Employee spotlight: Florence Hunter

Remember when the humble pager was the cutting edge of healthcare tech?

Well, things have moved on… Healthcare systems worldwide are embracing new technology like never before.

This is — in part — due to the challenges facing the healthcare sector. An ageing population with complex healthcare needs. A shortage of healthcare staff. And patients who expect the same ease, convenience, and digital access they enjoy when completing other life admin tasks.

Technology is one of the only ways to do more with less. It’s a way to improve patient care and reduce recruitment challenges. It’s also a way to reduce costs. According to McKinsey, health systems that invest in digital and analytics capabilities now could cut costs by $200 billion to $360 billion.

So, where are things up to in 2025? Today, nearly 90% of health system executives say that digital and AI transformation is a high or top priority for their organization. And many facilities are already seeing benefits from the digitization of healthcare.

Want to join them? Let’s get you up to speed with what the digital transformation of healthcare looks like and how to get your next digital project off the ground.

What is digital transformation for healthcare?

Digital transformation for healthcare means using technology — like AI, cloud computing, and data analytics — to improve patient care and streamline processes.

In your healthcare organization, that might look like any of the following:

• Using telemedicine to see more patients and triage for in-person care
• Using electronic health records (EHR) to share patient information and provide joined-up care across departments
• Using wearables to monitor patients remotely, in real-time — providing “hospital at home” care or supporting patients with chronic conditions
• Using AI technology to complete routine admin tasks
• Using data analytics and AI to spot health trends and make early diagnoses
• Using robotic systems to improve surgical precision
• Using employee apps and intranet platforms to improve communication among healthcare staff  

The benefits of digital transformation for healthcare

Digital transformation can help you create the kind of organization that keeps pace with the pressures facing the healthcare industry in 2025.

Yes, it takes effort — new systems, new ways of working, the odd bump in the road. But the payoff is huge. Here’s what you can expect:

Better patient care

Digitizing processes keeps services consistent, cuts clinical errors, and improves documentation. It also supports healthcare providers to deliver personalized care plans, predict potential health risks, and tailor treatments to each patient. The result? Improved patient safety and better clinical outcomes.

Easy access to key services

Digital transformation for healthcare means patients often get to see a healthcare provider sooner. People who would struggle to make it to an in-person appointment can speak to a physician over a phone or video call. Patients can also view medical records and test results straight from their smartphones. This helps them take a more active role in their healthcare, which means better adherence to treatment plans.

More connected teams

Getting information to busy frontline workers isn’t easy. But with tech tools, you can establish communication channels for essential updates, knowledge sharing, and even co-worker camaraderie. Healthcare communication becomes more effective, and employees feel more supported — by the organization and each other.  

{{mobile-main="/image"}}

Data-driven decision making

When you use digital systems, you collect and store a huge amount of data. You can use this data to fine-tune your own systems and processes. You can also use it to make data-driven decisions about patient care.

Streamlined admin

Coordinating work schedules, scheduling appointments, transcribing patient notes. When you use AI and automation for admin tasks, you reduce the workload of your frontline staff and give them more time to spend with patients.

Productivity and collaboration

Electronic health records (EHRs) enable teams and departments across your organization — and others — to securely access patient information. This means less duplication of work and a joined-up approach to patient care.

Better employee engagement

Closing the digital gap in healthcare makes frontline work less frustrating and more efficient. With frontline-friendly tools, employees can access critical information and contribute to decision-making processes. This spells higher rates of healthcare employee engagement, which — in turn — leads to better productivity, less time off sick, and better healthcare staff retention.

Reduced costs

By making healthcare more efficient, improving patient outcomes, and reducing employee churn, healthcare organizations can reduce their costs. According to the World Economic Forum (WEF), eliminating inefficiencies in healthcare systems would save $1 trillion in the United States alone every year.

Challenges of digital transformation for healthcare (and how to overcome them)

Healthcare hasn’t been first in line when it comes to digital transformation. Legacy systems and paper processes are still a frustrating feature of life on the healthcare frontlines. So what’s standing in the way? The following key obstacles are often to blame:

• Too many tools. Nearly 79% of NHS doctors say that the number of different systems in use is a significant barrier to the digitization of healthcare.
• Data security worries. Patient privacy is non-negotiable. If staff and patients don’t trust the tech, they won’t use it.
• Skill gaps. Not everyone has the tech knowledge they need to pick up new systems.
• Resistance to change. When there’s barely a spare second in the day, the last thing healthcare providers need is another new process to master.  

The good news? Healthcare organizations across the globe are successfully overcoming these challenges. Here are some ideas for how to follow suit.

Provide staff training

The best technology is easy and intuitive to use. But you can’t just throw a manual at people and hope for the best. Instead, deliver bite-sized training sessions and hands-on demos. Assign digital ambassadors within your organization — people who can lead the way and offer advice on new tech tools. When staff feel confident about digital processes, they’re much more likely to embrace them.

Choose interoperable systems

If systems don’t talk to each other, your teams spend a heap of time hopping between them. That means duplicated work, multiple sets of login details, and confusion about what lives where. Centralized hubs and single sign-on solutions keep everything in one place, with integrations ensuring that information passes seamlessly across all the digital tools you use.

{{mobile-hub="/image"}}

Be transparent about system security

HIPAA-compliant security measures, multi-factor authentication, and clear data policies keep sensitive information secure. You can share details of these security measures with staff and patients to reassure them that you have solid safeguards in place.

Communicate the “why”

Both staff and patients are resistant to change when they don’t see the point of it. Craft change communications that explain why new tools matter, what benefits they’ll bring, and how they make life easier for everyone. When there’s a clear and consistent narrative, you’re more likely to get the buy-in of end users.

How to build a digital transformation strategy for your healthcare organization

No two healthcare organizations look the same. Different teams, different patients, different pressures. So every digital transformation strategy looks a little different, too.

That being said, there are some core pillars you can put in place to give yourself the best chance of success. Here’s where to start:

1. Get everyone on the same page

Before you dive into new shiny tools, take stock. Where are you, digitally, right now? Where do you want to be in one, three, or five years? Set clear objectives and agree on organization-wide priorities by talking to all stakeholders — from your senior leadership team to your doctors, your nurses, your admin staff, and your patients.

2. Dive into the specifics

Time to ask the hard questions. Where are your processes failing patients or slowing down staff? Is it paper-based scheduling? Clunky EHR systems? A disconnected workforce? The more precise you are about your barriers — whether they’re technical, process-driven, or cultural — the better your digital solutions will be.

3. Build a budget

While the digitization of healthcare is cost-effective in the long run, it doesn’t come cheap. And it doesn’t tend to happen all at once. So build your budget in stages. Allocate or secure funds for each phase, build in a buffer, and plan for training and support — not just tech spend. Too many strategies fail because organizations invest in tools, but not in the people who use them.

4. Craft a roadmap

Put your challenges, objectives, and budget into a roadmap. Outline what is being implemented and who will take responsibility for each part of the process. Break your transformation down into key actions, metrics, and milestones to keep your initiative on track.

5. Find the right tools

Using your roadmap as guidance, you can start looking for digital technologies. Test tools before you invest. Look for partners who are with you for the long haul. Seek out tools that integrate with the other workplace software you currently use. And think long term — will this solution still fit your needs years from now?

6. Plan your implementation

You’ve chosen your digital solution. Now it’s time for the launch. Without a plan, even the best tools can flop. So start with a pilot group to iron out any issues before you roll out to the rest of the organization. Map out training sessions and your communications campaign. And don’t forget to set up support — whether that’s a help desk, digital ambassadors, or user-friendly how-to guides.  

7. Collect feedback

Every phase of your digital transformation strategy is a chance to learn something new. So ask all stakeholders what they thought of the process and what they think of the end product. Using this feedback — and data on tech tool usage — you can tweak your solutions to better meet end-user needs. You can also develop better strategies for your next digital initiative.

Read more: How to build a digital transformation roadmap.

An example of digital transformation in healthcare: the NHS 10 Year Health Plan

The NHS is a huge healthcare organization with big plans for digital transformation. In the organization’s own words:

“We’re using technology to help health and care professionals communicate better and enable people to access the care they need quickly and easily, when it suits them.”

A roadmap for digital transformation in healthcare is laid out in the NHS’s 10 Year Health Plan for England. This is a great resource if you’re looking for inspiration for your own digital initiatives. Why not take a look?

Happier teams and healthier patients? It all starts with digital solutions

Digital solutions are transforming the way healthcare is delivered. They’re helping organizations to reduce admin, connect employees, and deliver better patient care.

As we’ve seen, digital transformation for healthcare isn’t without its challenges. You need rock-solid security, interoperable systems, and the buy-in of patients and healthcare staff to achieve digital success.

But in 2025, finding ways to overcome these obstacles is vital. Digital transformation is here to stay. AI is taking us in new directions. And healthcare systems need to make use of these tools if they’re to thrive under increasing pressure.

Blink. And explore digital solutions for your healthcare organization.

‍

Say hello to Jackson Mannix — Boston-based Commercial Account Executive, former SDR trail-blazer, and resident champion of all things frontline.

Since joining Blink in late 2022, Jackson has helped shape our SDR program from the ground up, pushed the Southeast market into high gear, and kept the competitive-but-collaborative spirit of our culture alive and buzzing.

This week, he sat down with us to talk startup chaos (the good kind!), scaling a sales engine, and why empowering frontline workers still gets him out of bed every morning. Let’s dive in!

Which Blink office do you work out of?

I work out of our Boston office.

What is your position at Blink?

I’m a Commercial Account Executive covering the U.S. Southeast. I joined Blink in fall 2022 as an SDR.

How long have you been at Blink?

Just over two and a half years.

What initially attracted you to join Blink?

Back then I wasn’t sure which kind of company I wanted to join. I’d spent about six months bartending and serving at a local Boston bar, figuring out my next step. I knew I wanted to get into software sales — I just didn’t know where or how. More importantly, I wanted to work with people who were invested in my growth and who valued the traits I bring to the table.

While job-hunting, I tapped my network and discovered Blink. At that point, Blink didn’t have a Boston presence, but the passion I saw for Blink was contagious. The idea of helping frontline workers, not just businesses, struck a chord. Yes, we deliver huge value to organizations and improve their bottom line — but we also make life less stressful for hourly employees who are raising families and juggling enough already.

Having lived that hourly-wage reality myself, I immediately saw the impact Blink could have. We’re creating real, global change by improving work for people who often get overlooked. That combination of purpose, growth, and the chance to help build something from the ground up drew me in.

‍What's a project you are proud of from your time at Blink?

The evolution of our SDR program, hands down. I spent more than two years as an SDR, so it was a true career commitment. The first 4-6 months were pure learning, then — right as I hit my stride — Amanda (our Global Sales Development Director) arrived. Working closely with her and the senior SDRs, we overhauled training, processes, and feedback loops.

Seeing that transformation — from the scrappy early days to today’s structured program — has been incredible. We have a new cohort of SDRs coming in now, and they’ll benefit from a playbook built on both our successes — and our mistakes. Every miscue was a lesson that made the program stronger. I’m proud that leadership trusted me to shape the day-to-day work, give candid feedback, and help steer where the team is going.

How would you describe the company culture at Blink in three words?

Competitive, collaborative and chaotic.

Blink is competitive in the best way: We all push each other — within and across teams — to set a high bar, but never with the hope that someone else falls short. I want to beat my number, but I still want the person next to me to smash theirs, too.

That healthy drive dovetails with a spirit of collaboration that’s almost startling. From day one, people leap in to share decks, brainstorm talk tracks, or hop on a call when something goes sideways. That help hasn’t slowed for me two-and-a-half years later.

“Chaotic” sounds negative, but it’s a positive here. Priorities shift fast, new projects hit your desk with immediate urgency, and if you thrive in that kind of pressure-makes-diamonds environment — learning from the inevitable missteps and bouncing back stronger — Blink is your playground.

What's one thing you’re excited about for the future of Blink?

Landing big global logos will always be a thrill, but what really excites me now is cracking new verticals where we’ve barely scratched the surface.

Billions of frontline workers still lack a modern comms tool, and some operate in highly specific or newly burgeoning industries. Every so often a niche customer pops up — maybe a specialty manufacturer or seasonal service — who shows us Blink can solve problems we didn’t know existed in that space. One unexpected win like that can inspire product tweaks and reshape how we go to market.

The “green grass” feels endless, and the idea that next quarter’s most interesting deal might come from a sector we’ve never targeted keeps the future wide open.

Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?

I’m loving the new podcast studio. We upgraded from a basic setup to a full broadcast-quality room, and the content now coming out — clean visuals, tight edits, professional sound — has lifted our thought leadership game. Podcasts may feel crowded, but they work because people already consume information that way. Watching customers plan their own internal podcasts after seeing what we’ve built is proof we’re practicing what we preach. It’s cool to see us invest in a channel, nail the execution, and then hand clients a real-world example they can replicate for their own teams.

Why do you work for Blink?

I believe in our mission and in the people delivering it. Over the past two-and-a-half years, Blink has celebrated my wins loudly and stood by me during the lows.

When a deal closes, teammates are first to cheer; when I hit a rough patch, my teammates and leadership step in without hesitation. Amanda, for instance, showed incredible compassion when I was dealing with serious personal challenges, and the business made sure I felt heard and valued, not just judged by a number.

That genuine, reciprocal support is powerful. It’s why I log in every morning ready to push harder, and why I see a long runway for myself here.

Customer experience has a big impact on customer satisfaction and loyalty, along with long-term business success. But it’s getting harder to keep customers happy.

Gallup research reveals that employees are becoming more demanding and they’re expecting higher levels of service, particularly as the cost of products and services is rising.

To keep pace with changing expectations, 86% of customer service leaders told Gartner that customer experience is a top priority for 2024. Organizations are investing time and money in finding new ways to boost customer satisfaction.

Here, we look at the true impact of happy customers on a business. We also explore eight strategies you can use to create a customer experience your customers are sure to shout about.

The importance of happy customers

Happy customers are a sign that your product and service are meeting expectations. Happy customers are also good for business. Here are the benefits you can expect when you keep your customers satisfied.  

Customer loyalty

According to Forrester research, “customer-obsessed” companies enjoy 51% better customer retention than less customer-focused organizations.

When you provide excellent customer experiences, you get more satisfied customers. These people are more likely to shop or do business with you again — because they already know and trust your brand.

Brand advocacy

Happy customers are more likely to become brand advocates. They’re inclined to share their positive experience of your brand in person and online.

This matters to your business because 92% of people trust word-of-mouth marketing more than advertising — and because 50% say they trust online reviews as much as recommendations from friends and family.

Brand advocates encourage others to trust your brand and shop with you, so you can spend less on marketing campaigns.

Improved revenue

By creating brand advocates, your brand builds a positive reputation that drives sales. And by encouraging repeat custom, you save on customer acquisition costs — it’s much easier and cheaper to convert an existing customer than it is to convert a new one.

This explains why, according to McKinsey, customer experience leaders achieve 2x greater revenue growth than those who lag behind.

How to keep customers happy and loyal

Now we’ve covered the benefits of prioritizing customer satisfaction, let’s look at how to create happy customers for your business. To improve the customer experience, tick off the following tasks:

1. Invest in employee experience
2. Ensure customer-facing employees have the resources they need
3. Treat each customer as an individual
4. Provide a variety of touchpoints
5. Do customer research
6. Leverage automation
7. Track customer satisfaction and retention
8. Create customer experience goals

1. Invest in employee experience

Customer experience is directly linked to employee experience (EX).

The more happy and engaged your employees are at work, the better experience they produce for customers. Achieve high levels of employee engagement and the quality of your products, service, and customer interactions improves.

Gallup puts a figure on it. Its research shows that companies with high levels of engagement achieve a 10% increase in customer loyalty and a 23% increase in profitability. Employee engagement also leads to better productivity, performance, and employee retention, all of which benefit customers.  

To improve the employee experience, employee engagement software is a game-changer. The right software helps you foster a strong company culture, where every employee has the support and resources they need to succeed.

It gives you tools for employee surveys and recognition. Employees can use your engagement software to communicate with their managers and peers, which fosters a sense of belonging. You can also use these tools to analyze employee engagement, identifying issues and areas for improvement.

By investing in the employee experience, with tech tools that connect customer-facing employees to company culture, you build a workforce that cares deeply about customers.

2. Ensure customer-facing employees have the resources they need

You create more happy customers when employees can access the right resources at the right time. With easy access to customer and product information, employees can:

• Give quick and accurate responses
• Tailor interactions to create a more personalized experience
• Take the initiative to solve problems and enhance the customer experience
• Create a consistent and predictable customer experience

Make resources available via an employee app and frontline employees have everything they need at their fingertips. You can also incorporate internal communication tools, so employees can learn best practices and gain customer insights from co-workers.

When employees have the right resources, they feel competent and confident supporting customers. They’re also more likely to experience positive customer interactions, which improves the employee experience and (as we saw in the point above) further fuels customer satisfaction.

3. Treat each customer as an individual

81% of customers prefer companies that offer a personalized experience. But 61% say most companies treat them like a number.

To treat your customers like individuals, start with the basics. Learn and use customer names. Encourage your customer service representatives to listen and to have real, empathetic conversations with customers, rather than just repeating phrases by rote.

Also, ensure your systems and processes flex to each new customer interaction. Give customer-facing employees autonomy so they can adapt their approach to the customer in front of them.

For example, employees at the Ritz-Carlton hotel chain famously have a $2000 budget per day to improve guest experiences without managerial approval.

4. Provide a variety of touchpoints

Convenience means different things to different customers. So they should be able to reach out to you in the way that best suits them.

Looking at the demographics and communication preferences of your target market, determine which touchpoints are most in demand.

You may like to provide customer support over the phone, email, or live chat. Social media support is proving popular with Gen Z and Millennial customers, with 17% of all consumers getting customer service over direct messages on social channels. 

Just ensure the experience is seamless. Your customer service agents should be able to see where a particular customer is up to, no matter which combination of communication channels they’ve chosen to use. This prevents customers from having to repeat the same story each time they speak to someone new.

5. Do customer research

McKinsey recently shared the story of a mobile telecom operator that was having a hard time hanging on to its customers, many of whom were being enticed by cut-price offers from competitors.

After trying and failing to stem the tide by tying customers into contracts and offering great deals to new customers, the CEO listened in on customer service calls. He identified countless customer pain points.

By tackling these pain points, the company reduced its customer churn rate by 75% and doubled its revenue over the next three years. As the CEO said, “It’s amazing the things you can do when you shut up and listen to your customers.”

You can’t keep your customers happy if you don’t understand what they want. To find out what your customers really think of your products and services, you need to seek and analyze customer feedback.

You can gather this feedback using customer surveys. You can also surface customer views with the help of existing customer call transcripts, social media posts, and company reviews.

Also, tap into the knowledge of your frontline workforce. They deal with your customers day in and day out — so they’re well-positioned to shine a light on customer needs, frustrations, and expectations.

Using this research and insight, identify the most common customer pain points. Then develop a plan for resolving them to boost customer loyalty and create more happy customers.

6. Leverage automation

77% of customer service teams are already using AI. It’s helping to make customer support quicker and more effective.

Customers can use a self-service knowledge base to find answers to their questions. Chatbots can answer routine queries, passing customers onto an agent when requests are more complicated.

With the help of automation tools, your customer service team has more time to provide stellar service to the customers who need it most.

But getting the balance right is important. Consumers still value human interaction. Live phone conversations are still one of the preferred methods of contacting companies for help and support, even among younger age groups.

So leverage automation — but maintain a variety of communication channels to ensure every customer gets the experience they expect.

7. Track customer satisfaction metrics

You can identify issues with customer happiness by tracking customer satisfaction and retention rates using your customer relationship management (CRM) software.

You could track metrics like your net promoter score (NPS) and your customer satisfaction score (CSAT). You can keep tabs on how your customer service team is doing with resolution rate, first contact resolution rate, and customer effort score (CES) metrics. 

By tracking customer satisfaction at all stages of the customer journey — and by analyzing customer behavior across your website and other interactions — you get to know which areas of your business have the biggest impact on customer happiness. 

You also identify areas where there’s room for improvement and can then allocate resources based on your findings. 

Follow the right customer KPIs and you can identify gaps in the customer experience — and close them — before they begin to erode customer happiness.

8. Create customer experience goals

Once you have a clear handle on how happy your customers are, you can set customer experience goals based on customer satisfaction metrics.

Choose goals you can measure — such as driving 10% more revenue from existing customers or lowering your average customer service response time to five minutes. Measurable, time-specific goals are easier to track and work towards because you have a clear definition of success.

Finally, everyone on your team should know what you want to achieve and why. Using internal communication tools to share your goals gets all employees on the same page. This is particularly useful for those who facilitate the customer experience.

In summary: 8 strategies to create happy customers and boost loyalty

Prioritizing the customer experience helps you keep customers satisfied. It also boosts brand advocacy and revenue.

Providing fast and convenient customer service, via a range of channels, is essential. You should also treat your customers as individuals and seek their feedback regularly.

While AI is a feature of customer service in many organizations, it’s important to harness its benefits while ensuring customers can always access an empathetic, human customer support agent.

These strategies are all crucial if you want to keep your customers happy. But they’re unlikely to be successful if you don’t also invest in the employee experience.

Workers who enjoy a positive employee experience provide a better standard of customer support. They’re more likely to go above and beyond to give customers the kind of service they remember positively.

To better engage your customer-facing employees, mobile-first employee engagement tools — such as an employee app — are key. They’re a place where you can share useful resources, where co-workers can connect with each other, and where you can build a strong company culture.

Using these tools, you improve the employee experience and employee engagement — which means you’ll find it much easier to satisfy customer expectations and win customer loyalty.

To learn more about communication tools that empower your workforce, including your customer-facing team members, explore Blink today.

Extroverts get a lot of attention and recognition because they’re the squeaky wheels at your company. The valuable contributions of introverts, on the other hand, may get overlooked.

Because those employees are less likely to fight to get noticed. Sound familiar? Then you may have an employee engagement problem on your hands. And that could cost you a lot of money in the long run.

We tend to value extroversion in the workplace because it looks a lot like passion and dedication. Quiet, thoughtful introverts can look less dedicated at first glance, but are often more productive, better risk-takers, and make great leaders.

Ignoring the needs of these high-performing employees when you’re looking at employee engagement activities?

It can mean unintentionally alienating a big portion of your workforce.

That’s an expensive mistake to make when you consider the average cost to rehire is equal to 33% of the annual compensation.

It makes more sense to look at employee engagement strategies that can help introverted employees feel more comfortable, more satisfied, and as a result, more loyal to your company.

Below, we’ve put together a big list of employee engagement strategies designed just for introverts in the workplace. But first, we want to talk about what sets your introverted employees apart and why engaging them matters so much.

What makes introverts in the workplace different?

Instead of talking about ‘energy’, let’s look at the science behind introverts and extroverts. Introverts and extroverts quite literally have different brains. When you look at scans of introverts and extroverts, you’ll see a difference in concentrations of gray matter.

And where there’s more gray matter, there are more of certain kinds of skills. Your classic hand-raising, go-getter extrovert will have more gray matter in the medial orbito-frontal cortex area of the brain. Deep-thinking introverts have more gray matter in the prefrontal cortex.

On top of that, introvert brains and extrovert brains respond differently to dopamine. The chemical that motivates us, makes us more talkative, and keeps us alert, among other functions.

Extroverts have more active dopamine receptors. Introverts respond more readily to a chemical called acetylcholine that makes people feel good when they turn inward.

All of this technical stuff means that your introverted employees have great problem-solving skills, amazing memories, and a knack for planning and then following through on long-term projects. They are energized by thinking, reflecting, and mapping out the future.

By common metrics of employee engagement, they can seem unengaged. But if you shift your employee engagement strategies and corporate communications strategies to include activities and tech tools they’ll like? They will become some of your most engaged employees.

Why is employee engagement important for introverts?

The short answer is that engaged employees stick around. Researchers commonly find that 50% would accept another job offer on the spot if the benefits were right.

What’s surprising isn’t that those employees would be willing to go. But rather than the other half are willing to stay even when given the promise of greater pay somewhere else. That’s employee engagement.

When your workforce (introverts and extroverts alike) feel a connection both to the work they are doing and to your company’s larger goals, they’ll be more likely to stick around through thick and thin. That will save you time and money. They’ll also work harder, be more productive, and more likely to go above and beyond the call of duty.

Here’s how to make sure your introverted employees are just as engaged as the extroverts at your company:

Employee engagement strategies for introverted employees

1. Change your interview process

When your goal is to boost employee engagement in introverts, why not start from day one? In job interviews, many extroverts shine because they’re born to pitch.

Introverts will often perform best in job interviews that feel more like one-on-one conversations. Panel-style interviews, where they feel like a product on display, can be stressful. Unless you’re hiring for a high-stress position, you may end up with a broader pool of great candidates this way.

2. Limit team sizes on group projects

Working with huge teams can be extremely stressful for introverts for a variety of reasons. Two heads may be better than one, but once teams get too large productivity can suffer because there is more back and forth happening than actual work.

Introverts tend to prefer less chaotic work environments, and you can cut down on chaos by following Jeff Bezos’ two pizza rule. If you can’t feed a team with two pizzas, it’s probably too big.

3. Make work more flexible

Extroverts may love the hustle and bustle of your busy workspace, but that same energy can drive your introverts crazy.

Create space for uninterrupted work time by instituting flex work and other policies that allow employees to come in earlier or leave later to take advantage of an emptier office.

Allowing employees to work from home when the mood strikes or to disconnect from the company intranet when they’re heads down on a big project can also boost employee engagement in the long run.

4. Have meeting-free days

Regular meeting-free days also cut down on the kinds of interruptions that can leave introverts feeling disconnected from their work.

When there are regular days or times when no meetings can be scheduled, introverts can comfortably immerse themselves in projects at those times because they know their focus won’t be compromised by yet another meeting.

5. Make meetings introvert-friendly

Don’t spring meetings on your introverts who may benefit from time to prepare for each one.

Make sure introverts get a chance to prepare for each meeting in advance and to give their input after all the extroverts have had their say.

Also, be sure that your meetings are relevant to current projects and have structure. You can bet that it’s your introverted employees who are feeling the most annoyed and uncomfortable when a meeting goes off the rails.

6... (Or just have fewer meetings)

Before you schedule that next meeting, ask yourself whether you really need to pull that employee away from their vital tasks for some face-to-face time?

Could you accomplish the same thing with an employee app like Blink that lets you curate and disseminate information in ways that respect your introverted workforce’s valuable time?

7. Update your communications methods

Just because extroverts are the first ones to stand up to deliver project updates in front of the team doesn’t mean introverts have nothing to say.

An app like Blink can help the introverts at your company have more of a voice without forcing them too far outside of their comfort zones. You could use video as an update tool versus requiring all employees to give in-person presentations.

They can connect with their colleagues for collaboration and mentorship right in the app. And it’s a way to recognize and applaud the contributions of introverts without forcing them into the spotlight.

8. Invest in additional training

One of the biggest challenges deskless workers face is feeling like they don’t have the same resources available to them as employees in a traditional office setting do.

This can make them feel less confident in their work—especially if they are introverted and may not feel like they are able to reach out for help.

By offering ongoing training, you will not only help your introverted, deskless employees feel more confident in their work, but you’ll also show them that you are invested in their success.

9. Brainstorm better

Group brainstorming sessions can feel chaotic to a true introvert because there’s little structure and some voices will always drown out others. Brainstorming sessions are easier on introverts when groups are smaller and there is some structure in place guiding the sessions.

That might mean pre-planning when you’ll discuss what topics or asking people to prepare ideas in advance. That will give the introverts in your company time to reflect on what they want to say and as a result, they’ll be more likely to share their great ideas.

10. Give introverts opportunities to get social

The idea that introverts don’t like people or don’t like having fun is a pervasive myth that has unfortunately caused a lot of harm. Introverts are as friendly and as fun as extroverts—and can party just as hard when they want to.

Give your employees a platform like Blink where they can share social events with coworkers and encourage (but don’t require) people to get to know each other inside and outside of work.

11. Rethink the open office

If you’re in a position to contemplate an office redesign, keep in mind that open office spaces aren’t always the collaboration engines they were meant to be.

Between greetings, noisy colleagues, chit chat, and other interruptions, open offices can be very distracting—and not just for introverts who might not want to stop work to talk about last night’s big game.

If a redesign is out of the question, think about creating ‘quiet zones’ outside of communal areas where introverts can get a break from the noise.

12. Put introverts into leadership positions

You might assume that extroverts are more suited for leadership roles, but consider that many of the world’s most capable leaders (e.g., Barack Obama, Mark Zuckerberg, or Warren Buffet) have been introverts.

Why do introverts make good leaders? They tend to be fiercely dedicated, thoughtful decision-makers, and surprisingly strong-willed. Plus, they’re good listeners.

13. Make space for communication

Be sure that you’re giving introverts space to share their ideas and concerns, whether that’s by asking for their opinions in meetings, holding regular open-door hours, or giving them an employee engagement platform like Blink where they can respond anonymously to company-wide polls.

If you get the sense that your introverted employees don’t feel like they’re being heard, ask them to share their thoughts or feelings in writing at their leisure.

14. The right praise and feedback go a long way

Often, deskless and frontline employees don’t have a supervisor observing their day-to-day performance and as a result, may receive little to no praise or feedback from their manager.

While it’s true that praise and feedback are good for all employees, how you deliver praise and feedback is important too — especially when it comes to your introverted employees.

Introverted employees want to be recognized when they do an outstanding job on something, but likely prefer a personal email from their manager, rather than a company-wide shout out.

15. Realize that introversion is a spectrum

Avoid stereotyping the introverts and the extroverts at your company by acknowledging that each individual will fall somewhere on a spectrum.

That way you avoid making the mistake of leaving introverted workers out of employee engagement activities or not giving extroverted employees time for quiet reflection or uninterrupted work.

Ideally, the employee engagement strategies you put in place should address the needs of all the people who work at your company.

There are so many diverse personality types at every company, and that’s a good thing. Everyone who works with you should feel like they have a role to play, whether it’s the thinker, the communicator, the analyzer, the risk-taker, or the seller.

When you make sure that introverts feel just as comfortable and fulfilled at your company as your extroverted employees, you’ll absolutely reap the benefits. Engaging employees across the board should be your ultimate goal.

Blink is an all-in-one employee engagement platform that can change the way your workforce feels about your company. Try it out today!

76% of workers say they enjoy working collaboratively. But workplace collaboration isn’t just good for team members. It’s also good for your organization.

That’s because, when your teams are pulling in the same direction, there’s less wasted effort, greater productivity, and better business results.

These days, collaboration is a little more complicated than it used to be. Many employees work remotely or on a hybrid schedule. There are also hard-to-reach frontline employees to consider.

In 2024, organizations are having to be more intentional about employee collaboration — and they’re turning to tech tools to bring dispersed teams together.

Collaboration in the workplace may be changing. But it’s still as important as ever. Here, we take a look at the benefits of workplace collaboration, along with the role tech can play in creating a collaborative ecosystem.  

What does collaboration look like in the workplace?

Workplace collaboration involves team members working together to achieve a common goal. It relies on empathy, active listening, conflict resolution, and accountability.

But it’s not just about team members working together on a big project. Or giving the standard monthly update on company developments. Collaboration is much, much more than that.

The most collaborative organizations make collaboration part of their company culture. It’s a mindset of openness and transparency. A place where all employees engage in effective communication and are ready and willing to help one another.

Employee collaboration might mean liaising with engineering, marketing, and sales teams to launch a ground-breaking new product. Or simply helping your co-worker get the photocopier working again.

In any form, collaboration is about sharing information and knowledge. About willingly offering support. And about combining employee strengths to get the best results each and every day.

Nowadays, there’s another key element to collaboration in the workplace — technology. In the wake of remote working and higher employee expectations with regard to tech, collaboration has gone digital.

Organizations use digital tools to facilitate employee collaboration even when teams don’t work face-to-face. They use tech, like project management software, employee apps, and real-time communication tools.

This is helping to maintain collaboration among desk-based teams, at home and in the office. It’s also supporting dispersed frontline workers to collaborate at work, too.  

The Blink employee app helps frontline and desk-based employees work better together. Take a look at our platform features to find out more.

Why is workplace collaboration important?

Collaboration is good for business. It ensures that your employees, like cogs in a well-oiled machine, are all working together. There’s more momentum and less friction. So you find it easier to achieve organizational goals.

Collaboration within teams helps those teams to function more effectively. Cross-functional collaboration is important too. Team-working across different departments helps to remove workplace silos and get all teams on the same page.

Workplace collaboration is also good for employee motivation and morale.

With easy and effective communication, the workplace becomes a happier place to be. And when employees operate as a team, helping each other to achieve tasks, the workplace becomes more caring and supportive.

Collaboration clearly makes a difference to employees. A 2022 Corel report into team-working revealed that:

• 41% of employees have left their job or would consider leaving their job due to poor collaboration at work
• 64% of employees say that poor collaboration costs them at least three hours per week in productivity
• 78% of employees say that leadership could be doing more to promote collaboration within the organization

Collaboration ties in with employee engagement, the employee experience, productivity, and employee retention, making it a really crucial component of any workplace. 

8 benefits of collaboration in the workplace

Let’s take a closer look at what workplace collaboration can do for your employees and organization. Here’s what you can expect when your employees routinely collaborate with one another. 

Improved employee engagement

Employees who feel they belong within an organization are 5.3 times more likely to feel empowered to perform their best work. And employees who get enough information to do their job well are 2.8 times more likely to be engaged. 

Workplace collaboration brings employees together. It gives them need-to-know information, and aligns everyone behind company goals. 

This creates a sense of community and purpose, which fuels employee engagement. Collaboration leads employees to feel more satisfied in their work and more loyal to your company.   

Increased efficiency

When teams collaborate, they share information. Teams pool resources and people power. Employees who work together closely can share workloads and responsibilities.This enables teams to complete tasks more quickly. It also reduces the chance of duplicated work.

This efficiency frees up time in the workday. It helps managers to make workloads more manageable, while creating the time and employee headspace for even more creativity and collaboration.

Knowledge sharing

Imagine a company that fails to share its collective knowledge effectively.

Teams spend their time researching topics that other teams understand in depth. Employees repeat the same mistakes because there’s no one sharing their hard-earned insights. You fail to establish best practices. And employees are in a constant state of catch-up.

Now imagine the opposite. A company where knowledge is shared seamlessly between co-workers, teams, and departments. There’s no gatekeeper and collective knowledge is easy for everyone to access.

The latter scenario makes for a more successful organization. It helps you build a more knowledgeable workforce. And it saves a heap of time — because your people aren’t separately pursuing the same lines of research.  

Stronger relationships

Good employee collaboration relies on strong workplace relationships. And it helps to develop them, too.

When teams collaborate, they communicate regularly. They work together towards a shared goal. They also develop trust and mutual respect as they share ideas and rely on each other’s support.

By developing these strong relationships, your organization gets better at collaboration going forward. You create a culture of psychological safety, where people feel comfortable speaking up about their ideas, mistakes, and concerns.  

Strong workplace connections also improve the employee experience. With Gallup’s State of the Global Workplace 2024 report revealing that 20% of employees experience a lot of loneliness at work, nurturing workplace relationships has never been more important.

Better decision-making

When you make decisions as part of a team, you leverage the knowledge, perspective, and experience of each team member. You involve the people who are directly affected by the decision — and those who are responsible for implementing it.

Making decisions as part of a team means assumptions are challenged and everyone has a sense of buy-in. You make informed and balanced decisions that are more likely to garner company-wide support.

For example, in a recent webinar, we heard from the team at the Capital District Transport Authority (CDTA) in New York. They realized they needed new tech to improve internal communication at the organization.

When deciding on the right tech solution, they took a cross-functional approach. They involved communications, IT, and HR teams, along with leadership. They also consulted the workers who’d be using the new tech.

By collaborating in this way, the CDTA was able to choose a modern intranet that met everyone’s needs and enjoyed excellent levels of adoption.

Enhanced problem-solving

We all know the proverb. “Two heads are better than one.” And when it comes to problem-solving, you’re much more likely to come up with creative and effective solutions when working as part of a team.

Collaboration brings people with different viewpoints together. This diversity helps teams to approach a problem from multiple angles — and come up with a variety of potential solutions.

It also minimizes blind spots. Because there are people with lots of different perspectives involved, it’s less likely that some element of the problem or its solution is overlooked.

Stronger employee development

The practice of collaboration helps to develop employee soft skills, like decision-making, problem-solving, communication, conflict resolution, and creative thinking

When you have a culture of knowledge sharing, co-workers can also learn from one another. They can pick up new skills and information from the people they work with. Employees are organically coached by more experienced members of the team.

This informal learning can take place within teams and across departments. Successful cross-departmental collaboration enables workers to get a better understanding of different areas of the business.

Boosted productivity

As we’ve already seen, good teamwork is linked to:

• Improved employee engagement
• Knowledge sharing and employee development
• Increased efficiency
• Stronger relationships and communication

All of these things support workplace productivity. Employees have access to the resources, skills, knowledge, and relationships that help them perform at their best.

Collaboration also improves accountability. When employees are involved in planning, decision-making, and problem-solving, they’re more motivated to work hard and make a success of the initiative or project.

The role of technology in workplace collaboration

It used to be that collaboration could take place informally in the office.

Co-workers could share ideas as they made coffee in the break room. Or as they walked to the elevator together. There were plenty of face-to-face meetings where people could work together to solve problems and make decisions.

But things have changed. In recent years, technology has played a much bigger role in team working.  

Firstly, thanks to the pandemic, remote working became much more widespread. While some organizations are encouraging people back to the office, a sizable proportion of employees still spend part of their working week working remotely.

In the UK, figures for 2024 show that 40% of workers spend at least some time working from home. In the US, 41% of employees whose jobs can be done remotely work a hybrid schedule.

Secondly, employee expectations around workplace tech have increased. With intuitive tech at home making life easier and more convenient, employees now expect the same digital experiences in the workplace. This goes for frontline employees, too.

Frontline employees — working shifts, in isolation, or on a busy shop floor — haven’t always had the same opportunities for teamwork as their desk-based peers. But with organizations now focusing on frontline employee engagement and retention, this is something that employers are looking to rectify.

To involve all employees in workplace collaboration — no matter their location or schedules — we have to be intentional. We also have to use the right technology.

Here are a few tools that support collaboration in the modern, digital workplace.  

Real-time communication tools

When teams are working away from the office, real-time communication tools are an employee collaboration essential. You need a way for co-workers to communicate seamlessly, sharing information as if face to face.

We know that many deskless workers conduct conversations on personal apps. But this type of shadow IT poses security risks. It also fails to enhance collaboration and employee engagement as successfully as a dedicated communication tool, run with the oversight of your managers.

So providing employees with messaging and video conferencing tools is a must. You need software that facilitates 1:1, group, and company-wide chat.

Project management software

Projects have lots of moving parts. And — particularly for non-office-based teams — it can be hard to visualize project tasks and progress without project management software.

This type of software acts as a centralized platform for planning and executing projects. It keeps all files, discussions, and tasks in the same place, ensuring nothing gets lost and everyone is aware of their responsibilities.

Project management software is particularly useful for remote and hybrid teams. But it can still come in useful for purely office-based teams.

Streamlined communication, workflow automation features, file organization, task visibility, and real-time updates are useful for teams wherever they may be working.

Employee apps

For employees who don’t spend their day at a desk, an employee app is another vital workplace collaboration tool.

As Ian Gordon of Elara Caring said to us in an interview:

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

Apps, like Blink, fit Gordon’s description. They’re intuitive to use and available on employee smartphones. They also make it quick and easy for employees to complete tasks, whether that’s sending a message to a co-worker, checking the latest policy documents, or filling in a safety report.

Employee apps support collaboration for time-poor frontline workers. They help them build connections with co-workers, share their frontline insights, and keep up to date with company news, improving the employee experience in the process.

A resource hub

Whether it’s on your company intranet or an employee app, a digital resource hub is another useful tech tool for employee collaboration.

A resource hub allows co-workers to share files and work together on them. It also acts as an internal knowledge base.

Here, employees can find best practices, company policies, and FAQs. If they have the appropriate permissions, they can also add their own insights to the hub, tagging documents so employees can find them easily.

AI and automation

AI and automation tools are also playing a role in employee collaboration. They’re providing time savings that give team members more opportunities for collaboration. And they’re supporting collaboration in other ways, too.

Companies are using this tech to automatically tag resource hub documents so users can find what they’re looking for more easily. AI is producing better resource hub search results.

AI is also supporting employees in their use of data. With automated data analysis and predictive analysis, AI is giving employees a sound basis for their collaborative problem-solving and decision-making efforts.

Some organizations are also using AI to facilitate communication between different departments. For example, technical teams are using it to translate complicated documents for non-technical co-workers. 

This is helping to close the communication gap between departments and ensure that everyone has the information they need to collaborate effectively.  

In summary

Workplace collaboration has changed dramatically over the past decade. But it’s still a key indicator of business success.

Collaboration supports workplace productivity, communication, and business results. It leads to better problem-solving and decision-making.

It also supports your employee retention and engagement efforts by making your workplace an open and supportive place to be, improving the employee experience.

Face-to-face collaboration is trickier than it used to be. But with the right tech solutions, you can champion collaboration in your organization, no matter where your employees spend their work days.

Blink has everything you need to bring collaboration to your desk-based, remote-working, and frontline employees. Our mobile-first employee app provides:

• Real-time communication via 1:1 and group chats, plus the company news feed
• A resource hub, where employees can access company documents and forms
• Deep integrations with the project management tools you already use
• AI support that supports better workplace communication

With Blink, you also get all the tools you need for better internal communications and employee engagement.

Why not book a demo to see Blink’s modern intranet in action?

‍

Blink wins ClearBox Choice award for the second year running

Blink has been named one of the top intranet platforms by ClearBox in the latest update of the 2024 Intranet and Employee Experience Platforms report. Every year, the intranet consultancy takes an in-depth look at the intranet market, comparing available solutions and awarding the best intranet providers.

Here’s a snippet of what ClearBox had to say about Blink:

“The focus Blink places on the deskless audience is among the best we’ve seen in this report and makes a compelling choice for organizations with a frontline-heavy workforce.” — ClearBox Consulting

Let’s take a closer look at the ClearBox report and its review of Blink.

About ClearBox

ClearBox Consulting is an independent intranet consultancy that helps organizations find intranet solutions that meet their needs. It’s a vendor-neutral company that prides itself on giving honest, impartial advice. Previous clients include big names like Unilever, PlayStation, GlaxoSmithKline, and Bayer.

About the report

Every year, ClearBox compares 20 leading intranet vendors and their products, scoring them on eight criteria. It then releases a report to detail its findings. As part of the report, ClearBox highlights standout intranet vendors, giving them a ClearBox Choice Award. In 2024, Blink was among the award-winners for the second year running.

What does the report assess?

ClearBox evaluates every product against eight criteria. Criteria include user experience and visual appeal, community and engagement, publishing and communications management, and mobile and frontline support.

The organization also seeks customer opinions on the product and customer support from the vendor. It looks at information on pricing and each vendor’s development roadmap too.  

You can take a look at the full report here: The 2024 ClearBox Intranet Report

Blink’s mobile-first intranet: The ClearBox review

ClearBox describes Blink as “a frontline-focused, mobile-first product that understands its target audience perfectly.”

The report praises Blink’s community and engagement features, its approach to integrations, and its ability to support two-way employee communications. ClearBox gives Blink particularly high scores in the following areas:

• Mobile and frontline support
• User experience and visual appeal
• Community and engagement

Here, we look at each of these criteria in more detail.

{{mobile-main="/image"}}

Mobile and frontline support

Blink was the only software provider in the ClearBox report to score maximum points for this criterion. Staffbase comes close. But achieving the same mobile and frontline support as Blink comes at an additional fee for Staffbase customers.

Blink was built with the frontline workforce front of mind. We wanted to create a tool that leveled the playing field, giving deskless workers equal access to internal communications and company resources.

Employees can log onto our mobile-first platform via smartphone — they don’t need a desktop computer or a company email address. Via a user-friendly interface, they can then access everything they need to thrive in their roles. This boosts employee engagement and the frontline employee experience.

User experience and visual appeal

For user experience and visual appeal, Blink gets a near perfect score — and ties with Omnia and Staffbase for its out-of-the-box offering.

ClearBox highlights Blink’s highly effective mobile user experience and straightforward navigation. The report also references Blink’s excellent branding and design options, along with the social-media-style experience it provides for users.

We know that social media provides an excellent user experience. So, with Blink, you get a comprehensive company news feed that you can fill with interactive, multimedia content. Organizations can also share real-time updates and employee-generated content across Blink Stories.

Community and engagement

ClearBox highlights Blink’s focus on community and people. It also praises the wide range of engaging features Blink includes as standard. These include employee surveys, a range of communication channels, and employee recognition tools.

The ClearBox report also talks about Blink Journeys. Admins can create tailored content pathways for employees, triggering the right content at the right time in the employee lifecycle. This ensures relevant and engaging content that is personalized to every user.  

Employees can also join Communities — spaces where workers can unite around shared interests — to find like-minded co-workers and develop a deeper sense of belonging.

Some more highlights from the ClearBox report

Here’s what else ClearBox had to say about Blink:

“Blink was designed with the frontline in mind and the focus on a mobile-first experience is clear throughout. Blink is an excellent app product and one of the best we’ve reviewed in this report.”

“[Blink is] easy to use and quick to navigate, making communications, reference materials, and tools easy to find.

“Blink offers organizations alternatives to shadow technology like WhatsApp, while also providing easy access to business tools without the need for employees to download multiple apps.”

‍‍

And here’s what customers interviewed by ClearBox said about their experience with Blink:

“Blink has drastically improved the way we communicate with our team members. In a recent survey, [employees] already feel more listened to and this is all down to Blink.”

“[Blink] is amazing. They partner with us to complete projects or work through any desired improvements as they are able. Great partner to work with!”

Why choose Blink?

Blink is the leading mobile-first employee experience platform. It gives admins all the tools they need to share critical messages and build a strong company culture. It allows frontline and desk-based workers to join the conversation, build workplace relationships, and find the information they need to do their jobs well.