Fall G2 results: Blink excels in employee communications

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.”

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What is internal communication?

Internal communications is the practice of keeping all employees, at every level of an organization, connected and in the loop. The primary goal of an internal communications strategy is to ensure that all members of an organization are well-informed and able to collaborate effectively. 

Clear and streamlined communications are an essential factor in the success of any company, whether it has ten employees or one thousand. Over 40% of workers say that their trust in their leadership and team has been compromised due to poor communication. 

From frontline workers to admins behind a desk, when each individual has a clear understanding of business goals, values, and guidelines, it makes for a much more connected workflow.

Read on to understand everything you need to know about internal communications, the types of internal communication, and the benefits that come from implementing a solid internal communications strategy.

Understanding internal communications

Internal communications can take a variety of forms – email, intranet, chat apps, newsletters, in-person meetings, bulletin boards, or an app specifically designed to streamline internal communications.

An effective internal communications strategy helps every employee feel connected to the larger company vision, and therefore aware of how their individual roles contribute to the overall success of the organization. A JobsinME poll found that a massive 85% of workers feel more connected to their jobs when there is effective communication in the workplace.

A solid internal communications strategy goes a long way in fostering that engagement – employees feel involved in the company mission and understand the role they play. 

Regular communication also helps build trust between employees and leadership, strengthening that sense of belonging. Plus, those open channels of communication allow employees to share their ideas, concerns, and feedback, making them feel valued and empowered.

In frontline organizations, an effective internal communications strategy is even more critical. Deskless employees can be harder to reach through email or memos, as they’re not constantly checking email or messages (or may not even have access to these tools). But these frontline workers are even more in need of clear communications, to mitigate misunderstandings, enhance safety and compliance, and share urgent updates.

An internal communications app, like Blink, is ideal for organizations with frontline workers,  connecting everybody and placing everything they need in one place.

Types of internal communication

1. Formal top-down communication

This type of internal communication flows from higher levels of management to lower levels. It starts with the C-suite, who makes all the calls, then disseminates their instructions, policies, and decisions to the organization’s employees through managers and leaders. 

Within an internal communications strategy, top-down communications are a structured approach that ensures important directives and guidelines are communicated uniformly. Top-down comms not only maintain consistency but also help in disseminating organizational objectives effectively throughout the workforce. 

Formal top-down employee communication methods include company-wide emails, official announcements, regular town hall meetings, or memos from upper management.

For example, in a hospital's internal communications strategy, this could look like an all-staff email sharing new patient care protocols. In a manufacturing plant, a bulletin board could display dates for upcoming safety training sessions. Or in retail, a company-wide text message can share information about a new product that management wants workers to upsell.

Pros

• It is an efficient way to communicate broad messages.
• Messages are controlled and aligned with organizational goals, reducing misunderstandings.
• Conveys a sense of professionalism in conveying critical information.

Cons

• It doesn’t consider how employees can share feedback.
• The passive reception of information may lead to disengagement.
• Information flow can be slow, causing delays in decision-making and implementation.
• It’s impersonalized, which can give employees a sense of being undervalued.

2. Formal bottom-up communication

This is the process where employees at lower levels of the hierarchy communicate their feedback, suggestions, concerns, and ideas to higher levels of management or leadership. 

This type of communication involves conveying information from the "bottom" of the organizational structure upward, allowing employees to have a voice, contribute their insights, and influence decision-making processes.

Three-quarters of employees are more engaged and feel more effective when they feel their voice is heard, Workforce Institute found.

When included as a part of an internal communications strategy, formal bottom-up employee communication not only empowers workers but also fosters a culture of inclusion and innovation within an organization. It's a valuable channel for capturing on-the-ground insights, which can often be missed by higher management. Less than half of employees feel as though they have an easy way to share feedback on key communications; a solid bottom-up communication strategy is one way to mitigate this.

In a frontline organization, there are many ways to implement formal bottom-up communications. Employee surveys are a popular way to gather feedback from an entire team at once, and Blink’s in-app survey tool allows HR teams to get real-time data straight from the mouths of employees.

For example, in a healthcare setting, nurses and medical staff might use formal bottom-up communication to suggest improvements in patient care protocols or to report safety concerns. 

Other formats for bottom-up communications include anonymous feedback forms and regular one-on-one meetings between employees and their managers. 

By actively encouraging and acting upon this type of feedback, organizations can harness the collective intelligence of their workforce and adapt to the evolving needs of the industry.

Pros

• Employees feel heard and valued, leading to higher employee engagement.
• A range of diverse perspectives can be gathered, leading to more well-rounded and innovative solutions.
• Frontline employees can identify challenges that might not be apparent to higher-level management.
• When employees are involved in change processes, they are more likely to support and adapt to new initiatives.

Cons

• Gathering, reviewing, and responding to a large volume of employee feedback can be time-consuming.
• It can be resource-intensive, requiring specific software.
• Not all employee suggestions may align with organizational goals or be feasible to implement.
• Formal bottom-up communication may result in inconsistent messaging across teams.

3. Formal horizontal communication  

This is the sharing of communications between individuals or departments at the same hierarchical level within the organization, for example, cross-functional meetings or interdepartmental emails.

Unlike the vertical communication we discussed above, which involves information flowing up or down within an organization, formal horizontal communication is between colleagues who hold similar positions within the organization. 

Leadership consultancy Fierce, Inc. found that 86% of employees feel that a lack of proper collaboration and miscommunication between teams lead to workplace failures.

Formal horizontal communication helps facilitate the smooth functioning of departments, coordination, collaboration, and information sharing. For instance, in a retail setting, it's crucial for the sales team to communicate effectively with inventory management to ensure products are stocked efficiently.

In frontline organizations, formal horizontal employee communication connects the various cogs that make up the company and keeps it functioning. Within the structured internal communications strategy, it can take many forms, including project reports, regular email updates between departments, and the establishment of specific cross-functional teams.

When done right, formal horizontal communication enables seamless collaboration and makes the company culture one of teamwork and shared goals

The key here is constant communication. Using an internal app with a chat function - whether it’s private messaging or a group chat - will promote regular collaboration. Blink’s chat feature enables seamless conversation, to encourage employees to work together and share ideas.

Pros

• Promotes knowledge sharing between peers with different expertise.
• Allows teams to align their efforts and activities with each other, avoiding overlap or conflict.
• Improves communication within the organization, leading to better company culture.
• Allows colleagues to provide feedback on each other's work, which they’re often more receptive to than feedback from above.

Cons

• A reliance on formal channels may discourage spontaneous creative interactions between colleagues.
• Communication may become siloed within specific departments.
• Can sometimes be time-consuming, especially when multiple people need to be involved.
• May not adapt well to rapidly changing circumstances or unexpected needs.

4. Informal communication

Unlike other aspects of an organization’s internal communications strategy, informal communication isn’t facilitated or regulated by the organization’s internal communication channels. It happens spontaneously between colleagues – water cooler chat, if you will.

This style of communication often occurs in casual settings or through personal relationships and can take place at various levels of the organization, including between employees and managers, and even across different departments.

Informal comms include face-to-face conversations, social media interactions, instant messaging, and phone calls. It serves as a complement to formal communication channels and plays a significant role in building relationships and shaping the company culture. 

We can look at Bank of America as a case study. Breaks for customer service employees used to be staggered so as not to have a shortage of staff fielding customer complaints. However, an internal audit found that productivity increased when workers took breaks together and socialized over lunch.

Oftentimes, frontline employees are working in silos and isolated from their coworkers. In frontline organizations, informal communications go beyond just sharing practical insights, it also gives these frontline workers a sense of camaraderie and belonging. In high-stress environments like hospitals or retail, where teams need to work seamlessly to serve customers and patients, these informal connections are invaluable.

Furthermore, workers can share valuable information that they learn on the job, which might not necessarily warrant discussion in formal channels. For example, tips for handling certain customers, which patient rooms have better heating, or even finding help to cover a shift.

The informal nature of these interactions fosters a culture of approachability, ultimately contributing to a more resilient and united frontline workforce.

The main Feed in Blink is designed specifically to foster this informal communication that keeps an organization running. It brings the whole company together in one place, without the formality of a memo or email chain. The Feed looks and feels like the social media apps we’re already accustomed to, making it easy for everyone to use. 

Pros

• Quick and easy, especially in fast-paced environments.
• Helps to build personal relationships and a sense of camaraderie among employees.
• Allows frontline workers a way to connect and engage with their coworkers, especially those who don’t have these opportunities come naturally.
• Practical knowledge, tips, and best practices are shared more easily through informal conversations.

Cons

• Frontline workers are limited in their opportunities for spontaneous chat, requiring the need for a centralized informal communications platform.
• It can lead to the spread of inaccurate information or rumors if not properly managed.
• Individuals who are not part of specific conversations or social circles may be inadvertently excluded.
• Important issues might not receive the attention they deserve when discussed informally.

Why is internal communications important for your business?

For a truly effective internal communications strategy, a workforce should be three things: connected, engaged, and aligned.

A connected workforce

The right internal communications strategy bridges the gap between remote, frontline, and office employees. Without a wide-reaching net, internal communications can become stilted or even ineffective. 

READ MORE: 5 communication strategies for better employee engagement

Frontline employees are consistently at a disadvantage due to the fact they most times do not have a company email or a desktop, like the organization’s office workers. 

More than 80% of the global workforce is deskless. Whether your company is in healthcare, manufacturing, or transportation, these frontline workers need to feel just as involved and valued as the ones behind a desk.

For these organizations, effective internal communications reduce turnover, increase profits, enhance employee experience, and boost productivity. Read more about deskless worker team communication here. 

An engaged workforce

Transparent communication empowers employees and boosts morale. 

When employees are informed about the company's vision and the reasons behind certain actions, they feel a sense of ownership and inclusion.  Transparency fosters trust, as employees perceive that their contributions and concerns are valued, leading to increased engagement and overall satisfaction.

Two-way internal communication is essential for employee engagement – as we covered above, top-down communication can lead to passive reception of information, which is a killer for engagement.

An effective internal communications strategy gives employees the ability to voice concerns and provide feedback or suggestions to management. This gives them a direct hand in decision-making, directly increasing their engagement with their work. 

An aligned workforce

Aligning teams and goals across the entire organization, from the CEO to frontline workers, is crucial for success.  

This involves ensuring everyone is across the broad business goals and objectives and understands how their individual work is crucial for reaching these goals. A study conducted by IBM found that 72% of employees don’t understand their organization’s core strategy, due to poor communication. 

Don’t let that 72% be your employees. An aligned workforce ensures that the messages being communicated resonate with everyone, and are understood in the intended manner.

Effective internal communications leads to better collaboration, within teams and across departments. 

Strategies to implement successful internal communications

Only 7% of workers agree that internal communication within their workplace is accurate, timely, and open.

Building a cohesive internal communications strategy is the key to uniting and motivating your workforce. We’ll touch on some strategies to help you create a successful internal communication plan, or you can read our in-depth step-by-step guide to writing an internal communications strategy.

Utilize technology for internal communication

These days, there are endless tools and software available to help organizations stay on top of internal communications. We’re no longer in the age where we have to rely on printed memos and morning meetings. 

Blink, and other digital communication tools which promote collaboration and information sharing, can totally revolutionize an organization. They provide efficient, real-time means to disseminate information, engage employees, and foster collaboration. 

Not only can these platforms allow employees to ask questions, provide feedback, and participate in discussions, but they also act as a centralized place for policies, procedures, and guides that employees can access.

A recent Emergence study found that more than half of deskless workers are dissatisfied with the software solutions provided by employers. 

Particularly for decentralized teams and organizations with frontline workers, technology-driven internal communication plays a pivotal role in keeping employees informed, connected, and aligned with organizational goals.

Understand how to best reach your employees

Obviously, organizations are made up of different types of employees, and traditional top-down internal communication strategies generally don’t take this into account. In order to make sure your message is relevant to your audience, you need to tailor your message based on who you are communicating with. 

For example, a message intended for frontline staff may focus on practical details and how it impacts their daily tasks, while a message for senior management might emphasize strategic implications and long-term business goals.

Consider the different workers that need to be reached with your internal communications strategy, and segment your audiences based on:

• Job role
• Seniority level
• Communication needs
• Whether they are desk-based or frontline workers

Then, you can analyze previous engagement data to see what type or format of content works best for each audience – eg. Email, live chat, video, etc., and the best times to communicate for the most engagement.

Utilizing technology can be very helpful here. Blink offers real-time powerful analytics to help you understand what content performs best, when, and with whom.

By customizing the messaging approach, and using data to optimize what the content is and when you are sending it, internal communication becomes more effective, increasing employee engagement and alignment with goals.

Establish regular feedback

Without regular feedback, internal communications are simply one-sided, which does nothing for employee engagement and satisfaction.

Every successful internal communications strategy should have built-in practices to regularly collect feedback from employees at every level of the organization. This can be done through surveys, suggestion boxes, town halls, anonymous feedback, or weekly leadership check-ins.

Employee feedback allows an internal communications strategy to be actually shaped by the people it’ll affect, not just the high-up decision-makers behind desks. Highlighting areas where improvement is needed – before it escalates into a problem – is crucial, not just for the employee experience but also for the success of the business as a whole.

Case study: Our collaboration with Salutem

During the COVID pandemic, the health industry faced endless challenges. Employees and organizations were dramatically affected by high levels of stress, low staff morale, and a huge hit to communications. 

Salutem, a healthcare company that provides services such as care homes and healthcare staffing, needed a solution to overcome the challenges presented by the pandemic. To do so, Salutem used Blink to revamp their internal communications strategy.

With Blink’s easy-to-use super-app, Salutem was able to launch monthly surveys, collect feedback and plan face-to-face group meetings to encourage two-way conversations between managers and staff.

Salutem launched S.E.L.F (Salutem Employee Listening Forum) initiatives to connect staff and promote a culture of free communication within the organization. Each division had a rep – nominated by managers through the Blink Feed – who were responsible for moderating Blink Channels and following up with their respective teams.

Colleagues were encouraged to share thoughts and open up conversations around concerns or opportunities for growth, which started conversations and reconnected employees across all teams.

The improvements that came from the new internal communications strategy were nearly immediate. The organization saw a:

• 300% increase in survey responses
• 92% adoption rate of Blink 
• Tenfold increase in staff who were easy to communicate with

The integral role of internal comms in organizational success

There aren’t many constants in this world, particularly in the ever-changing landscape of a frontline organization. But one does remain: the vital role of an internal communications strategy. From formal top-down messages that steer the company's vision to informal water cooler chats that breed friendships, effective internal communication is crucial for the success of any organization.

By implementing a solid internal communications strategy, organizations can create a workplace where ideas flow freely, where feedback is valued, and where employees are informed, engaged, and motivated. It's a workplace where everyone, from frontline staff to top executives, feels heard, appreciated, and connected.

Internal communications shouldn’t just be a strategy, however. It needs to be a core tenet of your organization’s culture. Introducing an effective tool – like Blink – to encourage effective internal communication is key. By fostering open dialogue, valuing feedback, and leveraging technology, organizations can create an environment where everyone feels heard, informed, and engaged. 

It's not about reinventing the wheel, but about adopting effective internal communications strategies that keep your workforce connected and motivated. 

Want a preview of what Blink can do? Watch this 2-minute video to see it come to life.

A frontline super-app, like Blink, can transform employee engagement and the employee experience. And it can be a real game-changer for HR and people teams.

In our recent webinar, Marcy Paterson (VP of Solutions Consulting) and Simon White (Chief People Officer) discussed how Blink can help solve People team’s goals and shared best practice tips for using the app.

They covered a lot of ground, including:

• Closing the connection gap between employees and management
• Ways to adjust the noise level and moderate app content
• Ensuring HR messages get heard
• Using an employee app to measure employee engagement

HR team priorities: internal comms and employee engagement

Chief People Officer, Simon White, started by giving his take on current HR priorities. It’s all about internal communication and employee engagement, he says.

Employees have higher expectations year on year. Employees want to know what’s happening within their organization. And they want to feel connected to something bigger than themselves. 

To enable that feeling of connection, companies need to embrace transparency.

An increasingly dispersed workforce also means meeting employees where they are. In terms of their location, shift patterns, and the tech they can access.  

In the modern workplace, HR leaders don’t just need to decide what to say. They also need to consider how they get people to hear and absorb internal communications. And how they make that content equally accessible to every employee in the organization, regardless of their role or schedule.

With these priorities in mind, let’s find out how a People's team can get the most from Blink, a super-app designed for the frontline. 

How HR teams can get the most from a frontline app

Closing the connection gap

There’s often a connection gap between frontline workers and office-based teams.

Frontline workers don’t always have access to devices or even a company email address. The resources and information that is often readily available to office-based teams, can easily get lost when getting to the frontline. The information they receive is sometimes piecemeal or non-existent.

This can lead to engagement problems. Employees may not see how they contribute to the bigger picture, so they’re unlikely to go above and beyond in their role.

That’s where Blink comes in - an app available via a personal smartphone device, not requiring a work email to access. It supports employee communication and employee recognition. The sharing of company updates and company culture.

Crucially, an app gives employees a voice - and gives visibility to that voice. Employees can tag their CEO in a question and everyone sees the CEO’s public response.

That’s meaningful two-way conversation and connection. And this is something that helps move the dial on employee engagement. Closing this frontline connection gap is one of the best ways HR teams can use a frontline app.

You help people to see – hey, you may be one person in a 10-person company, you may be one person in a 10,000-person company. But actually, you really contribute something. And that’s really important. – Simon White, Chief People Officer

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Want to take a look at how it works? Preview our employee app today.

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Adjusting the noise level

Some HR leaders are concerned about the unnecessary noise an employee app might create. But with Blink, you decide who can post what, and where.

Employees may be limited to posting within particular groups. A team leader can then decide to boost the most relevant content to a wider audience.

But both Marcy and Simon were keen to point out the importance of informal content to the employee experience. They recommend allowing informal posts alongside formal, top-down content. The reason? It encourages employees to spend more time on the app, and drives a sense of community across your employees.

Posts wishing someone a happy birthday or about finding your work bestie may seem irrelevant to business success - but they’re often some of the most engaging and meaningful for employees.

They encourage workers to spend time in the app environment. So it’s easier to make the larger top-down messages heard, too.

Streamlining self-service

You could give your employees 50 different apps and say this is all the software we use. But you’re not actually driving a good experience for them. You’re not providing something that makes their lives easier. – Simon White, Chief People Officer

Blink is far more than just a communication tool - it integrates with other tools you use, allowing for employees to access other tools easily and without friction. 

Via the Blink interface, employees can navigate to pay stubs, time off, or learning and development. A quick click on an icon and employees are taken straight to the relevant place within the relevant software.

This benefits everyone. Fewer support tickets are submitted from employees who can’t remember what the pay stub app is called or what their various passwords are, and employees get a streamlined, intuitive experience. 

And on top of that, the dollars and time your teams have spent on other important tools for your employees will be easily accessed, driving the adoption you need on those technologies. Employee technology is only as valuable as the employees actually using it, and often employees don’t even know what is available to them and how to get there. Blink gives them one place to access everything they need in their day - driving ROI across your existing tools, too.

The work you’ve done to select a vendor, to pay for a vendor, to get approval - the ability to then drive adoption and drive the change management through a product like this is imperative.  – Simon White, Chief People Officer

Getting HR messages heard

Important HR messages don’t have to become dead documents in a deeply buried shared file. With an employee app, you put HR messages right in front of the right people.

Here are a couple more benefits of this approach:

• Employees can read HR messages at a time and place to suit them
• You can pin messages or request confirmation to ensure that essential information is read
• You can add useful links to a post so employees can access additional information easily
• Automatic translations allow all employees to read messages in their preferred language

A user-friendly search function also allows employees to revisit HR messages, posts, and resources whenever they need to.

For HR teams, this makes messaging more effective - it also saves a lot of time. Your HR staff do less chasing and make fewer phone calls. They can be confident that their message is getting through via the app.

Embracing transparency

Some organizations worry about opening up a newsfeed to employees. They’re unsure about allowing employees to comment, like, and post. But this is often less of an issue that organizations expect.

From his own experience of using Blink, Simon says that the benefits far outweigh the risks. And actually, an app can help bring small issues into the light, allowing leaders to address them before they become big ones.

Marcy also highlights the crawl, walk, run approach that Blink customers can take. Thanks to Blink customizations, you can dip your toe in water. You can find out how a transparent culture fits your organization. Then scale up or down accordingly.

This fear that people have of “oh, you know, an employee communication platform – people will use it to unionize”[…] People aren’t unionizing because you’ve given them a platform. They’re probably unionizing because you haven’t given them a voice. – Simon White, Chief People Officer

Encouraging adoption

Employees already spend time in their personal lives swiping, scrolling, and liking posts on different social media apps. Blink has a very similar interface to those types of apps we all use. This makes it easy for employees to pick the app up and use it – even if they don’t feel confident with tech in general. It’s a familiar, adaptive tool that doesn’t have the same learning curve that some advanced tech tools do.

But some employees inevitably take more persuading than others. When encouraging employees to adopt an employee app, Simon and Marcy recommend leading with the benefits to employee experience.

By explaining to employees what they stand to gain from using the app, you get better uptake. Here are a few ideas:

• It’s a way for them to stay in touch with co-workers
• It’s an easy way for them to see L&D opportunities
• The app is the only place to find overtime shifts
• They can access everything via one app without needing multiple passwords

Once you have a decent level of adoption, you can rely on organic growth. Employees promote the app and its features to one another, driving an even higher proportion of the workforce to choose to download and use it.  

Measuring engagement

Moving onto a platform with surveys and analytics is a really effective way for HR and people teams to measure engagement. And find ways to increase employee engagement too.

Blink engagement is a useful metric. If a team or an individual isn’t answering posts and asking questions, this may be a sign that they’re feeling disengaged. You can also access real-time data on how many people are using Blink – and your other software tools.

Engagement surveys are another great feature. Employees don’t have to log on to the communal computer at lunchtime, or log on to another platform. They can respond to survey questions quickly and easily within the Blink app they already use.

This makes it easy for HR leaders to gather statistically significant data. And to share anonymized survey results with employees. 

You can then sit this data alongside other HR metrics – relating to retention, attrition, and promotion – to uncover trends and areas for improvement.

Going beyond HR and people teams

Marcy and Simon discuss a lot about how HR and people teams can get the most out of Blink. But they emphasized the fact that, to truly transform internal communication and employee engagement, you need a company-wide effort.

Blink supports cross-functional usage. And when different teams – HR, operations, comms, leadership – all harness its potential, you get the best results.

Blink is an employee app focused on connecting everyone in your organization - regardless of their role, location, or seniority. When leadership can show the way and engage, employees will naturally follow and adopt the app. They will have all of the resources they need to do their job efficiently - no longer wasting time finding important announcements, passwords for other tools, or even trying to find their payslips.

Ultimately, improving your two-way communication will enhance employee engagement, and you’ll create a more loyal, productive, and satisfied workforce.

Want to take a closer look at Blink – and find out how these features would work for your HR and people team? Schedule a personalized demo today.  

There are lots of ways you can up your internal communications game. You can attend courses and conferences. You can work with a mentor or an internal communications expert.

But don’t overlook the free resources you have at your fingertips. The blogs of professionals, companies, and consultancies working in the field of internal communications (IC) often contain a lot of wisdom.

They feature the latest IC trends along with tried and tested employee communication strategies. You can discover what other companies are doing with their comms. You can also find new ways to engage employees, influence leaders, and keep up-to-date with communication technology. 

So how do you unearth this insight? Trawling through the internet to find the best content is tough. So we’ve done the hard work for you. Here, we’ve put together a list of the best internal communications blogs around right now.

Happy reading!

Best internal communications blogs to follow

1. The institute of internal communication

The Institute of Internal Communication has been a go-to for internal communication professionals for over 75 years. The Institute runs training, conferences, and awards. It also issues qualifications.

Its blog is an excellent resource. It covers topics such as visual communication, AI in the workplace, and the importance of developing trust in the workplace.

Some blog posts are only available to IoIC members. But there’s plenty on there to get you started. There’s also a podcast called The Future of Internal Communication, which is available on Apple Podcasts and Spotify.

Must-reads from this blog:

• Engaging and supporting leaders is a vital component in IC
• Getting the measure of your strategy: using data to drive IC’s direction
• ‘I learned the hard way that less is more’

2. Gallagher Communications

Gallagher is an internal communications agency that has worked on 100+ internal communication audits and strategic projects for large and small companies all over the world.

The company believes that real workplace communication isn’t about ticking a checklist. Instead, it’s about engaging workers through strong leadership and incentives. So Gallagher blogs on topics that include leadership, pension communications, rewards and benefits, and workplace culture.

Must-reads from this internal communication blog:

• Three ways communications can elevate recruitment strategies
• Prioritizing your wellbeing as an internal communicator
• Toxic positivity: when good vibes go bad

3. Alive with Ideas

Alive with Ideas is a creative internal communications agency. They provide brands with strategy and engaging internal content.

The Alive with Ideas blog provides lots of creative comms inspiration. It covers topics like storytelling, the benefits of illustration, and tips for unleashing your creativity. There are lots of fun pop culture references and beautiful visuals, too.

If you’re looking for ways to liven up your employee communications and improve employee engagement, this is definitely the place to go.

Must-reads from this internal communication blog:

• Ted Lasso’s Positivity Playbook
• Diving into communication differences
• SNACKABLE SNIPPET: Transforming disagreements into opportunities

4. McCann Synergy

McCann Synergy is an employee communications company focused on improving employee engagement across the entire employee lifecycle. It helps organizations develop a strong employer brand and a positive employee experience. It also offers support with employee engagement and workplace communications.

The McCann Synergy blog is filled with reports, whitepapers, and best practices on useful topics related to engagement and communication. These include crisis communications, employee experience, and behavioral science.

Must-reads from this internal communication blog:

• How to put reward and recognition center-stage
• Breaking the cycle of distrust in the workplace
• 10 best internal communications and employee engagement case studies

5. Redefining Communications

Redefining Communications is another internal communications consultancy. The team runs workshops and offers project support. They support global companies with comms, engagement, and organizational change.  

Over on the Redefining Communications blog, you’ll find a ton of IC news and insight. The blog provides lots of great advice on the topic of employee communications, with some posts focused on improving comms in frontline organizations.

Dig a little deeper into their content and you’ll find some great podcasts, along with IC reports that you can download for a fee.

Must-reads from this internal communication blog:

• Is the staff magazine making a comeback?
• Line manager cascades for deskless workers: how to get them right
• The power of influence and persuasion in internal communications

6. All Things IC

Rachel Miller is the ex-journalist and comms professional behind All Things IC. She’s been working in the IC industry for over two decades — and her company offers training and 1-2-1 support for internal communicators.

Over on the All Things IC blog, you’ll find lots of up-to-the-minute resources. There are summaries of newly released workplace communication research reports — and blogs on topics including AI and neurodiversity.

Must-reads from this internal communication blog:

• Understanding and engaging Gen Z employees
• Building a culture of inclusivity: effective internal communication for diversity, equity, and inclusion
• Communication-related words people hate

7. Blue Beyond

Blue Beyond is a consulting firm with expertise in the human side of business. Its impressive client list features many Fortune 500 brands.

With the Blue Beyond blog, the company shares internal communication trends and insights based on real IC experience. It also provides useful resources for both small and large companies. Recurring themes include change management, talent management, and workplace culture.

Must-reads from this internal communication blog:

• How to have courageous conversations in the workplace
• Quiet quitting is a cry for help; here’s what you can do about it
• 7 best practices for reaching non-wired employees

8. Brilliant Ink

Brilliant Ink designs employee experiences that lead to positive business outcomes and high employee engagement.

Its blog spans a vast selection of topics — all related to employee engagement. So articles on employee communications are a regular feature. You will find insights on internal communication data, intranet platforms, and company values.

Must-reads from this internal communication blog:

• 10 employee engagement & internal communications trends
• 5 comms tips to boost employee retention
• 5 essential steps to prepare your organization for AI

9. Comms Rebel

Comms Rebel is a communications consultancy founded by comms professional and confidence coach, Advita Patel. The Comms Rebel blog covers a wide range of topics surrounding workplace communication, with a particular focus on leadership, bias, and inclusion.

As you’d expect from the company name, Comms Rebel approaches workplace communications from a unique angle, highlighting overlooked issues and underrepresented employee groups. 

Must-reads from this internal communication blog:

• The 5 secrets of inclusive language
• Empowering women in the workplace through internal communications
• Four things to consider before adopting AI in internal comms

10. Local Wisdom

Local Wisdom is a digital communications company with expertise spanning UX design, content development, and communication strategy.

Its blog offers lots of incredible content related to employee communications. It also looks at the technology, design, and development IC involves.  

Must-reads from this blog:

• Encourage Employee-Created Content on Your Internal Social
• Lights, Camera, Confidence! Video Interview Prep 101
• When employees are “too busy” for internal comms

11. Changing the Terms

Mike Klein is a consultant and strategist who helps organizations and communications leaders create sharper, more effective messages. He believes that people can say more by saying less.

Mike’s blog is packed with useful insight for comms professionals. He challenges conventional thinking and looks at internal communications measurement, technology, and strategies.

Must-reads from this internal communication blog:

• Internal communication: What’s the “tipping point” for small and medium-sized businesses?
• “It’s all about the managers.” Really?
• Herd virality? Why focusing on internal influence beats “100% engagement”

12. Inspiring Change

Inspiring Change is an internal comms agency that supports companies with organizational culture and employee engagement. The company’s founder, Scott McInnes, is on a mission to make internal comms clear, memorable, inspiring, and authentic.

Over on the Inspiring Change blog, you’ll find lots of useful articles. There’s advice for comms professionals wanting to connect employees with company values and culture. There are also tips on navigating organizational change.

Must-reads from this internal communication blog:

• Bridging the gap: connecting employees with the organization’s vision
• The role of senior leaders in creating values-led organizations
• Creating psychological safety at work

13. Ragan Communications

Ragan Communications has been training professionals in internal communications, public relations, and social media for over 50 years. So, as you’d expect, the Ragan blog offers some great resources.

There are real-world internal communication case studies, round-ups of IC news, and interviews with IC professionals. You’ll also find lots of workplace communications advice, on topics ranging from manager comms, discussing social issues, and data analysis.

Must-reads from this internal communication blog:

• 6 steps to humanize, personalize, and maximize your employee comms
• ‘Supercommunicators’ author Charles Duhigg on fostering deeper virtual connection
• Lessons from Nike’s layoffs and employee change comms

14. Leader Communicator 

One for the leadership team. The brain behind this blog, David Grossman, is a leadership and communication expert and the founder of The Grossman Group. David is passionate about leadership communication and publishes articles on a bi-weekly basis.

Recent topics include empathetic leadership, change management, and building trust with employees.

Must-reads from this internal communication blog:

• Great communicators share these 7 essential characteristics
• Internal communications plan: 7-step strategy and template
• Setting employee expectations as a leader: a how-to guide

15. The IC Citizen

The IC Citizen is penned by Martin Flegg, an IC expert with more than 20 years of industry experience. He specializes in internal comms, employee engagement, and change communication.

Martin has a knack for sharing strong opinions on debatable topics. You may not agree with everything he writes, but you’ll certainly get fresh perspectives.

Must-reads from this internal communication blog:

• No good advice
• Igniting change
• What’s that got to do with internal communication?

16. Blink intelligence

Yes, this is us. Blink is a modern intranet software provider.

Our platform is built with frontline workers in mind. Traditionally, deskless employees have been left out of the company conversation. But we’re changing that with a user-friendly, mobile-first employee app.

Our blog reflects our passion for frontline communication. There’s in-depth guidance and actionable strategies you can use to improve workplace communication, employee engagement, and employee retention across your frontline and desk-based teams.

You can also read the latest internal communications news on The Shift, Blink’s bi-monthly newsletter — or get the lowdown on frontline communication tech by watching our live and on demand webinars.

Must-reads from our internal communication blog:

• 6 ways to create an intranet your frontline workforce will love
• Doomscrolling detox: How to uplift your people through internal communications
• 12 metrics and KPIs for effective internal communication

Using internal communication blogs to improve comms at your organization

The way we collaborate and communicate is changing. So staying up-to-date with employee communication insights is a great way to boost the effectiveness of your comms.

Start by making the most of the IC information available online. The internal communication blogs on this list provide fresh ideas, practical strategies, and creative inspiration. They offer guidance on IC tech and communication trends.

So add these articles to your reading list. You’ll find new ways to share messages, engage employees, and improve the employee experience.

Want to delve deeper? For in-depth resources on frontline employee experience and engagement, take a look at Blink’s whitepapers and reports. 

‍

Internal communications can’t fix what it’s not part of

Internal communications (IC) has long been viewed as a support function — a team responsible for delivering messages, not forging strategy.

Gallagher recently surveyed 2,300 comms professionals. 27% said they lacked leadership buy-in and were left out of decision-making. They said that their business leaders were failing to recognize the value and importance of internal communications.

This approach is way out of date. Today’s workforce expects more from employers — more transparency, more connection, more purpose. And all of that stems from how you communicate internally.

A good internal comms plan goes beyond messaging. It’s all about employee experience, engagement, retention — the foundations upon which any successful business is built.

So, for those who still need convincing, here are all the reasons IC should be integrated into the strategic conversation from the very start.

Beyond messaging: The case for internal communications as a strategic partner

#1. Drive company-wide alignment

When internal communicators have a voice in strategy, you connect employees to the bigger picture. Your IC project team can get a clearer understanding of organizational goals and relay them to the everyday work of employees more effectively.

Without that link, strategy can feel abstract — or worse, irrelevant. Employees don’t understand the what, why, and how behind their work. There’s ambiguity. Expectations are unclear. So motivation and productivity suffer.

An informed and empowered internal comms team is your most effective tool to align the workforce behind business objectives. And by giving internal comms a seat at the table, you create synergy across the C-suite too.

Internal communications often share business KPIs with other teams. Think strategy awareness, employee advocacy, policy compliance, and talent attraction. By collaborating with leaders at the highest levels, internal comms have a much better chance of achieving those essential business goals.

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#2. Create a unified voice across departments

If HR, IT, marketing, and operations are all pushing updates on different platforms, employees don’t know who to listen to. Siloed comms can lead to inconsistent messaging, so employees view internal updates as unreliable and tune out.

The internal communications team can fix that. But only if they’re looped in early enough to create a cohesive narrative across all departments.

They can guide leaders on the best timing, tone, and platform to use. They’re skilled at simplifying complex messages. And they can ensure that employees receive consistent and personalized communication across key topics — like benefits updates, policy changes, and leadership announcements.

This level of collaboration between departments benefits employees. And it helps your internal comms team achieve more: According to Gallagher’s 2025 Employee Communications Report, strong interdepartmental relationships improve the ability of internal comms to use data and meet KPIs.

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#3. Bring corporate culture and values to life

Imagine you’re a bus driver who spends your days on the road. A trip to the depot is sometimes factored into your schedule. But, on the whole, you have little time with coworkers or managers and only receive patchy communication from HQ.

Ask yourself: Do you feel part of company culture? How connected do you feel to your organization and your peers? What are the ties that keep you working for this company instead of another? 

Internal communications play a critical role in shaping and sharing company culture for your frontline employees, office-based staff, and remote teams. The messages employees receive — and the peer-to-peer connections they’re supported to make — help to build a sense of belonging that fosters engaged employees and boosts retention.

But this doesn’t happen by accident. You need consistent, engaging, and transparent communication strategies. You need inclusive internal communication tools. And you need to turn cultural buzzwords into a lived experience.

If IC isn’t involved in core strategy from the start, this is a tough ask. Your internal messaging can do a lot of the heavy lifting. But for messages to stick, they need to reflect a cohesive corporate culture. And, for that, you need buy-in from the entire organization. 

Managers, workers, and leaders have to understand and embody your values day to day. When IC gets a seat at the table, they can coach leaders on the importance of community, leadership visibility, and psychological safety. They can create the essential foundations on which a vibrant and engaging company culture is built.

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#4. Play a crucial role in change management

Change is a constant challenge in today’s workplace. But just 32% of comms professionals say they’re treated as strategic advisers, deeply involved in how change is communicated.

Teams are having to play catch-up, crafting internal communication strategies after decisions are made. They sometimes struggle to control the narrative, with different departments launching their own change initiatives at the same time.

Employees receive confused communications, sometimes from multiple stakeholders, each introducing their own change agenda. Without centralized leadership, crisis comms can easily become overwhelming for your workforce.

This is a major problem. Good change communication is key to overcoming resistance, preventing change fatigue, and ensuring a smooth transition. It’s the difference between trust and turmoil. And IC is the best team for the job.

Your internal communications team is skilled at sharing information transparently, reassuring employees, and creating space for feedback. They’re pros at communicating clearly and empathetically. 

With a role in the strategic discussions and planning that lead up to a big change or announcement, internal communications can explain the why — not just the what — to employees more effectively. They can preserve trust, mitigate risk, and sustain employee engagement during challenging times.

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#5. Connect the boardroom and the breakroom

In a medium- to large-sized organization, senior leaders don’t have daily contact with employees. So it’s up to internal communication to act as a bridge between boardroom and breakroom.

IC can launch surveys and polls, view data on sentiment, and gather employee feedback that leaders might otherwise miss. They can surface the issues that matter most to employees — and help the C-suite to act on them.

These formal channels of open communication, forged and maintained by IC, don’t just highlight employee problems. When employees feel empowered to share their thoughts, bright ideas can more easily make their way from the frontlines to the C-suite. This means your leadership team gets more valuable insight that can help to grow the business. 

It goes the other way, too. We know that the workforce is generally mistrustful of the boardroom team, with just half of employees saying they trust their organization’s most senior leader. Internal communications can change that perception by working in close collaboration with the C-suite. 

Internal comms can be a powerful tool to help leaders build visibility and trust. Prioritizing transparent communication, storytelling, and regular updates can help make leadership more human and accessible. 

When they have direct access to both parties, internal comms teams can facilitate a dialogue. They can create a culture of two-way communication that’s better for everyone than top-down communication. Employees feel listened to — and C-suite can make more informed business decisions.

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#6. Power an engaging employee experience

Employee experience is how employees feel about their work and workplace. It’s how they’re treated and the extent to which they feel valued. It’s their sense of purpose and community.

Internal communications play a central role in shaping employee experience. A good messaging strategy keeps employees informed and helps them feel connected to the wider organization. 

With a seat in the boardroom, IC can go further, championing initiatives that support a positive employee experience. They can highlight the value of recognition, belonging, transparency, and employee voice to leadership — then weave these values into company messaging. 

Internal comms can also take a birds-eye view of the company comms ecosystem. They can implement more effective communication channels so the entire workforce — including frontline, hybrid, and remote employees — gets an experience that is more equitable and enjoyable. 

Involving IC in conversations on corporate strategy helps them turn open and effective communication into a cornerstone of the employee experience. Which means happy employees, increased employee engagement rates, and improved loyalty. 

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Internal communications are so much more than a megaphone

Internal communications isn’t just a messaging tool. It’s a critical component of employee experience, company culture, and operations.

With IC at the strategy table, organizations gain a clear understanding of worker needs. Good internal communications strategies help communicate change and build trust. They can create a workplace community that meets the expectations of today’s employees. 

This leads to improved employee engagement, productivity, and retention. Because internal communication is about so much more than sharing info about the next away day or your updated company policy. It’s about building a workforce that feels informed, connected, and valued. 

Ready to unlock the full potential of internal comms? It’s time to promote IC from messenger to strategic partner. Your people — and your business stakeholders — will thank you.

‍Blink. And discover why internal communicators will power the future of work.

Workplace communication is evolving fast. If you’re an HR, internal communication, or IT leader within your company, your job hinges heavily on staying updated on the latest developments and best practices.

But knowing where to look for unique ideas and advice is another matter. It's not always easy to identify who to turn to for the best insights. 

Following the top voices in the industry is a brilliant way to stay ahead of the curve and learn new tactics. However, if you are looking for immediate inspiration to apply to your own frontline workforce today, you might also want to review concrete internal communication strategy examples before diving into the thought leadership below.

The good news? We've done the research for you. We have been following and learning from many thought leaders over the years. And with this post, we’ll share the list of our favourite internal communication influencers with you. Let’s begin.

Best internal communication influencers to follow in 2022

Jenni Field, Redefining Communications

Jenni Field is a communications strategist with more than 20 years of experience spread over several industries, including the public sector, travel, hospitality, and defence. And she has served in a director-level role at many global companies, such as the pharmaceutical giant Perrigo. 

Besides that, she has been quoted by numerous renowned publications like The Times and Raconteur, and she is one of the Inspiring Workplaces’ Top 101 Global Employee Engagement and Experience Influencers. 

You should follow her especially for her insights and research into deskless workers, workplace culture, leadership, hybrid working, boundaries, and productivity. Apart from running a consulting firm, Jenni speaks often at industry events and organizations, along with hosting an award-winning podcast. 

How to learn from Jenni:

• Follow her on Twitter or LinkedIn.

• Read her book — Influential Internal Communication.

• Listen to her podcast — Redefining Communications.

• Follow the Redefining Communications blog.

Steve & Cindy Crescenzo (Crescenzo Comms)

Steve and Cindy Crescenzo have been in the communications space for over 20 years each, and have worked with thousands of communicators.

Steve started as a journalist for trade publications like The Ragan Report and Communication World. And it has been 15 years since he started Crescenzo Communications to help organizations through speaking at conferences, workshops, and consulting. The same goes for Cindy Crescendo. 

The duo focuses on simplifying internal communication processes and providing the tools to streamline and extract performance data from these processes. So their expertise also covers conducting surveys, executive interviews, and focus groups.

How to learn from Steve & Cindy Crescenzo: 

• Connect with Steve on LinkedIn and Twitter.

• Connect with Cindy on LinkedIn and Twitter.

• Follow the Crescenzo Communications blog.

Priya Bates, Inner Strength Communication Inc.

Priya Bates is an award-winning communicator with a strong emphasis on performance. As the owner of Inner Strength Communication, she takes charge of internal communication and transformational change that connects business goals and employee behavior. 

In a career that spans over 20+ years, Priya has managed communications for companies like Compaq, Loblaw Companies Limited, and HP in Canada. And all of these companies have been recognized as top workplaces from time to time. 

Priya is an Accredited Business Communicator (ABC), was awarded the Master Communicator (MC) designation in 2010, and IABC fellowship in 2016, which are among the highest global honors for a communications professional.

How to learn from Priya Bates:

• Connect with her on LinkedIn.

• Follow her on Twitter.

Rachel Miller,  All Things IC

The founder and principal consultant at All Things IC, Rachel Miller is a globally recognized expert on internal communications. 

She helps communication professionals and organizations via training, consulting, and mentoring. And companies like ARM, Lego, BBC, NHS, and British Red Cross have been her clients. 

As an experienced and award-winning professional, she has also been teaching Masterclasses since 2014, training hundreds of comms professionals. And her articles and podcast episodes are jam-packed with actionable internal communication strategies. 

How to learn from Rachel Miller:

• Follow her on LinkedIn and Twitter.

• Check out her blog and podcast.

Advita Patel, Comms Rebel 

Advita Patel is an experienced speaker and the director of Comms Rebel, helping executives and organizations with solutions that improve internal communication and workplace diversity. 

She has been working in internal communications and change management fields for over 17 years, and has helped companies in multiple business verticals including education, transport, healthcare, and energy. Her client list consists of businesses like Royal Mail, Puma, Amazon, and Magnox. 

How to learn from Advita Patel:

• Connect with her on LinkedIn.

• Follow her on Twitter.

• Listen to the Calm Edged Rebels podcast.

Liam FitzPatrick, Donhead Consultants 

Liam spent several years as a PR professional, eventually discovering his passion for change communication. Since then, he has helped many well-known companies in retail, fashion, pharma, transport, and other sectors with this specialization.  

From safety improvement to strategic reviews, and from crises to quality improvements, he has worked on almost every kind of transformation. 

He also lectures at many universities and has authored two books on best practices of internal communication. 

How to learn from Liam FitzPatrick:

• Connect with Liam on LinkedIn.

• Follow him on Twitter.

• Read his book — Successful Employee Communication.

Paul Barton, PBC

Paul Barton has spent years helping senior leaders and managers connect with their workforce and customer base. And his advice has been featured on several podcasts, blogs, and magazines.

His career spans over 20 years and six large organizations, after which he started a consulting firm. Through this company, he provides strategic guidance, workshops, coaching, as well as hands-on support. And his clients include a wide range of businesses such as CBRE, Banner Health, Swire Coca-Cola, and more. 

Apart from that, he is also the author of the book Maximizing Internal Communication, a designated member of the International Association of Business Communicators (IABC), and a sought-after speaker. 

How to learn from Paul Barton:

• Follow him on Twitter.

• Connect with him on LinkedIn.

• Read his book — Maximizing Internal Communication.

Harriet Small, Comms Over Coffee

Harriet Small is the founder of Comms Over Coffee and a communications expert with over 12 years of experience in a wide range of business sectors. She has worked with companies such as Hackney Council, Transport for London, the European Union, NHS, and more. 

In 2019, she won the IoIC rising star award, and she was recently shortlisted in the internal communication category for The UK and Europe Employee Engagement award. She has also been in charge of communication and employee engagement in the Strategic Insights Team at Sky. 

Her insights come from a keen visual awareness and observations on how social media, podcasting, videos, and other digital technologies can aid in corporate communications. 

How to learn from Harriet Small:

• Connect with her on Twitter.

• Follow her on LinkedIn.

• Listen to her podcast — Have you got 5 minutes? 

Tony Stewart, freelance consultant

Tony Stewart uses his expertise in technology, communication, and collaboration to form digital employee engagement solutions for big brands around the world. From social media platforms to chatbots, he deeply understands both the medium and the message. 

Before he freelanced with Scarlett Abbott in 2016, Tony worked on launching a digital workplace platform for a global media company. And he has demonstrated the application of digital communication in various sectors including financial and administrative services. 

How to learn from Tony Stewart:

• Connect with Tony on LinkedIn.

• Follow Tony on Twitter.

Andrea Greenhous, Vision2Voice

Andrea is a globally recognized expert in internal communications with 25 years of experience. Plus, she is the founder of Vision2Voice, an internal communications consultancy in Canada. She has led internal communications and business transformation projects at several large corporations. 

As a certified change management professional, published author, and speaker, she helps companies improve employee communication by following a people-first approach. 

How to learn from Andrea Greenhous:

• Follow her on Twitter.

• Connect with her on LinkedIn.

• Follow her blog.

Wrapping up: top 10 internal communication influencers to follow

Investing in internal communication is a must to differentiate yourself in today’s competitive landscape. But the right investment will require due diligence and awareness of what works and what doesn’t.

That’s where the above list of internal communication influencers can provide tremendous value. These are the people who were once in your shoes and know the challenges of being a communications leader inside and out. 

These great minds bring unique and proven insights to the table based on their years of experience — insights that you can implement with confidence in your own company. So take advantage of their wealth of knowledge and connect with them on your favorite social platform today!