Employee spotlight: MJ Moore

Employee spotlight: Florence Hunter

Meet Florence Hunter, a team member driving customer success at Blink.

At Blink, I am responsible for the ongoing success and happiness of our wonderful customers 🚀

I lead our brilliant global Customer Success and Customer Support teams. Together, we nurture our customers in every way possible. We work collaboratively with our customers and all the internal teams at Blink to ensure our users are getting the absolute best value out of our transformative SaaS platform.

I was born and raised in Camden Town, London. I left the capital to go to university but Camden is where my heart lives so I came straight back once I graduated!

I studied Anatomy & Physiology at the University of Manchester and my plan was to kick-off a career in Healthcare 🏥 After months of work experience at the MRI Hospital in the Oncology Gynaecology Department, I came to the realisation that a career in Healthcare sadly wasn’t for me. However, my respect, appreciation, and gratitude for how incredibly hard the nurses, technicians, doctors, surgeons, and supporting staff work on the frontline skyrocketed.

When I left University, I no longer had a career plan which was scary. All I knew was that I loved people – helping, communicating, and supporting people. So, I literally typed ‘jobs for people who love people’ into Google to see what opportunities came up! Recruitment was the top result and that’s how I fell into my first role 💙

My first job was a hybrid Business Development and Recruitment Consultant role within a large corporate company. I learned very quickly that a hardcore Sales role didn’t suit me and I wanted to have more of a positive and influential impact than I could within that corporate environment.

This is when my journey into working in start-ups began. I joined a small technology recruitment start-up whose mission was to change the way companies recruit for their product and engineering teams. I worked my way up from Talent Manager to Account Manager where I had my own portfolio of customers that I was responsible for. I worked with companies including Cazoo, MADE.com, dnata, Emirates Holidays, and many more to help them design, advertise, interview, and hire for their product and engineering teams.

When the opportunity arose to work for a company whose purpose is to make the work lives of the frontline easier, happier, and more connected, I leaped at the chance.

I joined Blink in November 2019 as the first-ever Customer Success Manager. I was responsible for all of our customers throughout their post-sales lifecycle. I single-handedly managed customer support, implementations, and customer success for all our customers.

Since then, we’ve grown from just me to three established global teams: Customer Success, Customer Support, and Implementation. I’ve had the extraordinary opportunity to build my own teams, create our ways of working, take on increasing levels of responsibility and accountability, and achieve glowing success with our customers.

Now as Head of Customer Success, my role is much more strategic and focused on the leadership of my team.

There are three main reasons why I love what I do. The first is the people. I get to work with incredible people internally and externally every single day.

The second is the challenge. I’m learning, growing, and developing at a rate that I didn’t think was possible! And the best thing is that I get to share this with those around me, particularly my team.

The third is our mission. We’re all working together to make the working lives of the frontline easier, more efficient, more connected, but most importantly give them their voice and let it be heard.

Our panel's practical advice for frontline stress and wellbeing

Article

Our panel's practical advice for frontline stress and wellbeing

The Shift went live on Thursday April 20th, hosting an 'Ask Me Anything' session on the topic of frontline stress and wellbeing. Ahead of the event, we asked

The Shift went live on Thursday April 20th, hosting an 'Ask Me Anything' session on the topic of frontline stress and wellbeing. Ahead of the event, we asked our audience to send in their questions about burnout on the frontline. The response we got was phenomenal.

Here, we list — and answer — the questions that weren't covered in the live discussion (now available to watch on-demand). These questions are all in search of practical insights: how to help employees who are struggling with burnout, what strategies other managers have had success with, why managers sometimes don't feel confident handling burnout conversations and how to build that muscle.

A big thank you to our 'Ask Me Anything' panel who helped put these answers together:

Chris Stewart, Managing Director of Minding Minds, a Mental Health First Aid training company
Ian Gordon, former President of Administrative Operations at Elara Caring
Simon White, VP of People at Blink

Understanding frontline burnout

Q: What are the early signs of burnout?

Burnout can show itself in several ways and, because we're dealing with people, everyone is individual in their responses. That said, the 'warning signs' are usually:

Exhaustion/tiredness — You see this when employees still look tired on a Monday morning; the weekends don't feel long enough and just aren't touching the sides in relieving the fatigue. When tiredness becomes extreme, people will not only feel physically drained, but they'll also lose interest in the tasks they used to find enjoyable. This is also a warning sign for depression.
Difficulty concentrating — Coupled with the above, employees may experience a 'butterfly mind', flitting from one thought to another. They may chase issues or tasks, but never stay on them long enough to make progress.
Preoccupation with work and being overly driven — It might sound counterintuitive, but some people approaching burnout will throw themselves into their work and lose themselves within it...
Presenteeism/drop in productivity — ...And yet, being 'at work' doesn't mean you're getting work done. It takes a person longer to complete their tasks when they start to burn out. 10 hours of work may only reap 2 hours of results; they're working more hours, with less output, and lower quality. Of course, the opposite can be a warning sign too. Some people will do less, attend work less, or leave work early due to a lack of interest or bandwidth.
Loss of motivation or outlook — This can be a very corrosive warning sign, and we should always be looking for changes to someone's regular demeanor. Are they displaying more negativity than usual? Are they becoming more cynical? It's unlikely that the individual will notice this change in outlook as they are already in that belief system. It's a manager's role to notice this change. It's an important 'tell' that something is seriously wrong.

Physical signs — Stress shows itself physically as well. Difficulty sleeping, gastrointestinal issues, aches and pains, low immunity and so higher levels of sickness; if someone is falling ill more often than they used to, burnout may be the root cause.

Q: How can we have an immediate impact on someone who is struggling with mental health?

As mentioned above, everyone's symptoms will be different — and their needs will be too. One thing we can all do is develop the skills to spot the warning signs, approach the person for a conversation, uncover the issues, and respond to their individual needs. There has to be a conversation. That's the most immediate action we can take to help.

Q: Is there a point of no return with frontline burnout or can it be reversed with early identification?

We can think of burnout like an elastic band. You can really stretch it, and though it's under stress, it's still holding. Hold it at a stress point for too long, though, and you'll alter the shape and elasticity of the band forever, even when it's released.

And what happens to an elastic band when we pull it too tight without relieving it? It breaks. You can tie the band back up and it will still serve its function, but it will never regain its original capacity for stretch or stress.

People's capacity for stress never seems to return to their pre-burnout point. Their stress container has shrunk with the experience. But there's a positive within this: when people do return to work post-burnout, they have little choice but to take stress management seriously. People may focus in different ways and manage stress much more effectively.

So, the answer is yes, burnout can be reversed. But given that the warning signs include a preoccupation with work and a drop in productivity or change in emotional outlook, it's up to the organization to have systems and support in place to pick up on these signs and stop them from developing. The individual may not even know they are going through these early or mid stages of burnout.

We have tachographs for lorry drivers and pilots because we know the risks associated with a lack of relief or downtime. The same applies to our people. The company tachograph must look at more than just hours logged, though. Clear and communicated support, with honest feedback sought, and ongoing risk assessment are all essential.

Q: What is the top question you're getting from managers who are on-site and helping lead the frontline?

The biggest question frontline leaders usually have is: "Even if I think there's an issue, how do I broach talking about mental health? I'm not qualified to deal with this. I have enough to deal with already. I am under-supported and under-skilled".

Q: How can you fight and mitigate stress in a mostly remote or deskless work environment? As someone in the corporate office and not close to the frontline, what can I do to help?

Start with communication. This is one of the most powerful ways of fighting and mitigating stress: you have to understand how your frontline is doing and they have to know that you care.

Next, there's advocacy. As a leader, you're either in or close to the seat of power, and you can get buy-in at the top for frontline wellbeing support.

Third, you need to make life easier for the frontline where you can. Reduce the stress that comes from unnecessary cognitive load. Help make them more efficient at work with proper tooling that makes a meaningful difference to their day-to-day.

Q: What can an individual do to support their own mental health?

Check for the warning signs in yourself, where possible, and start to learn what the beginning of stress feels like for you. It's important to take responsibility for your own stress and wellbeing, and to communicate with others when you're feeling the symptoms.

Wellbeing solutions and strategies for frontline teams

Q: Do you have any unique or innovative ways of improving engagement with key wellbeing initiatives? How do you increase morale?

One great example comes from Salutem, a leading care provider in the UK. Like many businesses, Salutem's staff were left feeling stressed and with low morale following the pandemic. The organization was disconnected and disengaged, and Salutem's leaders wanted a new, inspiring way to give employees a voice.

Salutem launched S.E.L.F (the Salutem Employee Listening Forum), with managers using Blink to nominate S.E.L.F Reps using the Feed. These Reps were responsible for moderating Blink Channels for their regions and following up with their teams. Co-workers were encouraged to share their thoughts and have candid conversations regarding their concerns and ideas for improvement.

Given how essential conversation and communication is for promoting wellbeing and mitigating burnout, creating these connections can deliver a lot of impact, fast.

Social and peer proof can also be powerful. There will always be workers who appreciate the importance of taking care of themselves more readily than others. Enlist these people to advocate for your wellbeing initiatives — as fellow frontline workers, they might just be more influential than management.

Q: What are your tips for making stress management accessible and relevant for frontline workers to use in real time? What delivers immediately?

The first truth we need to remember is that what works for desk-based employees typically won't work for the frontline. A frontline worker's 'real time' situations look vastly different compared to someone sitting in head office; they are out in the 'field', on the go, with little access to desktop files. This means that any stress management support we provide has to be easy to access from anywhere, at any time.

Not only that, it has to be easy to access from a usability standpoint too. Adding another platform or tool to the frontline's already unintuitive tool stack will do more harm than good. Don't labor them with another set of log-in details to remember in order to access wellbeing resources.

This is where an 'all through one' employee app like Blink has value.

Get a Blink demo

Q: In healthcare specifically, how do you get people to take care of themselves when they've cared for others all day?

This is the classic 'Caregiver's Dilemma'. Caregivers are amazing people and, by choice, they place their health and wellbeing second to that of the people they care for. And, to be clear, that's not just how they are at work — it's how they are in every aspect of their lives.

We can encourage better self-care in caregivers by helping them realize that poor self-care will only render them unable to care for others. More than that, they may become the one thing they all fear: a burden on the people around them.

You can also run on-site check-up days for caregivers, where other healthcare professionals come in to perform mental health assessments — like a physical health check, but for stress and wellbeing. Doing so not only makes stress awareness more convenient for the caregiver, but you create a dedicated time slot in their otherwise fully-booked days.

Q: How can managers become more confident and comfortable in leading wellbeing conversations with their frontline workforce?

This question was answered during the live event. But given that managers often feel under-qualified, under-skilled, and under-supported when it comes to approaching these topics, it's worth recapping the answer again.

Confidence and comfort come from two-way conversations around stress and wellbeing. Ian referred to this as 'inverting the hierarchy' — managers making themselves vulnerable to open dialogue up, being present, and acting as a 'servant leader'. Chris explained that managers don't have to stand back and pretend they are all well; empathizing with an employee's experience makes everyone feel more at ease.

These conversations are a core part of your job, says Ian. Once you start breaking down those barriers you remove the fear factor for everyone. You're just another person; someone they trust to have their back and whose job it is to support them. Once you've shown that you value your employees, they will feel much more able to open up to you with personal and professional truths, and you will feel more able to start these conversations too.

This wellbeing resource is available whenever you need it

You can watch The Shift LIVE: 'Ask Me Anything' on frontline stress and wellbeing here at any time.

And make sure you're subscribed to The Shift — Blink's fortnightly newsletter for frontline leaders. That way you'll be the first to know about our next 'Ask Me Anything' event, coming soon.

August 19, 2026

How to win frontline manager buy-in from day one of your Blink rollout

Best practices for securing manager buy-in from day one

Steve Pizzi

When an organization rolls out a new tool, the temptation is to focus on the C-suite sign-off and the IT checklist. However, for frontline organizations, there's a group whose support matters far more than either, the frontline manager.

They're the ones whose teams will actually use Blink every day. They're the bridge between leadership intent and frontline reality. Get them on board early, and you get a rollout that sticks. Miss them, and even the best technology collects digital dust.

Here's how to do it right.

Why frontline managers are the make-or-break variable

The data here is striking. According to Gallup, managers account for 70% of the variance in team employee engagement. That single number explains why so many technology rollouts fail despite strong executive sponsorship and generous budgets.

Frontline managers directly shape how their teams perceive their work. Research suggests 50–70% of an employee's work experience is influenced by their direct manager. When a manager is disengaged, skeptical, or simply too stretched to champion a new tool, that attitude ripples straight down to the team.

And right now, managers are stretched. More than 50% of frontline managers report feeling burned out. Manager engagement dropped from 30% to 27% in 2024 alone. These aren't abstract statistics - they represent thousands of leaders who don't have the headspace to learn a new system on top of everything else, unless someone makes a compelling case for why it makes their lives easier.

The good news: when organizations do win manager buy-in, the results are transformational. Companies with high frontline engagement report 63% fewer safety incidents and profitability gains of roughly 20–25%. One organization that invested seriously in frontline leadership development cut attrition by more than half. Blink customers specifically report a reduction in frontline attrition of up to 25%, a figure that only materializes when managers are genuinely using and advocating for the platform. The upside is enormous here, it just has to be unlocked at the manager level first.

What great buy-in actually looks like

Buy-in isn't a manager nodding along in a training session. It's a manager who opens Blink before their shift briefing. Who sends a message to their team through Chat instead of chasing people down. Who points a new hire to the Hub when they ask where to find a form. Who shares a recognition post when someone goes above and beyond.

That behavior doesn't happen by accident. It's the result of three things: understanding the "what's in it for me," seeing early wins, and feeling supported throughout the rollout.

One question worth asking every skeptical manager early on: "If you spent two fewer hours a week answering questions your team could self-serve on what would you do with that time?" In real conversations with frontline managers, the answer is almost always the same: coaching. That's the actual sell. Not features. Not dashboards. The promise that Blink handles the noise so they can get back to the work that matters.

Best practices for securing manager buy-in from day one

Involve managers before launch, not after. Run a focused discovery session with a cross-section of frontline managers before you go live. Ask them what slows their day down. What questions do they get asked constantly? What tools do they wish they had? This isn't just research, it tells managers their input shaped the product they're using. That's a very different relationship than "here's a new system, please use it."

Make the first demo about their pain, not the product's features. Lead with the problems Blink solves for managers specifically. Don't open with a feature tour. Open with a scenario: "Right now, when you need to share a schedule change with your team, how long does that take? Here's how it works with Blink." Specificity converts skeptics.

Create a manager champion cohort. Identify four to eight managers who are influential with their peers and genuinely curious about the tool. Give them early access, a dedicated onboarding session, and a direct line to your Blink implementation team. These people become your internal advocates, and they field questions in the break room that no IT team ever could.

Tie rollout metrics to manager recognition. If managers see their team's adoption rates celebrated publicly (on the Feed, for example), adoption becomes a point of pride rather than a compliance metric. Leaders want to lead. Give them something to lead toward.

Keep training short and role specific. Don't send a manager to a two-hour training that spends 40 minutes on features they'll never use. Give them a 20-minute session focused on exactly what a manager needs: how to broadcast to their team, how to find and share resources in the Hub, how to read a survey response. Respect their time and they'll respect the tool.

Follow up at 30 days. The drop-off point for most rollouts is the four-week mark, when early excitement fades and old habits pull people back. A short check-in like a 1-2 question survey, or a brief conversation, tells managers you haven't forgotten about them, and it surfaces friction before it becomes abandonment.

What to show managers in a Blink demo

The features that resonate most with frontline managers aren't the flashiest ones. They're the ones that solve the friction they feel every single day.

Chat and team messaging. Managers spend enormous amounts of time chasing people down, everything from confirming shift changes and answering the same questions repeatedly, to trying to reach someone without a work email. Blink's Chat gives them a direct line to every team member via their personal device, with no need for anyone to share personal phone numbers. Group chats mean a shift update goes to everyone at once. It's faster, cleaner, and it creates a record.

The Feed for top-down comms. When leadership shares a policy update, a safety notice, or a company announcement, it often gets lost in email chains or stuck with line managers who forget to pass it down. The Feed means critical information lands directly with the whole team, in a format that looks and feels like the social media they already use. Managers stop being the bottleneck for comms they didn't write. There's also a compliance dimension here that's easy to overlook, organizations still running frontline briefings through informal tools like WhatsApp have no way to confirm who saw what. The Feed creates a trackable, auditable record which matters when a safety or HR message absolutely has to land.

The Hub as a one-stop resource center. How much time does a manager spend fielding questions like "where's the absence form?", "what's the return-to-work policy?", "how do I log overtime?" The Hub puts everything in one place - HR systems, scheduling tools, payroll links, compliance documents, onboarding checklists all organized and searchable. Integrate Workday, UKG, ServiceNow, or whatever your tech stack looks like, and suddenly managers don't have to be the answer to every procedural question.

Surveys and pulse checks. Frontline managers often have the least visibility into how their team is actually feeling. A quick one or two question survey via Blink gives them a real-time read on morale, concerns, or feedback without waiting for a quarterly engagement score that arrives six months too late.

Kudos and recognition. Recognition is one of the highest-impact, lowest-cost tools a manager has. Blink makes it instant. A manager can send a public shoutout to the whole team in 30 seconds. When employees feel seen, they stay, and managers who recognize their teams well tend to run the most engaged ones.

Push notifications and alerts. Time-sensitive information such as a last-minute shift change, a safety alert, or an urgent update from HQ, can be pushed directly to every team member's device. Managers don't have to rely on word of mouth or hope someone checks a noticeboard.

AI-assisted workflows. Blink gives frontline managers back an estimated 8 to 10 hours per week by reducing the administrative drag of repetitive tasks and questions. For managers who are already stretched, that's not a small thing. That's a shift where they can actually manage, and it shows in adoption. Blink customers average seven app opens per day per user, which tells you this isn't a tool people open once and forget. It becomes part of the daily rhythm, because it actually makes the day easier.

The bottom line

Frontline managers aren't just users of Blink, they're multipliers. Win them early, and they'll carry the rollout further than any communications plan could. Lose them, and the best technology in the world won't move the needle.

The organizations that get this right share a common approach: they treat managers as partners in the rollout, not recipients of it. They show them the "what's in it for me" in concrete terms and give them the tools, the support, and the space to become champions.

The Blink platform achieves a 95% employee activation rate across customers. That number doesn't happen because the technology is magic. It happens because someone, somewhere in those organizations, got the frontline managers on board first.

That's what day-one buy-in looks like, and it's what separates a rollout that lands from one that lingers.

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Sources:

Gallup - State of the American Manager report, State of the Global Workplace: 2025 Report, Frontline Worker Experience reports.

Yourco - Frontline engagement ROI guide

Harvard Business Review - More than 50% of Managers Feel Burned Out

20 Best Internal Communication Tools for 2026

Roundup

20 Best Internal Communication Tools for 2026

Compare the 20 best internal communication tools for 2026. Features, pricing, and use cases for frontline, hybrid, and desk-based teams side by side.

Good internal communication is the glue that holds organizations together. It keeps everyone informed, aligned, and connected — helping employees understand company priorities and feel part of a shared purpose.

In 2026, internal communication involves more than noticeboards and scattered email threads. Organizations with hybrid or frontline teams need modern internal communication platforms like Blink to connect employees, simplify updates, and enable easy collaboration.

A successful internal communication strategy includes all communication types: top-down, bottom-up, and peer-to-peer. These channels work together to connect employees and ensure information flows throughout your organization.

For larger or dispersed teams, achieving this can feel like a tall order. But with the right internal communication software, even global workforces can stay connected and engaged.

Luckily, many new tools and platforms can help your company improve communication.

So, which platforms are worth your investment?
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Types of internal communication tools and platforms

Before diving into specific providers, it helps to understand the main types of internal communication software shaping the modern workplace in 2026.

The most effective organizations use a combination of these tools — or a single employee experience platform like Blink, which combines many of these functions into a single mobile-first solution.

Instant messaging tools

Internal communication isn’t just top-down. Co-worker collaboration tools keep conversations flowing across teams and locations by enabling quick information sharing, file exchange, and informal social connections.

Advantages:

A communication tool that allows employees to chat and share information (along with emojis and GIFs)
Most instant messaging tools are available on both desktop and mobile
Messaging tools can be used for communication between co-workers, but also for information-sharing between leadership and employees

Best tools: Blink, Slack, Jive, Workvivo

Emails and newsletters

Digital newsletters have always been great for sharing essential company updates. Modern tools enhance this channel with templates, analytics, and branded content delivery.

Best tools: ContactMonkey, Axero, Poppulo, Staffbase

Audio and video conferencing tools

Rewind a decade and video conferencing probably wouldn’t be one of the top staff communication tools on your list. Today, however, in a world of remote and hybrid teams, video conferencing tools are a workplace essential. They allow employees to talk face-to-face, even when they’re not based in the same office.Now a workplace essential, these tools make remote and hybrid meetings seamless — from one-to-one calls to company-wide events.

Best tools: Zoom, Google Meet, Microsoft Teams

Employee recognition center

Recognition platforms reward effort and build engagement by blending social recognition with tangible rewards to boost morale and employee retention.

Best tools: Blink, Bonusly, Unily

Employee engagement and surveys

Engage your employees and you experience countless benefits, including improved productivity, customer loyalty, and profitability. But if you really want to improve employee engagement, you need to measure it.

Employee surveys and feedback forms are an essential part of any internal communication toolkit. They support bottom-up communication and give you valuable insight into how employees really feel about working for your firm.

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Best tools: Blink, SurveyMonkey, Bonusly, Qualtrics

Company news feed

A private, social-style feed alerts employees to company updates and important cultural moments.

Best tools: Blink, Workvivo, Staffbase, Happeo

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Project management

Project management platforms keep work visible, accountable, and collaborative.

Best tools: Asana, monday.com

Intranet

Evolving beyond traditional intranets, these tools now enable engagement, two-way communication, and document collaboration.

Best tools: Blink, Simpplr, Happeo, Unily

Employee communication app

Mobile-first employee communication apps centralize updates, messaging, and engagement features — ideal for hybrid and frontline teams.

Best tools: Blink, Workvivo

Employee experience platform

These top-tier employee experience platforms offer a user-friendly way to access messaging, news, surveys, recognition programs, and HR functions.

These platforms go beyond communication — supporting onboarding, engagement, and culture-building.

Best tools: Blink, Workvivo, Staffbase

The takeaway:

Modern internal communication relies on an integrated ecosystem or a unified platform like Blink, which simplifies your tech stack and enhances workforce connection.

Blink serves as a mobile-first communication app, a modern intranet, a recognition tool, and a complete employee experience platform. That agility makes it ideal for companies looking to streamline their technology and boost employee engagement.

20 best internal communication tools

Ready to find the right comms solution for your organization? Take a look at our round-up of the best internal communication tools for 2025.

1. Blink

Blink is a modern internal communication tool and employee experience platform that brings together messaging, news, surveys, recognition, and analytics into a single mobile-first solution. It’s designed for organizations that want to improve communication, engagement, and access to information across both desk-based and frontline teams.

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As a mobile-first internal communication platform, Blink’s unified interface lets teams share updates, message peers, and access essential workplace applications in real time, without a corporate email address — no matter their location.

Unlike single-purpose messaging apps, Blink functions as an all-in-one internal communication software, combining collaboration and employee engagement tools in one place.

Features like pulse surveys, recognition, and content personalization enable two-way communication and make company-wide updates more meaningful.

Blink also includes social-style communication features — such as Stories, Communities, and a personalized news feed — that make information sharing intuitive and engaging. Built-in analytics help leaders understand message reach, engagement trends, and content effectiveness.

Pros

Unified internal communication toolset: Blink combines chat, news, surveys, recognition, and analytics.
Mobile-first accessibility: It works on smartphones and desktops, and doesn`t require a company email.
Personalized communication: Blink’s audience segmentation and employee journeys ensure targeted updates.
Seamless integrations: Connects with Microsoft 365, Google Workspace, HRIS, and scheduling tools.
Data-driven insights: The analytics dashboards measure communication performance and engagement.

Cons

The search functionality could benefit from more advanced filtering and refinement options.

Pricing

Pricing is available on request

Use Cases

Strengthening culture and alignment through data-informed communication strategies
Connecting hybrid and frontline teams with one internal communication platform
Centralizing all company messages, tools, and resources in a single hub

Improving engagement through interactive multimedia content

2. Asana

Asana is a well-known project management tool and, if you use it, you’re in good company. Around 85% of Fortune 100 companies say they use Asana.

With this workplace communication platform, you can create, prioritize, and allocate tasks. You can view tasks in timeline, board, and list formats — and track your progress toward milestones.

The visual format makes it easy to see which tasks your team needs to complete first. And the process of identifying and remedying project bottlenecks becomes much easier too.

Pros

A free version that supports 10 members and comes with unlimited storage, tasks, and messages
A clean, intuitive interface and a comprehensive selection of project and task management tools
Comes with a mobile app so employees can keep of track of projects on the go
Good integration with third-party tools

Cons

A high volume of email notifications can be frustrating for users
One of the more expensive project management solutions available
The mobile experience pales in comparison to the desktop experience
Collaboration tools aren’t as extensive and effective as those of other project management tools on the market

Pricing

Monthly pricing for Asana starts at a basic free plan. A business plan costs $24.99 per user per month when billed annually.

Use cases

Giving remote teams the tools they need to manage projects effectively
Cross-team collaboration
Status updates and reporting — leaders can view dashboards and reports to stay informed of project progress.

3. Jive

Jive is a community-building communication tool that you can use for top-down, bottom-up, and peer-to-peer connection. Team members can share photos, videos, documents, status updates, and blog posts. They can also decide whether their post gets seen by one team member, a specific group, or the whole organization.

Another great feature of Jive is its People Directory. Here, employees can search for co-workers they want to connect with, based on their skills, endorsements, and favorite activities.

Pros

Jive is an all-purpose business communication tool
Supports personalized news updates
Provides a single inbox so employees can manage all company communications and conversations in one place

Cons

Jive has a complicated interface and a cluttered layout that can be difficult for users to understand and navigate
Limited integrations with the other workplace tools you use
Some users say the Jive mobile app is slow and clunky with lackluster features

Pricing

Pricing is available on request.

Use cases

Creating a centralized hub for updates and document sharing
Personalizing company updates to make them more relevant and engaging
Giving employees the tools they need to interact with leadership, managers, and coworkers

4. Zoom

Zoom is often listed as one of the most reliable video conferencing platforms. It offers excellent audio and visual quality, even when internet connection is patchy, and it’s really easy to use.

You can record meetings, direct meeting participants to breakout rooms, and make use of a meeting annotation function. Zoom offers a range of other useful features too, including an online whiteboard and virtual working spaces (known as Zoom Huddles).

Pros

User-friendly interface
Can run small one-to-one meetings, large conferences, and anything in between
Advanced features include breakout rooms and webinar hosting

Cons

Zoom can be expensive for larger teams, with add-ons needed for meetings of more than 500 participants

Pricing

A Pro plan, for up to 99 users, costs $15.99 per user per month. A Business Plan, for up to 250 users and with a greater range of features, costs $21.99 per user per month.

Use cases

Running live meetings and webinars
Supporting video and audio communication for hybrid and remote teams

5. Bonusly

Bonusly gives you all the tools you need to run a successful recognition program. Via an intuitive platform, employees can tag peers and congratulate them on their accomplishments. Congratulated employees earn points, which they can then use to claim their preferred reward — a gift card, cash, or a charitable donation.

Reporting tools give leaders insight into team dynamics and patterns of recognition. It helps you to discover top performers and identify people who haven’t had any recognition in a while.

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Pros

A user-friendly interface and next to no learning curve
The option to tailor recognition programs to fit your culture and values
Out-of-the-box integrations with other workplace tools including Workday, Asana, and Slack

Cons

Limited analytics — so it can be hard for companies to understand employee engagement and recognition patterns

Pricing

Monthly pricing options for Bonusly starts at $2 per user.

Use cases

Strengthening company culture and employee morale with regular recognition, even when employees are working remotely
Creating a culture of peer-to-peer recognition — employees can award points and praise to their co-workers

6. Axero

Axero is an internal comms platform designed to unify teams, increase productivity, and improve workplace culture. It features mass email tools, an activity stream, a blogging platform, and instant messaging.

Using Axero, you can create a central hub for files, communications, and company updates. Collaboration features also come in handy, with space for team discussions and the option to co-edit documents.

Pros

Axero’s customer service is responsive and helpful
Good customization and integration options
A comprehensive employee directory that makes it easy for staff to find and connect with co-workers

Cons

A steep learning curve — users say that Axero can be overwhelming for beginners
Some users say that Axero functionality lags behind that of other intranet competitors
Limited features on the mobile version

Pricing

Pricing is available on request.

Use cases

Creating a single hub for news, updates, and resources
Supporting collaboration across your company, with file sharing and team discussions
Building a personalized employee experience, with custom dashboards tailored to the roles and departments of employees

7. ContactMonkey

ContactMonkey is one of the best newsletter platforms available. Unlike some of its competitors, ContactMonkey integrates with both Outlook and Gmail so you can send emails from and receive replies to your usual inbox.

The platform provides an easy-to-use, drag-and-drop email builder. Multiple team members can collaborate on the same email. And analytics tools help you judge which newsletter content is best engaging your workforce, so you can create more of the same.

Pros

Employee survey tools so you can email your surveys to the workforce with ease
Integration with Outlook and Gmail
SMS integration that allows you to reach employees with urgent updates
Real-time tracking and analytics — so you get insight into email open rates and click-throughs

Cons

You can only use ContactMonkey for internal emails, not external marketing emails
Only supports communication over email, which may not be particularly engaging or appropriate for all organizations
Unlikely to fulfill all your internal communication needs

Pricing

Prices start from $600 per month for 500 employees. Prices for more extensive plans are available on request.

Use cases

Engaging email and newsletter communication for employees
Launching employee surveys to help you acquire useful feedback

8. Slack

Slack is an instant messaging tool that supports asynchronous communication. Slack works well for desk-based employees who have access to other platforms, like Google Drive. Slack doesn’t work as well for on-the-go, field-based employees, who don’t have such easy access to separate cloud storage.

People within your organization can launch chat threads, including as many or as few team members as they like. They can create threads for different projects, departments, and topics. Teams also get access to little extras, like file sharing, message search, and a task reminder function.

Pros

User-friendly interface
Integration with a wide range of other workplace software
Customizable notifications

Cons

Doesn’t work well for teams who are on the go — Slack is most suited to desk-based teams
Can be hard to find what you’re looking for across multiple chats and channels

Pricing

Slack offers a limited free plan. Paid plans start from $8.75 per user per month.

Use cases

Ensuring real-time communication between dispersed team members
Providing a variety of internal communication channels — including direct messages, group chats, and channels

Read more: Top Slack alternatives

9. SurveyMonkey

SurveyMonkey has made it to our employee survey top spot for its ease of use. This employee communications platform has lots of survey templates to choose from and, if speed is your priority, lots of features that help you get employee feedback fast.

You can choose from hundreds of expert-written questions or write your own. And with the help of custom templates, you can find or create surveys for any situation, whether you want to conduct 360 reviews, find out your Net Promoter score, or seek feedback on your employee engagement efforts.

Pros

Ease of use — SurveyMonkey has a clean, uncluttered interface that employees will enjoy using
Using the Genius Assistant and the “build it for me” feature, you can create surveys quickly
Excellent analytics that help you make sense of employee responses

Cons

Limited free features
Limited customization options, so you may struggle to create complex or specialized surveys

Pricing

Prices start from $30 per user per month.

Use cases

Boosting employee satisfaction and engagement with the help of employee feedback
Making it easy for your teams to launch and respond to employee surveys

10. Microsoft SharePoint

Microsoft SharePoint is a file-sharing software that integrates seamlessly with the other Microsoft tools you may already use. You can create branded document libraries called sites, customizing them for document collaboration or top-down comms.

Teams get to share news, documents, and data. They can also edit documents collaboratively — setting notifications so they know when a co-worker makes changes.

Pros

Easy integration with other Microsoft products
Allows you to segment employees by division, giving each division its own calendar and visual timeline
Customization options so you can build forms, workflows, and custom applications for your teams

Cons

Not particularly user-friendly, especially on mobile
Cost of implementation is high and adoption rates tend to be low

Pricing

A basic SharePoint plan costs $5 per user per month.

Use cases

Project collaboration — teams can co-edit documents and manage workflows
An easy way for desk-based teams to access company documents and resources
Using internal announcements and newsletters to communicate with all employees

11. Monday.com

Monday.com is a project management tool that supports comms and employee engagement. You can use this internal communications software to create and assign tasks, track project progress, and create performance-tracking templates for employees.

Team members receive notifications when action is required. And an easy-to-use visual interface makes it easy to see where each project is up to at a glance.

Pros

A comprehensive set of project management tools
Customizable project templates to get you started
A weekly overview so you can see tasks and project milestones you need to tackle over the next few days

Cons

The backend of this business communication software is complicated and involves a steep learning curve
Limited comms tools so Monday.com isn’t useful as a standalone business communication platform

Pricing

Prices start from $8 per user per month.

Use cases

Improving project management and work collaboration
Task and workflow automation to streamline repetitive processes

12. Workvivo

Workvivo is an intranet software company owned by Zoom. You can use this internal communication tool to improve comms, employee engagement, and recognition, too. You can also make use of multiple communication channels and employee feedback tools.

Standout features include live broadcasting tools, so you can launch live streams and podcasts. You can also create microsites, where teams and special interest groups can create their own, tailored communities.

Pros

Strong translation abilities for multilingual organizations
An engaging, social-media-style interface that will feel familiar to employees
Rich communication tools including a news feed and instant messaging (available through integrations with tools like Slack, MS Teams, and Zoom meetings)

Cons

Chat functionality on the mobile app falls behind the desktop experience
Advanced features — including chat, Workvivo TV, and advanced analytics — are add-ons that come at an additional cost
Admins say they want better customization options and improved third-party integrations

Pricing

Workvivo’s Business Plan starts at $20,000.

Use cases

Creating engaging, social-media-style communications
Ensuring internal communications move in all directions — top-down, bottom-up, and peer-to-peer
Opening up internal communications to deskless employees

Read more: Top Workvivo alternatives

13. Staffbase

Staffbase is an internal communication platform designed to connect and engage employees. It brings company news, messaging, and resources into one place, making it easier for you to reach your workforce — whether they’re remote, hybrid, deskless, or office-based.

With Staffbase, you can communicate over the company intranet and send emails and SMS, all from one centralized dashboard. You can also create tailored content paths so employees receive the right information at the right time.

Pros

A great user experience across desktop and mobile versions
Brings a range of communication and workplace functions into one location, supporting top-down, bottom-up, and peer-to-peer conversations
Built-in reporting so you can see how employees are using the platform and interacting with your content
You can customize the platform so it matches the look and feel of your branding

Cons

Some add-ons and integrations come at an additional cost
There are few out-of-the-box features on the employee app
Search functionality and integrations aren’t as good as they could be

Pricing

Pricing is available on request.

Use cases

Launching employee surveys with in-built tools
Creating a single source of truth within your organization thanks to communication channels that all workers can access
Making comms more personal, with the option to segment your audience and deliver relevant content to different employee groups

14. Poppulo

Poppulo is an email and mobile communications software. It also provides digital signage functionality and digital tools for desk and meeting room management.

You can target messages based on location, role, or interests to cut through the noise. You can also access tools for planning and promoting internal events, like town halls and team meetings.

Pros

Omni-channel communications, across email, SMS, intranet, and digital signage
Drag and drop email design tools plus advanced personalization
Strong analytics — Poppulo gives comms teams clear visibility into message performance

Cons

Poppulo is more complex than some of the other tools on this list, so there can be quite a learning curve
While it brings multiple communication channels together, Poppulo isn’t comprehensive enough to work as a standalone company communication system

Pricing

Pricing is available on request.

Use cases

Enterprise email communication and analytics
Improving the quality of email messaging with employee segmentation tools
Managing office workspace among hybrid teams

15. Qualtrics

Qualtrics is an employee survey and feedback tool. You can use it to capture employee data via surveys and passive listening — and discover how your business is doing across metrics like intent to stay, engagement, inclusion, and wellbeing.

Surveys are easy to customize, with advanced question types and logic, while analytics and reporting tools help you turn insights into actionable strategies.

Pros

Flexible survey design options
Powerful analytics and reporting capabilities
AI tools that guide you to take action based on your employee feedback findings

Cons

Using advanced features effectively may require training
Qualtrics can be overly expensive for smaller businesses

Pricing

Pricing is available on request.

Use cases

Improving employee satisfaction and engagement with the help of regular surveys
Creating a culture of 360 feedback to improve the effectiveness of management and leadership

16. Happeo

Happeo is a Google-based intranet that provides a centralized location for all internal communications. It provides a hub for company news, documents, and collaboration tools.

Key features include a social intranet, an employee directory, and an intuitive search function. You can also use AI tools to find and fix gaps in your knowledge base.

Pros

Easy integration with Google Workspace tools
Excellent search functions so it’s easy to find the people, posts, and integrated third-party apps you’re looking for
The option to create hubs and communities based on departments, roles, and shared interests

Cons

Limited integrations beyond the Google suite
A web-first platform, best suited to desk-based teams

Pricing

Pricing is available on request.

Use cases

Creating a centralized hub for updates and document sharing
Building company culture and employee engagement
Connecting hybrid, remote, and office-based teas

Read more: Top Happeo alternatives

17. Unily

Unily is an employee experience and internal communications tool. It provides features that support its “four cornerstones” of digital employee experience: Alignment, Engagement, Enablement, and Simplicity.

Key features include email, employee feedback, and recognition tools. You can design, sequence, and automate employee journeys so staff receive relevant information at the right time. You can also use gamification features to improve intranet engagement.

Pros

An excellent desktop version, with an engaging and intuitive user experience
Fine-grained controls for admins
A good range of notifications

Cons

Mixed opinions on Unily’s customer service and ability to support its partners
Translating Unily’s comprehensive desktop features to mobile is a challenge for admins

Pricing

Pricing is available on request.

Use cases

Creating channels for company-wide communications
Boosting employee engagement with dynamic content and gamification
Making recognition a key part of company culture

18. Simpplr

A comprehensive intranet platform, Simpplr supports internal communication and employee engagement. It provides a user-friendly, social-media-style interface and provides AI-driven content recommendations.

Standout features include employee listening tools, surveys, and a recognition program. There are also lots of communication channels you can use across email, SMS, a mobile app, and desktop software.

Pros

An intuitive, uncluttered interface
Strong analytics that make it easy to track engagement metrics and content performance
Great search functions

Cons

Difficult login process, with multiple links provided
Some users say the struggle to integrate Simpplr with their preferred third-party apps
Advanced features can be expensive

Pricing

Pricing is available on request.

Use cases

Making employee feedback and listening a key part of company culture
Creating a centralized hub for communications, resources, and community
Bringing large organizations and distributed teams together

19. Google Meet

Google Meet is a video conferencing and virtual meeting tool. It’s integrated into Google Workspace, so it connects easily to Gmail, Calendar, and any other Google tools your team happens to use.

It’s incredibly easy to use via an internet browser so users don’t even have to download the software. This makes it one of the most accessible virtual meeting tools currently available.

Pros

Easy to set up and use
The ability to hold meetings with up to 1,000 participants
Chat, emoji, and screen share functions available during meetings

Cons

You need additional tools to fulfil all internal communication needs
Fewer advanced features compared to Zoom and Microsoft Teams

Pricing

Prices start from $6 per user per month.

Use cases

Virtual team meetings, webinars, and company-wide announcements
One-on-one video meetings
Virtual training and employee onboarding

20. Microsoft Teams

Microsoft Teams combines instant messaging, video conferencing, and file-sharing tools. As you’d expect, it offers the best possible integration with other Microsoft Office tech. You can use a selection of tools to create an all-round internal communication solution.

You can use Teams to run video meetings and team chats when your employees are working remotely or across different locations.

Pros

Strong integration with other Microsoft products
Secure communication and file sharing

Cons

Interface isn’t particularly engaging and there are few social-media-style features
Teams is designed for desktop use so mobile users don’t get the same user experience

Pricing

Prices start from $4 per user per month.

Use cases

Creating digital channels for internal communication and project management
Launching video and audio calls and sharing company-wide updates
Bringing remote and hybrid teams together, even when they’re working in different locations

Choosing an internal communication tool for your frontline organization (2026)

The right choice depends on your organization’s structure, workforce, and goals — particularly if you operate with hybrid or frontline teams.

For frontline organizations, the most significant communication challenge is dispersion. To resolve this, every employee should receive critical updates and feel part of the same company culture, even if they rarely visit headquarters.

To build a sense of belonging, choose a mobile-first internal communication platform that’s user-friendly and equally accessible for all.

To identify the best fit, ask yourself these four questions when evaluating internal communication software:

#1. Is your organization office-based, or do you have deskless workers to consider?

Some internal communication tools suit desk-based teams, such as intranets designed for desktop access. However, these are often unsuitable for reaching frontline workers who rely on smartphones.

To prevent information gaps, look for mobile-first internal communication solutions that offer the same functionality across devices. A dedicated mobile app ensures equal access and engagement across every team member — no matter where they work.

#2. Do your employees have regular opportunities to connect during the workday?

Connection drives performance, and employees who feel they belong are much more engaged and productive.

The problem for frontline teams is that they often lack organic “water cooler” moments. Using internal communication tools that enable social-style interaction — such as chat, feeds, and communities — fosters real-time collaboration between field and office teams.

#3. How much time can your employees spend on internal comms each day?

As frontline employees are busy serving customers, maintaining operations, or working off-site, they need a simple and reliable communication platform.

When evaluating tools, prioritize their ease of use, onboarding speeds, and precise message delivery.

Also check adoption rates and engagement levels as they’re powerful indicators of how smoothly a tool integrates into your daily workflow.

#4. How many internal communication goals do you want to cover?

Some platforms specialize in single functions, such as surveys, document sharing, or project management. Others, like all-in-one employee communication platforms, combine these capabilities.

To streamline your tech stack while enhancing connection and engagement, choose an internal communication tool that supports multiple channels — chat, news, surveys, recognition, and analytics — within one system.

The importance of internal communications in an organization

Every organization — frontline or otherwise — needs an effective internal communication strategy that unites employees behind the company culture and values, improves collaboration, and enhances retention.

Strong internal communication also supports:

Company connection: When employees feel aligned with organizational goals, engagement and satisfaction rise
Change management: Transparent communication ensures buy-in during transitions
Problem-solving: Clear, direct messaging limits misinformation and strengthens trust
Productivity: Employees perform best when information is easy to find and act upon

Many internal communication tools support these goals — from instant messaging and surveys to intranets and recognition platforms. For frontline teams, the right solution must be mobile-first and easy to access on the go.

The right internal communication software can transform a disconnected team into a cohesive, informed community.

Blink shows how this works by helping companies like Go North West connect all their employees through a single digital hub.

Blink. And transform company communication with an all-in-one internal communication platform built for every worker.

Roundup

10 Project Management Tips That Work

10 practical project management tips for teams that need results, not theory. Covers planning, communication, risk management, and team alignment.

“Operations keeps the lights on, strategy provides a light at the end of the tunnel, but project management is the train engine that moves the organization forward.” — Joy Gumz

Keeping that train on the right track is the job of a project manager. You have to look at project deadlines, budgets, and deliverables. Then, craft a project plan that achieves the desired project outcomes.

But projects can be derailed by any number of issues. Poor communication. Changing stakeholder expectations. Unidentified risks. Ineffective workplace tools.

So preparation is key. Every good project manager tries to identify and avoid potential pitfalls. That’s why, in this article, we help project managers prepare for their next project.

Read on to discover our ten tips for successful project management.

How do you manage a project effectively?

Effective project management means setting a clear project plan and using the right tools to monitor progress. The best project managers can manage setbacks while keeping the company's goals and workflow on track.

Here are five tips for successful project management:

1. Foster clear and effective communication

The Project Management Institute (PMI) 2023 Pulse of the Profession report reveals a range of “power skills” for project management, as agreed by project managers.

Top of the list? Communication. 68% of survey respondents say that communication is critical to achieving organizational objectives.

Effective project management relies on communication — and not just any kind of communication. To be successful, projects require open communication. Information needs to flow freely between all relevant parties to ensure timely project progress.

Without this type of communication, your project team becomes inefficient. Collaboration is near impossible. You find it hard to share updates with key stakeholders. Motivation and engagement are likely to dip, too.

With that in mind, here’s how to establish effective communication during projects:

Hold regular meetings with team members to ensure everyone is on the same page. Clarify deliverables and deadlines. Use these meetings as an open forum, where the project team can share any concerns or ideas.
Use communication tools — like Blink’s super app — to communicate over messages and in real-time, even when your project team isn’t working face-to-face.
Send project reports to relevant stakeholders regularly, making them aware of any project changes or new developments.
Be a good listener. Consider multiple points of view, not just your own. That way, you use all of the skills and expertise within the project team to come up with the best possible solutions.

2. Set clear goals for your project

A great project manager starts by setting goals. Clear goals keep your team focused and aligned. They aid productivity and decision-making.

Well-defined goals also help you decide what project success looks like, making it easier to assess your project once it’s finished.

So before you dive into tasks, ensure you understand the overall mission and objectives of the project. Set the parameters of your project, too. You need to know which tasks you’ll be tackling and which deliverables are expected, along with the timeframe and budget allocated.

With projects becoming more complex, you might like to go further, setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals. You should end up with something like this:

An understanding of your project goals and how they align with stakeholder expectations
Project SMART goals and associated metrics
A clear definition of what return on investment (ROI) means for this project

Once you’ve established your overarching project goals, you can break these down into smaller, more manageable tasks.

3. Create a schedule

A thoughtfully crafted schedule helps a project to run more smoothly. It guides your team to complete project tasks on time, while managing stakeholder expectations, too. It also reveals which tasks are dependent on others, helping you to allocate resources effectively.

To create a project schedule, you need to put all project tasks into a logical sequence, taking into account any dependencies between tasks. You can use project management tools (or just a stack of sticky notes) to visualize project progress.

Next, estimate the duration of each task, using historical data or the past experiences of your project team. You can then identify the longest path of dependent tasks — also called the critical path. This is the project’s shortest completion time.

From this point, you need to:

Assign resources — including team members, equipment, and materials — adjusting your schedule if resources are needed in two places at once
Establish milestones and deliverables so you can make sustained progress toward your final project deadline
Communicate the schedule, sharing it with the project team and key stakeholders
Use project management tools with features like Gantt charts, time tracking, and Kanban boards to help your team track their progress

4. Use the right tools to monitor progress

It's easier for your team to operate efficiently with the right project management software. Nothing slips through the cracks because everyone can see what needs to be done. If any of your team is working remotely, then this type of tech is critical to project success.

It provides a centralized location for project documents, files, and communication. It allows easy assignment and tracking of tasks. The best software also provides reports and dashboards that summarize project information and facilitate better decision-making.

When selecting a project management software, here’s what to look out for:

Features that match the complexity of your project and can scale with you as you grow. That way, you're not forced to switch to another software further down the line.
A streamlined solution. You need a tool that integrates with the workplace software you already use so teams don’t have to log in and out of multiple accounts.
A platform that’s available on your teams’ preferred devices. If your team members are working remotely, make sure there's an employee app available for mobile devices.
A clean, modern design that minimizes distractions and a user-friendly dashboard that involves little to no learning curve for your project team

5. Assemble a multi-skilled team

A project is only as good as the people who work on it. You need the right mix of personalities and skills to aid productivity and minimize friction. Get it right and you’ll improve project efficiency and outcomes.

So what traits should you be looking for when selecting project team members?

They must have excellent communication skills and be able to interact with lots of different people
They should have basic knowledge of project management methodologies such as Agile and Waterfall
They must be highly organized so they can keep on top of tasks and meet deadlines even under significant pressure
They should be familiar with project management software — and happy to use your chosen platform

Remember that the most skilled employees may need some training to thrive as part of a project team. So be willing to invest in their personal and professional development to cultivate those essential soft skills.

6. Motivate your project team members

Skilled project managers know there are times when Waterfall diagrams, Gantt charts, and work breakdown structures aren’t enough to get your team over the finish line. These things definitely help. But the best teams have something else in their favor — motivation.

Gallup research shows that motivated, engaged employees make fewer mistakes. They’re also 17% more productive than their less motivated peers.

Of course, project managers don’t have complete control over employee motivation. But there are some things you can do to increase motivation and employee engagement.

Recognize the effort and achievements of your team, praising them publicly on shared communication channels
Create a supportive culture, where all people and their contributions are valued and where work-life balance is respected
Reduce friction by giving teams the tools and resources they need to communicate and complete tasks effectively
Don’t micromanage — trust teams to get the work done and encourage team members to share ideas and suggestions

7. Identify and plan for risks

Risk management is a crucial aspect of project management. That’s because unidentified risks can derail a project. They cause unexpected problems that impact budgets, deadlines, and deliverables.

In the planning stage, project managers need to recognize and assess project risks. By building these risks into your project plan, you’ll find it easier to keep the project on track.

To plan for risks in project management:

Identify risks. Review past projects and brainstorm with your project team to list potential risks.
Use SWOT analysis. Identify strengths, weaknesses, opportunities, and threats in relation to each risk.
Determine the probability and impact of each risk, giving each risk a score.
Prioritize risks with the highest score, finding ways to mitigate or avoid these risks where possible

Once your project has ended, take the time to identify and document any lessons learned. It could be that unexpected risks in this project help you to avoid similar risks in the next one.

8. Identify and interact with key stakeholders

Stakeholders are the people who have a vested interest in your project and those who are affected by project outcomes. Some will be directly involved in the project, some will influence decisions, and some just need to be kept in the loop.

Nurturing stakeholder relationships helps your project to run more smoothly. It ensures that you get stakeholder support, with vested interests understanding and agreeing to your project plans.

Here’s what you need to do to create strong relationships with stakeholders:

Communicate with stakeholders early in the project to establish trust
Find out how stakeholders want to receive information. Which communication channels do they prefer? Do they want you to provide high-level summaries or in-depth reports?
Tailor communications to the interests and concerns of each individual stakeholder and resolve any issues proactively
Engage stakeholders with regular meetings and clear channels for feedback

9. Be a leading example

As a project manager, you need to lead by example. If you demonstrate the behavior, values, and work ethic you expect from your team, your team is more likely to follow suit. You positively influence their approach to work and bolster your own authority, too.

This type of leadership approach also encourages open communication. When team members see you acting with integrity, they’re more likely to trust you. This makes them feel more confident and comfortable when sharing their ideas or concerns.

The best project leaders are:

Ethical. They treat all team members fairly and communicate transparently and honestly at all times.
A team player. They take responsibility for their own mistakes and share credit with the whole team.
True to their word. They deliver on their promises and meet deadlines.
Proactive. They seek to resolve challenges and conflicts as they arise.

Lead by example and you improve team communication and performance. This helps you achieve project goals more efficiently and effectively.

10. Ask questions

Some leaders like to behave as if they have all the answers. But the best project leaders ask the important questions.

They tap into the collective expertise of their project team so they have all the information they need. They also ask questions of stakeholders so they understand exactly what’s expected.

This approach helps to improve project collaboration and engagement. It also facilitates crystal clear communication. You clear up any doubts, challenge assumptions, and identify potential risks.

With information from all relevant parties — and no questions left unanswered — you’ll find it easier to make decisions and solve problems throughout the course of your project.

What are the most common project management problems?

No project is plain sailing. Here are some common problems to look out for when managing projects.

1. Scope creep

Scope creep is the gradual expansion of a project’s scope beyond its initial objectives. This impacts a team’s ability to complete a project on time, on budget, or in a way that meets project goals. It can also leave everyone — project team and stakeholders — feeling dissatisfied.

A study by the PMI showed that scope creep affects up to 39% of projects. It’s a problem usually caused by stakeholders changing project conditions — things like budget, deadlines, or deliverables. Scope creep can also occur when project scope is not adequately defined or documented at the outset.

To avoid scope creep, you need to proactively engage with stakeholders during the project planning stage. Pin down their requirements and expectations, then get their approval once you’ve put a plan together.

You may also like to establish a change control board or a change request process. This means you have a fixed and logical way to consider and respond to proposed changes.

2. Poor communication

Poor communication is at the core of most project failures. It undermines cohesion and clarity. It opens the door to misunderstandings between your team members and stakeholders. It also serves to erode trust.

This is why it’s so important to establish an open dialogue from the very start of a project. By communicating transparently and collaboratively, you create an environment where everyone shares information and pulls in the same direction.

Communication tools also come in useful. The right internal communication tools helps you to maintain consistent, two-way communication throughout the whole project.

3. Financial setbacks

Wellingtone reports that only 34% of companies mostly or always complete projects while remaining on budget. This is a big issue because a project can only provide the expected ROI if it’s delivered within budget.

So what can you do to keep a project on the right financial track?

We talked a little earlier about project risks. These risks can cause unforeseen costs. So good risk identification and mitigation is crucial.

You also need to ensure the right level of visibility and control over project expenditure. Establish a clear process for tracking and approving expenses to prevent project budgets from spiraling out of control.

Final thoughts on successful project management

We hope that these project management tips help you make a success of your next project. If you take one thing away from this article, let it be this — communication is the foundation of any successful project.

Whether you’re motivating your team, brainstorming risks, or liaising with project stakeholders, frequent, open communication makes your job easier.

It supports positive teamwork and ensures you keep key stakeholders in the loop. It also facilitates informed decision-making and problem-solving.

Luckily, there are lots of communication and collaboration tools that can help.

With the Blink super-app, project teams can communicate seamlessly. They can share critical documents, launch surveys to gather stakeholder feedback, and recognize one another’s hard work.

Blink also integrates with a range of popular project management software. This means your teams can access communication and project management tools from one user-friendly interface. You can streamline the project process and prevent app overwhelm for your teams.

Want to see Blink in action? Schedule your personalized demo today.

10 Best Unily Alternatives for Employee Experience (2026)

Roundup

June 9, 2025

10 Best Unily Alternatives for Employee Experience (2026)

Compare 10 Unily alternatives for modern employee experience. See features, pricing, mobile access, and which platforms serve frontline workers best.