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Blink, the leading mobile-first employee experience platform, today announced a strategic partnership with Cocentric, a UK-based digital employee experience company, to accelerate the development of tech solutions for frontline employees to help engage workforces across the UK and EU. This collaboration positions Cocentric as Blink’s key European and APAC partner, bringing cutting-edge, multi-platform expertise to organisations seeking seamless, next-generation communication tools.

The collaboration will enable organisations to take advantage of Blink’s award-winning platform, which helps companies reduce staff turnover by up to 26% by providing frontline employees with a single, mobile-first tool to stay connected with their team and company updates. Cocentric, known for helping businesses like Rare Restaurants, Populous, and Pizza Pilgrims to transform their employee communications, will build on its expertise to deliver tailored support for Blink’s platform, allowing organisations to easily integrate the app into their existing systems.

“At Blink, we are committed to transforming how frontline workers stay connected, regardless of their location,” said Sean Nolan, CEO at Blink. “By partnering with Cocentric, we’re able to leverage their deep knowledge of workplace technology and tailor our approach to the unique needs of UK and EU organisations. Together, we will help companies overcome the complexities of managing distributed teams by integrating Blink’s technology with Cocentric’s expertise.”

The partnership will also focus on co-selling initiatives and joint solution development, with Cocentric building specialised subject matter expertise around Blink’s platform. The collaboration will extend beyond standard integrations to include unique technology solutions developed by Cocentric, such as Connect, a synchronisation tool designed to enhance Blink’s user experience by bridging gaps in HR system integration. These solutions are designed to streamline user data management and deliver a more seamless experience for Blink customers.

“Cocentric is thrilled to partner with Blink, whose platform has already proven its ability to drive real results in employee engagement,” said Regan Collins, CEO at Cocentric. “Our clients are always looking for ways to create a better working environment for their teams, and with Blink’s app, we can help them deliver improved communication and collaboration at every level. We’re looking forward to offering this solution across the UK and Europe, with integrations that make the process even smoother for businesses.”

In addition to building solutions around Blink’s technology, Cocentric will also help to develop tools and integrations within the Microsoft 365 suite that will further enhance Blink’s offering in this space. This will ensure that organisations currently relying on Microsoft technologies can benefit from enhanced employee engagement capabilities without the need to migrate to competing platforms. 

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A paltry 36% of US employees are engaged in their work, as per data from Gallup. On top of that, 11.5 million workers left their jobs in the time period between April and June of 2021.  

It’s no secret that engaged employees are less likely to skip work and are much more productive. They are also more likely to stay with their organization. 

So with roughly 2% of the entire US workforce quitting on a monthly basis, you can’t afford to ignore the employee engagement challenges in your company. Identifying employee engagement barriers in the workplace and addressing them should be your top priority. 

But what should you look for? What might be the issues in your organization hurting employee experience and retention?

This post will help you understand what those barriers are, and what you can do about them.

Let’s begin.

Employee engagement challenges that can make or break your business

A study shows that a highly engaged workforce can reduce a company’s turnover rate by 25 to 59%. And it all starts with identifying the barriers to high employee engagement. These are:

1. Excessive red tape

How many procedures and rules should an employee follow to get basic tasks done in your workplace? If there are too many, it will negatively impact employee engagement. 

According to the Employee Outlook Survey from the CIPD, unnecessary rules and procedures are the biggest hurdles to employee productivity. 

Your work environment is supposed to provide a smooth work experience where employees can get things done easily with minimum stress. This will require simplifying your work processes wherever possible.

How to overcome this employee engagement barrier?

• See which admin tasks are taking the most time for both the admins and workers. Then reduce the number of sign-offs required to approve these tasks.

• Implement a tool that can automate common workflows. With Blink’s micro apps, for instance, admins can create and share digital forms, collect data, and automate key workflows. 

2. Line managers and supervisors with poor communication skills

If there’s anyone in the ​​position to bring the skills and focus of team members into alignment with the goals of the organization, it’s the middle manager. 

In factories and other similar establishments, for example, line managers form a pivotal link between frontline staff and senior leaders. Yet they are often ill-equipped to engage their teams. 

The Management Empowerment Report reveals that just one-third of front-line managers received specific training to support employees. Most have been chosen for the role because they were good workers, not because they were good managers. 

Inspiration and transparency in communication are critical improvements a leader can make towards solving employee engagement challenges. 

How to overcome this employee engagement barrier?

• Open channels of two-way communication among the line managers and their teams. 

• Provide managers with resources and tools to collect staff input with methods such as internal surveys and quizzes.    

• Support with adequate employee engagement training for managers on how to engage and communicate with their teams. 

3. Lack of one-on-one time

Only 21% of millennials and 18% of non-millennials meet with managers on a weekly basis. Most say they meet less than once a month. 

One-on-ones are essential for managers to get to know employees on a personal level and discuss their needs, concerns, and growth opportunities. They could be considered a key driver of employee engagement.

Not just that.

Without frequent one-on-one meetings, a manager’s ability to communicate effectively with employees about projects and performance is limited. And what suffers as a result? Employee engagement.  

So, to avoid barriers to good employee relations, you must make sure that the managers in your company meet regularly with the staff. 

How to overcome this employee engagement barrier?

• Direct managers to schedule regular one-to-one meetings with their team members. And make it a key performance indicator that determines their progress in the managerial role.  

• Train managers to create an agenda in advance and approach these meetings as a consultant, not an authoritarian. Instead of just discussing technical details of the job, managers should help workers prioritize tasks and understand the big picture. 

4. Shortage of growth opportunities

A study by BlessingWhite found a lack of growth opportunities to be the most common reason employees leave their jobs. If you’re serious about removing employee engagement barriers, increasing development opportunities is a must.

Failing to consider workers’ career pro­gres­sion will trigger the feeling that they are stuck in a dead-end job. And sooner or later, they’ll jump ship to discover better oppor­tu­ni­ties.

In contrast, employers that encourage workers to learn new skills don’t just retain them longer, but also stand to gain from the new insights employees bring to the table. 

How to overcome this employee engagement barrier?

• Have a professional reinvestment budget. Allocate sufficient resources to invest in each employee’s professional growth plan. Case in point: Jake Goldman, from 10up. In his words: 

“We provide a dedicated budget accrued at $3,000 per worker per year. And we give managers and employees several ways to use these resources, from self-coaching and online classes to attending and speaking at professional events worldwide.” 

• Start by outlining a path for growth that will keep employees engaged and help you retain top talent. Plus, offer support and training in the form of stipends or bursaries to help employees get there. 

5. Not enough transparency

Research shows the majority of employees (75%) care about the performance of their employer, but only 23% feel they have insight into how well the business operates. 

Transparency in the workplace refers to a genuine, two-way openness of communication between the workers and the management. And lack of transparency is an employee engagement barrier that can undermine the trust between employees and managers. 

So it’s essential to show your employees the bigger picture — how their work is tied to the goals of the company as a whole. It leads to a high level of communication and trust, which in turn fuels employee productivity and engagement. 

How to overcome this employee engagement barrier?

• Make sure workers are being kept in the loop about small or large matters concerning the organization. 

• Regarding the decision for which the stakes are high, make it a point to explain the “why” behind them. This is a better approach than just laying down the new rules. 

• Regularly share business performance reports with the employees, regardless of whether it’s struggling or doing great.  

Lack of reward and recognition

According to an Indeed survey, 30% of people who quit their job within the first six months would have stayed longer if they were recognized more for their contributions.

Employee reward and recognition are at the heart of impactful employee engagement strategies and high levels of retention. On the other hand, not having an employ­ee recog­ni­tion pro­gram in place will leave workers demotivated and dissatisfied with the organization. 

How to overcome this employee engagement barrier?

• Recognizing your employees doesn’t have to cost the world. Often a simple (and free) thank you can have a massive impact on engagement. Other ways to recognize your employees without breaking the bank can include a free celebration lunch or a monetary bonus for the employee of the month.

• Make sure you celebrate big and small wins with your team, especially when they exceed expectations. Get creative and make the culture of encouragement and appreciation a central part of your organization. 

6. Employees feeling unheard

A study found that 82% of employees have ideas to boost business performance. But more than one-third of employees struggle to get these inputs to the upper management. 

This is one of the most critical employee engagement challenges because if employees are to be engaged with their work, they need to feel heard. 

A 2020 employee experience study found that organizations that act on feedback have double the engagement score of those that don’t. And this kind of engagement is possible only when senior managers listen to workers’ thoughts and opinions. 

How to overcome this employee engagement barrier?

• Transparent,  one-to-one meetings can help workers feel heard, along with anonymous question and answer sessions and employee feedback forms. 

• Adopt a communication or employee engagement tool that creates multiple channels between managers and workers. Blink, for instance, also lets managers create polls and surveys that can be used to find out what workers really think. 

Wrapping up: 6 little-known employee engagement challenges

High employee engagement is a big advantage that can help you stay ahead of the competition. But as you can see, accomplishing the same remains a challenge for many organizations. 

But that’s not to say it’s impossible.

Top workplaces have been successful at reducing employee engagement challenges with communication and alignment. And there’s no reason you can’t do the same.

These tips and best practices for employee engagement we have shared will go a long way in overcoming employee engagement barriers and creating a workplace where workers feel more included, engaged, and valued.

And while you work on implementing these strategies, an employee communication app can be a huge asset. Request a free Blink demo today!

Growth is exciting — until your communication stack starts showing cracks.

What worked when you had 500 employees rarely survives the jump to 2,000. Messages get missed. Tools and communication channels multiply. Frontline teams fall out of the loop. Managers spend more time clarifying updates than leading their teams. Collaboration suffers.

And the cost adds up fast.

Internal communication isn’t just about “sending messages.” It’s the connective tissue that keeps people aligned, productive, and confident through change — especially during rapid growth, acquisitions, and reorganization.

In 2026, the best internal communication platforms are mobile-first, integrated, and built to scale. They bring updates, messaging, recognition, feedback, and knowledge into one clear place — reducing noise while increasing clarity.

But choosing the right platform is where many growing organizations stumble.

In this guide, we break down exactly how to compare internal communication tools for growth — so you can avoid tool sprawl, protect employee trust, and scale communication without slowing your business down.

Let’s get into it.

How to choose and compare internal communication tools for growth

Step #1: Audit your current communication tools and challenges

Start by mapping your current comms tech stack. List every communication tool your company uses — email, intranet, chat apps, recognition tools, employee apps — everything.  

Categorize these tools by function and adoption level. Then, identify pain points. Are employees frustrated by fragmented communication? Duplicate workflows? Low engagement? Or maybe frontline teams can’t access key updates at all?

Creating a simple audit table with key criteria can make this research easier to digest:

• Tool
• Purpose
• Coverage
• Integration status
• Mobile experience
• Overall user experience
• Analytics
• Adoption rate
• Unique features
• Problems we have with this tool

This gives you a baseline. So you can see what’s working and what’s holding you back.

Step #2: Define business outcomes and KPIs

The best employee communication tools don’t just support better comms. They support your overarching business goals and KPIs.

So, when comparing internal communication tools for business growth, start by asking: What do we want to achieve? 

Example goals include: 

• Increase productivity by ensuring employees have the information the need, when they need it
• Improve retention by fostering engagement and a sense of belonging
• Boost customer satisfaction through better-informed frontline teams
• Strengthen collaboration across departments, locations, and roles with joined-up comms software

Next, define KPIs that make these outcomes measurable. For example, missed deadline rates, employee satisfaction scores, time-to-information, and cross-functional interaction rates.

During M&A or large-scale change, communication KPIs matter even more. Leaders should track not just engagement, but clarity — for example, repeat questions in manager channels, policy page revisit rates, or sentiment dips following major announcements. These indicators reveal where uncertainty is slowing integration and decision-making.

Step #3: Prioritize essential features for growth and engagement

In 2026, mobile-first communication solutions are essential. If your tool isn’t designed to work seamlessly on a smartphone, you exclude frontline workers and make life harder than it needs to be for everyone else.

When you compare internal communication tools for growth, look for platforms that deliver an exceptional mobile experience and the following functionality to drive adoption, impact, and scalability:

Alignment:

• A social and multimedia news feed
• A searchable knowledge hub

Engagement:

• Built-in surveys and feedback features
• Recognition tools

Intelligence:

• Analytics & AI-enabled workflows
• Automated multilingual support
• Hyper-personalization capabilities

Read more:  9 best team communication apps for 2026

Step #4: Test integrations and compatibility with your ecosystem

Your internal communication platform can’t live in isolation. Integration matters. It eliminates workflow fiction, maximizes comms ROI, and supports seamless adoption of your tech tools.

Start by auditing your software ecosystem: HRIS, CRM, payroll, identity providers, operational tools. Then, look for internal communication platforms that offer strong integrations with your current tech stack.

Things to look for?:

• Single sign-on. So employees can access all workplace software via one unified dashboard and a single set of login details. 
• HRIS sync. From benefits to policy docs to schedules to payroll, you make life easy for employees and your HR team when internal comms and HR systems talk to each other.
• Calendar/file system connectivity. To create a joined-up system, the same calendar and files should be accessible across all workplace software.
• Security compliance. Easy access is important. But you need to balance this with security and privacy standards. Look for platforms that balance usability with data protection.

You may like to run sample integration tests, documenting any issues or workarounds needed, to find the best match.

Read more: 7 questions to ask when choosing an employee communication tool

Use case: Supporting internal communications during M&A and organizational change

Business growth doesn’t always follow a straight line. For many organizations, growth comes through mergers and acquisitions (M&A) or major restructuring — moments when communication becomes both more critical and more fragile.

While legal close and system access often run smoothly, the employee experience that follows is far messier. What we consistently see during M&A-driven growth includes:

• Conflicting messages across teams
• Duplicated tools and knowledge bases
• Managers fielding questions they don’t yet have answers to
• Employees unsure where to go for “what’s actually changed”

This is where internal communication platforms are truly tested.

Communication at scale — without losing local context

Successful M&A communication balances two competing needs:

• A shared narrative from the parent organization
• Local relevance for acquired teams

The best internal communication tools support this by clearly separating global updates from location-, role-, or entity-specific information — so employees understand what applies to everyone and what applies to them.

Systems change needs a human layer

During M&A, system consolidation is inevitable. What shouldn’t be inevitable is confusion.

Employees don’t want another announcement about a new platform. They want:

• One clear place to start their day
• Simple guidance on what changed (and what didn’t)
• Confidence they’re using the right tools

Mobile-first platforms that unify communication, knowledge, and workflows help organizations turn change management from a one-time event into a guided experience.

Modern intranets under pressure

Legacy intranets often collapse under M&A strain:

• Duplicate pages and policies
• No clear ownership
• Inconsistent branding and structure

Modern internal communication platforms act as flexible, living knowledge hubs — supporting shared content while allowing phased integration and local nuance.

Supporting managers is risk mitigation

Managers become the front line of communication during M&A — often before decisions are fully finalized.

Platforms that provide:

• Manager-ready messaging
• Clear distinction between what’s decided and what’s evolving
• A single source of truth managers can point teams to

…reduce mixed signals, rumor cycles, and burnout. Supporting managers isn’t just enablement — it’s how organizations protect trust during change.

Why measurement matters more during M&A

The most successful M&A integrations share one thing: visibility.

Strong internal communication tools allow leaders to see:

• Who’s engaging with updates
• Where confusion persists
• Which teams need additional support

Without this data, organizations guess. And during M&A, guessing is expensive.

Bottom line:

If an internal communication platform can support employees through M&A — preserving clarity, confidence, and culture — it’s built to support business growth at any scale.

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Execution mistakes to avoid after choosing an internal communication tool for business growth

Choosing the right internal communication platform is a big milestone. But growth-ready comms don’t come from software alone — they come from how well the platform is implemented, adopted, and embedded into daily work.

Here are the most common execution mistakes growing organizations make and how to avoid them.

Mistake #1: Rolling out to everyone at once

A full-scale rollout might feel efficient, but it often hides problems until they’re expensive to fix.

Different groups experience communication very differently — especially during growth or post-acquisition integration. Frontline teams, managers, and HQ staff don’t have the same needs, habits, or access.

What to do instead:

Run targeted pilots with representative user groups. Track adoption, ease of use, and qualitative feedback. Use what you learn to refine onboarding, governance, notifications, and content formats before scaling.

A phased rollout surfaces friction early — when it’s still easy to fix.

Mistake #2: Measuring usage, but not impact

Login rates alone don’t tell you whether communication is working. High activity can still mask confusion, misalignment, or low trust.

What to do instead:

Measure adoption and engagement alongside business outcomes. Segment data by role, location, and department to identify where communication is supporting productivity — and where it’s falling short.

Look for correlations between communication patterns and KPIs like retention, customer sentiment, safety incidents, or time-to-information. That’s where ROI becomes visible.

Mistake #3: Letting tool sprawl creep back in

One of the fastest ways to undermine a new platform is by continuing to introduce side tools “just in case.”

This recreates the very fragmentation the platform was meant to fix.

What to do instead:

Commit to consolidation. Use your internal communication platform as the default starting point for updates, resources, and workflows — and only introduce additional tools when there’s a clear, documented gap.

Clear ownership and governance keep the platform focused, trusted, and scalable.

Mistake #4: Treating communication as a broadcast channel

Posting more messages doesn’t automatically improve alignment — especially during periods of change.

When everything looks urgent, employees stop paying attention.

What to do instead:

Design intentional communication flows. Use push notifications sparingly for critical updates. Reserve feeds for cultural and organizational alignment. Enable group or team channels for local coordination.

Structure reduces noise — and increases trust.

Mistake #5: Leaving managers unsupported

During growth or M&A, managers become the de facto interpreters of change — often before decisions are fully finalized.

Without support, this leads to mixed messages, burnout, and rumor cycles.

What to do instead:

Equip managers with clear, shareable messaging and a single source of truth they can confidently point teams to. Be explicit about what’s confirmed, what’s evolving, and where employees should go with questions.

Supporting managers isn’t just enablement — it’s risk management.

Mistake #6: Treating implementation as “done”

Employee expectations, business priorities, and communication needs don’t stand still — especially in growing organizations.

What to do instead:

Regularly audit performance using analytics and feedback. Adapt content, workflows, and governance as teams and structures evolve. Continuous improvement turns your communication platform into a long-term growth asset — not a one-time rollout.

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Bottom line

The right internal communication tool creates the foundation for growth. But disciplined execution is what protects clarity, trust, and momentum as your organization scales.

Avoid these common mistakes, and your platform won’t just support growth — it will actively enable it.

Employee retention in healthcare has never been more important — or more difficult. We know that one in five healthcare workers left their jobs in 2023.

Healthcare work is demanding and, at times, emotionally exhausting. Violence against caregivers is on the rise. And with staff shortages a problem in many healthcare settings, stress and burnout are an ongoing concern.  

But we need more healthcare staff than ever. The global population is aging, increasing healthcare demand. Staff continuity also improves the patient experience and outcomes. Healthcare providers need to do all they can to hang onto employees. 

So what can you do to improve healthcare employee retention? Research shows that nearly one-third of healthcare employees are currently disengaged in their work. This is a worry — but it’s also an opportunity.

Disengagement is linked to high levels of attrition. So increase staff engagement and you reduce staff churn, too. It all starts with listening to, understanding, and acting on the needs of your frontline workers.

Effective employee retention strategies for healthcare providers

Healthcare retention is a challenge. But one that can be met with a combination of employee engagement, communication, and development.

The most effective staff retention strategies in healthcare include the following: 

1. Invest in employee development

2. Use technology to improve healthcare worker communication

3. Create an open and inclusive culture

4. Recognize and reward employee efforts

5. Offer competitive wages

6. Make schedules more flexible

7. Give employees a voice and act upon their feedback

Now, let’s take a closer look at these ideas.

1. Invest in employee development

Training, development, and career advancement are key to healthcare staff retention.

The 2024 NSI Nursing Solutions report reveals that career advancement was one of the top reasons for healthcare employees resigning from their jobs in 2024. 

And according to Press Ganey, nurses who don’t receive training and development opportunities are 1.4 to 1.5 times more likely to leave their roles than those who do.

Despite the importance of learning and career growth, only 60% of healthcare employees say skill building is offered by their organizations. So, to hang onto employees:

• Be transparent about your promotion policies and opportunities
• Find out where employees want to go in their careers
• Commit to a policy of continuous learning and development
• Make training more accessible with mobile learning tech

Beyond those early days of onboarding, offer mentoring and cross-training. Keep employees up-to-date with advancements in healthcare technology and practices.

Note this research from Gallup, which shows that 70% of the variance in team engagement is determined by the manager. Ensure that your managers have the training they need to support employee motivation, engagement, and retention more effectively.

Time is another important factor. Busy healthcare staff on the frontlines of your organization don’t just need training opportunities. They need dedicated time in which to access them.

The takeaway: Invest in ongoing education and training programs suited to your employees’ needs. Also, facilitate learning by giving easy access to learning tech and building training time into employee schedules.

2. Use technology to improve healthcare worker communication

Healthcare organizations tend to use a variety of internal communication channels. These may include a noticeboard, staff pagers, and email.

But there are problems with these methods of communication. First, you can’t be sure that a message has been received and read. And second, these channels don’t inspire two-way communication, a key pillar of employee engagement.

To make internal communication at your healthcare organization more effective and less fragmented, you can create a communication hub using a mobile-first employee app or intranet.

Here, you can share mandatory reads that employees have to click to acknowledge. You can create open channels of communication between healthcare staff and their managers — and give employees easy access to documents and resources that support them in their roles.

You can also segment your workforce by role, department, tenure, and location so they only receive relevant communications. This helps to avoid unnecessary distractions and information overload for time-strapped healthcare workers.

When Elara Caring adopted Blink as their primary communication tool, they were struggling with high staff turnover and low levels of employee engagement. Since adopting Blink, the organization has transformed engagement, with 95% of employees feeling more connected to Elara and each other.

The takeaway: Use an employee app or mobile intranet to make work-life easier for frontline employees. Give workers unified access to internal communications. 

Read more: Closing the digital gap in healthcare for frontline workers

3. Create an open and inclusive culture

Next on our list of employee retention strategies is workplace culture. A positive, inclusive, and supportive culture makes your organization a happier place to be. This leads to better healthcare staff retention.

It also impacts patient outcomes. Because when healthcare staff feel supported and operate in a culture of psychological safety, they can ask questions and raise concerns without fear of repercussions.

To develop this type of culture you need open, two-way communication across the whole of your organization. A digital communication tool can help you achieve this. It allows everyone, including hard-to-reach frontline employees, to share news, ideas, and opinions.

You can create dedicated spaces for 1:1s, group chats, and organization-wide Q&As. This helps employees to feel heard and valued. It also helps them to build meaningful workplace connections.

Wellbeing is also paramount right now. With around half of all physicians and nurses experiencing symptoms of burnout, a positive workplace culture relies on adequate stress management and mental health support.

The takeaway: Take time to analyze your organizational culture and find areas for improvement. Prioritize open, two-way communication to support psychological safety at work. Also, provide stress and mental health support to address the symptoms of burnout.

4. Recognize and reward employee efforts

Gallup shares that when healthcare workers are recognized for their work, they’re four times more likely to be engaged and five times more likely to feel connected to company culture.

Employee appreciation also affects patient safety. Gallup found that employees recognized for good work in the last seven days experienced fewer patient safety incidents.

That said, only 18% of healthcare workers feel that employees are recognized and valued at their organization. That’s below the national average of 22% for US employees and much lower than other sectors — financial services stands at 34% and professional services stands at 28%.

Put simply, healthcare providers need to do more to recognize and reward their employees. The best recognition and rewards programs are tailored to your healthcare workers and their preferences — but here are a few ideas:

• Recognition via internal communications: You can publish achievements and recognize hard work publicly, on your communications platform. The rest of your workforce can then see praise and add their congratulations, too.
• Direct appreciation: Some workers may prefer to receive praise privately. Direct appreciation from managers is another way to make employees feel seen, heard, and valued.
• Appreciation gifts: Incentivize your healthcare team with gift cards, cash prizes, fun experiences, or benefits like extra paid time off. These are great ways to recognize your employees’ hard work and boost morale. 

The takeaway: Make employee recognition an integral part of your workplace culture. Learn about employee recognition and reward preferences. Then, ensure managers regularly offer praise for employee effort.

5. Offer competitive wages

Money isn’t everything. But when you’re working a demanding and emotionally draining job, a competitive salary makes it easier to sustain motivation during those tough days.   

Offering good salaries shows that you appreciate and value your employees. So keep an eye on what competitors — in and outside of healthcare — are offering. Also, consider polling your employees to learn if pay is one of their primary workplace frustrations. 

When deciding what you can afford to pay, bear in mind the cost of losing employees.

According to NSI Nursing Solutions, the average turnover cost for a bedside registered nurse (RN) stands at $56,300. And — when you factor in lost revenue, interview expenses, locum costs, and the inevitable dip in productivity — the cost of losing a physician can run into hundreds of thousands of dollars.

The takeaway: Offer fair compensation. When your workers know they’re fairly paid, they’re more likely to stay working for your organization, which means you retain your best employees and their collective knowledge.

6. Make schedules more flexible

Advances in AI, virtual healthcare, and telemedicine, mean it’s easier than it used to be to support flexible employee schedules. And this is something employees are looking for.

According to O. C. Tanner, 80% of healthcare workers say having flexibility at work would influence their decision to stay at their organization.

So how do you make flexible working a reality for frontline healthcare employees? You can offer:

• Staggered hours
• Part-time hours and job shares
• Fixed or rotating shift patterns, depending on employee preference
• Advance warning of shift schedules

You can also give employees more autonomy over where and how they work. Start by finding out what employees want from flexible working. And try to harness the potential of virtual healthcare wherever possible.  

Digital tools, like an employee app, are useful here too. They can help you structure and track staff schedules — and give employees the tools they need to swap shifts independently.

The takeaway: Offer flexible scheduling to help your employees achieve work-life balance and keep them working in healthcare. Find out what flexible working means to your employees, then do your best to facilitate it.

7. Give employees a voice and act on their feedback

Keep your finger on the pulse and you prevent employee engagement and retention issues from sneaking up on you. An annual check-in with your healthcare employees is not enough. You need to regularly gather and analyze employee data and feedback.

So look at the analytics provided by any employee communication and engagement software you use. Discover how workers are interacting with the platform and your communications.

Also, run regular surveys to find out what workers think of the employee experience — or any other aspect of your organization and its operations. In doing so, you give employees a voice, which makes them feel valued and respected.

Just bear in mind that employee surveys and polls can damage the employee experience if you fail to act on the feedback your employees provide. In Blink’s survey of frontline health and social care employees, there was one standout message from an employee to senior management:

“Please listen to your staff and follow up on promises. Too many empty promises.”

So use employee feedback wisely. Identify ways you can improve the healthcare worker experience. Create and clearly communicate your plan of action. Then, keep employees in the loop as you progress toward your employee experience goals.  

The takeaway: Use analytics and employee feedback to inform healthcare retention strategies. Find out what employees like and dislike about working for your organization. Then keep them in the loop with survey results and your plan of action.

Boosting healthcare employee retention with Blink

Staff retention in healthcare is a challenge. But by implementing these employee retention strategies, you’ll find it easier to hang onto your existing staff — and attract new hires too.

As you implement these workforce retention strategies, keep the needs of your healthcare workers front of mind. Their needs differ from those of desk-based employees.

Healthcare workers spend their days caring for patients, so they have little free time. They don’t sit at a desktop computer — and they’re dealing with high stress and burnout.

So when putting any of these strategies into action, ensure that you make life as easy as possible for your healthcare team. Give them easy, mobile access to the information and resources they need. 

A tool like Blink is designed to support employee engagement and internal communication for busy frontline teams.

Blink’s secure employee app is a hub for two-way communication, feedback, and recognition. It gives employees easy access to workplace resources, development opportunities, shift swap tools, and wellbeing support.

Available via smartphone, Blink fits seamlessly into the work day of your frontline employees, improving their employee experience and encouraging them to stay with your organization.

Want to kick-start your healthcare staff retention strategy? Schedule your free Blink demo today.

Why consider Flock alternatives for team messaging in 2025

Flock has long been recognized as a reliable team messaging and collaboration app, but many organizations are now exploring alternatives that better meet their needs. Whether it’s more advanced integrations, a stronger mobile experience for frontline employees, or broader tools for internal communication, companies are looking beyond basic chat. In this guide, we’ll explore the top Flock alternatives in 2025 — from industry leaders like Slack and Microsoft Teams to modern employee experience platforms like Blink, which offers the most complete solution for messaging, engagement, and productivity.

What to look for in a Flock alternative

When evaluating Flock competitors, keep these criteria in mind:

• Ease of use – Adoption matters. Look for platforms that employees actually want to use.
  
• Mobile experience – With more hybrid and frontline workers, mobile must be seamless, not an afterthought.
  
• Integrations – Your collaboration tool should connect with HR systems, productivity suites, and line-of-business apps.
  
• Communication formats – Modern tools should support more than chat: think video, voice notes, newsfeeds, and live streaming.
  
• Scalability – Choose a solution that grows with your organization and supports both desk-based and frontline teams.
  

Top 10 Flock alternatives

#1. Blink (best overall alternative)

Blink goes far beyond team chat — it’s an all-in-one employee experience platform built for organizations that need to connect every worker, from HQ to the frontline. Unlike Flock, which is primarily chat-based, Blink combines instant messaging with a powerful news feed, surveys, recognition, voice & video calling, live streaming, and document access. Its mobile-first design ensures adoption rates that stick, even among employees who rarely use email or sit at a desk. Blink also offers deep integrations with systems like Workday, Microsoft 365, and Google Workspace, driving real productivity gains inside the flow of work. With a 4.8 Gartner rating, Blink consistently outperforms competitors for ease of use, customer support, and engagement impact. If you’re seeking a modern, future-proof solution that delivers ROI across the entire workforce, Blink is the clear #1 Flock alternative.

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#2. Slack

Slack is one of the most recognized Flock competitors, known for its intuitive chat interface and extensive third-party app integrations. It’s particularly strong for tech-savvy teams that rely heavily on messaging, channels, and bots. While Slack excels at knowledge-based collaboration, it can become noisy as organizations scale, leading to message overload. Pricing also rises quickly for larger teams, especially if you need enterprise-grade features. Still, Slack is a great option for teams that prioritize real-time chat and want a highly customizable experience.

Read more: 10 Slack alternatives

#3. Microsoft Teams

Microsoft Teams is a natural fit for organizations already embedded in the Microsoft 365 ecosystem. Its strengths lie in native integration with Outlook, SharePoint, and Office apps, making it a strong collaboration hub for desk-based employees. Teams supports chat, video meetings, and file sharing, but it can feel complex and unintuitive for users who don’t live in Microsoft. Adoption among frontline and non-desk employees is often limited, since the platform was designed with office workers in mind. For enterprises that need deep Microsoft integration, however, Teams remains a top choice.

Read more: 12 Teams alternatives

#4. Google Chat

For companies that primarily use Google Workspace, Google Chat provides a lightweight and integrated alternative to Flock. It allows users to communicate in direct messages or spaces, while tying neatly into Gmail, Google Meet, and Drive. While easy to use, Google Chat’s feature set is relatively basic compared to standalone collaboration platforms. It lacks some of the advanced engagement and workforce-wide communication tools found in competitors like Blink. Still, it’s cost-effective and convenient for Google-first organizations that want a simple messaging layer.

#5. Zoho Cliq

Zoho Cliq is part of the larger Zoho ecosystem, making it a strong option for organizations already using Zoho apps for CRM, HR, or finance. Its chat-first approach supports real-time messaging, channels, and video calls, with integrations across Zoho’s suite and third-party tools. One of its strengths is affordability — Zoho Cliq offers competitive pricing that appeals to small and mid-sized businesses. While it’s not as feature-rich as Blink, it provides solid communication capabilities for teams that value simplicity. Larger enterprises may find its scalability limited, but for SMBs looking for a cost-effective collaboration tool, Zoho Cliq is a practical Flock alternative.

#6. Chanty

Chanty is a simple, affordable collaboration tool that combines messaging with task management. It’s designed for small to mid-sized businesses that want straightforward communication features without the complexity of enterprise platforms. While its integrations are limited compared to Blink or Slack, Chanty offers good value for teams that just need basic collaboration. Its clean interface and easy onboarding make it appealing for startups and small companies seeking a low-cost Flock alternative.

#7. Ryver

Ryver differentiates itself by combining chat, task management, and workflow automation in one platform. Teams can create topics, manage tasks in Kanban boards, and use built-in automation to streamline processes. While versatile, Ryver’s interface can feel dated compared to modern competitors, and it’s less widely adopted than Blink or Teams. Still, for organizations that want an affordable “chat + task” hybrid, Ryver offers a compelling option.

#8. Mattermost

Mattermost is an open-source collaboration platform designed with IT and security teams in mind. It offers self-hosting options, giving enterprises full control over their data — a differentiator from most cloud-based tools. Mattermost supports messaging, integrations, and DevOps workflows, making it popular among engineering teams. However, it requires more technical expertise to implement and maintain. For companies prioritizing security and customization, Mattermost is a viable Flock alternative.

#9. Troop Messenger

Troop Messenger is a secure team messaging app designed for organizations that prioritize privacy and compliance. It offers chat, voice and video calling, file sharing, and screen sharing, with on-premise and self-hosting options for enterprises with strict IT requirements. Troop Messenger also integrates with productivity tools like Google Drive, Dropbox, and Jira, giving teams flexibility in how they collaborate. While its interface is less polished than Slack or Blink, its security-first design makes it a strong choice for government, defense, and regulated industries. For companies looking for a Flock alternative with robust data control, Troop Messenger is worth considering.

#10. Rocket.Chat

Rocket.Chat is an open-source communication platform that offers both cloud-hosted and self-managed deployment options. It supports real-time chat, audio and video conferencing, and integrations with a wide range of business tools. Rocket.Chat is particularly appealing to organizations that want complete control over their data and the flexibility to customize features. Its open-source nature makes it popular with IT teams and developers, though it requires more technical resources to maintain compared to cloud-first tools like Blink or Slack. For businesses seeking a highly customizable and secure alternative to Flock, Rocket.Chat is a solid contender.

Final thoughts: Choosing the right Flock alternative

While Flock is a capable tool, many organizations need more than just team chat to drive engagement, productivity, and connection across every employee. From Slack and Microsoft Teams to Chanty and Ryver, there are plenty of competitors worth considering. But Blink stands out as the best overall alternative, offering a mobile-first, all-in-one platform that engages every worker — frontline and desk-based alike. With its breadth of communication formats, deep integrations, and industry-leading adoption rates, Blink is the clear choice for companies ready to evolve beyond chat.

The intranet software market just got a remix

For years, the intranet market has been quietly humming in the background — necessary, but rarely exciting. Static sites, low adoption, and an “if it ain’t broke” mindset have kept things predictable.

But the rhythm of work has changed. Employees expect consumer-grade experiences that rival modern social platforms, and organizations need platforms that actually connect people — not just store documents.

Enter 2025’s Gartner® Magic Quadrant™ for Intranet Packaged Solutions, where Blink made its debut — not just as a newcomer, but as the market’s most exciting Challenger. It’s a milestone that says as much about where the market is heading as it does about where we stand.

The significance of a Challenger debut

The Gartner Magic Quadrant is one of the most respected evaluations in enterprise technology. Each year, Gartner assesses intranet providers on Ability to Execute and Completeness of Vision, mapping them into four quadrants: Leaders, Challengers, Visionaries, and Niche Players. Decision-makers around the world look to this report for support and validation in their platform investments.

Being named a Challenger means two things:

1. We’re executing at a high level.
   
2. We’re pushing the market forward with a bold, differentiated vision.
   

For us, debuting in this position validates years of momentum — from scaling frontline employee engagement to redefining what an “intranet” even means. But more importantly, it signals a broader shift: The industry is ready for something more human, more connected, something more vibrant.

A new rhythm for the digital workplace

The modern intranet is no longer a static homepage. It’s a living, breathing ecosystem that powers communication, culture, and connection across every corner of an organization — from HQ to the shop floor.

This report reflects that evolution. It highlights the growing importance of frontline access, intelligent content, and designing for the employee experience. These aren’t fringe capabilities anymore — they’re must-haves.

That’s exactly where Blink has been leading:

• Frontline-first design that reaches the 80% of workers traditional intranets forget.
  
• Mobile-native experiences that fit the way people actually work.
  
• Analytics and insights that make employee engagement measurable, not mythical.
  
• AI-powered communication tools that help leaders connect with clarity and scale.
  
  

In short: Blink isn’t playing the same old tune. We’re remixing the intranet into something people actually want to use.

Why this matters for buyers and the market

For IT, HR, and communications leaders, Gartner’s recognition offers something invaluable: confidence. It confirms that the market is moving toward solutions that are not only functional but felt — favoring all-in-one employee experience platforms that drive adoption, engagement, and belonging.

Blink’s debut as a Challenger underscores three broader trends shaping the intranet software landscape:

1. People-first design is now non-negotiable: Usability, accessibility, and experience aren’t nice-to-haves; they’re the new foundation. Platforms that feel like consumer apps are setting the bar.
   
2. The frontline workforce is being reconnected: Enterprises are realizing that true culture and communication can’t stop at the office door. The intranet must extend everywhere work happens.
   
3. The era of “static sites” is ending: Modern intranets are dynamic platforms integrating AI, video, and microapps — enabling communication, knowledge, and action in one place.
   
   

Gartner’s report confirms what many leaders already feel: The traditional intranet model is out of sync with how work happens today.

The Blink perspective: Challenger as a mindset

Being named a Challenger isn’t about position — it’s about posture.

At Blink, we see this as validation and responsibility. Validation that our people-first approach is working. Responsibility to keep raising the tempo for what’s possible in the digital workplace.

We’re here to make work feel better — for everyone. That’s why we obsess over adoption. Why we invest in intuitive design. Why we believe that when every employee has a voice, the whole organization moves faster.

As our CEO Sean Nolan puts it:

“We’re not here to play the same tune as everyone else. We’re spinning the future of work — remixing the intranet into something vibrant, exciting, and actually worth using.”

What comes next

The intranet category is in transformation — and Blink’s debut marks a turning point. The market is hungry for connection, simplicity, and meaning at work.

Blink’s vision is to meet that need head on:

• Powering culture with live video and storytelling
  
• Unlocking insight with intelligent analytics‍
• Delivering experiences that feel as good as they perform
  
  

The recognition from Gartner is both a milestone and a launchpad. Because being a Challenger isn’t the end of the story — it’s the start of the remix.

Read the full report

Get your complimentary copy of the Gartner® Magic Quadrant™ for Intranet Packaged Solutions (2025) to explore the full market landscape, compare vendors, and see how the industry’s next chapter is being written.

👉 Download the report

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