Employee spotlight: MJ Moore

Ren has been making her mark at Blink for over a year, helping to power our Revenue Operations function with a sharp analytical eye and a strong command of tools like SQL and Python. Based in our London office, she’s been a driving force behind smarter systems, cleaner data, and smoother cross-team collaboration.

We caught up with Ren to hear more about what drew her to Blink, the projects she’s proud of, and how being part of a fast-moving, mission-driven team keeps her inspired every day.

Which Blink office do you work out of?

‍I'm based in the London office.

What is your position at Blink?

‍I work as a Revenue Operations Analyst.

How long have you been at Blink?

I’ve been at Blink for just over a year now!

What initially attracted you to join Blink?

Honestly, it was the product that really stood out to me. I really connected with Blink’s mission of helping frontline employees stay connected. I had previously spent some time working in education as a teacher, so I saw first-hand how valuable something like Blink could be. I remember thinking, “If I had this as a teacher, I would’ve loved it.” That real-world application really sold it for me.

What confirmed I’d made the right choice was during the interview process. I got to meet my future team and was thrown straight into a collaborative SQL task. That experience represented the collaborative nature of the environment at Blink and it immediately felt like a team I wanted to be part of.

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

Rather than one specific project, I’d say I’m proud of how much I’ve grown my technical skills. I’ve had the chance to work on projects that pushed me to master tools like SQL and Python. It’s been amazing to not only learn those languages but to use them daily and feel confident doing so.

One of the biggest challenges early on was finding the time and headspace to fully focus on that kind of technical development. But as a team, we tackled that by introducing dedicated Hackathon days, which gave us uninterrupted time to solve complex problems and upskill together.

The impact of this has been really rewarding. A lot of the work I’ve done in Rev Ops has helped bring critical data into the hands of our go-to-market teams, enabling them to better connect with customers and prospects. Most recently, I’ve been using SQL and Python to help build out parts of our very own internal “Blink ChatGPT” tool!

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

I would describe the Blink culture as fun, motivating, and challenging.

Fun because the social side of Blink is genuinely brilliant. We’ve had some amazing team events — from the Crystal Maze experience to crazy boules, an F1 simulator, and even a speedboat ride along the Thames. These moments really help bring people together and build strong bonds across teams.

Motivating because you’re constantly surrounded by incredibly smart, driven people who are all deeply invested in the success of the company. Being around colleagues who genuinely care pushes you to bring your best every day.

Challenging because the pace is fast, and the problems we’re solving are complex. Those challenges have also been the most rewarding and have accelerated my growth more than I expected.

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

I’m really excited to keep seeing us sign big, well-known customers. Every time we bring a large name on board, it’s a huge morale boost across the company. It really shows how strong our product is. A standout for me was when we signed McDonald’s — such an iconic brand choosing us felt like a major moment. I’d like to see us continue to expand into the retail market. Another big fashion brand would be really exciting. It’s a sector where our impact could be huge, and there is a lot of potential there.

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

The first thing that comes to mind is all of the work that has gone into the upcoming summer party. I think it’s going to be an amazing event — not just for us internally, but for our customers too. It’s a brilliant opportunity to bring everyone together, share best practices, and show off what makes Blink such a great platform. Events like this really spotlight our culture and our community.

Since joining Blink, I’ve also had the chance to be part of three customer launches. It’s been incredibly rewarding to meet users in person and see the real impact our platform has on their day-to-day work. This definitely motivates me in the work that I do at Blink.

Why do you work for Blink?

I work for Blink because, as I’ve said before, I believe in the product. I think it’s an incredibly impactful software that helps a huge number of people. Another thing I appreciate is the variety in my role — it keeps the work dynamic and engaging. I get to work across lots of different teams at Blink, from operations to technical projects. That mix keeps things exciting. Plus, the atmosphere here is genuinely great. If I had to pick a favorite team to collaborate with, I’d say the sales team. They’re always full of energy, very motivated and really fun to work with. I’m grateful that I get the opportunity to collaborate with them.

Employee experience (EX) is still top of the agenda in 2025.

84% of businesses see EX as a competitive differentiator — a way to attract top talent and keep them working for your organization long into the future.

But that doesn’t mean all these organizations are getting it right. Crafting an employee experience that engages workers — and has them singing your company’s praises on workplace comparison sites — is no mean feat.

It requires a consistent approach that carries through all departments and across every employee touchpoint. And it requires a deep understanding of worker needs and expectations.

To achieve all this, a solid employee experience strategy is invaluable. This plan will guide your EX initiatives, the workplace tech you use, the company culture you strive to create, and the metrics you use to assess employee experience success.

Here, we take a look at all the ways an employee experience plan benefits your business and outline the steps you need to take to create one.

What is employee experience?

Employee experience is how employees think and feel about their workplace. 

It encompasses every touchpoint and interaction throughout the employee lifecycle, including recruitment, onboarding, workplace relationships, development opportunities, and the technology you expect workers to use.

Employee experience managers are responsible for shaping EX, creating the kind of company culture and workplace environment that employees enjoy spending time in.

Why every org needs an employee experience strategy

Happy employees are good for business. High levels of employee satisfaction lead to improved talent acquisition, productivity, employee engagement, and staff retention.

The benefits of EX are clear. But many businesses are failing to deliver the kind of employee experience that inspires worker motivation and loyalty.

55% of all workers feel dissatisfied with their overall employee experience and this figure rises to 61% for Gen Z employees.

Why are these figures so high? You may have noticed that the modern workforce has pretty high expectations. Employees expect way more from their place of work than they did a few generations ago.

There are a couple of factors at play. First, we’re accustomed to personalized digital experiences at home — algorithms that know what we want before we do. And we expect the same quality and usability from the tech we use at work. 

Second, the baseline for what makes a good workplace has risen. Mental health support, flexibility, and a sense of belonging aren’t perks anymore — they’re must-haves. 

And finally, people are thinking bigger. A job isn’t just a paycheck. Employees are seeking growth, transparency, fairness, and purpose — and are willing to switch jobs to find a workplace that provides them.

Meeting these expectations is tough for any company. And — without a clear employee experience strategy — it gets even tougher.

With a solid employee experience strategy, however, you connect the dots between what your people need and what your business wants to achieve. You create the kind of workplace where people bring their A-game — where employees are engaged, productive, and with you for the long haul.

12 steps for building your employee experience strategy

Stellar employee experience management relies on a clearly defined strategy. Here’s how to get there.

1. Establish your why

Before jumping into tactics, pause and consider what you’re trying to achieve with your employee experience strategy. You need to understand the business case for improving EX. This will help guide your EX efforts — and get stakeholder buy-in.

Here are a couple of questions you can ask yourself to get the ball rolling:

• What pain points do our employees currently experience?
• How does this link to business outcomes, like retention, productivity, customer service, and engagement?
• What kind of company culture do we want to build — and how does this align with our values?

2. Map the employee journey

From day one to exit, every touchpoint matters. Working out each point in the employee lifecycle can help you uncover areas for EX improvement.

You should look at:

• Recruitment
• Pre-boarding and onboarding
• Career development and growth opportunities
• Engagement
• Retention
• Offboarding

Then, across these employee journey stages, figure out what the employee experience looks like. 

Consider employee priorities like recognition and feedback, work-life balance, and any bottlenecks in their daily workflows.

Examine the cultural environment. Things like leadership style, the quality of co-worker connections, and the effectiveness of your internal communication channels.

Also, audit the physical environment, assessing how safe and comfortable employees are when they’re at work. Ergonomic desks and chairs are a given for your office-based staff. But consider the needs of frontline employees and those who work at home, too.

With a clear understanding of the employee journey and the factors that impact EX, you can (at step 4) craft staff survey questions that cover all elements of the employee experience. But first, there’s another key area of EX to get a handle on.

3. Assess your tech-sperience

Tech tools are now a fundamental part of every work day. So the digital employee experience forms an increasingly integral part of EX.

Remember that employees get streamlined, personalized experiences on the software they use at home. So — whether you like it or not — your workplace tech is going to be compared to the very best consumer-grade tools. 

Clunky or outdated tech tools create frustration. They harm productivity and employee motivation.

Even the most cutting-edge tools can cause problems if they aren’t implemented with the proper focus on EX. Use too many different tech tools and employees can easily feel overwhelmed. They constantly have to recall login details and toggle between tabs.

So when crafting your employee experience strategy, assess your tech stack — and its impact on employees. Find out where technology is supporting a positive employee experience and where it’s creating friction.

Also, consider tech needs on a team-by-team basis, paying special attention to frontline employees. Without easy access to a desktop computer or a company email address, frontline workers often find workplace tools difficult or impossible to use, which harms the frontline experience.

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4. Ask employees what they want

Every workplace is different. And while you’ll find plenty of articles listing the workplace attributes that employees value most, these can only ever act as a rough guide.

To make a success of your employee experience strategy, you need to understand your workforce and what motivates them. Then, treat them as co-creators of your EX strategy.

That starts by gathering employee feedback. Send out surveys and polls. Launch a listening tour. Find out what employees think of EX at your organization and what would improve it. Work to discover pain points, needs, and expectations.

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This shouldn’t be a one-off event. You should aim to build employee listening and employee voice into company culture. Create two-way communication channels and foster open communication across all levels of your organization. Acknowledge feedback and tell employees what action you plan to take.

By doing so, you encourage engagement with the feedback process and prompt honest responses from employees. You also keep your finger on the pulse, which — faced with ever-evolving employee experience trends — helps you stay ahead of EX issues.

5. Dive into the data

You’ve got feedback. Now what? It’s time to analyze the data you’ve gathered from employees, looking for EX patterns, pain points, and opportunities.

Celebrate the areas where you’re doing a good job. And hone in on areas where EX could be improved.

Use the analytics tools you have access to and combine qualitative feedback with quantitative data on retention, absenteeism, and employee engagement to get a big picture perspective. 

6. Get to know EX across the organization

Segment your data and you can also find out what employee experience looks like for different sectors of your workforce.

Perhaps your office-based team is satisfied with the quality of internal communications they receive. But your frontline team has to make do with a patchwork of paper memos and word-of-mouth messages. 

It could be that Millennials are loving the option to work from their comfortable home offices. But Gen Z employees, still living in shared housing, are struggling to find a quiet and productive place to work.

Maybe one department experiences higher than average levels of turnover and lower than average instances of employee recognition. 

Only by digging deep into the data can you understand how EX at your organization looks for every member of your workforce — and start to see the patterns that will inform your plan of action. 

7. Set goals

You’re at the point where you’ve done all your EX research. Time to put down on paper what you hope to achieve with your employee experience strategy. 

Create targets that are measurable, time-bound, and based on the EX issues you uncovered during the research phase. 

Some examples include:

• Increase career development opportunities for employees
• Establish better two-way communication channels between employees and managers
• Boost news feed comments and reactions by X%
• Increase survey response rates

8. Build your plan

Keeping your goals in mind, lay out the actions that will help you achieve them.

For example, if you want to improve career development opportunities, you could launch a new mentoring program.

Or if you wanted to increase your survey response rate, you could look at ways to close the feedback loop, ensuring that employees feel their feedback is listened to and acted on.

You may like to overhaul employee pay and benefits, well-being support, or workplace recognition. You may want to focus on improving the frontline employee experience with better comms and flexible working opportunities.

9. Find the right EX tech

This is a great time to consider the employee experience tech tools that will support your employee experience strategy. The best employee experience platforms can improve EX with the help of:

• Internal communication tools — channels that support top-down, bottom-up, and peer-to-peer conversations and an engaging company news feed
• Recognition tools — that help you create a culture of appreciation

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• Integrated software — integrations with the other workplace software you use to create a streamlined digital experience
• Automated employee journey tools — features that make it easy for you to deliver the right content to employees at exactly the right time in their employee journey
• HR self-service tools — tools that allow employees to swap shifts, request leave, or view their pay stubs right from their user-friendly dashboard
• Surveys and analytics — employee survey and analytics tools that help your team keep up-to-date with employee satisfaction and EX
• Personalized employee experiences — tools that go beyond a one-size-fits-all approach to provide tailored comms, dashboards, and journeys relevant to each individual employee

10. Communicate and roll out

To make a success of your employee experience strategy, you need all hands on deck. Employees should get a consistent experience across the whole lifecycle and that relies on lots of different departments working together.  

Get everyone on the same page — including employees — by communicating your EX vision clearly and transparently. Lay out your objectives and the positive outcome you expect. Tell them what will change and why.

If you’re rolling out new employee experience software, think carefully about how you’ll get your workforce to embrace it. Start by picking user-friendly, mobile-first tools that every employee can use. Then, use a marketing campaign, incentives, gamification, and platform ambassadors to encourage employees to log in.  

11. Measure and evaluate

Is your employee experience strategy having the desired effect? As well as looking at the specific EX goals you set earlier in the process, measure your success in terms of overarching business goals too.

These include employee satisfaction metrics like:

• Employee net promoter score
• Absenteeism rate
• Turnover rate

You can also look at KPIs relating to talent acquisition, customer satisfaction, and employee productivity.

Measure employee experience and you stay ahead of any EX problems that might arise. You see where your EX strategy is bearing fruit — and where you still need to make improvements.

12. Iterate and improve

Improving employee experience isn’t a one-and-done situation. Creating and honing the perfect employee experience strategy is an ongoing task.

Use insights gained from employee surveys and analytics to keep pace with evolving employee expectations. Review your goals. Find new ways to enhance employee experience and keep staff loyal to your organization.

By treating EX as a continuous process, you’re more likely to create a strong culture, happy employees, and the business results you’re looking for.

Using your employee experience strategy to build a better workplace

A strong employee experience strategy can transform your workplace. It impacts company culture and internal communications. It boosts productivity and staff loyalty. And it can put a spring in the step of employees as they turn up to work each day.

And with 52% of employees saying they’re watching for or actively seeking a new job, employee experience strategy isn’t something you can afford to neglect. 

The occasional free lunch or mental health day won’t cut it at a time when employees demand more than ever from their places of work — and are prepared to vote with their feet if their expectations aren’t met. 

To ensure EX success, you need to consider the experience of every employee. The priorities of your retail staff, for example, are probably very different from those of your office-based team. Then, you need to create personalized experiences that make employees feel seen and valued.

An employee experience platform like Blink can make a huge difference to your employee experience strategy and its success.

With tools that automate elements of the employee journey, improve communication, streamline workflows, and include every employee in the workplace community, it becomes much easier to deliver the kind of employee experience your workforce expects.

Blink. And make employee experience your competitive advantage.

What do the words leadership visibility mean to you?

Is it a lone wolf standing at the top of a hill raised up above the masses or is the usual visual that pops into your mind more nuanced?

Leadership usually conjures up thoughts of the very pinnacle of corporate hierarchies. The CEO, and his or her c-suite.

Those who run the company or who are tasked with running it.

Then there are leaders who are less symbolic and more down to earth leaders like team managers and supervisors. The everyday people managers.

What about their visibility? They also need to be seen and heard but also available to see and hear from their people that they’re tasked with looking after.

That, for me, is at the heart of leadership visibility.

What does leadership visibility equate to?

The accountability and responsibility for a group of people and their ability to have a positive experience during the time they are affiliated with your organization.

Visibility equates to being both visible so people can see leaders and also accessible so employees can gain access to interact with leaders in a meaningful way.

In a 2019 Salesforce research report it was found that when employees feel heard they are over four times more likely to feel empowered to perform to the best of their abilities.

To give it their all or exercise that discretionary effort that can make the difference between good and excellent. Of course, it matters how this is done and informality can create a more comfortable environment for both leaders and their people to interact.

What does leadership visibility look like?

For example, if you organize a breakfast session where a leader makes themselves available for 45 minutes and you provide breakfast treats and hot beverages, that could be deemed as a formal gathering.

I have organized a few such sessions and found, in some cases, that there was a level of reluctance to participate. Why should this be? I would say it was cultural as well as the event type.

A breakfast session cannot, in of itself, change a culture or create a welcoming one that provides a safe environment where employees want to be seen, listened to, and heard by their leaders.

That willingness to have conversations with leaders is key.

The role of culture

If an organisation’s culture doesn’t permit or encourage connections with leaders or where they are cordoned off, no amount of breakfast sessions, walk the floors or town hall Q&As will fix this.

In this instance, the toxicity would need to be addressed before any activities could successfully come to fruition. So, it’s less a case of visibility and more a case of authentic visibility.

An approach that aligns visibility programmes with an organisation’s culture. If your managers are having regular conversations with their teams as part of business-as-usual activities, then you’re halfway into the journey of engaging employees through visible leadership.

Managers are key to making unconcealed leadership a success.

The persona of a visible leader

What do accessible leaders look like?

They are personality-driven and offer a heady combination of charisma, capability, intelligence, and social skills that culminates in a person who makes others feel at ease, relaxed, empowered and emboldened to have their say.

Not to say that quiet leaders cannot elicit the same reaction.

It’s less about being extroverted and more about being confident in one’s own skin to give others the assurance that they can do the same without fear of retaliation in response to the sharing of candid views.

Mutual respect is crucial which again is largely driven by culture .

If everyone knows they are in an environment that actively promotes transparency, then leaders can be authentically visible and encourage employees to respond positively to this visibility without viewing this access with suspicion.

Jessica is a customer assistant in a retail store. She started the job six months ago, enjoys supporting customers, and has been consistently meeting her monthly targets.

But Jessica doesn’t get acknowledgment from her manager or other staff members. Not just that. The store recently hired another person in the exact same role as Jessica and — according to the grapevine — at a higher salary than her.

Jessica’s co-worker, Marco, has been working at the store for a couple of years. He knows the job like the back of his hand and is feeling bored and underutilized. But, as far as he knows, the organization doesn’t have progression or training pathways suited to him. So he’s started looking for a job elsewhere. 

Jessica and Marco came into the organization with high levels of morale — and they’ve been putting in the work. But they aren’t getting what they need from their employer. So their morale dips. Customer service and productivity suffer. Employee turnover ticks upward. 

This makes it harder for the organization to achieve its goals. And it’s why every company should be working to build and sustain employee morale.

Here, we look at how to boost employee morale and motivation in 2025.

What is employee morale and why is it important?

Employee morale is how employees feel about their jobs and work environment. It’s linked to employee engagement, job satisfaction, and staff retention.

What does low team morale look like?

In a workplace with low morale, employees do the bare minimum to ensure their paycheck while keeping one eye firmly on the job boards.

And unfortunately for employers, low morale is contagious. If one demoralized employee fails to pull their weight — or badmouths leadership — they hurt the morale of co-workers, making it increasingly difficult for an employer to reset the tone.

What does high team morale look like?

In contrast, in a workplace with high morale, employees are loyal, happy, and engaged in their work. They’re productive and more likely to go above and beyond their prescribed duties. These workers also tend to pitch in during times of crisis.

Employees with high morale are happy with the employee experience at their organization — and they help to set the mood. They create a wave of positivity that inspires improved morale and performance among their peers.

What’s the situation in 2025?

When we look at the current state of employee morale, the news isn’t great.

According to recent Glassdoor research, almost 2 in 3 employees feel stuck in their current roles. They might not be heading for the door just yet, but these “quiet quitters” are feeling dissatisfied and unmotivated — and they’re having a negative impact on the morale of co-workers.

It seems there’s never been a better time to boost staff morale in the workplace. Let’s find out some strategies you can use at your organization.

How to boost employee morale in 2025

Whether morale has been slowly declining or has taken a hit due to workplace changes, here are some employee morale boosters to use in your organization.  

Master change management

In today’s workplace, change can feel like the only constant. But that doesn’t mean employees are used to it. If change isn’t managed and communicated sensitively, it can damage workplace culture and employee morale.

For example, imagine you’ve just announced a hiring freeze. Existing workers may assume that a downsizing initiative is on the way and start worrying that their jobs are at risk. Workforce morale suffers.

You can avoid this dip in morale by clearly communicating with employees. It could be that the hiring freeze is helping to ensure the safety of existing roles. Or that budgets are being diverted to training and development.

When implementing change, consider what employees need to know, demonstrate empathy, and follow change communication best practices to give employees the information and assurances they need.

Challenge your team

When a job is too easy, employees become bored. But a job that is too difficult causes problems, too. Employees can become discouraged.

To build staff morale, you need to strike a balance. Give employees the tools, training, and support they need to fulfill their roles. And challenge them with new tasks that push at their limits, so they develop new skills and grow their confidence.

Recognize hard work

Imagine you put a ton of effort into a project. Or you go out of your way to give a co-worker the support they need. Or you ace a presentation you’d been feeling really nervous about.

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You probably (deservedly) feel really proud of yourself. But what if your actions don’t prompt any praise from leaders, managers, or peers? You may end up feeling deflated and demoralized.

Employees who don’t feel recognized for their hard work, are two times more likely to say they’ll quit within the next year. But those who receive regular, authentic, and meaningful recognition are more likely to bring their A-game.

So, to raise employee morale, bring recognition into the mix. Take a look at these employee appreciation ideas for inspiration.

Invest in training and development

Progression is a key driver of employee engagement. You can raise engagement and morale by helping employees to progress in their roles and careers.

When employees get the training they need — through thorough onboarding, ongoing professional development, mentoring, and coaching — they feel more confident and less stressed. They feel valued by the organization and their performance improves.

Lay out career progression opportunities at your organization and there’s even more incentive for employees to do their best. When they can see a future with your company, they become more committed and less likely to look for a job elsewhere.

Create a sense of community

A positive and connected workplace culture is an effective employee morale booster. 83% of employees want their workplace to provide a sense of community, with more than a third willing to trade a bigger pay packet for stronger friendships and social enrichment at work.

When thinking about workplace connection, it’s worth spending a little extra time thinking about remote and frontline employees. These workers can be hard-to-reach and often end up feeling isolated from company culture.

So how do you create a sense of community for workers who don’t spend a lot of time together IRL? An employee app is an increasingly popular solution.

An app acts as a digital water cooler. With an engaging news feed and instant messaging tools, it gives employees access to conversation and company culture via their smartphones. You can also encourage workers to find their tribe, connecting with like-minded colleagues via digital Communities.

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Give health and wellbeing a boost

Show concern for employee health and wellbeing and you’re more likely to achieve high levels of morale. Workers see that you care about them as people — not just as employees — which makes them feel valued.

Here are a few ideas for how to support employee health and wellbeing:

• Create a volunteering program, so it’s easy for employees to give back to the local community
• Encourage employees to take a full lunch break and use their full PTO allowance
• Offer flexible work options and shift swap tools to support employee work-life balance
• Keep fit with exercise challenges and fitness subscriptions
• Talk openly about mental health and ensure employees know who to turn to if they need to talk

Initiatives like these help prevent stress and burnout while improving employee motivation and productivity.

Communicate, communicate, communicate

Having and communicating an inspiring vision is crucial for employee morale. In many organizations, workers don’t know the “why” behind business objectives. Nor are they aware of how their own work ties in with those goals.

Poor communication leads to increased stress, lower productivity, and strained relationships. It also harms the trust employees have in their leaders. Hardly a recipe for workplace motivation.

To keep employees motivated and on the same page, open communication is essential. And with the right internal communication tools, you can share consistent and engaging messages with all employees.

You can keep employees up to date with company updates via a multi-media news feed. You can store essential documents relating to policies and mission in an easy-access content hub. Across all internal communication channels you can amplify company culture and the values that guide it.  

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Improve internal communication and you make everyone aware of company goals and the latest company news. Everyone understands what is expected of them — and they pull in the same direction — increasing employee morale in the process.

Give employees a voice

When employees feel heard, they feel valued and are more likely to do their best work. Gathering employee feedback helps in other ways too.

You can use employee surveys, listening tours, and one-to-one chats to find out what helps and harms the morale of your workforce. Let employees have their say and you’ll find meaningful ways to improve the employee experience.

As part of a well-executed employee voice strategy, you then close the feedback loop. You share your findings and your plan of action with employees. This builds trust in the feedback process and means your workforce is more likely to engage with future surveys and listening events.

Measure employee morale

You can supplement the qualitative data you gain from employee listening with quantitative data gained from analytics tools. Employee morale metrics include:

• Absenteeism rates
• Employee turnover rates
• Productivity
• Employee net promoter score (eNPS)

Benchmark and track these KPIs over time and you’ll build a better picture of employee morale. Keep your finger on the pulse and you’ll also be able to spot and address issues in real-time before demoralized employees impact their teammates.

The secret to sustained staff morale?

Building and sustaining employee morale is essential — to attracting and retaining top talent, and to getting the most out of your teams.

When employees feel valued, informed, and connected to the wider company, they’re more likely to feel motivated and engaged.

And when you understand the needs of employees and the state of morale in your organization, you’re better able to make meaningful changes to the employee experience.

With remote or frontline employees in the mix, you may need the help of morale-boosting tech tools. The right software allows you to reach all employees — giving them a voice, connecting them to co-workers and company culture, and recognizing the work they do.

Blink. And watch morale soar with the help of smarter workplace tech.

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Missed our Summer 2025 release? Catch up on the details here!

We get it — work communication has never been louder. Too many channels. Too many tools. Too little signal.

That’s why this Fall, Blink’s release focuses on nuance: Smarter alerts, sharper analytics, and cleaner connections that give your teams more signal, less noise.

From notifications that know when to pause to chat that feels more human, these updates help you cut through the clutter without adding complexity.

Because the best employee experiences don’t shout louder — they just make more sense.

#1. Notifications that know when (and how) to talk

Upgrade unlocked. Blink’s new Notifications framework reimagines how messages reach — and respect — your workforce.

This feature puts power and precision back in everyone’s hands. Whether you’re sending critical safety alerts or scheduling downtime for a global team, Blink now balances reach, relevance, and respect — at scale.

People want more control of their communications — and this upgrade delivers it. With a smarter engine that blends personalization, targeting, and flexibility, organizations can now cut through the noise, boost engagement, and rebuild trust between leaders and teams.

It’s not just a new notification system. It’s a new communication philosophy — one that turns alerts into alignment, and messages into moments that matter.

What’s new:

• User autonomy: Employees can now set preferences (All / Important / Mute) and schedule quiet hours by day
• Precision reach: Admins can define who sends notifications and safeguard critical groups from muting
• Instant context: Notifications now include group names and content previews so people instantly know what matters
• Governance by design: Org-level defaults and group-level overrides make communication clean, consistent, and compliant
• Featured flags & quiet days: Highlight key announcements, or give everyone a digital breather, directly from group settings

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#2. Chat that feels more human

Communication shouldn’t feel like a chore. With this release, Blink Chat gets a subtle yet powerful glow-up.

New visual tweaks — from chat bubbles to color updates — make conversations clearer, warmer, and easier to follow. It’s small design detail meets big usability payoff, especially for mobile teams on the move.

What’s new:

• Refreshed bubble and color design for cleaner conversation flow
• Sleeker layout optimized for readability and accessibility

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#3. Surveys that spark smarter action

Data is only as good as what you do with it. This update gives your Surveys a sharper edge — faster setup, better targeting, and smoother participation across teams.

What’s new:

• Improved creation flow and formatting in the Admin Portal
• Trackable surveys that allow you to narrow in on responses from the profile fields you care about most‍
• Cleaner user experience for participants on every platform — especially on mobile
• Detailed analytic exports on engagement and completion rates to boost decision-making
• Question descriptions that enable you to share more question-specific detail with participants

#4. Informational Workday nudges

Workday is great for processes — but people often need reminders to actually complete them. Enter Informational Workday Nudges.

This new feature helps surface important Workday updates — like upcoming reviews or expiring training — directly inside Blink, where employees already spend their time.

Your HR system just got a human touch.

What’s new:

• Automated, context-aware nudges triggered by Workday events
• Fully integrated with Blink’s mobile-first experience
• Informational-only for now — with Actionable Nudges on the horizon

#5. Smart Search with ServiceNow: One query, all answers

Tired of hunting across tools? Blink’s new ServiceNow federated search brings everything into one place.

Employees can now find ServiceNow tickets, knowledge base articles, and internal content without ever leaving Blink. It’s one search bar to rule them all — and a big win for IT and employee self-service alike.

What’s new:

• Unified search results from Blink and ServiceNow
• Instant access to help articles and ticket info
• Reduced system hopping for employees and IT teams

#6. Live stream analytics: Because reach matters

You’ve mastered live streaming — now it’s time to measure it.

With new live stream analytics, you can finally see who tuned in, how long they stayed, and what content resonated most. Use these insights to refine your next event and make every broadcast count.

The result? A full picture of engagement, not just attendance.

What’s new:

• Viewer metrics: Total attendees, average watch time, drop-off points
• Replay and engagement data for on-demand viewers
• Exportable reports for leadership summaries

#7. Agreement center: Simplifying compliance adherence

Ensuring workplace policy compliance is crucial but traditionally time-consuming — especially for frontline workforces.

Our new agreement center lets administrators control and distribute policy agreements and record employee acceptance with ease and precision, right from Blink’s desktop interface.

What’s new:

• Recurring employee prompts with custom CTAs and a selection of set cadences
• Single-click functionality so employees can accept on mobile or desktop just once
• Policy or workplace document links right in the prompt

#8. Coming soon

Because innovation never clocks out. Here’s what’s next on the horizon:

• Algorithmic feed: Personalized, relevance-first content delivery
• SMS alerts microapp: Reach employees even beyond Blink
• Share feed posts via email: Extend reach to non-users and stakeholders
• Actionable Workday nudges: Let employees complete tasks directly from Blink
• Chat read receipts: See when your message hits home
• Save feed posts for later: Bookmark important content for future reference

Blink. And stay one step ahead of what’s next in employee experience.

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Apps for frontline workers? Absolutely!

For years, office workers have had the digital advantage. They’ve been treated to tools that make their work lives easier and more productive.

Frontline workers? Not so much. If you’re on your feet, on the shop floor, or out on the road, logging into a desktop computer just isn’t practical. That’s why frontline teams are often left behind in terms of workplace tech.

Thankfully, things are changing. Secure, mobile-first apps are putting the right tools directly into the hands of frontline employees. No workarounds. No clunky systems. And no manager phone calls necessary.

The apps in this list are designed to make work more seamless, give teams a stronger voice, boost engagement, and help frontline employees do their best work.  We’ll be looking at:

• Best intranet and HR apps
• Best company culture and well-being apps
• Best learning and development apps
• Best driver apps
• Best apps for healthcare workers
• Best retail and hospitality apps
• Best construction, field worker, and facilities management apps
• Best shift worker and team scheduling apps
• Choosing the best apps for your frontline team

Ready to upgrade your frontline tech? Here are 31 apps every frontline team should know about in 2025.

Best intranet and HR apps for frontline workers

Keeping your frontline team connected and supported starts with the right tech. Intranet and HR apps put essential tools — from scheduling to documents to messaging — directly into every employee’s pocket. These apps make it easy for your workforce to stay informed, get work done, and feel part of the bigger picture.

#1. Blink

Blink’s employee app was built for frontline teams. It’s a mobile-first solution that offers the same features and functionality across both mobile and desktop versions. Within the app, you’ll find everything you need to manage internal communications, employee engagement, and HR tasks.

From the content hub to the news feed to instant messaging to live streaming, it’s easy for frontline employees to stay connected to the organization — and each other. Recognition and employee survey tools boost company culture and the employee experience. Digital forms replace paper processes. And automated employee journeys ensure everyone gets the right information at the right time.

Other benefits of Blink include its modern social experience, in-depth platform analytics, and integrations with a wide range of other workplace software. Use Blink as your employee intranet and you bring every employee into the company conversation — and boost productivity with the help of streamlined, digitized processes.

#2. flair

flair is a multi-purpose HR platform built on Salesforce. It supports everything from time tracking and payroll to recruitment and performance management. And whether you’ve got 10 employees or 10,000, flair promises to scale with you.

Via the flair app, frontline employees can clock in and out. They can request time off and see which co-workers are absent on any given day. They can also access core HR functions and documents on the go.

The platform integrates with over 4,000 tools, including Slack, Calendly, and LinkedIn. It’s also available on all devices — iOS, Android, Mac, and Windows. And it’s refreshingly affordable compared to some of the bigger HR platforms.

#3. Workvivo

Workvivo is an intranet platform owned by Zoom. It supports internal communication, employee engagement, and recognition — and it comes with a user-friendly mobile app for frontline workers.

Translation capabilities are a particular strength. Getting comms out to a large multilingual workforce in their preferred languages is easy. Workvivo also acts as a digital hub, where frontline employees can access documents and resources.

Just bear in mind that some Workvivo features, like instant messaging, are classed as add-ons and come at an additional cost.

How do Workvivo and Blink compare? Take a look: Workvivo vs Blink

Best company culture and well-being apps for frontline workers

All too often, frontline employees feel disconnected from company culture. This can leave them feeling stressed and isolated — and makes it more likely that they’ll look for other jobs. Here are some frontline apps that bridge that gap and help you build a better frontline employee experience.

#4. Perkbox

60% of frontline workers feel underappreciated. So if you want an easy way to thank your deskless staff for the work they do, an app like Perkbox can help.

Perkbox is an employee benefits and rewards app that makes it easy for your frontline workforce to access the perks you provide as an employer. Employees earn Perkbox points, then choose their rewards from a marketplace of options.

There’s also a wellness library full of resources and a celebration hub, where managers and peers can give shout-outs for great performance.

#5. EngageWith

Recognition works best when it’s timely and personal. And this is something the EngageWith app is great at. In seconds, managers and employees can create recognition posts. Managers can also give out rewards, which employees can then redeem at an extensive range of popular vendors.

This frontline software also makes it easy for managers to send out pulse surveys, including eNPS surveys. You can gain insight into what employees are thinking, identify areas for improvement, and make meaningful changes to company culture.

#6. Reward Gateway

Reward Gateway is a heavyweight in the recognition and benefits space. Alongside discounts at major retailers, it offers flexible benefits, peer-to-peer recognition, and salary sacrifice options. Employees can save money on tech goods, cars, bikes, and childcare. They can also trade vacation allowance for cash.

With the Connect+ app, employees can access recognition and rewards from their smartphones. They can also respond to pulse surveys, access wellness resources, and keep up with company updates.

#7. Headspace

Working in a frontline role is stressful. In fact, 75% of frontline employees say they feel burnt out. A subscription to meditation app, Headspace, isn’t a silver bullet for stress — but it can help employees to decompress and develop stress-busting strategies they can use at work and at home. 

The app provides a huge range of guided meditations, mindfulness tools, and sleep resources. The sleep support, in particular, is a great feature for employees on the night shift. Paired with other improvements to frontline employee experience — like flexible working and employee recognition — Headspace can give frontline well-being a much-needed boost. 

Best learning and development apps for frontline workers

Frontline workers are more likely to give their all — and stay working for your company — when you invest in their development. You can make it easy for deskless staff to access training modules on the go, with the help of these learning and development apps.

#8. Udemy Business

If variety is what you need, Udemy Business has it covered. With instant access to over 30,000 expert-led courses, it’s one of the broadest learning platforms out there.

You can choose from ready-made certifications or tailor learning paths to fit employee roles. Popular course categories include business skills, wellness, leadership, AI, and tech — and you can also create onboarding training for new hires.

Thanks to a user-friendly mobile app, employees can access course content 24/7. They can also complete micro-learning courses, slotting L&D seamlessly into a busy workday.

#9. Kallidus Learn

Kallidus Learn is a user-friendly LMS and a regular on LMS industry award shortlists. Using Kallidus, it’s easy for employees to complete training and find development opportunities within your organization.

Using the app, learners can download course content to view offline. Their progress and results will be updated when they reconnect to the internet — great for teams who don’t always have a reliable internet connection during the work day.

And for your HR team, there are detailed analytics and reporting dashboards, so they can see where everyone is up to and track learning effectiveness, too.

#10. Prodigy EMS

Leave the dusty old PowerPoints where they belong and revamp your medical recertification needs using Prodigy EMS.

If you’re a pre-hospital healthcare provider with employees who need to go through recertification, Prodigy EMS provides a specialist platform with both live and pre-recorded lesson content.

Employees benefit from up-to-date training delivered by expert instructors, using real patient videos, patient care reports, and interactive polls. Options are available for NREMT recertification, occupational health and safety, compliance, and best practices.

Lectures from pre-hospital conferences are also available on Prodigy, so as well as fulfilling key regulatory requirements, your team can keep up with the very latest research in their field.

#11. Cornerstone

Cornerstone is another learning platform with an excellent app for frontline workers. You can create efficient onboarding programs, compliance training, personalized upskilling courses, and immersive learning experiences, making use of AI-powered recommendations and analytics that reveal employee progress.

The app makes training accessible anytime, anywhere. Their learning is aligned to performance and career goals, so employees know where they’re headed — and they get content recommendations based on their department and role. 

Best driver apps for frontline workers

If you work in the transit sector, you know how hard it is to keep everyone on the same page. When frontline staff spend their days on the road, it’s easy for messages to get missed and for admin to build up. Here are some frontline worker apps that make life easier for your drivers — and the team back at HQ, too.

#12. DAS OnBoard by Trapeze

For public bus operators looking to improve driver-office communication, the DAS OnBoard bus driver app should be a first port of call.

An intuitive interface provides a direct line between drivers and HQ. There’s a single portal for all interactions — drivers can pick up messages, get in touch with the office, view their assigned routes, and notify the office if a service is running late.  

Via the self-service web portal, drivers can request vacation leave and swap shifts. They can also sign into work remotely. This means you can reduce unnecessary journeys to and from the depot, making big efficiency savings.

#13. OptimoRoute

OptimoRoute’s Driver App helps delivery and field service companies stay connected while drivers are on the road.

You can send optimized routes to your drivers in a single click. Drivers then get all the information they need in one place — order details, a schedule, and navigation. Need to update order info? That’s easy too.

Back at HQ, you can see where drivers are at any time, see how their routes are progressing, and be ready to respond to any customer requests in an instant.

#14. MileIQ

Simple but a massive time-saver, MileIQ helps employees log their mileage when driving for work. Instead of tracking miles manually, the app runs in the background of a driver’s phone, offering real-time mileage tracking and automatically calculating expenses.

Drivers simply tap to send a report to the admin team, who can then review and approve the drive, mileage, and expenses from one centralized dashboard. The app saves time on both ends of the process and reduces the risk of manual errors.

#15. PetrolPrices

PetrolPrices is a handy, free app for drivers in the UK. It displays the cost of fuel at nearby gas stations so drivers can navigate to the cheapest option.

If you pay actual expenses rather than mileage, employees will be less out of pocket while they wait for reimbursement and the business makes significant savings too.

Best apps for healthcare workers

Healthcare workers spend their days supporting patients. It’s busy, demanding, and (at times) emotionally draining work. Having the right software for healthcare teams can streamline operations, improve patient care, and relieve a little of that pressure on your frontline staff.

#16. Epocrates

Epocrates is used by over a million healthcare workers across the world for instant clinical decision support. It saves clinicians an average of 20 minutes every day.

The app provides a comprehensive library of drug information — including dosage, side effects, and harmful drug interactions. It helps healthcare providers identify superbugs in their patients’ communities and supports them to make more accurate prescribing decisions.

Healthcare employees can stay up to date on developments in medicine, with easy access to educational articles, videos, and podcasts, organized according to a user’s selected specialty. They can also improve efficiency with over 600 medical calculators, equations, and risk scores.

#17. Medscape

Next on our list of healthcare worker apps is Medscape, a company that has been bringing frontline healthcare professionals the latest medical news, clinical trial coverage, drug updates, and journal articles since 1995.

They also provide a range of useful clinical tools via the Medscape mobile app, which is available on both iOS and Android. Clinicians can make use of a reference guide, professional development resources, a drug interactions checker, and real-time transcription tools.

#18. VisualDX

VisualDX is designed for healthcare professionals working in dermatology. It provides a photographic library of a huge range of skin conditions — across patients of different ages, sexes, skin types, and skin colors — which healthcare employees can use for reference on the go.

During a patient consultation, healthcare providers can also take a picture of a skin condition, upload it to the system, and answer a few brief questions to get potential diagnoses. That means fewer unnecessary referrals and a better patient experience.

#19. Medesk

Another great app for healthcare providers, Medesk is software built for clinics and healthcare practices. It packs in a lot of features — online booking, electronic health records, telemedicine, scheduling, billing, task management, and reporting.

Everything is accessible from any device. So wherever a clinician happens to be, they can update records, check appointments, view lab results, and communicate with patients, without being tied to a desktop computer. They get to spend less time on admin and more time on patient care.

Best retail apps and hospitality apps for frontline workers

In retail and hospitality companies, there’s a lot to keep track of. Stock, orders, customer requests, team schedules. The right apps keep everything moving, giving frontline teams the tools they need to serve customers faster, stay in sync with their team, and cut out the manual tasks that slow things down. Here are some of the best.

#20. Lightspeed POS

Lightspeed isn’t just a point-of-sale (POS) system. It’s a full retail and restaurant toolkit built with frontline teams in mind. A clean, intuitive inventory interface makes it easy for staff to check stock in-store, online, or across multiple locations in seconds.

Retail teams can take payments using a smartphone, while managers can view real-time sales reports and insights, and keep track of team performance.

In restaurants, servers can access menu and allergen information and take customer orders, using their smartphones. The app then links to a kitchen display system, replacing paper tickets with a streamlined digital solution.

Wherever you put it to use, Lightspeed POS helps you stay up to date with industry trends, streamline your operations, and increase revenue.

#21. Backbar

Backbar puts inventory, stock ordering, and drink costing all in one place. You can import your products in a couple of clicks. Then, thanks to POS integration, you get automatic inventory updates and can view stock levels in real-time.

The app supports the team with orders, invoices, and cost tracking. You can even use it to place orders with your distributor. Backbar also gives you a comprehensive overview of sales, the cost of goods sold, and your profitability per item, helping you make better stock decisions going forward.

#22. WineRatings+

Does your bar, hotel, or restaurant have a wine list? If you don’t have a professional sommelier, you can help your customers find the right vintage using WineRatings+ by Wine Spectator.

The app works as a research, buying, and everyday reference tool. Use the wine news, reviews, and recommendations to work out your next purchases, or make use of the extensive database to read tasting notes.

To help your staff find the right info, you can also make lists of your favorites. Why not upload your current wine list and help staff field customer demands for recommendations and food pairings?  

#23. ALICE

Part hotel management software, part employee productivity and communication app, ALICE boosts productivity across your hotel business. With functionality available for all teams, including front of house, housekeeping, maintenance, and concierge services, ALICE is a platform for your entire organization.

Staff can queue tasks straight to ALICE, rather than relying on pen, paper, or radios to relay guest requests. Housekeeping staff are automatically assigned rooms. Concierge staff can view saved guest preferences to make personalized recommendations.

The app supports optimized task assignment, real-time comms channels, and easy integration with your hotel’s property management system, so you can improve productivity and guest satisfaction.

Best construction, field worker, and facilities management apps for frontline workers

On-site or working across multiple facilities, frontline teams in construction and facilities management don’t have easy access to a desktop computer. So they need user-friendly apps that give them instant access to schedules, job details, and safety information. Here are a couple of frontline apps that tick all the boxes.  

#24. Site Diary

Site Diary is a digital version of traditional site diaries, journals, and construction reports. It allows field workers to make updates on their projects from their smartphone or mobile device, even without an internet connection.

This information is then synchronized across all accounts in real time. So everyone knows what’s happening when, and the office is kept in the loop about new developments. It’s also possible to create, assign, and monitor tasks from any location.

#25. AkitaBox

AkitaBox is a modern frontline tool for facilities teams that want to manage everything, from inspections to work orders to asset tracking — all in one polished system.

Floor plans help you visualize facilities. They show the location of every single asset — as well as the connections that link these assets together. AkitaBox also provides a central repository for any documentation relating to your buildings.

When it comes to maintenance, you can assign, track, and complete service requests and preventative maintenance schedules from any location. Then, use the app to communicate about maintenance activities to ensure everyone is up to speed.

For the business, that means less downtime, fewer emergencies, better compliance, and clearer decision-making thanks to live data.

#26. Jobber

Jobber is all about keeping field-based teams productive and self-sufficient. It handles quotes, scheduling, invoicing, and customer/job information, all via mobile. So employees in the field don’t need to call HQ for an update. They can simply check the app to manage their work on the go.

Employees can clock in and out via the app. Managers can issue job checklists to ensure the same standard of service for all customers — and send push notifications to give workers real-time updates. It’s also easy to track worker productivity and performance. 

#27. Clockshark

Clockshark is a time tracking tool built for field and construction teams. Your team can clock in and out with a tap, recording the time sheet data you need for payroll and job costing.

But Clockshark doesn’t just support your team with time sheets. Employees can view job info on the app. They can view assigned tasks and directions to the job site. Meanwhile, your admin team can manage employee schedules via a simple drag-and-drop interface and keep a close eye on labor costs with detailed reports.

Best shift worker apps and team scheduling apps

For shift-based teams, staff want clarity on when they’re working — and confidence they’ll get paid correctly, on time, every time. Managers want frontline tools that make it easy to build schedules, track hours, and process payroll without endless admin. If you’re still using manual or paper-based tools, here are some apps that will streamline the scheduling and payment process for everyone.

#28. Connecteam

Connecteam is a flexible workforce management app. It provides tools for employee time tracking, digital forms and checklists that take paper processes digital, and a training and knowledge hub that supports compliance.

This app is also excellent at employee scheduling. Admins can create and share employee schedules. They can view employee availability and preferred working hours before automatically scheduling shifts. Employees can then accept or reject the shifts, swap shifts, and receive automatic shift reminders via the Connecteam app.

#29. 7Shifts

If you run a bar or restaurant, 7Shifts makes staff scheduling super accessible. There’s a simple drag-and-drop schedule builder for managers, and a native mobile app for employees to check in and view their schedule.

A mobile-first approach makes it easy to reach your staff whilst they’re on the job. And, because 7Shifts is specifically designed for restaurants, it integrates with a range of other industry software, including GoTab, Qu, Rezku, and Restaurant Manager.

#30. Clockify

Clockify is super simple. It’s a start/stop time tracking app which anyone can download for free — no company subscription required.

You can track your time via browser extension, desktop app, and iOS and Android apps, so the software can be used by anyone in your business. Whether your contractors need help calculating their billable hours or you want to improve productivity, Clockify is a fantastic first step.

#31. DailyPay

DailyPay is an app that gives shift workers greater control over their finances. Rather than waiting for a monthly payday, they can access pay early — transferring, spending, or saving as they earn.

The app connects directly with payroll systems, allowing staff to cash out hours they’ve already worked whenever they need, reducing financial stress and boosting retention. For employers, it’s a way to support financial well-being without disrupting payroll processes.

Choosing the best apps for your frontline team

So how do you decide which frontline tools to use? When choosing technology for frontline employees, keep the following must-haves in mind:

• Mobile-first technology. Just because software comes with a mobile app doesn’t mean that it was designed with a mobile-first mindset. Mobile-first tools don’t try to squeeze complex desktop software onto a teeny smartphone screen. Instead, they prioritize the mobile experience. They’re designed to be fast, responsive, and offer the same features and functionality across all devices.
  
  
• An intuitive experience. The apps you use in the workplace are competing with the consumer-grade apps employees use at home — think WhatsApp and TikTok. So the frontline apps you choose should offer the same intuitive, friction-free user experience. With a clean interface and simple navigation, they should be easy for employees to pick up and use, with very little training necessary. Use app demos to see how shortlisted software works in real life. And look for apps that can demonstrate high usage and adoption rates — this indicates that employees find them easy and enjoyable to use.
  
  
• A streamlined tech stack. Too many apps create confusion, not clarity. Workers are left to juggle multiple logins and learn different interfaces. So when choosing frontline apps, look for all-in-one tools that fulfil as many functions as possible. Also, look for tools that integrate with the other workplace software you use. You can then make all tools available from one centralized dashboard. Employees can access everything in just a couple of taps, and the organization gets maximum ROI from its software investments.

Tick these basics off your list before you dive into tool specifics, and you’ll find frontline apps that work for your whole organization.

Empower your frontline with the best mobile-first tools

There’s no shortage of apps for frontline teams. 

The best tools help you take paper processes digital. They streamline communication between the frontline and HQ. They transform the frontline employee experience. This spells big benefits for employee engagement, productivity, and retention.

Pick a tool like Blink, and you can create a digital hub. A place where employees can chat with co-workers, share their opinions, complete HR tasks, and feel part of company culture. A place where they can access all workplace resources and software from a single, user-friendly dashboard.

Blink integrates with many of the frontline apps on this list — and it’s available in both mobile and desktop versions. So you can bring your organization together and put everything employees need right at their fingertips.

Blink. And transform the frontline experience with a modern, mobile-first app.