Fernando has been with Holcim since October 2022. Until earlier this year, Fernando's position was a RMX driver at the Bannock location in Denver. The summer of 2024 proved a challenge for staffing levels, and Fernando stepped in across a multitude of environments to keep the business marching forward. Fernando was task-trained, cross-trained, and utilized as an instrumental resource for operating skid steers, front end loaders, water trucks, shovels, and concrete batch plants across the Denver metro.
Plant managers as well as plant operators have welcomed Fernando’s support from operations in Aurora, Castle Rock, Centennial, Denver, Franktown, and Littleton, comprising seven ready-mix plants and both central and dry batch facilities. While every site was different, it was Fernando's attitude and willingness to learn that strengthened our teams’ ability to have a successful year in concrete production. We thank Fernando for being such a valuable member of the Denver RMX business.
How has Blink helped in his role?
Were it not for the Blink platform, I’m not sure Fernando would have the same level of peer recognition that Blink offers. In order to appreciate the opportunities within our business, sometimes allowing others to understand what is available is as simple as sharing a story of success!
What does he want to do next?
Fernando has recently transitioned from a driver to a plant operator at the Bannock RMX plant, and continues to develop his production skills to sharpen our business’s performance within a very competitive market. I look forward to seeing his continued growth within the organization.
Nominated by: Michael Galbraith, Operations Manager
What makes him awesome?
Fernando has been with Holcim since October 2022. Until earlier this year, Fernando's position was a RMX driver at the Bannock location in Denver. The summer of 2024 proved a challenge for staffing levels, and Fernando stepped in across a multitude of environments to keep the business marching forward. Fernando was task-trained, cross-trained, and utilized as an instrumental resource for operating skid steers, front end loaders, water trucks, shovels, and concrete batch plants across the Denver metro.
Plant managers as well as plant operators have welcomed Fernando’s support from operations in Aurora, Castle Rock, Centennial, Denver, Franktown, and Littleton, comprising seven ready-mix plants and both central and dry batch facilities. While every site was different, it was Fernando's attitude and willingness to learn that strengthened our teams’ ability to have a successful year in concrete production. We thank Fernando for being such a valuable member of the Denver RMX business.
How has Blink helped in his role?
Were it not for the Blink platform, I’m not sure Fernando would have the same level of peer recognition that Blink offers. In order to appreciate the opportunities within our business, sometimes allowing others to understand what is available is as simple as sharing a story of success!
What does he want to do next?
Fernando has recently transitioned from a driver to a plant operator at the Bannock RMX plant, and continues to develop his production skills to sharpen our business’s performance within a very competitive market. I look forward to seeing his continued growth within the organization.
Nominated by: Michael Galbraith, Operations Manager
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If employee turnover is causing problems at your organization, take a look at these strategies for improving engagement and retention.
The Great Resignation may be over. But employee retention is still a challenge, particularly for companies with a large frontline workforce.
Frontline organizations have it hard because reaching frontline employees — who work in various locations across different shift patterns — isn’t easy. Deskless workers can end up feeling disconnected from their organization, which leads to disengagement and churn.
Engaging and retaining frontline talent may be tricky. But it’s well worth the investment. When you reduce employee turnover across your entire organization you boost productivity, morale, and business results.
Here, we look at the primary causes of employee turnover in 2024 — and at 14 strategies that will help you improve employee retention at your organization.
33% of hiring managers in the US believe employee turnover will increase at their company in 2024. And Forrester predicts an employee experience (EX) recession, where reduced spending on employee engagement initiatives leads to increased attrition.
Of course, there will always be some turnover in your organization. However, you do have the power to address many causes of employee turnover within your company. Gallup recently looked at the most common reasons people leave a job. They grouped these reasons into four categories:
Engagement and culture. Employees left because they didn’t feel aligned with the role or company culture. They left because they felt like they didn’t belong or because job expectations were unrealistic.
Wellbeing and work-life balance. Workers left because they struggled to manage their work schedule or balance work with personal responsibilities.
Career growth, pay, and benefits. Workers left in search of better pay and benefits. They also sought a culture where learning, development, and career advancement were the norm.
Managers and leaders. Employees left because they didn’t feel respected or appreciated by leadership. They wanted open communication and to be treated equitably.
As you can see, there’s a lot in there that comes down to organizational culture and internal communication — both of which you can do something about using the strategies below.
How to reduce employee turnover: 14 strategies that work
1. Focus on employee engagement
Employee engagement is linked to improved productivity, reduced absenteeism, and higher staff satisfaction.
Engaged employees are also more loyal to your organization. They’d only consider taking a job with another company if they were offered a 31% pay increase. Disengaged employees would leave for a lot less.
You can improve employee engagement by building a strong workplace culture and by looping all workers into company comms. Many of the strategies on this list support engagement and employee retention, too.
2. Cultivate a positive workplace culture
Research from MIT Sloan Management Review says that a toxic culture is by far the strongest predictor of employee turnover. In fact, it’s ten times more important than compensation in predicting attrition.
So how do you create a non-toxic culture that supports a positive employee experience?
Employees want to be part of a culture that is fair and trusting. A culture where transparency is the norm, stress is kept to a minimum, and workloads are reasonable.
In a positive culture, employees also understand the purpose of their work. They’re familiar with company goals and values — and know how their work fits into the bigger picture.
Internal communications have an important part to play in all this. With the communication channels, leaders and managers can amplify company culture. They can share workplace updates, highlight workplace values, and involve teams in decision-making.
3. Improve your onboarding program
Those first few months of employment are the riskiest in terms of retention. Up to 20% of turnover happens within the first 45 days of employment.
If you’re not sure whether your onboarding program is doing its bit for employee retention, start by surveying existing employees. Find out what they thought of their onboarding experience. Ask if there are any areas for improvement.
Then, use your findings to create an effective onboarding program, providing new hires with the following as standard:
The opportunity to make meaningful social connections
Clear expectations and goals
An understanding of company culture and values
Ongoing support from a mentor or manager
4. Embed training and development in company culture
When employees feel like they’re standing still in their careers, they feel less satisfied in their roles — and find less meaning in them, too. So it’s important to embed progression into your company culture.
When creating training and development plans, try to involve employees in decision-making. 90% of employees say having a say in the skills they learn is an important part of their employee experience.
It’s also important to make training opportunities available to everyone. Many frontline employees say they don’t get the right resources or support to advance their careers. This can leave them feeling disengaged and more likely to look for another job.
Of course, sometimes, there simply aren’t enough rungs on the career ladder for employees to progress within your organization. But if an upward move isn’t possible, there are other options.
Stretch assignments, a lateral move, and cross-training programs all help employees develop new skills and prepare for the next stage of their careers.
Bear in mind that managers benefit from training, too. 70% of the variance in team engagement is determined solely by managers. So team leaders may need training to become more effective coaches and communicators.
5. Make internal communication channels more engaging
If you haven’t already, now’s the time to work on your internal communication. Too often, employees are left out of the loop. Or they’re bombarded with so many messages that they start ignoring them.
We know that employees who get enough information to do their job well are 2.8 times more likely to be engaged. And there are lots of ways to improve workplace communication.
Try to make your internal communications:
Personalized — so employees only receive relevant internal communications
Two-way — so employees can take part in the conversation, posting comments and giving feedback
Real-time — so employees get critical comms quickly
You should then use internal communication metrics to track your performance. By looking at measures like message open rates, response times, and communication tool usage, you get a clearer view of what’s working — and what isn’t.
6. Launch a recognition program
Recognition is another retention strategy that needs to be firmly on your radar.
A recent Gallup and Workhuman report revealed that, by making recognition an important part of company culture, a 10,000-person organization can save up to $16.1 million a year in reduced employee turnover costs.
Recognition reduces employee churn. And the best programs allow managers and peers to provide timely, personalized praise.
It’s worth noting that recognition doesn’t have to come from managers and leaders. And peer-to-peer appreciation has some surprising benefits. 75% of employees say that the act of giving recognition makes them want to stay at their current organization longer.
7. Facilitate informal co-worker connection
Employees who have a work best friend are less likely to leave. That’s because belonging and connection are two key elements of the employee experience.
But co-worker connection doesn’t always happen organically. It’s something that managers and leaders have to facilitate.
In-person activities work well for office-based teams. You can plan social activities, like team-building days and coffee mornings.
You also need to allow enough time in the day for informal chats to take place. Stressed, overworked employees are unlikely to spend much time catching up at the water cooler.
When employees are working away from the office, either at home or on the frontlines of your organization, you need an alternative solution. That solution tends to be tech-based.
Using an employee app or a mobile employee intranet you can:
Encourage employees to set up interest groups to find like-minded co-workers and plan social activities
Get managers to use tech tools too, encouraging connection and promoting employee posts
8. Champion flexibility
In workplaces without flexibility, employees are more likely to feel undervalued and unable to express their opinions. But when employees are highly satisfied with work flexibility, they’re 384% more likely to stay for a year or more at their current employer.
Supporting flexibility and work-life balance looks different for different organizations. But don’t rule it out for frontline employees.
Communicating shifts in advance. Incentivizing less appealing shifts. Co-worker shift-swapping tools. There are ways to make flexibility work for everyone.
Neiman Marcus Group, a luxury retailer, has done just that. The firm offered its sales associates flexibility over which store and department they worked in — and over the days and hours they worked. The result? An impressive 20% reduction in turnover.
9. Keep an eye on compensation and benefits
We’re going through a period of inflation. So compensation and benefits packages are on the rise. You need to keep an eye on competitor packages to ensure you don’t lose employees to higher offers.
But, as we’ve already touched upon, salary isn’t the only thing that keeps an employee working for your organization.
A sense of purpose, connection, and work-life balance can be just as important. So if you aren’t in a position to raise salaries right now, consider whether there are any other levers you can pull.
10. Make it fair for the frontline
When an employee feels unfairly treated, they’re much more likely to leave. So it’s crucial that leaders, particularly those responsible for a large frontline workforce, make the employee experience equitable.
We also know that deskless employees are less trusting, less engaged, and more likely to experience burnout than their desk-based peers. So frontline and remote working organizations need to ensure that their employee retention strategies apply to all employees.
Employee engagement initiatives, workplace connection, flexibility, training, and development. Make these things available to everyone if you want to make a real difference to your turnover stats.
11. Invest in health and wellness
Deloitte research shows that Gen Z workers don’t feel they’re getting the mental health support they need in the workplace. And 86% of employees would leave a job if it didn’t support their wellbeing.
Health and wellness initiatives are no longer a nice-to-have. For many employees, they’re an essential part of company culture and something they look for when deciding which company to work for.
There’s debate over the value of some popular workplace wellness programs. But we know that companies with honest feedback, open communication, and mutual respect have higher levels of employee emotional wellbeing than those without. Corporate volunteer days have a positive impact on worker wellbeing, too.
12. Encourage collaboration
Effective teamwork helps to create a positive working environment. Co-workers share knowledge and resources. They support one another. And everyone pulls in the same direction.
Better workplace diversity makes people feel like they belong and reduces employee turnover.
But to make a success of your DE&I efforts, you need to embed this ethos into your company culture. That may mean changing how you manage recruitment, onboarding, and employee advancement opportunities.
14. Get to grips with retention and engagement data
Any good strategy relies on metrics. You need data that shows where you started, where you’re at now, and how you can continue to improve.
So use an employee intranet or app to gather the employee retention and employee engagement data you need. Then, dive deep into that data to discover insights.
By analyzing the data alongside employee feedback, you’ll find data-driven ways to improve employee retention at your organization.
Using an employee app to improve employee retention
Employee retention is about improving employee engagement, internal communications, and company culture. The right tech makes it much easier to do all three.
With a mobile-first employee app, like Blink, you can reach employees via their smartphones. You can share company news, highlight company values, and involve everyone in company comms.
Blink is an easy-to-use tool that connects every employee, whether they’re sitting behind a desk or working on the frontlines of your organization. It provides all the following features.
Two-way communication
Leaders can share updates and critical comms. Employees can post and comment. So everyone gets to take part in the company conversation.
Recognition
Blink’s recognition features make it easy for managers and co-workers to celebrate great work. So you make appreciation an integral part of company culture.
Surveys and polls
Quick pulse surveys. Annual feedback. Employee engagement polls. Managers find it easy to seek employee opinions, helping workers to feel listened to and valued.
Mobile access
Our employee app is available on mobile and desktop devices. So every employee is included in company culture and comms.
Content hub
Employees can access all employee apps and resources from the same central hub. So they enjoy a friction-free digital experience.
Analytics
Use Blink analytics to track which of your employee retention strategies is having the biggest impact — and find areas ripe for improvement.
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.
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#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.
Blink, the leading employee engagement super-app, announced that The Learning Experience, a premier early childhood education provider, has successfully implemented Blink’s employee engagement platform as part of its strategic initiative to improve frontline staff communication, engagement, and retention across its 350 locations.
As The Learning Experience continues its significant growth, finding innovative ways to enhance company culture and ensure effective communication across all locations has become increasingly important. Due to the nature of the work, traditional communication methods aren’t accessible, as most staff members are teachers who do not use email during the day and need a more flexible solution. To address these needs, the organization launched a strategic initiative called Operation Blue Elephant, utilizing Blink’s platform to enhance engagement and streamline internal communication. This effort focuses on unifying the experience for the company’s 10,000 employees, 90% of whom work in franchise-operated centers with limited direct connection to the corporate team.
Blink’s platform, known as the "Happy Hub" within The Learning Experience, has become a key component of its employee engagement strategy. This centralized communication tool offers employees timely access to essential information, core tools, and a platform for feedback, thus enhancing overall engagement and connectivity.
“Blink has been a game-changer on how we communicate and engage with our employees,” said Traci Wilk, Chief People Officer, of The Learning Experience. “By providing a unified platform, we’ve ensured that every team member, from corporate staff to frontline franchise employees, feels connected and valued. This initiative is not just about improving communication-it’s about building a culture where every employee thrives.”
Key highlights of the Happy Hub
Comprehensive benefits program - The Learning Experience introduced "TLE Cares," an affordable benefits package for franchisees to offer their employees.
Reimagined teacher onboarding program - Through the platform, new teachers have the tools they need to succeed from day one, leveraging new technology and resources.
Happiness index -The Learning Experience began running both parent and employee engagement surveys. Viewing these results together gave the organization and franchisees a clearer idea of their performance and how Happiness index scores relate to employee engagement, retention, and family enrollment at centers.
Results
Since the launch of the Happy Hub, there has been a notable improvement in employee retention rates. The streamlined onboarding process has also contributed to this success by boosting new hires' confidence and readiness to lead classes effectively. In addition, the positive reception of the platform, with 99% of franchisees actively participating, highlights its effectiveness in enhancing staff engagement and creating a more supportive work environment.
Sean Nolan, CEO and co-founder of Blink said, “The success of The Learning Experience’s Happy Hub showcases the profound impact of effective frontline connection. In today's competitive market, fostering a strong organizational culture and ensuring employees feel supported is crucial for retention and growth. Other organizations can look to The Learning Experience as a model on how to leverage technology to achieve these goals.”
In April, Blink attended the American Ambulance Association Annual Conference & Trade Show (a.k.a. AAA) in Nashville, TN. As the premier event in the ambulance industry, leaders gather at AAA to discuss the trends and pitfalls they face, find innovative vendor solutions, and hear from experts about the future of Emergency Medical Services (EMS).
We had the honor of sharing the stage with a few of those trend-setting industry experts. Blink hosted a panel discussion, “Uncensored: Cutting The BS On Employee Communications,” with two of the industry’s most straight-talking COOs: Danielle Thomas (Lifeline Ambulance) and Meredith A. Lambroff-Brown (Armstrong Ambulance Service).
Keep reading to discover some of the employee communications insights Danielle and Meredith shared with the audience.
Why good employee communications matter for EMS agencies
First, let’s set the stage to understand why frontline communications are so critical for ambulance companies. EMS frontline workers—paramedics and emergency medical technicians (EMTs)--play a critical role in society. Ambulance companies face a difficult task, however, when it comes to keeping a strong workforce and staying connected with them.
Frontline roles in healthcare related industries are notoriously challenging to keep filled—and EMS is no different. Over the last few years, turnover rates have increased, with an average of 11% turnover in the US and a peak of 20% turnover in high response volume areas in 2022. The turnover problem is compounded by waning applicant pools, with nearly two-thirds of agencies reporting a decrease in applications.
On top of that, EMS practitioners are a young and increasingly diverse workforce. In California, for example, the EMS workforce is younger on average than the rest of California’s workforce. In the US, more broadly, EMTs are one of the youngest workforces, with a median age of 29.7 years, according to the Bureau of Labor Statistics.
What industry COOs are saying about employee communications
Against this backdrop, what advice and insights did Thomas and Lambroff-Brown have for companies struggling to communicate with a young, mobile, and diverse workforce? Here are a few takeaways from the talk.
1. Comms is a must-have, not a nice-to-have
In many ambulance agencies, the practice of communications is often viewed as an afterthought, rather than what it really is: one of the most powerful tools available. A good communication strategy has the power to educate, motivate, connect, and focus workers; a bad communications strategy can tear down people and workplace culture.
2. Master the building blocks of communications
When working on your internal communication strategy, pay attention to the three main building blocks of communication—what you say, how you say it, and how you deliver it. Each company will need a different voice tailored to their audience, so play around with these facets to ensure your message is being heard.
3. Create a relevant and sustainable comms strategy
Getting employee communications right is hard because language and culture are always evolving. What worked yesterday isn’t guaranteed to work today. That’s why leaders need to constantly ensure their comms are specific, set clear expectations, and provide a model for the rest of the workforce. In other words, “what you put up with, you end up with.”
4. EMS leaders are scared to over-communicate, but shouldn’t be
In any organization, the comms team will need to handle sensitive topics. Naturally, leaders are scared of over-communicating and causing uproar over certain topics. But, rather than letting the fear of an outcome shut down communications, focus on building trust with the workforce through constant communication. That way, you’re more likely to be given grace to make a communication misstep by employees who feel connected to you already.
5. Build the culture with your posts
Your communications strategy plays a critical part in building the company culture. This is especially important—and challenging—for frontline organizations where workers often work alone or in pairs. Don’t shy away from posts that may seem “fluffy,” and be sure to tailor those posts to your workforce. For the younger EMS workers, the COOs take advantage of videos in the Blink Feed, because that’s how that generation consumes information.
6. Control the narrative
Rumors and misinformation are an unfortunate part of managing frontline communications. Rather than avoid tough topics, the comms strategy needs to prioritize getting ahead of the narrative. Whether it’s discussing the disparity between racial representation in the workforce and in leadership roles or an emergency issue like an error with gas card payments, set the terms of the discussion early and provide clear next steps to fend off the rumor mill.
7. Measure the operational impact of your strategy
Good comms are measured by more than anecdotes. Inefficient communications and misaligned technology hinder frontline workers and contribute to waste and high turnover. When Lifeline Ambulance switched to Blink for their communications and HR tool, the company saved $420,000 in the first year—nearly 10x more than their investment in Blink. Understand the operational cost of your current strategy, find new strategies and new tools like Blink, and measure the impact regularly.
In summary, a good frontline communications strategy is one of the most important things an EMS agency can do. But communicating with a young, diverse frontline workforce can’t follow the same playbook as your office-based staff. Ambulance agencies need a communications strategy that is tailored to this mobile, fast-paced, highly-dispersed workforce.
If you can find what works for your agency, it can help reverse the turnover trend and help create positive employee engagement that propels the business forward.
It was a compelling, hour-long discussion with both COOs. This summary is just a fraction of the insights the audience walked away with.
Employee recognition programs can be one of your top tools in the war for talent. Done right, they increase employee retention, build workplace morale and have a major impact on productivity.
If you’re new to employee recognition, don’t worry – the principles are simple. Ultimately, your employees like to be thanked for all the work they put in. If you do this, they will be happier and work more productively.
You might have some form of employee recognition in place already, such as bonus schemes. Right now, however, it pays to go a little deeper with your employee recognition processes. Here’s what you need to know about recognition and rewards in the workplace.
Employee recognition programs: what are they?
There are quite a few definitions of ‘employee recognition’ floating around right now. We like Perkbox’s for its simplicity:
“Employee recognition is when a company acknowledges its staff for great work.”
It’s that easy. An employee recognition program is any set of processes you have in place to facilitate this. This could be:
Peer to peer gifting schemes
Employee award ceremonies
Formalized career pathways and regular salary review schemes
Target-based financial bonus schemes
Why do you need employee recognition programs?
‘Underappreciation’ has always been a key driver of high employee turnover and low employee engagement. If you take your employees for granted, they are more likely to leave and less likely to perform well at work.
On the other hand, a simple ‘thank you’ just once per month to your employees doubles employee engagement, halves risk of them leaving and triples the likelihood of them sticking with you in the long term.
And if that’s the impact of one ‘thank you’, imagine how much positivity a fully thought-out employee recognition program can do!
When you make the effort to thank your employees for their hard work, you:
Create a positive work environment where everyone feels valued
Incentivize staff to go the extra mile and boost their performance
Reduce absenteeism – and, just as importantly, reduce presenteeism
Increase employee engagement, job satisfaction and productivity
Why employee recognition programs are so important now
Recognizing your employees keeps them with you. And that’s more important than ever.
‘Lack of appreciation’ has consistently been named as a major reason behind so many people quitting their jobs right now. In fact, a recent survey found it to be the second most popular reason for quitting, behind inadequate pay.
With a record number of open vacancies in the US right now and major competition to fill them, you can’t afford to be letting talent go – particularly when employee recognition programs are so effective for relatively little input.
It’s the small things that make a difference, now more than ever.
Ideas for employee recognition programs
Different types of recognition are appropriate for different occasions. Only recognizing employees at key workplace milestones (e.g. anniversaries, promotions) isn’t enough.
Instead, aim to create a staff recognition program that works as well for everyday acts of recognition as it does for those big occasions. You could try:
Monetary rewards: this doesn’t have to be a big end of year bonus or salary increase! Smaller, more everyday options include extra days of PTO and meals on the company or a personalized t-shirt with your logo design.
Public recognition: shout outs on the company app, wall of fame, on social media or at a company award ceremony are all good options here
Private recognition: creating a peer to peer gifting system builds camaraderie and good feeling. Keep a stock of vouchers, chocolates and bottles of wine that employees can send to their colleagues to thank them
Celebration of lifetime events: show you care about your employees as people by celebrating their life milestones – cakes and collections for weddings, birthdays and new family additions are always appreciated
Use these ideas as a foundation to build on. Add in the big work milestones – the salary increases, the bonuses, the promotions – and you’ve got a program that makes your employees feel appreciated every day, not just on special occasions.
How to create an employee recognition program
According to Gartner, a well designed employee recognition program can increase productivity by around 11%.
To achieve this, it’s worth spending a little time establishing what your (and your employees’) needs are here. Gathering requirements early will help ensure the effort you spend on your employee recognition program pays off in the long term. Flawed requirements trigger 70% of project failures, so it’s worth spending the time here.
Here’s a quick five step plan for doing this:
1. Survey your employees
Different things work best for different workforces. For example, a stable, long-term workforce might appreciate recognition of birthdays, marriages and kids, but a workforce made up of short-term contractors might be less invested. Create a survey to gauge opinion on how your employees want to be recognized.
2. Find the tools that would work for you
For remote and mobile workforces, an employee app with recognition features might hold the key to success. Take that survey info on how your employees want to be recognized, and get started on figuring out which tools you need to do that in your specific environment.
3. Identify your stakeholders
This shouldn’t be difficult – every department in your organization has an interest in retaining top talent and improving productivity. Put together a committee with representatives from each of these groups to guide the implementation, perhaps headed by your HR/People Team experts.
4. Define your budget for employee recognition
In an ideal world, you’d have an infinite amount of cash to show your employees just how brilliant they are – an HR manager can dream, eh?
Unfortunately, we live in the real world and this might not be – no, definitely won’t be – achievable. Resources are finite, so you really need to make your case — finding a senior sponsor will help you maximize your chances of a decent budget. Remember: senior execs are broadly numbers people. Show them the real, tangible difference employee recognition programs have on productivity, retention and engagement for best results.
5. Identify your metrics for success
Once implemented, how can you tell your employee recognition program is working?
Identify some changes you’d like to see, and set some progress targets around these. You might want to see fewer people leave, for example, or fewer ‘lack of appreciation’ answers on those all important exit interviews. Keep tabs on your progress towards these and tweak your approach as necessary.
The best employee recognition apps
Here are some of the best employee reward and recognition apps out there right now.
Our Colleague Recognition feature is an easy way to make your employees feel valued in a meaningful, personalized way. Anything worth remembering, recognizing or celebrating can be posted to your company news feed in seconds!
Nectar
Nectar is an all-in-one employee rewards platform that incorporates social recognition, awards, challenges, milestones, discounts, and other kinds of perks.
Reward Gateway
Reward Gateway’s employee recognition features are part of a wider employee engagement suite. With a focus on continuous recognition and celebrating daily success, there’s plenty of scope to build out your program.
Bonusly
Bonusly is simple. You give out points for good performance. Your employees can redeem these for a reward of their choosing – or hard cash, if that’s what they prefer.
Motivosity
Motivosity’s ‘Thanks Matters’ card is an innovative way of rewarding employees. Like Bonusly, you assign points for great performance. These points directly translate into cash, which employees can access via a special Visa debit card.
Kazoo
Kazoo’s employee recognition features sit nicely with the app’s overall employee engagement focus, and emphasizes a diverse rewards scheme that works for each employee – choose from experiences, custom swag, gift cards, charity donations and more.
Final thoughts on employee recognition programs
‘Recognition all day every day’ should be your goal here. It’s about the atmosphere it creates as much as the award certificate or gift voucher your employees go home with at the end of the day.
Keep your employee reward recognition program simple, meaningful and relevant. It’s not always about the big gestures. Remembering a birthday, putting in a good word with the boss or simply taking the team out for dinner after a difficult deadline can have a huge effect on morale – don’t dismiss their importance.
Every week is EMS Week at Blink — because we care, too
EMS Week may be over, but at Blink, our appreciation for emergency medical professionals doesn’t end with the calendar. For us, recognizing the lifesaving work of EMTs, paramedics, and staff isn’t a once-a-year gesture — it’s a year-round commitment grounded in care.
This year’s EMS Week theme, “We care for everyone,” says it best. EMS teams are there for all of us — and it’s our job to be there for them.
Behind every siren is a team that deserves support
The reality of working in emergency medical services is demanding on every level. Long hours, unpredictable situations, and high-stakes decisions are just part of the job. And for EMS professionals, that job never really stops — holidays, weekends, middle-of-the-night calls.
It’s a role that requires not just skill and courage, but constant coordination, communication, and clarity. And that’s where Blink comes in.
Caring for others starts with caring for your team. That’s why Blink is designed to meet the needs of EMS professionals — not just as employees, but as people.
At Blink, we’re proud to serve thousands of paramedics, EMTs, and staff across some of the country’s largest EMS organizations.
Assisting EMS behind the scenes
We’re proud to work with EMS organizations across the country — from city ambulance services to rural responder units — to help their teams stay connected, informed, and empowered, no matter where the job takes them.
Whether they’re responding to an emergency or prepping for the next shift, EMS workers need tools that work as hard as they do.
With Blink, EMS organizations can:
Send real-time updates about protocols, routes, or equipment changes
Deliver training resources straight to mobile devices
Coordinate shifts and crews with better visibility and fewer delays
Recognize outstanding work with peer-to-peer shoutouts and leadership messages
Give employees a voice with surveys, feedback tools, and two-way communication
Foster connection between teams that rarely see each other face-to-face
Poor communication is the #1 most common stressor for EMS workers (BMC Emergency Medicine)
Built for the field — not just the office
EMS professionals don’t spend their days behind a desk. So why rely on systems that expect them to?
Blink is a mobile-first employee experience platform, built for people whose work happens on the move. We make it easier for EMS leaders to reach every team member — from the newest trainee to the most experienced paramedic — and equip them with the information they need, when they need it.
EMS professionals care for everyone with every call they answer. At Blink, we believe the same care should be extended to them — through tools that reduce friction, strengthen connection, and show that their work and well-being truly matter.
We believe EMS teams deserve more than recognition during one week of the year. They deserve better tools, better communication, and better connection — every week.
To all the EMS professionals working tirelessly behind the scenes and on the frontlines: thank you. We see you, we support you, and we’re committed to building technology that helps you do what you do best — saving lives.
Blink. And keep your EMS teams stay connected — every hour, every shift, every week.
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