 23% in 2023.

2. In the US, the picture is slightly better. Here, 31% of workers are engaged and 52% describe themselves as thriving.

3. In 2024, manager engagement fell from 30% to 27%. That’s a big issue because managers account for 70% of the variance in team employee engagement.

4. The recent drop in employee engagement cost the world economy $438 billion in lost productivity.

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Impact of employee engagement statistics

When employee engagement isn’t what it could be, it has a big impact on a business. 

5. According to Gallup research, when compared to companies with low engagement, highly engaged companies experience the following:

• 81% drop in absenteeism
• 64% reduction in safety incidents
• 41% reduction in quality defects
• 18% increase in productivity
• 23% improvement in profitability

6. Employee engagement impacts customer experience, too. Companies with a top-rated employee experience are more than twice as likely as other organizations to achieve a top-rated customer experience.

7. Engaged employees are more loyal to your organization. By improving employee engagement, high-turnover organizations can reduce turnover by 18% and low-turnover organizations can reduce it by 43%.

Statistics on employee engagement and retention

While we’re on the topic of talent retention, let’s dig a little deeper. What drives employees to leave your organization? And how many are currently eyeing the job boards? 

The following employee engagement statistics give insight into what steps you can take to reduce employee turnover.

8. We know that 50% of workers are watching for or actively seeking a new job right now.

9. Turnover isn’t the only issue facing employers. 1 in 5 UK workers is “quiet quitting.” They’re doing the bare minimum while not actively looking for another job.

10. Work-life balance is an important consideration when deciding where to work. 46% of employees list this as the main reason for staying in their current role. This compares to 23% who list competitive pay and benefits as the primary reason for staying. 

11. Learning and career advancement are closely linked to employee engagement. 31% of employees have quit a role due to a lack of career progression. And 42% of employees say they’d quit if no L&D opportunities were offered.

12. It’s clear that people want to feel part of a welcoming and inclusive company culture. 55% of employees say they’d quit their job if they felt they didn’t belong.

13. Employee recognition is another powerful driver of employee engagement and retention. Well-recognized employees are 45% less likely to leave their roles within two years.

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Internal communication and employee engagement statistics

Connected, communicative organizations can count on higher rates of engagement. Here’s how internal communications are impacting the employee experience.

14. 93% of internal communicators say they are held either jointly or solely responsible for employee engagement in their organization.

15. 70% of people who intend to stay with their employer for the long term rate communication as “excellent”. This drops to just 24% of people who rate communication as “good”.

16. According to Gallup research, only 47% of employees strongly agree that they know what is expected of them at work and only 32% feel strongly connected to their organization’s mission or purpose.

17. 26% of UK employees are “deeply disconnected”. They rarely hear from their CEO or senior leaders and have overwhelmingly negative views of leadership communication.

18. Just 13% of employees give their organization top marks for internal communication. And in our research, almost one-fifth of workers said they didn’t receive relevant communications from their employer.

19. Teams aren’t always aligned with company goals. Only 15% of staff fully grasp the rationale behind their organization’s strategy. 

Frontline employee engagement statistics

Frontline employee engagement can feel particularly tricky. These workers are on the go, working across different locations and different shift patterns. They don’t always have easy access to workplace tech tools — so it’s easy for them to feel disconnected from HQ, company culture, and co-workers.

What do we know about frontline employee engagement in 2026? Here are a few stats.

20. Frontline turnover is often high. But focusing on retention and engagement can save lots of money. Losing a single frontline retail employee costs a retailer nearly $10,000 on average.

21. Only 10% of frontline workers say they have high access to the tools, tech, and opportunities they need to connect and advance in their workplace, and the frontline workforce only gets 1% of companies’ technology budget.

22. Some frontline workers feel unfairly treated and undervalued. 2 in 5 frontline employees say they are viewed as inferior by employees in the office and 39% say their work is not valued as highly as office work. 

23. Part of the engagement issue for frontline workers could be internal communication tech. Just 52% of internal communicators say they have the right tools to reach all employees, regardless of location or work type.

24. A fifth (21%) of UK frontline employees are “quiet quitting.” Drivers of disengagement among quiet quitters include a lack of employee recognition, workplace conditions, stress, and ineffective communication.

25. Improving frontline recognition stands to make a big impact. Only 43% of deskless workers feel seen and appreciated at work compared with 61% of desk-based employees.  

26. Another driver of engagement for frontline employees is L&D and career progression opportunities. 68% of frontline employees say they’re interested in learning new skills and 73% say they don’t mind learning new skills outside of work hours.

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Workplace technology and employee engagement stats

The tech tools employees are expected to use inevitably impact employee experience and employee engagement. So what’s the current state of workplace tech?

27. Our research shows that one-fifth of workers don’t, or no longer, use their intranet, with two-thirds of those employees unsure about how to log on.

28. Tool overload is becoming a serious problem. One study estimates that the average worker spends 9% of their year — almost 200 hours — switching between workplace apps.

29. Over half of workers (56%) say tool fatigue —produced by toggling, alerts, and redundant platforms — negatively affects their work each week.

30. How you acquire tools is also important. Employees who say they have a lot of influence over which technologies are adopted in their workplace are more than twice as likely to report high job satisfaction as those who have no influence.

31. There’s a tech tool confidence gap between desk-based and deskless workers. 74% of office workers say they feel confident using the latest technology. But only 65% of non-office workers agree.

32. Training is needed, particularly around AI. Nearly half of employees want more investment in AI skills development from their employers.

33. Organizations are using a wide range of tools to improve internal comms and employee engagement. 72% of organizations use an intranet, 75% use enterprise chat tools, and 16% use social and engagement platforms to reach, engage, and align employees.

34. Just 17% of organizations use an employee communication app, but of those that do, the vast majority rate it as an effective tool. 

35. According to our research, over one-third (34%) of employees say they don’t have easy access to workplace systems on their smartphones.

Employee listening and employee voice statistics

When employees feel heard in the workplace, they’re more engaged. And when organizations understand how employees are feeling, they can spot issues early, intervening before employee engagement takes a hit.

Take a look at these statistics on employee feedback and listening strategies.

36. 1 in 3 internal communicators say their organization doesn’t have an official employee listening plan.

37. 6 in 10 employees say their organization welcomes open and honest feedback on them as an employer.

38. Only 15% of managers see acting on feedback as a top responsibility. But around 1 in 4 employees say this is what they want most from their managers.

39. Over half of UK employees think their leaders really understand the challenges they face. But this figure drops to fewer than 4 in 10 among non-managerial staff.

40. When assessing how employees feel about work, 76% of organizations use an employee engagement survey. But just 69% of those organizations say that surveys are valuable and effective.

41. It could be that little and often is the way forward. Of the 48% of communicators who use pulse surveys as a listening channel, 60% said they were valuable in providing usable feedback that enabled decisions.

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Remote and hybrid employee engagement statistics

Onto another big section of the workforce — remote and hybrid employees. What do the latest statistics say about their employee experience and levels of employee engagement?

42. According to the Korn Ferry Workforce 2025 survey, of the 59% of global employees who are working full-time in the office, only 19% actually want to be there.

43. Hybrid working is good for emotional well-being. A large proportion of hybrid workers report feeling less drained (79%), less stressed (78%), and less anxious (72%) as a result of spending part of the week working from home.

44. Hybrid working has a positive impact on employee retention. According to one study, resignations fell by 33% among workers who shifted from working full-time in the office to a hybrid schedule.

45. It’s not all good news. 28% of hybrid workers say they feel less connected to organizational culture and 21% say it harms their working relationship with co-workers. Employers need to find ways to bring employees together, even when they’re working from home.

46. Fully remote employees are more likely to look for a new job than hybrid employees. It seems that employees need to feel a connection to the company and co-workers if they’re to stay working for your organization.

47. Gallup has uncovered what it calls “the remote work paradox.” While remote workers enjoy higher levels of engagement (31%) compared to hybrid (23%) and on-site workers (19%), they’re less likely to say they’re thriving in their lives overall. Why? Gallup suggests that remote work is more emotionally and mentally taxing than other forms of work.

Statistics on employee engagement, community, and connection

Another driver of employee engagement? Feelings of connection to company culture and co-workers. So are employers doing enough? Let’s take a look.

48. In 2026, 72% of employees say they have a strong relationship with their manager (up 8 percentage points from 2025), and 63% feel more connected to them than to the company as a whole.

49. Only 2 in 10 US workers feel connected to company culture.

50. 83% of employees want their workplace to provide a sense of community. More than a third are willing to trade higher pay for stronger friendships or social enrichment at work. 

51. A strong sense of connection and belonging in the workplace has clear benefits for employers, too. More than 8 in 10 employees say a sense of community improves their work performance. 

52. Loneliness is a significant driver of disengagement and turnover. 4 in 10 employees have considered leaving or have actually left their employer because of workplace loneliness.

53. 75% of employees say that celebrating the work of their peers makes them want to stay at their current organization longer.

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Employee well-being statistics

Boosting employee happiness and well-being is another proven way to increase engagement. These stats give us insight into what is most likely to move the needle.

54. Roughly 9 in 10 Gen Zs (89%) and millennials (92%) consider a sense of purpose to be important to their job satisfaction and well-being.

55. 40% of the world’s workforce experiences a lot of daily stress, 21% experience a lot of anger, and 23% experience a lot of sadness.

56. Our research reveals that a quarter of workers don’t believe that their employer cares about their mental well-being.

57. 92% of workers expect their organizations to show care in the workplace, and 83% feel companies have a responsibility for the health and wellbeing of their people.

58. Household budgets are tight right now. 40% of employees have taken on a second job to help with the rising cost of living.

59. 60% of employees say their companies’ benefits do not currently meet their needs, and only 37% feel their organization understands what they need in their personal lives and for their families.

60. Employees who enjoy their work are 49% less likely to say they would consider taking a new job than employees who don’t enjoy their work.

More findings from our Frontline Health Survey

When conducting our Frontline Health Survey, we asked a couple of open-ended questions. These questions gave us real insight into how employees felt about their workplace and employee experience, and we’ve included some of their responses below.

What’s one thing in your day-to-day working life that you wish you could change?

Some responses included:

• To have senior leaders listen to my concerns.
• To feel I can voice concerns in a professional and confidential way.
• To be listened to, respected, and appreciated.
• To receive better communication, interaction, and support.

If you could say one thing to senior management anonymously, what would it be?

Some responses included:

• Please answer my emails and questions. I am trying to do my best at work and would appreciate feeling listened to.
• Listen to us. Listen to your staff.
• Communication, please!
• I don't know, I feel like I don't have much contact with them.

Employees clearly care about giving feedback and seeing their opinions being taken on board. They want two-way communication with leadership, regular recognition, and better workplace support.

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So what do these employee engagement stats mean for business leaders?

The message written in these employee engagement statistics is clear: engagement is central to business success and organizations need to do more.

Across industries, employees are saying the same thing. They want to feel informed. They want to feel heard. They want to feel connected to co-workers and company culture. And they want the tools and support they need to do their jobs well.

When those foundations are missing, disengagement follows — along with lower productivity, higher turnover, and weaker organizational performance.

Here are a few key takeaways.

1. Communication is the foundation of engagement

Internal communication and employee engagement are closely linked. When employees have access to the right comms channels, they feel more connected to leaders, managers, company culture, and each other.

It’s also easy for employees to stay informed and aligned. They get clear updates on where your company is heading, so everyone feels connected to the bigger picture.  

2. Employee voice is a powerful driver of engagement

Employees want to be heard. They want to share feedback, raise concerns, and contribute ideas. But too often, communication flows in only one direction.

For every employee to have a voice — including frontline, remote, and hybrid workers — they need easy access to pulse surveys, feedback tools, and open communication channels. Only then can leaders get to know how employees feel and act on that insight quickly.

3. Frontline employees need better tools — and better access

Frontline workers make up the majority of the global workforce, yet many still lack access to the digital tools they need to succeed. When employees feel disconnected from information, co-workers, and leadership, engagement suffers.

Mobile-first employee experience platforms can help to close this gap. They give frontline workers direct access to communication, training, recognition, and support — right from their smartphones.

4. Tool overload is hurting productivity and morale

Employees are losing hundreds of hours each year switching between disconnected tools. This “toggle tax” slows work down, drains energy, and creates frustration.

Organizations are responding by consolidating systems into unified platforms that bring communication, resources, and workflows together. When everything lives in one place, employees spend less time searching — and more time doing meaningful work.

5. Engagement is the key to retention, performance, and growth

Engaged employees stay longer. They perform better. They create better customer experiences. And they help organizations grow faster. 

Disengagement, on the other hand, is expensive — costing businesses billions in lost productivity and turnover.

The organizations that lead the way in 2026 and beyond will be those that treat engagement as a priority, investing in the tools, communication, and culture needed to support it.

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What next? How to improve employee engagement in 2026

These employee engagement statistics provide lots of food for thought. There’s a ton of useful information that you can use to inform your employee engagement strategy.

The key pillars? To improve employee engagement at your organization, you need:

• Effective, interactive internal communication that reaches every employee, wherever they work
• A strong workplace culture and a sense of community that connects people to something bigger
• Regular employee recognition that makes employees feel seen and valued
• A focus on employee listening and well-being, with feedback leading to visible action
• Experiences tailored to frontline, remote, and hybrid workers — not just desk-based teams
• Simple, streamlined tools that make work easier, not harder

Get these foundations right and engagement follows. So do retention, productivity, and business performance.

But trying to deliver all this through disconnected tools and outdated systems is an uphill battle. So the one change that stands to make the biggest difference? 

Implementing a unified, user-friendly platform that supports all of the above. That’s where Blink comes in.

Blink brings communication, recognition, surveys, resources, and community into one mobile-first platform designed for the realities of today’s workforce. It connects your people to information, support, and each other in just a couple of taps.

Available across both smartphone and desktop devices, and with robust integrations and analytics, Blink has everything you need to improve employee experience, boost employee engagement, and measure your progress, too.