Life at Blink | Jackson Mannix

On 14th May 2024, Workplace from Meta announced that it would be closing, leaving its rumored 10 million users looking for a new digital home for communication and engagement. 

Blink and Workplace share many features, but ultimately Workplace by Meta is a communication tool, and Blink’s platform is designed to be used as an all-in-one communications app and intranet replacement.

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How they’re similar

Employee newsfeed

Workplace is explicitly designed to feel like a natural extension to Facebook, so the user experience is streamlined and simple to use. But the emphasis on socialization may not be suitable for every work culture, and some reviewers mention, “The easy access to the Facebook newsfeed keep distracting me from my works for hours.”

Blink’s real-time Feed is easy to understand and engage with because of streamlined, familiar options like reactions and comments. But Blink blends the social engagement features users naturally gravitate towards with business-minded additions. The newsfeed is also personalized based on each employee’s team, interests and role, and content categories are segmented, reducing social ‘noise’ in the feed. Employees can also filter their newsfeed, so they never miss what they need to see. 

Finally, Blink Assist uses AI to aid and empower employees at all levels of a business to create and share content.

This makes Blink a strong Workplace alternative for companies that want to encourage engagement without distraction.

Chats

Both platforms have similar chat features useful for teamwork and project management, supporting file sharing, GIFs, images and videos.

Both platforms enable users to create custom chatrooms based on teams, workgroups, or topics. When work is done, users can turn off notifications or set their status as away. 

When the task requires extensive communication over video, both platforms enable remote teams to start a video call right from the chat group. The only difference is that Workplace does this through its proprietary video app, while Blink integrates with Zoom, Google Meet, and Teams to fulfill the same role with more flexibility.

Employee engagement

Both platforms facilitate employee engagement by providing tools for feedback collection such as surveys and polls, colleague recognition posts, milestone celebrations, and new starter introduction videos. 

Blink provides richer survey functionality, including milestone surveys for example during the onboarding process, and sentiment analysis to understand where and why employees are disengaged.

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How they’re different

Knowledge Library / Digital Hub

Workplace’s intranet replacement is its knowledge library, organized by an unlimited number of group pages. The library is static, and some reviewers say, “It is not always the easiest to locate what you are looking for.” 

Blink improves upon the outdated intranet concept with its Hub. It aggregates essential documents, pulls relevant documents from third parties like Sharepoint provides seamless access to HRIS, roster system, benefits, learning tools etc. through single sign-on. 

Blinks forms and custom microapps can fully digitize manual processes and workflows, offering significant operational improvements.

If you’re looking for a powerful all-in-one communications app and intranet replacement, Blink is a good Workplace alternative.

Analytics

Workplace’s insights panel can tell you how active your members are, the top contributors, sentiment analysis etc.

Blinks enhanced workforce analytics go far beyond usage data. Our analytics collate and correlate multiple data points to provide a breadth of insight on your workforce. These can be drilled down to department, manager, location level to provide deeper, actionable insight. Your dedicated CSM can help you to turn actionable insights into action plans which can be distributed via automated notifications through the feed to ensure that action happens and track the impact of actions

Dedicated customer support manager

With Blink, your organization receives a personal implementation manager and the support of our broader team of experts to design a solution to meet your objectives and see you through onboarding to ensure successful implementation with 90%+ activation.

Then, a customer success manager helps you optimize the app for your needs and to improve key metrics like reach, engagement, retention and efficiency.

You get regular check-ins and personalized support 24/7, forever, no matter your subscription tier. 

Support from Workplace by Meta is much less personalized. When you need something, you have to fill out a form and wait for a customer service agent to get to your ticket with a turnaround time of 24 hours. 

For advanced support (with turnaround time below four hours), Workplace charges $2 more per month, per user. 

That’s why Blink is a great Workplace alternative for organizations that place a high priority on customer service. 

One app vs. two

Workplace by Meta requires each employee to download two apps on their phone: one standard app for groups and the newsfeed and a second app dedicated to the chat function. 

Blink’s features are less intrusive and come streamlined with everything ready to use from a single app, making it an excellent Workplace alternative.

Security

Blink holds itself to banking-grade security standards, which means that it uses GDPR security measures like encryption,  ISO 27001 compliant data centers, and HTTPS encryption during transmission. 

Given Meta’s reputation with data, users are less confident about Workplace’s security, saying, “Security, especially of recent, is always a big question mark and concern.”

Integrations

Blink’s extensive in-app integrations enable the platform to work as a digital front-door for every technology your workspace needs to operate.

It seamlessly integrates with most apps in your workflow, from big-name apps like Google Docs and Microsoft 365 to all major HRIS to niche industry tools. 

In contrast, most Workplace integrations involve automation bots or shortcuts that take the user out of the app. This can foster a disjointed employee experience. 

So for organizations that already know they will be using several internal communication tools together, Blink is a better Workplace alternative.

Blink vs. Workplace by Meta — final thoughts

The right employee communication app for you depends on whether you’re looking for a familiar one-size-fits-all solution to increase communication or a highly customizable platform to boost employee engagement. 

Organizations that appreciate personalization, deeper integrations, actionable insights, quality customer support, and security will find Blink an excellent Workplace alternative.

If you’re in doubt, book your free demo with Blink today and see for yourself.

The desktop intranet platform continues to gather dust. 

It fails to fit the needs and expectations of the modern workforce. So people avoid using it.

For many employees, especially frontline workers, a desktop intranet might as well not exist at all. Without easy computer access, they rely on paper memos, word of mouth, and unofficial messaging apps to piece together company updates. 

But what if there was a way to connect and engage all employees — a place where everyone could access the information, resources, and digital tools they needed to do their jobs well?

Enter the pocket intranet. An intranet platform that meets your workforce where they already live — on their smartphones.

No, it’s not your parents’ intranet. It’s in a whole other league. An intuitive, mobile-first, modern intranet app that your employees will actually want to use.

Ready to see how it works? Let’s dive in.

Why the pocket intranet has become essential (not optional)

So why do your employees hate your old intranet? And how does a pocket intranet better meet their needs?

A mobile-first workforce

Frontline employees see the leaps and bounds being made in digital employee experience. But while desk-based staff get sleek tools and streamlined workflows, frontline teams are left with a patchwork of comms channels that don’t reflect the way they actually work.

In retail, hospitality, healthcare, and logistics, people aren’t glued to a desk. Many don’t even have a corporate email address. These employees are on their feet, serving customers and driving your operations.

A pocket intranet platform meets them where they are. It puts coworker connection, crucial updates, and a searchable knowledge hub into the palm of every frontline staff member.

Instant access > buried links

A pocket intranet doesn’t just benefit your deskless workforce. It removes the friction associated with a traditional intranet. So it improves employee communication, engagement, and efficiency across your whole organization.

Imagine accessing company news, payroll, coworker chat, surveys — any workplace tool — in just a tap or two.

The best employee intranets come with an intuitive dashboard, robust search functions, and secure-but-streamlined access to everything your teams need.

Consumer UX has trained employees to expect better

Employees spend their spare time on apps like TikTok, Instagram, and WhatsApp. Consumer-grade experiences have shown employees what good UX looks like.

So that slow, clunky intranet? It feels like a lumbering dinosaur in comparison to those speedy, streamlined interactions.

Employees want scrollable feeds, social media-style content, micro-learning modules, and engaging, real-time comms. A pocket intranet is an easy way to provide all this and more.

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What a modern pocket intranet looks like

So you’ve heard why a modern employee intranet platform is necessary. But what are the essential components that will help you make a success of your smartphone hub? Let’s take a look.

A personalized feed

A personalized news feed gives employees easy access to company updates and culture, right from their smartphone screen.

Blink’s news feed feature allows you to target content by location and role, so the feed never gets too noisy. You can populate it with engaging multimedia content, like photos, videos, and GIFs.

You can also allow employees to comment, like, leave emoji reactions, and even (depending on your controls) post their own content — turning your feed into a two-way communication channel.

Additional Blink feed features include short-form video stories, quick-fire polls, priority posts for critical updates, and employee recognition.

A structured, searchable hub

A mobile-friendly intranet isn’t just about scrolling. It’s about easy access to everything your team needs. Policies, handbooks, SOPs, training materials, and digital forms, all within one organized hub.

Blink’s hub keeps content accessible on the go. Employees can view pay slips, submit vacation requests, complete surveys, and access learning resources — from one dashboard with a single login.

Automated translation ensures hub content is available in each user’s preferred language, while powerful search makes finding the right resources a breeze. No more trawling through an outdated intranet or a well-worn paper manual to dig out essential info.

Embedded messaging + collaboration

When employees can reach for a dedicated messaging app, right within your pocket intranet platform, they find it easier to collaborate, share their ups and downs, and feel like part of the team.

The best intranet platforms feature a messaging tool that offers everything the big-hitters (like WhatsApp) are providing, without the security risks. 

Blink’s chat tool features voice notes, chat search, voice and video calling, and the option to add multimedia content — including videos, images, and GIFs — to messages. So employees have an easy and engaging way to stay in touch.

Events

Keeping everyone on the same page when people don’t work in the same location — or even the same shifts — can be a challenge.

An employee intranet should bring everyone together. And the pocket intranet is no different. With Blink’s events feature, you can build buzz around an upcoming event.

Whether it’s training, onboarding, live Q&As, town halls, or in-person sessions, employees can RSVP, add events to their calendar, and view the latest event info — all from their smartphones.

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Real results from organizations that made the shift

Here are three organizations that switched from ineffective comms channels to a modern mobile-first intranet app.

• St.Amant. After a cyberattack, St.Amant — a Manitoba-based non-profit — was forced to reassess its intranet solution. Realising that the intranet was clunky, outdated, and failing to reach frontline teams, they adopted Blink as their all-in-one intranet app. Blink is already more than a tool. It’s a part of daily culture — 86% of the organization’s 2,200+ employees are now active users.
  
  
• Stagecoach. Before Blink, bus company Stagecoach had internal communications scattered across email, a SharePoint intranet, and bulletin boards. Employee satisfaction rates were low, and operational updates weren’t cutting through. Now, thanks to Blink, 86% of drivers open the app daily, and 100% would recommend it to a coworker.
  
  
• Domino’s. Manager cascades weren’t working for Domino’s, a global leader in the pizza delivery industry. And the company had no central place for staff to access news, tools, or support. By partnering with Blink, Domino’s has transformed internal comms. Today, 94% of store employees have adopted the app, which provides a frontline-friendly platform for comms and connection.

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How to build a successful pocket intranet: 4 key tasks

Inspired by the examples above? Let’s get to building your pocket intranet. Once you’ve chosen your intranet partner, here’s how to build momentum and get employees checking in daily.

1. Set mobile-first content standards

Content lands differently when it’s viewed on a small smartphone screen versus a laptop. So guide your creators on what good mobile-first intranet content looks like.

Good intranet app content is:

• Short — break down complex ideas into bite-sized posts, because quick, digestible info is easier to read and remember.
• Visual — catch attention and convey more with images, videos, infographics, and other engaging visuals.
• Interactive — you have all the tools you need to start a two-way conversation (so use them!) — pose questions and ask employees to contribute content.

A good starting point? Mirror the format of social content. And steer clear of overly corporate language, walls of text, and dreaded PDFs.

2. Use audience targeting

Your intranet is only useful if employees see content that matters to them.

A delivery driver doesn’t want news about the next office coffee morning. A retail associate isn’t interested in IT changes for head office. And a nurse on the wards won’t benefit from news about the corporate marketing team.

If employees log in and find content that isn’t relevant to their day-to-day work, they’re less likely to return tomorrow.

So segment your audience by team, location, role, and tenure — then use targeting features to deliver a personalized experience. When employees see only relevant, relatable updates, engagement goes up, and your intranet becomes a tool they actually rely on.

3. Run launch campaigns that feel social

A strong launch sets the tone for your intranet and can make or break early adoption. The goal is to make employees feel excited, curious, and motivated to explore the app from day one.

Start weeks before launch by building anticipation. Share teasers in team meetings, internal emails, and on posters in break-out areas. Give intranet ambassadors early access to the app so they can guide coworkers and spark their interest.

On launch day, go big. Make it feel like a celebration. Support employees to get signed up. Offer tutorials and incentives. Create a stream of engaging, scroll-worthy content to keep employees coming back for more.

4. Focus on measurement

From the very beginning, use intranet analytics to understand how people are using your app.

Track who’s logging in, when they’re most active, and which content is performing best. Are employees watching short videos more than they’re reading documents? Which posts generate comments, reactions, or shares?

Dig down into the data to see how your intranet performs among different segments of your workforce. And look for gaps — teams or locations that aren’t engaging, or managers who may need extra intranet guidance.

By keeping a close eye on the data, you can make informed adjustments to your content, launch strategy, and onboarding. You find it easier to achieve high adoption and engagement rates — now and into the future.

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Transform your intranet experience with Blink

Mobile-first, modern intranets are becoming the norm. But not all apps are created equal. Many providers simply shrink a desktop intranet onto a smartphone screen, sacrificing usability, features, or functionality in the process.

Blink takes a different approach. Built from the ground up as a mobile-first intranet, it delivers a seamless, consumer-grade experience across both mobile and desktop.

Employees get real-time messaging, a personalized news feed, a searchable content hub, and deep integrations — all in one intuitive platform, and all from their smartphones.

So, with Blink, your intranet becomes more than a repository of documents (that nobody actually checks). It becomes a hub for connection, collaboration, and engagement — a digital water cooler that employees return to regularly.

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

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

Which Blink office do you work out of?

‍I'm based in the London office.

What is your position at Blink?

‍I work as a Revenue Operations Analyst.

How long have you been at Blink?

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

What initially attracted you to join Blink?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Why do you work for Blink?

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

If you’re like most people, you’d probably prefer not to imagine what happens in a worst-case scenario, or a situational crisis.

However, imagining what could go wrong — and how you’ll react to it — is one of the most important things you can do for your business. 

An effective crisis communications plan starts with your employees. With early, clear, and consistent messaging, your team can become advocates for your company during any crisis. 

By following these four straightforward crisis communication best practices, your stress levels will go from 100 to 10 (hopefully).

The 4 crisis communication best practices you need to remember

1. Make messaging consistent
2. Back up statements with action
3. Balance timeliness and precision
4. Practice empathy

Let’s have a more in-depth look at each of these practices. 

1. Make messaging consistent

Your internal communications during a crisis should convey the same stance and expectations to every member of your team, regardless of level. 

That is more effective if you already have an easy, direct line of communication with each member of your organization. 

While different roles may need to respond differently, it’s crucial t foster a sense of transparency rather than secrecy to ensure a better response across your organization. 

Communicate often to make sure everyone is on the same page, even with constantly changing information.

In a 2020 Edelman study on internal communications during the COVID-19 pandemic, 63% of employees wanted daily updates, and 23% wanted communications multiple times a day.  

2. Back up statements with action

It's important for your team to understand how to talk about a situation, but it's even more important for them to understand what's being done — and their role in the process. 

As soon as you have a response plan, communicate it to your team. That way, what's being done to resolve an issue is at the forefront of the conversation. Share what your organization's plan is to prevent situations from arising and use as many concrete steps as you can. 

Recruit those in your organization who can help with definite tasks. Perhaps the PR team needs to create an official statement, or the development team needs to redesign a product. Whatever it is, let everyone know how they can help to react to the crisis. 

3. Balance timeliness and precision

The moments immediately following an event are often the most critical for your internal communications during a crisis. 

You don’t want there to be a sudden vacuum of silence where others may be left to speculate. That is the time to get your initial response out quickly, to guide the narrative. 

It’s alright to let your employees know there are some things you still don’t know. It’s better to be upfront about how you’re addressing uncertainties than to wait to communicate at all. 

With that in mind, it’s also appropriate to take your time to craft a more thought-out response for the long term. Planning for crises means you’re prepared immediately in the event. 

While it can be impossible to plan out the details of your crisis response, it's vital to create crisis response documents that lay the groundwork processes for establishing more detailed responses with your team. 

4. Practice empathy

The crisis will undoubtedly affect your employees day-to-day, some certainly more than others. 

It’s critical to empathize with your employee’s struggles throughout the crisis and recognize where their duties have become more difficult.

A 2020 Catalyst survey on the effects of empathy in the workplace during COVID-19 found that empathetic leaders and managers increase productivity, innovation, and engagement. 

Although you don’t want to dwell on how the situation is causing setbacks or difficulties, you can still empathize with your workers while returning to the positive.

Communicate your gratitude for their continued hard work and outline plans to alleviate their stressors. 

The Catalyst study states empathetic leadership entails: 

• Respecting life circumstances
• Supporting both life and work needs
• Fostering inclusion

Open lines of communication to hear their input and experiences. Solicit feedback through forms, polls, and one-on-one interviews. Let your employees know that you want to listen to their thoughts on tackling the crisis from their point of view. 

Show up in more than just writing. Video messages and calls communicate more empathy than written statements. 

Final thoughts: 4 crisis communication best practices

Your internal communication during a situational crisis is just as important as your public communication — and perhaps even more so. 

That’s why it’s essential to lay the groundwork for a plan so you can react effectively if necessary. Your internal crisis communications should be consistent, actionable, timely, and empathetic. 

All the members of your organization deserve frequent, comprehensive, and accessible updates during a crisis. 

Psst – looking for crisis communication tools?

Blink’s employee communications app provides an efficient way for you to communicate with everyone in your organization. From company-wide status updates to policy changes through the intranet, the all-in-one app makes connecting with your employees simple. 

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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‍

"A good leader will always …"

How you complete that sentence could speak volumes about your leadership skills.

Good leadership in the workplace is crucial for the long-term success of your business and superb employee experience.

In fact, there's a 1674% chance of an employee having a strong perception about your leadership when you connect them to their purpose, accomplishments, or each other.

Great leaders inspire and motivate their team members. But it's easier said than done. 

Being a good leader can be challenging. It takes a lot of practice and focus. But like any other skill, you can learn to be an effective leader.

If you don't know how to be a good leader, you're in luck. We'll explore 10 qualities of a good leader to give you tips to become a strong leader at work.

What makes a good leader in the workplace?

A good leader engages in open communication, motivates their team members, leads by example, listens to feedback, and is open to new ideas in an ever-changing workplace. 

Anyone can sit in a corner office and boss people around, but there's more to effective leadership than that.

Learning the traits of a good leader will help you significantly impact your company's success.

With that in mind, here are 10 attributes of a good leader and how to use them effectively to your advantage.

1. Good leaders engage in open communication.

Employees want to be heard — whether it's an issue that needs resolving or ideas they believe would improve the business or better serve clients.

When you don’t communicate well with your team, they may feel discouraged, resulting in poor morale and lower production. Project.co shared that 35% of businesses have lost an employee due to poor communication. 

The best leaders customize their communication styles to suit each situation and team members' preferences — which means they take the time to learn which communication mode each team member prefers. 

Do your employees prefer email or phone conversations? Or maybe face-to-face? 

You can also use a straightforward mobile app like Blink to turn your employees into a close-knit group by enabling communications between them.

Effective communication decreases misunderstandings and employee errors, builds trust among team members, and improves morale. Pumble backs that up, stating that effective communication can increase a team's productivity by 25%.

As long as it's done respectfully, you should maintain a work environment that promotes honest communication.

You can also encourage open communication by:

• Promoting a judgment-free environment since your employees are likely to give their opinions more often when they don’t fear discrimination.
• Giving undivided attention to your team members when they’re speaking.
• Asking your employees for suggestions to increase their engagement. You'll aim to implement employee engagement strategies that work.
• Asking (not demanding) your employees to do stuff for you.

2. Great leaders encourage professional and personal development.

One of the most critical leadership qualities you can have is nurturing your staff by giving them personal development opportunities.

That can include anything from leadership training or teaching them a new skill to encouraging them to pursue a passion that inspires them in and out of the workplace.

In 2021, Lorman shared that 70% of employees are likely to leave their current job to work for an organization that invests in employee growth and development. 

Employees value learning opportunities, so it's no surprise that companies with successful training programs typically see a significant increase in employee retention. 

Picture a company culture where every team member receives training according to their interests. In such a case, every employee will feel you care about their goals, dreams, and overall well-being. 

When that happens, your employees will go above and beyond to help you achieve your goals and vision.

Here are four strategies you can use to encourage professional and personal development in the workplace:

• Encourage mentoring and coaching between managers and employees.
• Identify and develop soft skills such as time management, active listening, and delegation.
• Implement cross-departmental training programs to increase the efficiency of your entire company.
• Use a learning management system (LMS) to streamline employee training.

3. Successful leaders lead their employees by example.

One of the characteristics of a good leader is their ability to ‘walk the talk.’

Here’s an instance of a true leader leading by example:

Jane is a manager at a local bank with a team of seven employees (you can pretend that’s Jane and her team in the above picture). She shows up to work a few minutes early to plan her schedule. 

When her team starts to arrive, she greets them warmly and inquires about their families.

She then calls her team members into a morning meeting. And instead of leading with her plan, she gives each person a chance to voice their ideas. She appreciates their input and asks them to create proposals to bring their ideas to life.

When it’s time to start working, Jane attends to clients like the rest of the team.

As a result, Jane gets high levels of employee engagement since she demonstrates that she’s invested in her team's initiatives and business.

Leading by example means guiding your employees through actions instead of words. The saying ‘do as I say, not as I do’ has no place in today’s world.

Nowadays, employees want to see your actions match what you say. That means showing them what’s required instead of just telling them.

Here are four ways to lead by example:

• Be a role model to your employees by walking the talk.
• Give clear instructions to your staff. 
• Avail yourself to answer questions your employees might have.
• Make employees feel part of the team by letting them know why you're giving them specific instructions.
• Use respectful words like ‘please’ when giving instructions to your team members.

4. Strong leaders give constructive feedback to employees about their performance.

Employee feedback is an incredibly effective tool. Offered well, it can grow your employees, strengthen bonds between staff and managers, and improve trust levels. 

“We all need people who will give us feedback. That’s how we improve.”
— Bill Gates 

Direct, honest feedback is the best way to steer your team in the right direction.

Don’t wait for monthly or quarterly assessments to give your employees feedback. Give them right after an event has occurred. It will have the most significant impact on their performance.

Here are four tips to help you give employees effective feedback that gets the results you need:

• Give individual feedback privately.
• Avoid sandwiching corrective feedback between two positive feedbacks. It will create confusion, undermine the feedback, and decrease trust levels.
• Focus on your employees' behaviors (what they do) rather than their personality traits (what they’re like).

5. Secure leaders ask for feedback from employees about their leadership style.

The saying goes: there’s always room for improvement. That’s especially true when you're a good leader. 

Who can point out these growth opportunities better than your employees? 

After all, they work with you every day, so they know your strengths and weaknesses. 

“Feedback is the Breakfast of Champions.”
— Ken Blanchard

However, getting honest feedback isn’t always easy.

Employees may feel awkward revealing their true thoughts. They may not want to offend anyone's feelings or face future consequences for harsh criticism. That may cause them to give you fluffy feedback or avoid the request.

Use these tips to ask your employees for feedback and increase the likelihood that they give honest, actionable feedback:

• Ask your employees specific questions instead of vague questions such as, “What do you think?”
• Tell your staff not to hold back on their feedback and make them feel they’re doing you a favor by being honest.
• Give them time to think about your questions and develop helpful answers.
• Ask employees about what you can do better in the future rather than what you did wrong in the past.

6. Transformational leaders are open to change and new ideas.

Change is hard — even if the change is for the better. Successful leaders are aware of this and don't pretend otherwise. 

They also understand that embracing change with the right mindset is critical to creating an environment where change is integral to their company's DNA. 

A great leader never wants to be the smartest person in the room. They surround themselves with a team of experts with more ideas and experience without feeling threatened. 

And when these experts are led well, they can be a powerful force in driving strategy, making changes, and enhancing the company's bottom line. They’ll perform at a high level with little oversight and push you to grow continually.

“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”
— Steve Jobs

Whether you're leading a team of two or five thousand, below are four ways to embrace new ideas and get your employees on the ‘change-wagon’ faster:

• Surround yourself with a committed team of experts.
• Understand why you need the change and clearly express the desired outcome.
• Include your employees in decision-making from the get-go to strengthen their commitment to change.
• Make sure your beliefs and behaviors support the change. Be resilient, persistent, and willing to step outside your comfort zone.

7. Effective leaders set clear employee goals and delegate work.

A good leader makes sure their employees are doing what they’ve assigned them to do to achieve the company's mission and goals. 

The instructions you give should be measurable and quantifiable. Use existing data to develop a baseline for employees to do their best work. 

Moreover, 2021 research by Bi Worldwide showed that 31% of employees said their manager set attainable goals for them, but they weren’t challenging. So be sure to have goal-setting discussions with your employees to set goals that will challenge them to grow. 

An effective leader also knows what tasks to delegate. They know they can’t accomplish everything alone, so they assign tasks to team members they’re confident will complete them. 

As a result, they empower and boost their employees’ morale. And in the process, they free up their time to focus on what will yield the highest returns and grow the business.

Here are three tips to help you delegate tasks to your team members:

• Look for opportunities to delegate tasks based on your teams' strengths and weaknesses.
• Walk your employees through the project you're delegating and clarify when you need it done.
• Give continuous feedback and be specific on what they did well and what they need to improve on.
• Aligned with implementing employee experience strategies and positive employee lifecycle

8. Great leaders are passionate about their work.

A good leader has the right motivation and passion. They’re not driven by money or prestige but genuinely want to inspire others to do their best.

Passionate leaders increase productivity and make sure workers are committed to the company's values, mission, and vision.

“A great leader's courage to fulfill his vision comes from passion, not position.”
— John C. Maxwell

Most successful leaders have a passion (not a job) and know how to rally others around that passion. 

In short, passionate leaders lead with heart.

Here are seven qualities that set passionate leaders apart from the crowd:

• They're open-minded and respect differing opinions.
• They have a positive attitude and superb problem-solving skills.
• They’re great communicators and listen with the intent of genuinely understanding rather than advancing their agenda.
• They're future-focused and capable of engaging others to achieve their goals.
• They look at the big picture and embrace challenges.
• They're risk-takers and put in the hard work to execute ideas. 
• They're self-aware, surround themselves with like-minded people, and sustain collaborative relationships.

Your ability to inspire, motivate, and create a magnetic vision needs commitment and perseverance. But it’s worth the effort, whether your goal is productivity, employee retention, or project management.

9. Successful leaders have a positive attitude even when things go south.

Most people tend to associate good leadership with smooth sailing. 

After all, what can go wrong if you build and nurture a great team and generate excellent ideas? 

…. a lot.

But whether it's a minor misunderstanding or a significant error, how you handle a negative situation reveals a lot about your emotional intelligence and leadership abilities.

“Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference.”
— Mac Anderson

When things go south, your words and actions as a leader are critical. Here’s what you can do during those times:

• Take time to evaluate the situation and know what the problem is.
• Face the problem with positivity and look for solutions.
• Be flexible and adaptable and make adjustments along the way.
• Remain persistent and determined to solve the issues.

10. Good leaders are always learning.

All successful leaders have one trait in common — a hunger for learning. They enroll in relevant online courses, read great books, use the best tools, and constantly improve.

Great leaders have an innate sense of curiosity that often drives them to learn more, which helps them perform better for their businesses and provide personal fulfillment.

“Leadership is not an expertise. Leadership is a constant education.”
— Simon Sinek

Learning helps great leaders challenge their assumptions and bring clear understanding to the table. 

In contrast, failure to keep learning means you won't adapt to the ever-changing work environment. And depending on your industry's competition, this can be a significant issue that spells the death of your company.

Here are three ways to keep learning and become a better leader:

• Embrace an open mind to see things from different perspectives.
• Read relevant books, industry publications, and blogs.
• Take advantage of consultants, personal networks, industry events, and other organizations and learn from them.

How to be a good leader at work: your checklist

1. Openly communicate: Make sure your team always know what's going on and what is expected of them.
2. Develop your team: Push each team member in their personal development. Make sure you each team member has a clear and robust personal development plan.
3. Lead by example: Easier said than done, but be the example your team can learn from. Show them the type of employee you want them to be.
4. Give constructive feedback: Don't be afraid to give constructive feedback. 1-1's are normally the place for this.
5. Ask for feedback: You won't always get things right, and not everyone will agree with you. Ask for feedback from your team on your management style and how you can improve.
6. Be open to change and new ideas: If a team member has an idea or a new way of doing things, be open to it. Don't stick to the way things are just because "that's how it's always been".
7. Set goals & delegate: You can't do everything on your own, give your team responsibility and delegate tasks appropriately. This can help with point 2 as well.
8. Show your passion: If you love your job, show it. This passion can be infectious and help motivate your team.
9. Keep positive: Things won't always go to plan, but you can weather the storm. Keep positive and let your team know you have their back with whatever road bumps you hit.
10. Don't stop learning: Your development also doesn't stop. If you want to lead by example you need to make sure you are up to date with the latest techniques and strategies for your role.

Wrapping up: What makes a good leader in the workplace?

Most people aren’t born with the ability to get things done and inspire others every day. And that’s okay — you don’t have to be born with that ability to succeed.

Although it takes time to be a good leader, you can learn strong leadership skills. But like any other skill, it takes a lot of practice and focus. 

Just keep in mind it also requires you to grow and engage your team. Blink’s Employee Engagement App can help you keep employees engaged and connected. Try it out today.