Employee spotlight: MJ Moore

If you're searching for the best Connecteam alternatives, you're not alone. While Connecteam is known for its suite of tools for scheduling, task management, and communication — especially for deskless teams — many organizations find themselves needing more flexibility, a better user experience, or deeper engagement features.

Whether you're looking to improve internal communications, streamline operations, or unify your employee experience, there are excellent platforms to consider. In this guide, we’ll break down the top alternatives to Connecteam, including detailed insights on features, pricing, reviews, and what makes each one stand out.

What to Look For in a Connecteam Alternative

When evaluating replacements for Connecteam, consider these factors:

• Ease of use for both admins and frontline employees
  
• Mobile-first experience with a clean, intuitive UI
  
• Integrated communication and engagement features
  
• Scalability across departments and locations
  
• Compliance and analytics to track performance
  
• Affordability and ROI
  

The 10 Best Connecteam Alternatives

#1. Blink – The #1 Connecteam alternative

Best for: All-in-one internal communications, task management, and employee experience — not just for frontline teams.

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

Why Blink stands out:

Blink is more than just a Connecteam alternative — it’s a complete employee experience platform. Unlike Connecteam, which focuses primarily on scheduling and operational tasks, Blink brings together communication, productivity, and engagement in one mobile-first platform. With personalized feeds, real-time messaging, secure document sharing, forms, surveys, scheduling, and integrations with HR and payroll systems, Blink enables every worker — from corporate to frontline — to stay connected and informed.

What sets Blink apart is its focus on simplicity and engagement. Employees log in daily, not because they have to, but because they want to. It drives measurable increases in app usage, communication visibility, and task completion.

Key features:

• Mobile intranet, messaging, and content hub
  
• Task & shift scheduling (integrates with tools like Kronos, ADP)
  
• Surveys, polls, and digital forms
  
• Fully branded app experience
  
• Real-time analytics & compliance tools
  

G2 rating: 4.7/5
Pricing: Free trial available, start yours today!

Pros:

• Not limited to frontline use cases — ideal for hybrid and enterprise teams
  
• Rich communication tools beyond simple chat or task lists
  
• Extremely fast onboarding with high adoption rates
  
• Seamless integrations with your existing stack
  

Cons:

• Doesn’t include payroll or time tracking natively — designed to integrate instead
  
  

#2. Homebase

Best for: Small businesses needing affordable scheduling and time tracking

Homebase is an excellent choice for teams looking for straightforward scheduling, time clocks, and payroll integrations. It’s especially popular with restaurants, retailers, and small shops that need quick setup and minimal training. The platform also offers basic communication tools, like shift reminders and group messages, though it lacks broader employee engagement or content sharing capabilities.

G2 rating: 4.2/5
Pricing: Free for 1 location; paid plans from $24.95/location/month

Pros:

• Simple and affordable for hourly teams
  
• Built-in payroll options
  
• Good for managing time-off and attendance
  

Cons:

• Not ideal for larger organizations or multi-department collaboration
  
• Limited internal comms and engagement tools
  

#3. Workjam

Best for: Large retailers and service-based enterprises

Workjam is a workforce orchestration platform designed to help large organizations manage shifts, training, and frontline operations at scale. It offers micro-learning, task management, scheduling, and internal communications, all tailored for deskless environments. Unlike Connecteam, Workjam emphasizes compliance and labor optimization with a more enterprise-focused stack.

G2 rating: 4.4/5
Pricing: Custom pricing based on organization size and needs

Pros:

• Advanced compliance and labor rule support
  
• Strong task and learning modules
  
• Enterprise scalability
  

Cons:

• Steeper learning curve and implementation time
  
• Overkill for small to mid-sized businesses
  
  

#4. Sling

Best for: Businesses needing quick scheduling without the bells and whistles

Sling is a lightweight tool that helps teams schedule shifts, manage availability, and reduce scheduling conflicts. It also includes basic messaging and task assignment, making it a suitable option for teams that want an affordable scheduling tool without investing in a broader platform like Blink or Connecteam.

G2 rating: 4.6/5
Pricing: Free for basic features; paid plans from $1.70/user/month

Pros:

• Very low-cost and intuitive to use
  
• Good for basic scheduling needs
  
• Available on web and mobile
  

Cons:

• Limited communication and engagement features
  
• No surveys, onboarding, or learning tools
  

#5. When I Work

Best for: Hourly teams with focus on labor cost control

When I Work focuses on scheduling, attendance, and time tracking for shift-based workforces. It includes features like labor forecasting and payroll integrations, making it a strong tool for restaurants, healthcare, and retail. While it includes messaging, it lacks a comprehensive content or engagement platform like Blink provides.

G2 rating: 4.5/5
Pricing: Starts at $2.50/user/month

Pros:

• Strong scheduling and attendance tools
  
• Built-in labor cost forecasting
  
• Easy mobile experience
  

Cons:

• Minimal engagement and internal communication capabilities
  
• Limited to frontline use cases
  

#6. Deputy

Best for: Compliance-heavy industries like healthcare or hospitality

Deputy offers detailed scheduling, time tracking, and compliance support. It’s particularly useful for industries where managing certifications, availability, and labor law compliance is critical. While its core is operational, Deputy also offers tasking and announcements—but it's not built to foster engagement or culture.

G2 rating: 4.6/5
Pricing: Starts at $4.90/user/month

Pros:

• Excellent compliance and shift planning features
  
• Smooth integration with payroll systems
  
• Real-time mobile check-ins and updates
  

Cons:

• Lacks survey, form, and intranet functionality
  
• Focuses more on operations than employee experience
  

#7. Beekeeper

Best for: Frontline-first communication in manufacturing and logistics

Beekeeper is a mobile-first platform aimed at connecting frontline workers who may not have email addresses or daily computer access. Its chat, announcements, and workflows are designed to replace bulletin boards and walkie-talkies. It’s strong for communication but less comprehensive in areas like scheduling, forms, and surveys compared to Blink.

G2 rating: 4.5/5
Pricing: Starts at $3/user/month (custom pricing for enterprise)

Pros:

• Great mobile chat and announcement system
  
• Offline functionality for field teams
  
• Secure and compliant
  

Cons:

• Narrow focus on communication
  
• Requires multiple integrations to handle full operations
  

#8. Microsoft Teams (with Shifts)

Best for: Companies already using Microsoft 365

Teams with the Shifts module can provide some of the functionality found in Connecteam, especially for businesses already embedded in the Microsoft ecosystem. You can use Shifts for scheduling and Teams for chat, files, and meetings. However, it often requires IT support and lacks built-in engagement tools like Blink’s journeys or forms.

G2 rating: 4.3/5
Pricing: Included with Microsoft 365 Business (starts at $6/user/month)

Pros:

• Great for knowledge workers already using Office tools
  
• Includes chat, video, file sharing, and calendar
  

Cons:

• Not intuitive for frontline or hybrid workers
  
• Requires configuration and third-party add-ons for full functionality

#9. 7shifts

Best for: Restaurants and hospitality teams looking for labor optimization

7shifts is purpose-built for restaurants and hospitality businesses, combining scheduling, attendance, tip management, and labor forecasting. It’s ideal for managing high-turnover environments where shift swaps and last-minute changes are common. Unlike Connecteam, which targets multiple industries, 7shifts focuses deeply on the challenges of restaurant operations—offering POS integrations, compliance tools, and even engagement tracking like employee sentiment surveys.

G2 rating: 4.6/5
Pricing: Free for single-location use; paid plans start at $29.99/location/month

Pros:

• Deep restaurant-specific integrations (Toast, Square, etc.)
• Tip pooling and labor cost tracking included
• Mobile app for quick shift edits and team comms

Cons:

• Narrow industry focus (not suitable for corporate or hybrid teams)
• Communication tools are more basic compared to Blink or Connecteam

#10. Zoho Workerly

Best for: Staffing agencies and temp workforce management

Zoho Workerly is designed for staffing agencies or companies managing temporary workers and shift-based contracts. It includes candidate matching, shift scheduling, timesheet approval, and invoicing—making it particularly useful for agencies needing back-office automation. While it doesn’t offer robust internal communication or engagement features, Workerly excels in logistics and workforce coordination.

G2 rating: 4.3/5
Pricing: Starts at $25/user/month

Pros:

• Ideal for temporary and contract worker scheduling
• Strong administrative and invoicing features
• Integrates with Zoho suite and external calendars

Cons:

• Not suitable for engagement or communication-heavy use cases
• Interface can be clunky compared to mobile-first platforms like Blink

‍Final Thoughts: Blink vs. Connecteam

While Connecteam is a well-regarded tool for managing operational tasks, it can fall short for organizations seeking a more holistic employee experience. Blink not only covers the basics — like scheduling and communications — but goes beyond with features that build engagement, culture, and productivity across your entire workforce.

If you're looking to consolidate tools, simplify workflows, and drive real impact, Blink offers the most complete and scalable solution on the market today.

The best modern intranet platforms for organizations ready to move beyond SharePoint

SharePoint has been a mainstay in the enterprise toolkit for over two decades. It’s a powerful document management system, deeply integrated with Microsoft 365, and often the default choice for storing and sharing internal files.

But here’s the problem: SharePoint was never built to be a communications platform.

While it excels at managing content libraries and handling compliance-heavy workflows, SharePoint often falls short when it comes to engaging employees, delivering real-time updates, and building a connected culture across modern, distributed teams.

In a world where employees expect internal tools to be as intuitive and engaging as the apps they use outside of work, SharePoint can feel clunky, outdated, and hard to navigate—especially on mobile.

That’s why more organizations are seeking SharePoint alternatives that are easier to use, faster to deploy, and actually drive adoption. Whether you’re leading HR, IT, or Internal Comms, this guide will help you find a platform that fits how people work today—not how they worked in 2005.

Below, we break down the top 10 SharePoint alternatives in 2025—from modern employee apps to full-featured intranet platforms—so you can choose the right solution for your team.

#1. Blink

Best for modern organizations that want one app for everything work-related

Blink is a next-generation employee platform that combines intranet, internal communications, and essential tools in one mobile-first app. Unlike SharePoint, Blink is designed with the end user in mind—delivering a personalized, social-style experience that’s as easy to use as your favorite consumer apps.

It works across all employee types—desk-based, remote, frontline, and hybrid—giving everyone a single access point for updates, resources, and action.

Standout features:

• Personalized feed with dynamic content
• Native mobile and desktop experience
• Chat, surveys, micro-apps, and file sharing in one place
• Fast rollout with minimal IT dependency
• Rich analytics to track engagement and reach
• Instagram at work features like Stories

Ideal for: Mid-to-large organizations ready to unify communications, culture, and tools in a single platform.
Limitations: Not focused on traditional document-heavy intranet use cases.

{{watch-video="/callouts"}}

#2. Interact

Best for internal comms teams building structured, branded intranets

Interact is a well-established intranet platform known for its structured content management, branded design options, and targeting capabilities. It helps internal comms teams deliver timely, relevant content to the right audiences, while offering tools for feedback and measurement.

Standout features:

• Drag-and-drop design tools
• User segmentation and targeting
• Feedback features (likes, comments, polls)
• Integrations with Microsoft 365 and other tools

Ideal for: Communications teams in mid-size organizations.
Limitations: Mobile experience isn’t its strongest suit.

#3. Staffbase

Best for enterprise comms with campaign-style messaging

Staffbase is built for centralized internal communication at scale. With a branded employee app and features tailored to top-down messaging, it’s a strong choice for large organizations where internal communications is a dedicated function.

Standout features:

• Personalized content feeds
• Internal email and newsletter tools
• Branded mobile apps
• Communication planning and analytics

Ideal for: Enterprises with large, distributed workforces and centralized comms teams.
Limitations: More focused on broadcasting than collaboration.

#4. Happeo

Best for Google Workspace-based companies

Happeo is a sleek, modern intranet designed to integrate deeply with Google Workspace. It blends intranet content, social channels, and G Suite tools into a unified interface that’s especially popular with remote and digital-first companies.

Standout features:

• Real-time Google Drive integration
• Team channels and social intranet feed
• Drag-and-drop intranet page builder
• Easy onboarding and admin

Ideal for: Teams using Google Workspace who want a polished UX.
Limitations: Less relevant for Microsoft-heavy environments.

#5. LumApps

Best for complex enterprise needs and deep integrations

LumApps is an advanced intranet and employee experience platform with a strong focus on personalization, multilingual content, and integration across enterprise systems. It's a go-to for global companies that need a highly structured, configurable solution.

Standout features:

• Rich personalization based on user roles
• AI-powered recommendations
• Microsoft and Google integrations
• Multilingual and multi-brand support

Ideal for: Large enterprises with global teams and complex requirements.
Limitations: High cost and long implementation time.

#6. Simpplr

Best for AI-driven content delivery and lifecycle comms

Simpplr’s strength lies in making large volumes of content feel personalized and accessible. With built-in AI and lifecycle capabilities, it helps organizations deliver the right information at the right time—especially useful for onboarding, change management, and HR comms.

Standout features:

• AI-powered content targeting
• Lifecycle campaigns (e.g., onboarding)
• User-friendly CMS
• Engagement analytics and sentiment tracking

Ideal for: Enterprises that want smarter content delivery.
Limitations: More focused on desk-based teams than mobile workers.

#7. Igloo

Best for governance and compliance-focused content management

Igloo offers a more traditional intranet experience with emphasis on document control, structured spaces, and knowledge management. It’s well-suited to organizations with strict compliance, approval workflows, or audit requirements.

Standout features:

• Version-controlled document repositories
• Approval workflows and access control
• Wiki-style knowledge base
• Integration with cloud storage systems

Ideal for: Legal, finance, and regulated industries.
Limitations: Interface can feel dated; not mobile-first.

#8. Jive (by Aurea)

Best for peer collaboration and internal communities

Jive prioritizes community-driven engagement. It’s a feature-rich platform that encourages social interaction, collaboration, and internal networking, with robust forums and group spaces for employee-led discussions.

Standout features:

• Community and interest groups
• Discussion threads and forums
• Recognition and gamification
• Advanced user activity analytics

Ideal for: Knowledge-sharing organizations with a culture of collaboration.
Limitations: UI feels less modern; slower updates and innovation.

#9. ThoughtFarmer

Best for small-to-mid teams that want a clean, simple intranet

ThoughtFarmer focuses on usability and simplicity. It offers enough flexibility to meet most intranet needs while staying easy to use for both employees and admins. It’s known for its approachable design and personal touch.

Standout features:

• Easy intranet editing tools
• Staff directory and org chart
• Localized content targeting
• Light project and task tools

Ideal for: Mid-sized companies that don’t need enterprise complexity.
Limitations: Not ideal for global scale or highly mobile teams.

#10. Basecamp

Best for teams focused on projects, not pages

While not an intranet in the traditional sense, Basecamp is a viable SharePoint alternative for small, project-driven teams. It consolidates file sharing, team comms, tasks, and scheduling into one easy-to-use platform.

Standout features:

• Message boards, to-dos, and docs in one place
• Calendar and schedule management
• File versioning and access control
• Notification control and auto-check-ins

Ideal for: Startups and small teams prioritizing execution over content architecture.
Limitations: Lacks structured intranet features like targeting, workflows, or internal news.

Final thoughts: Choosing the right SharePoint alternative

The best SharePoint alternative isn’t just about replacing software—it’s about enabling a better employee experience.

Ask yourself:

• Does this platform work for all employees—across roles, devices, and locations?
• Is it engaging, personalized, and intuitive?
• Will people actually use it?

If you want an intranet that employees love—not just tolerate—Blink is a powerful alternative worth exploring.

If it’s been a while since you set up an intranet, you may remember how clunky the process of setting up traditional intranets used to be.

Companies relied on custom solutions that involved a long-winded setup and required lots of tech expertise. But times have changed. In today’s digital workplaces, a modern intranet solution with a comprehensive employee app is now the norm.

These intranets and apps offer the same communication and knowledge management features as a traditional intranet — and they offer rock solid security. But they’re more user-friendly. They’re also easier to set up, customize, and maintain.  

With a more effective and engaging platform in place, you can reap the benefits of improved communication. You can also use a modern intranet to support collaboration, co-worker connection, workplace recognition, and a strong company culture.

In this post, we look at the dos and don’ts of setting up a modern intranet like Blink. We share our tips and real customer experiences to help you transform your company intranet — making it more streamlined, effective, and fit for the future.

What is an employee intranet?

An employee intranet is a private network your company uses for internal communications. Typically, access is restricted to current employees.

The system is a centralized hub where your workers can access workplace tools and resources. It’s a place where they can communicate with co-workers, check their schedules, request leave, and collaborate on projects.

The best company intranets enhance internal communication and knowledge management. They streamline HR operations and give employees access to all the workplace resources they need.

This can have a big impact on company performance and employee retention. Effective communication can increase workplace productivity by 25% — and employees who get enough information to do their jobs well are 2.8 times more likely to feel engaged in their work.

How company intranets are changing

Large, enterprise-level companies traditionally built their own, branded intranets while smaller firms tended to rely on cloud-based intranet software that required minimal coding.

While big, traditional intranets were an effective way to centralize company information, they didn’t inspire employees to start their days by logging on.

So now, many enterprise organizations are joining those smaller firms. They’re switching from traditional intranets to modern intranets. Benefits of a modern intranet include:

• Cost savings and scalability
• On-the-go intranet access for employees
• Speedy deployment
• An engaging and personalized user experience

‍

Modern intranet features include a news feed, two-way communication tools, and multimedia content. Organizations can also incorporate workforce apps into one intranet interface, making it easy for employees to access the tools and resources they need. 

For a frontline workforce, an intranet with an employee app is essential. This type of intranet allows frontline workers to access company news, feel part of company culture, and build workplace connections — without a desktop computer or company email address.  

The dos and don’ts of setting up an employee intranet

Now we know what a modern company intranet looks like, let’s take a closer look at the setup process. Here, we explore the dos and don’ts of setting up an employee intranet.

DO: Get clear on the functionality you need

There are lots of different ways you can use an intranet. So before you start looking at intranet software providers and signing up for demos, you need a clear idea of the functionality you need.

Spend time deciding how your ideal intranet will aid internal communication, employee engagement, and other organizational goals. Do you need a way to keep frontline workers in the loop? Or to support remote worker collaboration?

If you’re unsure where to start, consider a few intranet must-haves. These include:

• Communication and collaboration tools
• A centralized knowledge hub
• HR tools
• Customization and easy integrations

Then, think about the extra features and functionality that will encourage employees to adopt and use your intranet platform.

That may be a social-media-style news feed that enhances employee engagement. Or survey and recognition tools. Perhaps you want to keep a closer eye on communication and engagement performance with robust analytics functions.

Many Blink customers have told us that, at this stage of the intranet setup process, they took a cross-functional approach. They brought together people from across their organization to find out what they needed from an intranet solution.

At the Capital District Transport Authority (CDTA), this meant including senior leaders, HR, operations, communications, IT, and frontline managers.

DON’T: Neglect your workforce

It’s important to involve departmental leaders of your organization when deciding on what the ideal intranet solution looks like. But don’t forget about your end users — your workforce.

These are the people using whatever traditional intranet or communication channels you already have in place — and they’ll be the ones using the new system when it goes live.

So use surveys to ask them what features and tools they’d most like to see in your company intranet. Quiz them on the problems they experience with your current system. If employees aren’t using your existing intranet, find out why. Involve employees in platform pilots.

Be sure to include employees from all sectors of your workforce to get a holistic picture of intranet needs. Survey frontline workers, office workers, and remote workers. Seek feedback from employees in different locations and departments.

When a representative sample of employees is involved in the decision-making process, you choose solutions that meet workforce needs. You also get employee buy-in, which becomes really important at the rollout stage of intranet setup.

DON’T: Rush into choosing intranet software

There are countless intranet software options to choose from, all with a different combination of features and functionality. So at this point in the intranet setup process, you need to compare solutions in terms of integrations, security, cost, support, and the user experience.

Also, think about the user experience on mobile devices. If your workforce will access your intranet via a smartphone, they should enjoy the same features and functionality as those using the platform on a desktop computer.

Blink’s employee intranet was created for organizations with a large frontline workforce. We know that most frontline workers don’t have a company email address. They also tend to spend their days away from HQ.

So our mobile-first app makes all intranet features available via smartphone. This makes our platform particularly suited to companies working in sectors like transport, construction, healthcare, and retail.

But there are others suited to fully desk-based organizations. There’s a solution out there for every type of company. So take your time looking at options and taking them for a test ride, with a demo or free trial.

For impartial advice, you can look at sites like G2 and Capterra, where verified users contribute to software ratings. You can also use these sites to compare your shortlisted intranet software options, side by side.

Clearbox Consulting, an independent intranet and digital workplace consultancy, also provides a detailed intranet comparison report each year. Blink won a ClearBox choice award in 2024 and you can see the full intranet report here.

DON’T: Forget about your usage policy and access controls

Software switching wastes time — and having to chase down resources is frustrating for intranet users. So it’s a good idea to keep as many important documents on your employee intranet as possible.

To ensure that sensitive information is handled carefully, you need a clear usage policy, outlining how confidential data should be shared and stored on the platform.

You should also outline acceptable and unacceptable platform behavior and give users guidance on creating and maintaining strong passwords.

Some areas of your employee intranet will contain confidential information. In these cases, access controls are essential. When setting up an intranet, you need to decide early on who has access to what, to avoid data getting into the wrong hands.

DO: Customize your intranet

Most company intranet systems allow some degree of customization. In some cases, you may need a developer to make changes. Other platforms give managers drag-and-drop controls.

Blink allows for a high degree of customization. Some clients choose to completely rebrand the app to match their own company branding. This creates an engaging and immersive experience for intranet users.

Our platform also allows you to build your own micro-apps, quickly and easily. You can create apps and digital forms that make it easy for employees to request leave, give feedback, report incidents, or swap shifts, all via your intranet. This streamlines tasks for your employees, their managers, and HR teams.

Customizing content is also important. When employees see information and resources that don’t apply to them, they’re more likely to switch off from your intranet. So segment employees based on team, department, location, and tenure. That way, only relevant communications reach their dashboards.

DON’T: Be vague about ownership

To get the most from a modern intranet, you need an internal communication strategy. You also need to clarify who will own and create intranet content.

Start by appointing an intranet manager. This person should oversee content sharing and restrictions in your employee intranet app. They may be responsible for creating content themselves as well as gathering content from department heads and your leadership team.

Depending on the size of your intranet and your organization, you may need a wider team to help with publishing content and maintaining the platform. This will keep your intranet relevant and up-to-date.

Intranet content from HQ keeps employees in the loop on company news and culture. But — for optimum engagement — you also need locally-produced content, specific to each team and location.

That might mean involving team leaders in intranet content creation and getting them to post tailored content, exclusively for their teams, on a specified basis.

DO: Create a launch pad

It’s best to start with a bang. So think carefully about how you plan to launch your new intranet — and have lots of engaging intranet content ideas ready to go.

The best intranet solutions require minimal employee training. They’re easy and intuitive to use. But you still have to create some buzz and momentum to encourage adoption of your new intranet app.

Here are a few launch ideas Blink customers have put into action:

• Launching Blink at their annual convention to encourage opt-in, right there right then
• Promoting the app a month ahead of launch with the help of letters, posters, and digital screens
• Visiting staff in break-out rooms in every company location to promote the intranet and field questions
• Running contests and giveaways to incentivize employees to download the Blink app — free ice cream proved popular! 

At Blink, we work with you to plan an effective intranet launch. Our team goes out to all partners during the rollout phase. We help explain the app to employees, showing them how to download and use it.

When setting up a new intranet, it also helps to establish intranet ambassadors within your organization. These are influential people within the company who get to know the new intranet platform inside out. They can then recommend the platform, talk about its benefits, and answer co-worker questions.

DON’T: Feel like you have to launch everything all at once

Most intranet solutions come with a variety of different features. But if you’re unsure you need all of them — or you have doubts about how your organization will respond to them — it’s ok to take things step by step.

For example, at Blink, we’ve had customers who jumped right in with the news feed, giving employees the ability to comment on posts from day one. This has helped boost adoption and engagement, and it’s contributed to a transparent company culture.

But other companies like to take things more slowly. So they have the option to switch off the features they don’t want — like employee comments. They can also pilot features with a small group of employees, deciding at a later date if they want to roll them out to the wider organization.

DO: Highlight the benefit for employees

Your company intranet is only effective when employees choose to log onto it. It can’t benefit internal communication, employee engagement, and company culture if people simply don’t use it.

So during the launch phase — and beyond — highlight the benefit your new intranet solution offers to employees. 

Tell them what they can do on the app. That might be shift swapping, requesting leave, checking their pay slips, or getting up to speed with the latest company policies. Your intranet may be a place where employees go for learning and development courses or for co-worker connection.

As well as telling employees how useful your new intranet is, it’s important to create content that employees actually want to see. Sharing company news is vital. But you should also post informal content to your company intranet.

Photos of your latest away day, recognition for a co-worker’s birthday, or information on workplace benefits are all engaging and relevant to employees. These types of content help to ensure high intranet adoption and engagement rates. 

DON’T: Ignore analytics

Whatever your intranet goals, you need analytics to understand whether you’re achieving them.

If you had a traditional intranet or any other previous system in place, take baseline metrics before you switch to your new solution. Select the internal communication metrics and employee engagement KPIs you want to track. Then, as you set up your new intranet, set new targets.

Once your new platform is up and running, you can track employee adoption and usage alongside your other performance metrics. Also, seek employee feedback.

By uncovering problems and points of friction, you can make targeted improvements to the user experience, improving engagement, communication, and productivity as a result.

‍

DO: Model the intranet behaviors you want to see

Something we see time and again at Blink is the leadership impact. When leaders are active on the company app, employee adoption and engagement increase.

That’s because employees see that the intranet is a valuable and integral part of the workplace experience — and that their leaders are listening to what they have to say.

So encourage leadership to model the intranet behavior you want to see from your workforce. They should try to check into the app every day to answer questions, praise hard work, or acknowledge feedback. They should share company news transparently and regularly reference company values.

Make your intranet a place for open, relevant, and reliable communication and you’re more likely to make it a vibrant company hub.

Spoiler alert: Employees don’t count down the days until the next company update hits their inbox

But the next episode of their favorite TV show? That’s a whole different ballgame. Millions of people cleared their schedules to watch the Succession finale — or to binge the whole of The Bear in one sitting.

So what do these shows have that internal communications don’t? It’s not just good writing and compelling characters. It’s the way TV structures its stories to keep people coming back for more.

Internal comms can steal these tricks to make messages stickier, more memorable, and worth tuning in for. From the pilot episode to the spin-off, here’s how to make your employee communications essential viewing. 

The pilot episode — hook them early

A pilot episode sets the tone for a TV series. If it falls flat, viewers won’t bother tuning in again. But hit all the right notes, and you’ll have your audience excited for the next installment.

The same goes for your internal communications. The experience employees get when they first encounter your messages shapes how they’ll engage with them — or ignore them — in future.

So, for new hires, comms related to the onboarding process should feel polished and well-produced. Give employees pre-first-day info that sets the scene. Then, deliver a steady stream of timely updates to get familiar with your communication platforms, your workplace, and their coworkers.

When it comes to launching new platforms and digital tools, treat the roll out of a new employee intranet or internal communication tool like a premiere event. Tease the launch with trailers, countdowns, and even a launch party. And make pilot content so strong that employees are blown away by their very first platform experience.

Action! Review your onboarding messages and launch campaigns. Are they as exciting and focused as a Netflix pilot? If not, refine them — think strong storytelling, quality design, and a tone that makes employees want to tune in for the next update.

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

Cliffhangers keep them coming back

“Just one more episode?” That’s the power of a cliffhanger.

The best TV shows don’t give everything away in one go. They create buzz and suspense by hinting at what comes next — leaving you hanging with a surprising reveal or creating excitement with a sneak peek of the next episode.

In internal comms, you don’t need to hold back crucial information to build suspense. But you can use this technique to spark anticipation:

• Tease upcoming events. Drop a short trailer for a CEO town hall, a product launch, or a training session.
• Share the headline. Drop a compelling stat, quote, or insight ahead of a big announcement or change management initiative.
• End with a “next week on…” Close company newsletters or updates with a glimpse of what’s coming next.

These TV tactics build excitement for your next content drop. They can encourage employees to subscribe for updates or sign up for further details — and that means a bigger audience when your primary content lands. 

Action! Take a closer look at your employee communication content schedule and look for places where you can share “coming soon” content. You’ll make employees feel like they’re part of an unfolding story — not just at the receiving end of a random collection of broadcasts.

Binge vs. weekly drops

Some TV fans love the ritual of a weekly release. Others prefer to binge the whole season in a weekend. Your employees are no different.

• Bingeable comms work for employees who want to consume a lot of info in one sitting. That might be a full training module, an annual company strategy deck, or a comprehensive how-to guide.
• Short, steady updates suit busy employees (particularly frontline workers) who need snackable updates they can read between tasks. Big ideas are broken down into bite-sized snippets with the help of visuals and clear copy. 

The smartest internal communication teams blend both approaches. A box-set drop for complex topics paired with regular micro-updates to keep messages top of mind.

Action! Review your comms cadence. If everything you send is a dense “season drop,” break it up with lighter, more regular touchpoints. You’ll keep your audience engaged and informed without overwhelming them.

{{mobile-story-polls="/image"}}

Spin-offs shine a light on new characters

Where would the TV world be without Frasier or Better Call Saul?

Spin-off series show us what life is like for one character within an ensemble. They help audiences see familiar characters with a fresh perspective, getting to know their motivations, worries, and wins.

Apply this tactic to your internal communications strategy and you bring your organization together, while also boosting comms engagement. When you highlight lesser-seen people and departments within the company, you give teams the insight they need to collaborate more effectively.

So hand the mic to your delivery drivers, your engineers, or your payroll team. Champion an internal creator culture. And create department crossovers, where marketing and operations, or HR and finance, join forces for a joint update.

This original content is something employees don’t expect — and don’t tend to ignore.

Action! Run a quarterly “takeover” week, where a different department owns internal comms. It diversifies voices, keeps content fresh, and helps employees see work and the workplace from different perspectives.

The watercooler moment

The “red wedding” in Game of Thrones. The final episode of The Sopranos. That super-tense Stranger Things scene when Max faces Vecna to a soundtrack of Kate Bush.

The best TV moments become watercooler moments — both in person or on social media. They spark chatter, memes, and inside jokes. They go beyond the screen to build connection and a sense of belonging among their audience. 

Internal comms can do the same, by:

• Creating an emotional connection 
• Inviting employees to interact

Relatable, authentic content about real people creates an emotional connection. So spotlight employees and customers in stories and shout-outs. Encourage leaders to share behind-the-scenes moments. Don’t be afraid to use humor or memes to land a message.

But remember that content alone isn’t enough. The conversation has to flow both ways. Encourage employees to join in. Ask for their input and highlight their intranet contributions. Welcome their ideas and champion an internal creator culture. 

Action! Encourage interaction on your corporate communications channels. Launch a poll, invite employees to share their comments under a company news feed post, or get them to create their own content from scratch. Digital channels feel more like a community when they’re built on two-way communication.

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

All killer, no filler

Sometimes a TV writing team seems to run out of ideas, and you’re stuck sitting through a filler episode. It’s dull and forgettable, it doesn’t move the story forward, and it makes you much less likely to tune in next time.

The lesson for internal communicators? To keep the attention of your audience, avoid filler content at all costs. Ensure that everything you send out deserves its place in your core comms channel. Every piece of content should either:

• Inform (share something useful)
• Inspire (motivate action)
• Connect (build company culture and employee communities)

If it doesn’t do any of those things, skip it.

Also, make every piece of content visually engaging. Videos, infographics, images, polls — Insta-worthy content keeps employees glued to your internal communication platform, making it easier for you to make messages cut through.

Action! Use intranet platform analytics to see which content drives the most (and least) digital engagement. Double down on the hits, learn from the misses, and keep your audience coming back for more.  

Anthology vibes — standalones that fit the bigger story

Variety keeps things fresh and interesting — and a standalone story can make a big impact on an audience. Think Black Mirror. Every episode is self-contained but the series works because each installment contributes to a bigger theme.

Apply the same principle to your internal communication plans. Each campaign, post, or announcement should feel complete on its own — clear, valuable, and with a call to action.  At the same time, it should tie back to the wider company story. Every message should reinforce the internal behaviors, corporate values, and company culture you want to build.

Action! Define three to four cultural story arcs for your comms this year. Then map every message against them. That way, even standalone content contributes to the bigger narrative, creating a coherent and engaging employee experience.

{{mobile-live-stream-poll="/image"}}

Make your comms less corporate memo, more shiny streaming service

TV shows succeed because they understand their audience, structure stories to keep viewers coming back, and mix variety with consistency.

Internal communications can do the same. From pilot episodes that hook new hires to spin-offs that highlight unsung heroes to watercooler moments that spark conversation — every message is an opportunity to boost employee engagement.

So treat your internal communication strategy like a hit TV series. Done right, employees won’t be second-screening, half-watching while scrolling their phones. Instead, they’ll be invested in your stories. They’ll tune in, interact, and feel part of something bigger.

Gamification = a better employee experience, right?

Gamification sounds like an easy win for employee experience — sprinkle in some points, add a leaderboard, boom: engagement. Right?

Not so fast. When gamification is all gimmick and no grounding, it doesn’t inspire employee motivation. It just causes irritation. But when it’s rooted in human connection, meaningful progress, and the way employees actually work? That’s where the magic happens.

Ready to level up your workplace gamification strategies and really move the dial on employee experience? Let’s explore how.

Why gamification works

At its core, gamification taps into what makes work feel energizing — progress, recognition, and a little bit of healthy competition.

Traditionally, it takes game elements we see in customer experience, social media, and other aspects of our personal lives — like point scoring, badges, leader boards, challenges, and levels — and applies them to workplace activities.

Done right, gamification makes routine tasks more engaging and builds momentum around key goals or behaviors. By celebrating wins, making progress visible, and providing social validation, it helps to drive employee engagement.

In fact, 90% of employees say gamification makes them more productive at work. So how exactly does it work? Time for a little neuroscience.

Gamification fires up the brain’s reward system. When we make progress towards a goal or receive recognition, our brains release dopamine — the “happy hormone.”

We feel good. So we’re more likely to repeat the behavior that gave us that dopamine hit.

This is why Duolingo’s streak counter keeps millions of users practicing languages (and now chess!). It’s why Fitbit’s step goals push people to walk just that bit further. And it’s why many organizations have jumped on the gamification bandwagon.

That same psychology is what makes micro-moments of progress on modern intranet apps — think quick reactions, streaks, and bite-sized challenges — so sticky for today’s workforce.

The best programs boost employee productivity and satisfaction with regular dopamine hits throughout the day. But gamification schemes aren’t always successful.

Without a set purpose and complementary employee experience strategy, gamification can end up feeling like a gimmick and the fun quickly fades from the experience.

When “fun” feels fake: Where gamification falls down 

Gamification can boost everything in the employee lifecycle, from the onboarding experience to performance management — but only when it’s done with empathy and intention.

Not every challenge, badge, or leaderboard adds value to the employee journey. In fact, when gamification is rolled into internal comms without empathy or intention, it can easily backfire.

Here’s where gamification can go wrong:

• Meaningless badges. If employees don’t understand what a badge represents — or if a badge doesn’t feel connected to real progress — it’s just another notification to ignore. Badges should feel earned and reflect achievements that matter to employees and your organization. 
  
  
• Forced competitions. Friendly competition can feel motivating. But forcing it on people who are already stressed and stretched too thin? It becomes a source of pressure, not playfulness.
  
  
• Public shame for low performers. A leaderboard that constantly highlights the team’s “losers” is a quick way to erode morale. Not everyone wants their performance broadcast across the company.
  
  
• Praise for only some personalities. Games skewed to extroverts or competitive types leave large segments of your workforce disengaged. Everybody should have the chance to win points and prizes.
  
  
• Focus on company goals. Gamification can achieve big things for your business. Think better employee retention and improved cultural experience! But make corporate KPIs your only focus and employees see games for what they are — another performance metric, not a genuine engagement tool.

Time to reboot your gamification strategy? Let’s look at what employees really want.

Time to level up with smarter gamification strategies

Great workplace gamification isn’t about tricking people into working harder. It’s about making progress visible, recognition effortless, and participation feel natural — without the noise of points-for-the-sake-of-points.

Strategic gamification gives employees organic recognition and reward within their everyday workflow. Here’s how to improve employee experience by weaving gamification through your workday.

Figure out what you want to achieve

Gamification only works when it’s solving the right problem. Too often, organizations roll out leaderboards or points systems hoping to fix issues that need a very different kind of intervention.

For example, if your people are disengaged because they’re burnt out, they don’t need a competition. They’re more likely to need better workload balance and well-being support.

Start by asking: What’s the real challenge here? And work to fix root causes first.

Then, layer gamified digital experiences that are linked to real business goals and employee needs. When you set clear, measurable outcomes, gamification is more likely to have the desired employee experience results.

Celebrate micro-wins

Not every victory deserves a burst of confetti and a standing ovation. But every small success deserves something. 

Those micro-wins are the secret sauce — tiny jolts of momentum that keep people moving forward without the corporate fanfare. And celebrating these moments in the flow of work creates a steady rhythm of employee recognition.

Aim for something like this:

• Daily. Quick kudos or emoji reactions when small tasks are completed.
• Weekly. Shoutouts for team collaboration or creative problem-solving.
• Monthly. Digital badges or spotlight features for outstanding contributions.

The dopamine boost from these mini celebrations is real. And it adds up. By regularly highlighting micro-wins, you embed organic gamification into your company culture and start building a great place to work from the inside out.

Harness the power of peer recognition

If workplace gamification had a co-op mode, it’d be peer recognition.

Badges and leaderboards are nice to have. But a simple high-five from a co-worker can provide a much more meaningful motivation boost. That’s because public peer recognition is visible, instant, and social — everything good gamification should be.

So give employees the internal communication channels they need to award kudos, nominate co-workers for a reward, or add their congratulations to a recognition post.

These organic moments of appreciation are great for company culture. They work wonders for the motivation of both those receiving recognition and those dishing it out.

And an added bonus? When recognition happens in the moment — not buried in a quarterly award ceremony — it becomes a natural part of how your workplace culture works, not a box to tick.
‍

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

‍

Launch news feed challenges

Your intranet platform isn’t just a noticeboard. It can be an employee’s go-to place for connection, interaction, and fun. But only if you venture beyond the standard corporate memo.

Add a few game mechanics to everyday moments throughout the employee journey. Set regular news feed challenges that create friendly competition and a sense of shared achievement. Some ideas?

• Run a caption challenge tied to a weekly theme
• Invite people to share short day-in-the-life clips or “work hacks”
• Let teams submit photos of wins, then vote for the standout moment

These micro-challenges use the same principles as gamification — visible progress, social validation, and small rewards that keep people coming back for more.

Make it interactive

Gamification thrives on interactivity — it’s the difference between reading instructions and actually picking up the controller. You can bring that same energy into your employee communications by designing moments where people see change and impact in real time.

Here are a few ideas:

• Pulse surveys and polls. Let people click and vote. Show engagement survey results instantly or follow up with a summary of employee feedback and a plan of action to show cause and effect. Mix and match employee surveys with pulse survey tools to minimize survey fatigue and better enable 360 feedback.

• Progress bars. Add visual progress indicators — for training modules, or even as an online video story plays. Also, share employee data that others will care about. For example, 82% of you have completed cyber-security training this week — can we get to 100%?

• Countdown timers. Create excitement for live events or new initiatives with a countdown. The ticking timer creates buzz, curiosity, and a sense of employee satisfaction when the new content drops.

Keep it authentic

If there’s one golden rule of gamification, it’s this — never fake the fun.

Nothing tanks engagement faster than games that feel mandatory, corporate, or designed to squeeze a little more output from already-stretched teams. Employees can spot the difference between something genuinely built to improve employee experience and something built with the company’s bottom line as a priority.

People join in when games are fun and playful. So keep things human. Make participation voluntary. And, most of all, keep things simple.

When your gamified moments feel natural — fitting with the flow of everyday work — they make the biggest difference to employee experience.

Play Blink Bonanza today

Our POV? Real engagement, not artificial rewards = employee experience results

Gamification doesn’t need to be flashy. It doesn’t need a complicated leaderboard or digital trophies. Instead, the best gamification feels purposeful and playful — and fits seamlessly within your workflow.

At Blink, we’ve seen how intuitive, mobile-first design turns everyday actions into effortless bursts of engagement. Quick reactions become micro-rewards. Employee surveys act like mini-challenges. Stories feel like new levels unlocking. When these moments are woven naturally into the workday, they spark real connection — without a single gimmicky badge in sight.

And when you base your gamification strategies around social interaction, connection and community become a reward in themselves. It stops being about badges and points, and starts being about people — meaning a more organic and meaningful employee experience.

Intranet (n): dusty, desktop-only internal website your company set up years ago. Hard to navigate. Rarely updated. Mostly ignored.  

Sound familiar? Then your business is missing a huge opportunity.

Modern intranets — especially mobile-first ones like Blink — are intuitive, engaging, and built for the frontline and the desk-based workforce.

They’re not just document libraries — they’re a vibrant digital hub, where employees can access information, connect with each other, and feel part of company culture.

So what exactly can an intranet do for your organization? Here are 15 powerful ways to put yours to work in 2025. 

What are the applications of an intranet?

There are lots of business-boosting ways to use your intranet. These include:

1. Sharing company news and updates
2. Connecting co-workers
3. Amplifying company culture
4. Providing access to docs and resources
5. Easy employee reporting
6. Shift scheduling
7. Automating routine tasks
8. Unifying workplace tools
9. Viewing pay stubs
10. Enabling HR self-service
11. Tracking training and employee performance
12. Recognizing employee efforts
13. Inviting employees to company events
14. Conducting employee surveys
15. Keeping tabs on business metrics

Ready to take a closer look at each of these intranet uses? Let’s dive right in.

Uses of an intranet for internal communication

A modern intranet provides all the functionality you need to run a successful internal communications strategy. From a news feed to instant messaging to scroll-stopping, social-style posts, here are some great ways to use an intranet for internal comms.

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

#1. Sharing company news and updates

Forget the company noticeboard. Share updates that actually get seen.

Putting company news on your intranet keeps everyone on the same page. So it’s easier to align on tasks, projects, and overarching business goals.

On a modern intranet, company updates are best suited to the news feed. Here, you can serve up snippets of scrollable content. You can also segment employees by location, role, team, and tenure to ensure that news feed content always feels relevant.

To get your most important messages to cut through, put sticky messages at the top of every employee’s news feed or intranet dashboard. You can even request a read receipt so you can be confident that vital safety announcements and policy updates have been seen.

Want to reach the whole workforce? A mobile-first intranet makes company news available to every employee's smartphone, while push notifications draw their attention to the updates that matter most.

#2. Connecting co-workers with instant messaging

Does your internal comms strategy start and end with email? In 2025, there are smarter, more inclusive ways to connect and engage your workforce.

Email-only communication causes inbox fatigue and poor employee engagement. It provides limited analytics and insights. And it excludes those without a company email address — typically all frontline employees.

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

‍

Instant messaging via your intranet platform is an excellent alternative. In fact, more than 40% of employees in the US already communicate via instant messaging at work.

The best solutions mirror the messaging experience employees enjoy on tools like WhatsApp. They provide a fast, secure, and intuitive way to conduct real-time conversations with managers and co-workers, over 1-to-1 or group threads.

They also support a streamlined experience, where employees can share links and documents — and even launch a video meeting — right within the app.

A mobile-first intranet makes this functionality available to frontline employees, as well as desk-based staff. It connects co-workers, supporting knowledge-sharing and peer support, even when employees work in different locations.

#3. Amplifying company culture

If you want to reinforce company culture and values across your organization, a modern social intranet is just the right tool. 

It comes with interactive, social-media-style features that support the sharing of informal, authentic, and engaging content. Think behind-the-scenes videos, snaps of the latest team lunch, or a post to celebrate a co-worker’s birthday. 

Some top social intranet tips? Use your intranet to publish Stories (short-form videos that are great at grabbing attention). Create hashtags to highlight company values. And encourage employees to contribute their own relatable content. 

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

‍

You can also create dedicated Communities based on job function, hobbies, or DEI interests. These virtual spaces foster a sense of belonging and connection, particularly among dispersed and hybrid teams.

#4. Providing access to docs and resources

Document sharing has long been a standard intranet feature. But, with a new-and-improved modern intranet, you can take that functionality to the next level, offering easy access to documents and resources via a user-friendly content hub.

Here, employees can use intuitive search functions to find exactly what they’re looking for. Whether they’re onboarding or just refreshing their knowledge, they can access company policies, read FAQs, and learn about processes.

You can also surface useful content on every dashboard, personalizing the experience so employees see content that’s relevant to them and their roles. 

And content management? That’s easy too. Admins can see at a glance which resources need to be updated, so it’s easy to plan revisions into the content schedule.

Uses of an intranet for productivity

The best intranets support employee productivity. They digitize paper processes and automate manual tasks, saving time in every employee work day. Take a look at these intranet uses for inspiration.

#5. Easy employee reporting

Rather than filling in paper forms — or waiting till they see their manager in person — employees can use digital forms on your intranet to streamline the reporting process. They can use your intranet to:

• Request replacement IT equipment
• Report vehicle or machinery faults
• Report a workplace accident

These messages reach relevant teams and managers quickly and securely, no matter where an employee happens to be at the time of filling out the form. So it’s a great way to improve reporting and compliance.

#6. Shift scheduling

If your intranet doesn’t work for frontline employees, your frontline managers are probably feeling pretty overstretched. They’ll be spending a lot of time keeping deskless workers up to speed — and organizing shift schedules.

But set your intranet up for shift scheduling and you save hours of manager time. Employees can log into the intranet via their smartphones to view and swap upcoming shifts, without supervisors having to micromanage the process.

The end result? More filled shifts. A happier, more empowered workforce (who enjoy better work-life balance). And lower stress levels for your frontline managers.

#7. Automating routine tasks

A modern intranet often comes with built-in automation and AI tools that free your people to focus on value-add activities.

Need help drafting a post for the news feed or replying to a tricky comment? Let AI offer inspiration. Want content tailored to every employee? A personalization engine can deliver it, straight to their dashboard.  

You can also supercharge search with AI-powered results, recommend resources, and provide instant support with the help of AI chatbots.

Automation is another key feature. You can automate employee journeys. From onboarding nudges to compliance reminders, PTO requests to training alerts — workers receive the right communications at the right time.

#8. Unifying workplace tools

Tired of juggling logins? Sick of toggling between tabs?

When an intranet has deep integrations with the other workplace software you use, it acts as a digital front door for your organization. It’s a user-friendly entry point for everything your people need.

Add in single sign-on technology and employees only have to remember one set of login details to access HRIS, CMS, project management, and payroll software.

This reduces pressure on your IT team — who no longer spend their days dealing with password reset requests. It also creates a joined up digital employee experience, where everything your teams need is just a couple of clicks away.

Uses of an intranet for HR

When your intranet is built just right, HR gets so much easier. With automation, self-serve tools, and seamless alignment with internal comms, you free your HR team from repetitive tasks and allow them to focus their attention on more complex tasks. 

#9. Viewing pay stubs

A modern intranet makes it easy for employees to view and download their pay stubs whenever they need them, without submitting a request or chasing payroll.

Whether integrated with your existing timesheet or HR system — or available via built-in intranet functionality — this feature saves time on both sides and gives employees the financial visibility they need.

#10. Enabling HR self-service

A well-designed intranet empowers employees to take care of common HR tasks without sending an email or getting on the phone with your HR team.

They can:

• Make time-off requests
• Activate benefits and access benefit information
• Claim business expenses
• Book approved travel and accommodation

By digitizing these processes you make them more convenient. You reduce the need for complex and error-prone paper processes. And you lighten the workload of both employees and HR teams.

Make these features mobile-friendly and they’re then equally accessible to both desk-based and frontline staff, ensuring no one’s left behind.

#11. Tracking training and employee performance

Learning and development is easier to manage when your intranet does some of the heavy lifting.

With the right integrations, employees can access training programs directly from their intranet dashboard. From onboarding materials to ongoing professional development, it’s all in one place.

Key modules can be surfaced automatically, while news feed posts and push notifications can help highlight upcoming training sessions. Compliance training on the horizon? Use priority posts with required acknowledgment to ensure nothing gets missed.  

Intranets can also support performance management. Progression plans, KPIs, and development conversations can be logged and tracked in a central location, making it easier for employees to understand expectations and for managers to support growth.

Uses of an intranet for employee engagement

A modern intranet can actively support employee experience — and measure your impact too. Here’s how to use your intranet for employee engagement.

#12. Recognizing employee efforts

Recognition is a powerful motivator. In fact, 82% of employees think recognition plays a significant role in their satisfaction at work.

Chances are, your organization already has some form of employee recognition scheme in place — an awards program or a performance-related bonus.

But — with the help of your intranet — you can weave recognition into the daily interactions of your organization, embedding it in company culture.

You can use your intranet comms channels to celebrate employee birthdays and anniversaries. You can encourage both managers and co-workers to spotlight the hard work of employees.

Link recognition to a rewards program — where employees can exchange recognition points for gift cards, charitable donations, or company merchandise — and you give them even more incentive to bring their A-game.

#13. Inviting employees to company events

Whether it’s a town hall, a team-building session, or a virtual Q&A, intranets make it easy to spread the word and manage attendance for workplace events.

You can:

• Target event invitations by location, department, or role
• Add RSVP functionality and calendar integration
• Remind employees of upcoming events via the intranet news feed
• Create dedicated event pages to keep attendees informed
• Send push notifications if event details change

By using these intranet functions you simplify the process for both employees and organizers — and avoid events slipping under the radar of their target audience.

#14. Conducting employee surveys

Another modern intranet feature you should be making use of? Employee surveys.

Surveys are one of the simplest but most effective ways to listen to your workforce — and a modern intranet can help you launch them regularly and at scale.

When your intranet has an in-built or integrated survey function, use it to take the pulse of your organization, gathering insights on engagement, satisfaction, or specific initiatives.

And, whether it’s a quarterly deep-dive or a quick-fire poll, make surveys easy to complete from any device — including mobile — so participation stays high.

Once the results are in, you can use intranet analytics and reports to make sense of employee responses in super-fast time. So it’s easy to spot emerging issues and make meaningful changes to the employee experience.

#15. Keeping tabs on business metrics

Intranet analytics reveal a lot about your organization. They tell you how employees are interacting with your intranet — and each other.

Are some tools underused? Which channels are most effective? Where are the drop-off points? Analytics shine a light on it all.

With this data — in tandem with employee feedback — you can improve less popular intranet features, add new functionality, and create an even better user experience.

The best intranets also help you keep tabs on important business metrics like:

• User engagement
• Employee satisfaction
• Employee retention
• Productivity

These insights don’t just help you optimize your intranet — they support smarter decision-making across your organization.

By tracking trends over time, you can spot shifts in engagement, identify potential issues early, and measure the impact of new initiatives. You can view data holistically, getting to know the levers that make the most difference to the employee experience and business goals.

What will you do with your intranet in 2025?

The best modern intranets do all the above and more. They’re the digital and social hub of your organization, providing employees with the tools, comms, and connections they need to thrive in the workplace.

But not every intranet makes the cut. Legacy intranets are struggling to keep up with the latest intranet trends.

Typically, they have clunky mobile apps. The user experience lags behind that of consumer-grade tools. And you need additional software to fulfill all the needs of your organization. 

If this is your platform experience, it’s time to upgrade and optimize your intranet. Start by taking a look at the top intranet software providers for 2025.

Look for modern, mobile-first tools that support every employee — whether they’re behind a desk or on the frontline. Aim for an exceptional user experience and all the functionality listed above. 

One platform. All the tools. And an intranet your employees will love.

Blink. And turn your intranet into the beating heart of your organization.