Meet Joe Whitney, Senior SDR at Blink, on his journey from professional hockey to tech sales and what makes Blink's culture stand out.
Jess DeVore
Published:
October 25, 2024
Last updated:
October 25, 2024
What we'll cover
For this week’s Life at Blink, we’re excited to shine the spotlight on Joe Whitney! As a Senior Sales Development Representative, Joe has been an integral part of the team for the past year. Starting out as an SDR, Joe’s dedication and growth have made a real impact at Blink. Join us as we explore Joe’s journey, his role in shaping our sales efforts, and what he believes makes Blink a special place to work.
How long have you been at Blink?
I’m coming up on two years — in about five days, it'll be my Blinkiversary. There is a lot going on so it’s gone by really quickly.. Looking back, it feels like these two years have flown by. So many other things outside of Blink seem to have moved a bit slower. But life moves fast, and the older you get, the quicker it seems to go.
What initially attracted you to join Blink?
I have kind of a funny story — well, not exactly funny, but it's the story of how I got to Blink.
For the eleven years before I joined Blink, I was a professional hockey player. I played four years at Boston College, and after college, I signed with the New Jersey Devils to play professional hockey. It was an amazing 11- year journey.
It took me to a lot of different places — I lived in San Antonio, Texas; Tucson, Arizona; Hartford, Connecticut; Hershey, Pennsylvania; New Jersey; and then over to Sweden and Germany. My family and I lived there for two years each. It was a great experience, and I learned a lot of valuable life lessons from seeing different cultures and parts of the world. I think it made me more well-rounded, and I’ve been able to bring some of those experiences into my work at Blink and in sales.
It was funny because when we started having kids, my wife and I never imagined we’d be taking two kids to live in Germany or Sweden for two years. But I wanted to continue my career, so we made the move. We packed all our bags and flew to Sweden. I played in a city called Linköping, and as soon as we landed, it felt like our new home, and the people were incredibly kind. It was a great culture to live in and be a part of, and I thoroughly enjoyed it.
When my contract expired, we moved to Germany to a small city calledIserlohn, about two hours from Amsterdam. The lifestyle there was very different from Sweden. It was more like North America. The town was small and quiet, but it was a great experience. I learned a lot about German culture and the people. And of course, they love their beer, which was a lot of fun!
When that career ended, it was a bit of a “holy smokes, what do I do next?” moment.
At first, I wasn’t sure if I could do it, since I didn’t have any prior experience. But after reassurance from mentors, friends, and family, encouraging me that many of the same skills in athletics can be applied to sales as well was when I decided to dive in. It was important for me to start as an SDR and work my way up.
What's a project you are proud of from your time at Blink?
The thing I’m probably most proud of at Blink is how, despite being a smaller company with a lot of changes and pivots, especially within the SDR team, we’ve been able to build something meaningful.
When I joined in October 2022, our new CRO, Jim McInerny, had just been hired, and we were preparing to go to market in the US. One of the main reasons I came to Blink was to have an impact on the culture and a smaller team. What I'm most proud of is helping to build the culture within the sales development program.
I'm really proud of the fact that after two years, we’re starting to gain traction, building out the program, and seeing the progress we are making as a company. It’s been a journey, but it’s exciting to see how far we have come.
How would you describe the company culture at Blink in three words?
Innovative, creative, tight-knit team.
There are so many different ways to describe it, which makes it tough to choose just three words. I think the culture is very open and transparent, and we have a lot of great people working together towards one mission. That’s what makes it so fun to be part of the team.
Coming from an athletic background, I'm all about teamwork, and it feels great to be in a company where the mindset is very team-oriented. There aren’t any selfish people in our organization, and that makes it incredibly enjoyable to work with everyone.
What's one thing you're excited about for the future of Blink?
I feel like we’re at a point now where we truly control our own destiny. The sky’s the limit for us, and I believe that everyone on the team is fully bought into the company’s mission. The opportunities we have and the market we're tackling are so big and global that we have the potential to change the lives of so many people in different parts of the world. This could have a huge impact on how people approach their work and how they feel about going to work.
I'm really excited about the opportunities ahead of us as a company to transform the way people work and make this as big as possible.
Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
Yeah, I think, obviously in sales, day to day, you’re calling people, trying to explain our approach to the employee experience, and inspiring them to see things differently. But I wouldn’t call that a specific project; it’s more like an ongoing journey in sales.
What really inspired me was some of the work we did with some of our biggest customers, particularly on the product side. They’ve done some really cool things within a work app that feels more like a social app we use in our everyday lives. The product features and the vision our product team has for making this next generation of apps so modern is really exciting to see.
Why do you work for Blink?
In general, when I first started, I wasn’t really sure what to expect. There are a million different jobs out there, and a lot of people work on cool things. But I’ve really found a sense of pride in our company’s mission and the vision of where we want to go.
There are so many essential workers around the world who, like us, are trying to take care of their families, make a living, and provide the best opportunities for their loved ones. Many of the people we serve are blue-collar workers who take immense pride in what they do. We often talk about how they’ve been underinvested in and don’t have the same resources as other types of workers.
Serving this part of the workforce is something I’m really proud of. I have a lot of friends and family members who are blue-collar workers on the frontlines, and it took me a little while to realize there was such a gap in support for them. Being at Blink and seeing it firsthand through our customers was eye-opening and helped me fully embrace our mission of serving essential frontline employees. Ultimately, these workers make the world go round.
Providing a better digital employee experience for these essential works and making it much easier to access all the tools they need to do their jobs productively is incredible. It feels like a lifelong mission.
For this week’s Life at Blink, we’re excited to shine the spotlight on Joe Whitney! As a Senior Sales Development Representative, Joe has been an integral part of the team for the past year. Starting out as an SDR, Joe’s dedication and growth have made a real impact at Blink. Join us as we explore Joe’s journey, his role in shaping our sales efforts, and what he believes makes Blink a special place to work.
How long have you been at Blink?
I’m coming up on two years — in about five days, it'll be my Blinkiversary. There is a lot going on so it’s gone by really quickly.. Looking back, it feels like these two years have flown by. So many other things outside of Blink seem to have moved a bit slower. But life moves fast, and the older you get, the quicker it seems to go.
What initially attracted you to join Blink?
I have kind of a funny story — well, not exactly funny, but it's the story of how I got to Blink.
For the eleven years before I joined Blink, I was a professional hockey player. I played four years at Boston College, and after college, I signed with the New Jersey Devils to play professional hockey. It was an amazing 11- year journey.
It took me to a lot of different places — I lived in San Antonio, Texas; Tucson, Arizona; Hartford, Connecticut; Hershey, Pennsylvania; New Jersey; and then over to Sweden and Germany. My family and I lived there for two years each. It was a great experience, and I learned a lot of valuable life lessons from seeing different cultures and parts of the world. I think it made me more well-rounded, and I’ve been able to bring some of those experiences into my work at Blink and in sales.
It was funny because when we started having kids, my wife and I never imagined we’d be taking two kids to live in Germany or Sweden for two years. But I wanted to continue my career, so we made the move. We packed all our bags and flew to Sweden. I played in a city called Linköping, and as soon as we landed, it felt like our new home, and the people were incredibly kind. It was a great culture to live in and be a part of, and I thoroughly enjoyed it.
When my contract expired, we moved to Germany to a small city calledIserlohn, about two hours from Amsterdam. The lifestyle there was very different from Sweden. It was more like North America. The town was small and quiet, but it was a great experience. I learned a lot about German culture and the people. And of course, they love their beer, which was a lot of fun!
When that career ended, it was a bit of a “holy smokes, what do I do next?” moment.
At first, I wasn’t sure if I could do it, since I didn’t have any prior experience. But after reassurance from mentors, friends, and family, encouraging me that many of the same skills in athletics can be applied to sales as well was when I decided to dive in. It was important for me to start as an SDR and work my way up.
What's a project you are proud of from your time at Blink?
The thing I’m probably most proud of at Blink is how, despite being a smaller company with a lot of changes and pivots, especially within the SDR team, we’ve been able to build something meaningful.
When I joined in October 2022, our new CRO, Jim McInerny, had just been hired, and we were preparing to go to market in the US. One of the main reasons I came to Blink was to have an impact on the culture and a smaller team. What I'm most proud of is helping to build the culture within the sales development program.
I'm really proud of the fact that after two years, we’re starting to gain traction, building out the program, and seeing the progress we are making as a company. It’s been a journey, but it’s exciting to see how far we have come.
How would you describe the company culture at Blink in three words?
Innovative, creative, tight-knit team.
There are so many different ways to describe it, which makes it tough to choose just three words. I think the culture is very open and transparent, and we have a lot of great people working together towards one mission. That’s what makes it so fun to be part of the team.
Coming from an athletic background, I'm all about teamwork, and it feels great to be in a company where the mindset is very team-oriented. There aren’t any selfish people in our organization, and that makes it incredibly enjoyable to work with everyone.
What's one thing you're excited about for the future of Blink?
I feel like we’re at a point now where we truly control our own destiny. The sky’s the limit for us, and I believe that everyone on the team is fully bought into the company’s mission. The opportunities we have and the market we're tackling are so big and global that we have the potential to change the lives of so many people in different parts of the world. This could have a huge impact on how people approach their work and how they feel about going to work.
I'm really excited about the opportunities ahead of us as a company to transform the way people work and make this as big as possible.
Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
Yeah, I think, obviously in sales, day to day, you’re calling people, trying to explain our approach to the employee experience, and inspiring them to see things differently. But I wouldn’t call that a specific project; it’s more like an ongoing journey in sales.
What really inspired me was some of the work we did with some of our biggest customers, particularly on the product side. They’ve done some really cool things within a work app that feels more like a social app we use in our everyday lives. The product features and the vision our product team has for making this next generation of apps so modern is really exciting to see.
Why do you work for Blink?
In general, when I first started, I wasn’t really sure what to expect. There are a million different jobs out there, and a lot of people work on cool things. But I’ve really found a sense of pride in our company’s mission and the vision of where we want to go.
There are so many essential workers around the world who, like us, are trying to take care of their families, make a living, and provide the best opportunities for their loved ones. Many of the people we serve are blue-collar workers who take immense pride in what they do. We often talk about how they’ve been underinvested in and don’t have the same resources as other types of workers.
Serving this part of the workforce is something I’m really proud of. I have a lot of friends and family members who are blue-collar workers on the frontlines, and it took me a little while to realize there was such a gap in support for them. Being at Blink and seeing it firsthand through our customers was eye-opening and helped me fully embrace our mission of serving essential frontline employees. Ultimately, these workers make the world go round.
Providing a better digital employee experience for these essential works and making it much easier to access all the tools they need to do their jobs productively is incredible. It feels like a lifelong mission.
What we'll cover
Start your free trial today
See how Blink helps frontline teams stay connected, informed, and engaged.
Tom has been with Realise Training, a leading provider in the apprenticeship, adult learning and vocational training market, since October 2018. Realise supports people to fulfill their potential and help businesses upskill their workforce, and this year around 16,000 learners benefit from apprenticeship and adult education programs through Realise. Most of their training is done onsite, so their tutors are often traveling and working remotely.
Tom is part of the operational support team. There is not a job he doesn’t do — and if there is, he still gives it a go to try and help someone else out. What makes him awesome? EVERYTHING! He literally keeps the business moving from events to transport to decorating, his talents are endless. He even took up modeling some new Realise-branded clothing at one point… We need more Toms in this world!
How has Blink helped in his role?
Blink really aids in communication, from those quick instant messages when you need some last-minute train tickets to Tom being able to notify the business of operational notifications.
What does he want to do next?
I think building our own driving school sounds like something he would like to participate in! All those vehicle insurance documents and building regulations… he'd love it!
In her 2+ years at Blink, Ai has been instrumental in driving innovation and efficiency through data, analytics, and strategy. Her passion for problem-solving and building from the ground up has left a lasting impact by supporting Blink's growth and empowering our customers to engage with their frontline teams more effectively.
Which Blink office do you work out of?
London.
What is your position at Blink?
I’m the Director of Revenue Operations at Blink, a role focused on empowering every team to work more efficiently and effectively by providing data, analytics, and strategic guidance while streamlining processes to eliminate friction.
At Blink, RevOps also oversees Business Intelligence. Recently, we launched an external analytics product that offers our customers valuable data and insights to enhance their engagement with frontline employees. Data is truly at the heart of the business, both internally and externally, and I’m proud and excited to be part of it.
How long have you been at Blink?
Over 2 years!
What initially attracted you to join Blink?
At the start of my career, I worked in finance and business planning for a big company in Japan. Six years ago, I moved to the UK to join a portfolio company of the Japanese multinational I was working for at the time.
That experience marked my first exposure to the startup world, and I loved it. Working in London with a diverse team and encountering different ways of thinking was exhilarating. Since then, I’ve stayed in the startup ecosystem and made London my home. My career has spanned various areas, including finance, strategy, and data analytics, but my true passion lies in using data to identify and solve problems. RevOps has been the perfect fit, allowing me to take ownership of not only strategy and direction but also ensuring that great strategies are operationalised with the most effective cross-functional processes.
So, why Blink? Back then — and still today — two things stood out to me.
First, the business potential was, and remains, enormous. So many companies need effective tools for frontline communication. It’s a new and largely untapped market, which makes it challenging, but that’s exactly what excites me. Being part of a company with vast growth opportunities is incredibly motivating.
Second, especially after Covid, I wanted to do work that felt meaningful. We spend so much of our lives working, and I wanted to channel my energy into something I’m passionate about — something that makes a positive impact. Frontline workers often lack the tools to optimize their work, connect with colleagues, or access information from their employers. They’re too often left behind. I joined Blink because I believe it can change that, and I’m proud to contribute to a mission that benefits society in a tangible way.
What's a project you are proud of from your time at Blink?
I’m proud and excited that at Blink, you often need to create things from scratch — and have the opportunity to do so. As the first RevOps hire, I experienced the rewarding journey of building from zero to one. But the challenge doesn’t stop there; nothing is ever truly complete. Once you’ve accomplished one goal, you realize there are always more opportunities to explore and tackle.
I’m also incredibly proud of my team. It’s growing, and I’m surrounded by talented team members I respect. Although this is still the smallest team I’ve ever been part of or led, the impact we’re delivering to the business is the greatest I’ve achieved so far.
How would you describe the company culture at Blink in three words?
High-bar, customer-centric, and collaborative.
I chose high-bar because we set high expectations for the quality of our work and the caliber of people we welcome to our team. With the current competitive industry landscape, we can’t succeed by doing ordinary work, and I believe we uphold excellent standards to bring out the best in ourselves.
We’re also customer-centric, with a mission to support not only our customers but also customers’ employees, frontline workers.
Lastly, we’re collaborative. With limited resources, teamwork is how we achieve more. We’re a fun, intelligent team, and I love how we balance ambition with genuine support for one another at Blink.
What’s one thing you’re excited about for the future of Blink?
I’m excited about the possibility of creating a new market for ourselves. A great example is Slack — before it existed, we didn’t even realize we needed it, but now it’s become the norm, even a verb! “I’ll Slack you!” has become part of everyday language. I believe Blink has the potential to become just as indispensable for frontline companies and their users, setting a new standard in the industry.
Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
Two things stand out to me. First is the continuous launch of new features such as Communities, Stories, Voice and Video, Live Streams, and more. It’s truly remarkable, especially given the relatively small size of our product and engineering team. I feel confident that we’re making a meaningful impact in our industry and delivering real value to our customers.
The second is the progress we’ve made with data initiatives. For example, the launch of Advanced Employee Intelligence in August has opened up significant opportunities for revenue expansion while providing tangible value to our customers. This combination of innovation and impact makes it an exciting time to be at Blink.
Team chat apps play a pivotal role in organizing, securing, and making workplace communications accessible.
Blink’s audience often includes remote, frontline, and hybrid teams that rely on dependable messaging to stay aligned.
For small and medium businesses, Blink suggests choosing a team chat app that's easy to use, well-organized, and available on all devices, particularly if the business doesn't have an IT team.
In this Blink guide to the best team chat apps, we review eight leading options for hybrid teams and affordable choices for startups and SMBs. We evaluate each team chat platform based on ease of setup, support levels, and total cost.
If your business is a remote startup, operates a small office, or needs to keep hybrid employees connected, this Blink overview will help you choose a team chat app that fits your needs.
Why team chat apps matter for SMBs and agile teams
Team chat apps play a pivotal role in organizing, securing, and making workplace communications accessible.
Blink’s audience often includes remote, frontline, and hybrid teams that rely on dependable messaging to stay aligned.
For small and medium businesses, Blink suggests choosing a team chat app that's easy to use, well-organized, and available on all devices, particularly if the business doesn't have an IT team.
In this Blink guide to the best team chat apps, we review eight leading options for hybrid teams and affordable choices for startups and SMBs. We evaluate each team chat platform based on ease of setup, support levels, and total cost.
If your business is a remote startup, operates a small office, or needs to keep hybrid employees connected, this Blink overview will help you choose a team chat app that fits your needs.
Highlights
The best team chat apps organize, secure, and make workplace communications accessible in frontline, remote, hybrid, and work environments.
Top chat apps for 2025 include Blink,Slack, Microsoft Teams, Zulip, Discord, WhatsApp, Google Chat, and Element, each designed for different business needs, from affordable team chat apps for startups and SMBs to work chat platforms that are easy to set up without IT support.
Key team chat app features to consider include instant text or group messaging, voice and video calls, file sharing/storage, chat history and search, workflow automation, analytics, and insights, language and accessibility support, and security.
To find the best team chat apps for a small business and easy team chat apps for hybrid teams without IT support, test a free trial period, and assess how it improves your team’s connectivity and productivity.
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What is a team chat app?
A team chat app is a digital platform that enables quick, real-time communication between employees across locations and departments. These apps are essential for maintaining coordination, sharing updates, and ensuring accountability, especially in remote, hybrid, and frontline work environments.
Blink, a leading employee communication platform, defines team chat apps as:
“Tools that combine instant messaging, collaboration, and productivity features into a single accessible workspace. Allowing teams to connect without the delays of email or the complexity of multiple disconnected systems.”
Choosing the right team chat app for your business depends on how your team communicates, your company size, the tools you already use, and the level of IT support available.
For small and medium-sized businesses (SMBs), Blink offers an all-in-one solution that simplifies communication, integrates with existing workflows, and keeps teams connected wherever they work.
How to choose the best team chat app
Most team chat apps focus on real-time communication, collaboration, and organization, along with a host of extras, some you'll need, others you won't.
But some features are crucial for every business, such as:
1. Real-time messaging
One-to-one and group chats so team members can communicate
Typing indicators, read receipts, and message reactions to increase engagement
Threaded and channel conversations for organized discussions
2. File sharing and storage
Uploading and sharing documents, images, videos, or links in chat is essential
Preview and version control for shared files and tracking updates
3. Channels and topics
Public channels for open chat and private channels for specific teams or projects
Topic-or hashtag-based organization for easy navigation and search
4. Voice and video calls
One-click voice or video calls for meetings or quick check-ins
Screen sharing and virtual whiteboards
5. Notifications and mentions
Customizable alerts for separating communications
@Mentions and tagging to alert people and groups
6. Integrations
Integration with tools like Google Drive, Trello, Asana, Slack, Zoom, and GitHub
Automation to handle repetitive tasks like reminders and updates
7. Search and history
Full-text search for files, messages, and channels
Search filters for searching by user, date, or keyword
8. User management
Admin roles, moderation controls, and security access levels for protecting sensitive data
Team invite, guest access, and user status alerts (online/offline/away)
9. Cross-platform availability
Desktop, web, and mobile apps to ensure accessibility everywhere
Synchronization across devices so users can seamlessly continue conversations.left off
Startups and SMBs often need affordable team chat apps that are easy to set up without IT support.
Blink, an off-the-shelf, all-in-one solution, is designed with simplicity in mind, making it a perfect fit for mobile-first or frontline teams. It's customizable to fit your team perfectly, ensuring a seamless and intuitive experience.
Described as an "employee experience platform" that combines chat, news feeds, and workplace tools into one app. Blink enables direct and group messaging, file sharing, and voice or video calls, without a complex setup.
Blink’s interface is intuitive and built for teams that “aren’t particularly tech-savvy.” Perfect for easy team chat apps for hybrid teams without IT support
Best suited for:
Startups and SMBs that want an affordable chat tool that does more than messaging, like polls, shift management, and document sharing
Small businesses seeking a lightweight internal hub (chat + company news) instead of an entire enterprise stack
Described as "where work happens," Slack is the most used app in the workplace (Source: Mio). It combines chat, channels, integrations, and file sharing into one streamlined workspace.
Slack serves a wide range of businesses, from small startups to global organizations, and offers thousands of third-party integrations, smooth onboarding, and real-time communication features.
Best suited for:
Hybrid and remote teams that need synchronous and asynchronous collaboration
Startups and SMBs that want a flexible, easy-to-adopt chat platform
Teams that rely on integrations and automation
Slack pros:
The free tier provides what many startups need, keeping costs low during those expensive first few years
According to Social Intents, Slack works best for small, flexible teams because it prioritizes chat
Slack integrates with over 2,600 apps, including Google Drive, Notion, Asana, and Zoom
Slack cons:
Without guidance, channels can become noisy and unstructured, something Wired notes as a common growing pain.
Pricing can surge when you add users or need advanced features such as security and compliance controls
Teams already using Microsoft 365 may find Slack less seamless in comparison
Slack pricing: Free tier available. The Pro plan is $7.25 per user/month (billed annually).
Microsoft Teams gives you file sharing, video meetings, chat, and collaboration under one roof, fully integrated with the Microsoft 365 ecosystem.
Microsoft built Teams for hybrid work, combining chat and productivity tools into a single, secure space.
Best suited for:
Teams that need chat, meetings, and document collaboration in one platform
Businesses with compliance or governance requirements
Organizations already using Microsoft 365 or Office
Small businesses that want scalability built in
Microsoft Teams pros:
Microsoft positions Teams to "empower employees to meet, chat, call, and collaborate from anywhere"
Sharing files and working together on documents is easy because it works well with OneDrive and SharePoint
Microsoft`s Teams Essentials plan was designed for small businesses
Microsoft Teams cons:
Setup is more complex than other chat tools, especially if you're not already in the Microsoft ecosystem
If you're not a Microsoft user, licensing and configuration can be frustrating
For some startups, the complete feature set might be overkill
Microsoft Teams pricing: TheEssentials plan is $4 per user/month (annual). Microsoft 365 Business Basic is $6 per user/month (annual). Microsoft 365 Business Standard is $12.50 per user/month (annual).
Created for gaming, Discord has evolved into a powerful communication tool for creative and hybrid business teams by combining text channels, voice chat, video calls, and community-style engagement on a single platform.
Best suited for:
Budget-conscious organizations that need robust features at low or no cost
Startups and creative teams that love informal, real-time collaboration
An easy team chat app for hybrid teams without IT support
Hybrid teams that frequently use voice and video
Team chat apps for small businesses
Discord pros:
Zapier said its flexibility and community-style setup make it appealing for small, fast-moving teams
Discord offers always-on voice channels, thread-based chat, and strong media sharing
Its free tier is generous and can handle most small business communication needs
Discord cons:
Employee engagement platform, HubEngage said, "Discord lacks the enterprise-grade governance and compliance features in tools like Teams or Slack"
Productivity tool integrations are improving, but they're not as good as those in popular work chat apps
The platform's laid-back vibe and game-like design might not suit every workplace
Besides the 2 billion WhatsApp users, many small businesses also use WhatsApp Business for staff chats, GPS location, file sharing, and quick customer interactions.
Best suited for:
Businesses that need to combine internal chat with customer communication
Small teams or micro-businesses with minimal onboarding needs
Teams that rely on mobile messaging for quick coordination
WhatsApp pros:
WhatsApp Business offers quick replies, automated greetings, and product catalogs
Setup is pretty easy: verify your phone number, and start messaging! 🥳
Most of us know the interface, so adoption's a breeze
WhatsApp cons:
AI-powered customer service provider, Cuedesk, advises that using WhatsApp for internal business chat could lead to problems with data control
Google Chat is a perfect match for Google Workspace users, as it integrates with Gmail, Drive, and Docs, making it easy for Google users to chat and collaborate.
Best suited for:
Small businesses that need minimal IT setup or training
Teams already using Google Workspace
Google Chat pros:
Google says Chat is a secure, integrated way to “collaborate in the flow of work”
You can organize topics, assign tasks, and share files in one place
Easy setup for businesses already using Gmail and Drive
Google Chat cons:
Fewer features than Slack or Teams in terms of integrations and automation
Anyone outside the Google ecosystem may find limited value in using it
Google Chat pricing:Business Starter is $7/user/month (annual),Business Standard is $14/user/month (annual), Business Plus is$22/user/month (annual)
Element built its open-source, enterprise-grade chat platform on the Matrix protocol.
It's secure, private, and supports self-hosting, making it unique among popular chat apps.
Element suits:
Businesses with the technical capability to manage setup and maintenance
Teams that require secure, end-to-end encrypted communication
Organizations that prioritize data control and self-hosting
Element pros:
Element's system is decentralized and shared, so no single server stores your data
You can self-host, use the cloud, or integrate Element into existing infrastructure
It's both mobile-friendly and compliant with strict security standards
Offers full end-to-end encryption (E2EE)
Element cons:
Self-hosting or advanced deployment may be too complex for teams without IT resources
For quick, non-technical adoption, it's less plug-and-play than tools like Blink or WhatsApp
The integration ecosystem is smaller than mainstream options
Element pricing: $5–$10 per user/month, depending on the hosting plan.
Quick recap of our best team chat apps
Blink and WhatsApp are budget-friendly team chat apps for startups and SMBs with mobile-first teams that want simplicity and affordability
Slack offers the best mix of ease, integrations, and scalability for growing SMBs
Microsoft Teams delivers collaboration for businesses already using Microsoft 365
Zulip and Element provide teams with security, privacy, and self-hosting options
Discord shines as a platform for creative, hybrid teams that value flexibility and real-time communication
Google Chat is ideal for Google Workspace users who prefer work chat platforms that are easy to set up without IT support
Which team chat app should you choose?
When choosing a team chat app, test a free plan or trial period while assessing your team’s connectivity, sense of community, and productivity.
If you need additional functionality, consider a paid plan, as saving a few dollars on a free option is rarely worth the loss of your team’s time and efficiency.
The best team chat app connects, focuses, and engages your workforce, avoiding unnecessary technical complexity or friction.
Blink meets 95% of workforces where they are by providing fast, innovative solutions to modern-day communication requirements.
More than 80% of the global workforce is deskless. That's more than 2.7 billion people working outside of a traditional office setting, making it more important than ever to have effective communication tools in place.
This guide is designed to help business leaders keep their deskless employees connected and communicating, no matter where they are. We'll cover a variety of topics, from why communication is so important (and often challenging!) for deskless workers, to how to choose and evaluate digital communication tools to engage your deskless workforce with ease.
Why communication is important for deskless workers
With such a strong majority of the global workforce that is deskless, purposeful corporate communication solutions are crucial. This means ensuring all employees feel connected, in-the-loop and heard - even as a deskless team. As such, there are a number of reasons effective employee communication is important for frontline workers and their wider teams.
1. Reduces turnover
With the Great Resignation still in full swing, all business leaders need to be focusing on employee retention. This becomes even more prominent for the deskless workforce, with52% of frontline workers claiming they would leave their job over tech tools in 2022.
Additionally, according to a survey of 8,000+ global frontline workers and C-suite executives, 45% of frontline workers were planning on leaving the frontline altogether this year.
With most corporate communications tools not designed for them and frontline engagement projects lacking in substance, deskless workers are showing high turnover rates and low job satisfaction, creating an unstable workforce for your business.
Effective communication can improve job satisfaction by creating a sense of community and increasing transparency from leadership. This also helps to reduce misunderstandings and conflicts among employees, leading to better employee retention rates.
2. Increases profits
Better communication means better engagement. Indeed tells us that improved communication works to connect and keep open lines of communication between employees and other members of the organization, which ultimately works to create better engagement between employees. But did you know that this can have a further positive impact on your company profitability?
Engaged employees, who feel heard, valued and involved in communications, are more productive, and this increased productivity can often result in a more profitable business.
As we highlighted in our recentEmployee Engagement Statistics Guide, highly engaged organizations achieve a 23% difference in profitability, alongside a 43% difference in turnover. By driving home your employee engagement with impactful, intuitive communication, you’re investing in the success of your deskless workforce, and the long-term success and overall profitability of your business.
3. Drives employee experience & empowerment
Deskless workers often have limited access to traditional channels of communication, such as email or company intranet. Providing alternative means of communication, such as mobile apps designed for the frontline, can help improve the employee experience by giving them a voice and empowering them in their work environment.
This also allows for agile, on-the-go, two-way communication that deskless employees need in their fast-paced work environments, which is where communications for deskless workers often fall short.
Better employee experience can also boost your bottom line. HBR research shows that a shift in employee experience would result in a 45% increase in profits per person-hour, adding significantly to both individual, team and overall company success.
4. Increases productivity & organization
Effective organizational communication can increase productivity by reducing miscommunications and streamlining processes. It also allows for better frontline organization, as employees have access to important information and updates in real time.
This helps deskless workers stay on top of their tasks and responsibilities, leading to more productive employees and a more organized frontline.
Without efficient two-way communication solutions, it can be difficult for business leaders to understand, or even acknowledge, the issues their frontline workers are facing. For example, did you know that70% of frontline workers have either suffered from burnout or felt at risk of burning out?
With great team communication, your leaders can hear and respond directly to workers needs, implementing them into their organizational practices.
Whether that means giving employees an intuitive two-way communication solution such as a mobile employee app, an accessible scheduling tool to prevent miscommunications or an easier way to organize shift swaps, effective communication can improve the productivity and organization of your workforce.
5. Boosts trust, engagement & morale
A lack of communication can lead to a disengaged and distrusting workforce, as employees feel isolated and disconnected from the larger company culture.
Research shows that nearly all (99%) of C-suite executives believe their frontline workers trust them, while only a quarter (26%) of workers entirely trust their organization to communicate company updates and news transparently.
Clearly, as part of the C-Suite it's important to understand how purposeful internal communications help to build a sense of community among deskless workers. By increasing transparency from leadership, you can drive employee engagement long-term. In turn, this can improve overall job satisfaction, minimize churn and build trust with your workers.
6. Improves worker safety
Proper communication can also improve safety in the workplace. Problems with communication leading to major accidents/incidents are well known, according to HSE.
Proper frontline communication includes informing deskless employees of important safety updates, as well as providing a platform for reporting concerns or hazards. In turn, this can lead to a better quality of work and decrease the likelihood of accidents or injuries on the job.
The Blink frontline engagement app offers a central Hub for storing core company policies, procedures and training documents, ensuring all teams have access to important information and updates in real time. It also includes Secure Chats, giving frontline employees the ability to report concerns or hazards directly to management for swift resolution.
The challenges of communicating with deskless workers
While the benefits are great, it can be a huge challenge to communicate with deskless workers in the modern work environment. Some key challenges of communicating with deskless workers include:
Budget: When you're under-budgeted and under pressure, finding the right communication channels and tools for your deskless workers can be a complex and costly process for business leaders that don't know where to invest.
Old software or no access to tech: Deskless workers may not have access to the same technology or software that office-based employees do, leading to communication disconnects, especially when using tech not designed for them.
Implementing new software: Introducing new communication software can also be a challenge, requiring dedicated training and support to ensure adoption and success for your deskless teams.
Easy access to the right information: Deskless workers often require easy access to essential information, such as company updates, product knowledge or HR policies. Without proper communication channels in place, there can be a breakdown in sharing important information with these teams.
Disconnected, disengaged & distributed: With teams spread across various locations, it can be difficult for deskless workers to feel connected and engaged with the company and their coworkers. Effective communication helps bridge this disconnect.
No sense of community or belonging: Deskless workers may not have the same office community or team spirit as traditional office-based employees, making it crucial for businesses to find ways to build a sense of belonging and connection within their remote or distributed teams.
So – how can leaders overcome these challenges and drive stronger communication between their employees? Let’s take a look.
How to improve communication with deskless workers
Build a digital culture
The pressure’s on for leaders in the frontline sector to digitize their communication efforts with deskless employees. As such, many companies are now developing digitalization strategies that enhance employee experience and drive performance.
One key to business success in a post-Covid world is to embrace a digital culture.
For digital culture to be successful, it must be driven from the ground up.
Clearly, it's important for business leaders to embrace a digital culture, with communication tools and processes that accommodate deskless workers. This means investing in the right technology solutions, as well as training and support for adoption of more complex tools.
For leaders of a deskless organization, digital communication can reduce the complexity of managing a dispersed team, as well as improve transparency and accessibility for employees in remote locations, making everyone's lives easier.
Digital transformation and digital adoption are now key concepts for the deskless workforce, and a focus on digital culture can ensure deskless workers feel connected and included in company processes. With your workers able to access important information and comms from the palm of their hand, you'll have no shortage of engaged, on-the-ball and informed employees.
And remember, this digital transformation must be built from the ground up, with impactful input from deskless workers themselves on their communication needs and challenges.
Listen to and act on feedback
As important as it is to have the right communication tools in place, it's also essential for business leaders to implement processes that gather and listen to feedback from their deskless teams. Ask for input on what channels and tools they prefer, as well as how communication processes can be improved, and implement it in your communication strategy.
Direct communication with features such as surveys, polls or secure chats can make it easier for deskless workers to provide their input. And listening to and implementing this feedback can lead to more successful communication strategies with your deskless teams.
When workers know that their feedback is being listened to, and acted upon, they will be more receptive to future engagement strategies and communications.
With the right processes in place, deskless workers can feel just as heard, connected, included as their office-based colleagues, leading to a more natural, intuitive communication flow within the entire organization.
Provide easy access to key information
By providing an easy-to-access, intuitively designed central Hub for information and communication, deskless workers have easy access to the essential information they need for their roles. This includes company updates, product knowledge, HR policies and more - all in one place, accessible on any device.
A central Hub can also promote a sense of community by allowing deskless workers to connect with their colleagues and share ideas or important information.
This not only saves valuable time for you and your employees, but can also boost your productivity and improve communication initiatives in the long run.
Focus on building a sense of belonging and connection
Though they may not have the same office community as traditional office-based employees, there are still ways to build a sense of belonging and connection for deskless workers.
This includes regularly scheduled check-ins with managers or team members, virtual (and meaningful) team building activities, and offering opportunities for professional development.
These efforts can help deskless workers feel included, valued, and connected with their colleagues and the company as a whole, which can improve employee engagement in a way that feels natural and earned.
Keep two-way communication channels open
As we touched on, it’s important for deskless workers to not only receive information, but also have the opportunity to share their ideas and feedback.
Communication should not be a one way street from the top down. Employees should be engaging in two-way conversations with both each other and management in order to keep communication open and transparent.
This can be done through regular check-ins or meetings, as well as utilizing communication tools that allow for a two-way flow of information - such as Secure Chats or collaboration platforms.
Encourage real employee recognition
Recognition and appreciation are important for all employees, but can be even more impactful for deskless workers who may not have the same opportunities for team praise or company events.
Implementing a recognition program, with features such as virtual badges or “shout-outs”, can help deskless workers feel seen and valued. And don’t underestimate the power of a personalized thank you note or Feed shoutout from leadership - deskless employees can feel just as appreciated through these small gestures.
The role of technology in deskless communication & employee engagement
The right employee technology is vital for your team communication. And as the deskless workforce continues to grow, so does the need for communication technology and tools specifically designed for them.
Reports show that 75% of deskless workers spend most of their work time using some form of technology, yet 60% reported being unsatisfied with the tech they use.
This is where better employee communication and engagement apps come in. By investing in technology that truly supports and engages your deskless team, you’re able to better connect with them, reaping all of the benefits of great communication we explored above.
But what is the exact role of technology in team comms and employee engagement? Here are a few key roles great technology solutions can play:
Easy communication & real-time responses
The right tech should connect your deskless employees with ease, ensuring they have the same access to communication as their desk-based colleagues. With mobile and desktop apps, they can easily communicate no matter where they are or what device they’re using, making one key role of employee tech easy and intuitive communication.
Successful communication also relies on timely responses, and the right employee communication app should support this with real-time messaging and notifications. This helps to keep your deskless team in-the-loop, ensuring they have access to important information as it happens.
Easy access to important information
Employee engagement technology reduces complexity and overhead for your teams by simplifying password management with single sign on to your tools. By centralizing important information, documents and updates on one platform, employees can easily access what they need without having to navigate multiple systems or chase down colleagues, resulting in a better overall employee experience.
Easy implementation & adoption
A key role of the right technology in team communication and engagement is simple implementation and adoption. Look for a solution that’s easy to set up and navigate, with support available when you need it. This helps make the transition smoother, leading to faster adoption and better results from your tech investment.
It can also be useful to choose a technology that feels familiar to employees in order to drive adoption of your chosen tool. By providing a user-friendly, familiar experience, such as a mobile app, deskless workers are more likely to engage and adopt the technology in their day-to-day work.
One core role of employee communication tech is to help your business leaders focus on driving real change and value, rather than being bogged down by day-to-day IT management. Look for a solution that is scalable and customizable, allowing you to easily adapt your communication strategy as your business grows and changes.
By developing business value away from business-as-usual (BAU) IT and into an employee communication and engagement platform fit for your frontline, you’re investing in your deskless workforce, and ultimately, your organization.
How to measure the impact of communication technology on your workforce
C-suite leaders are starting to catch on to the potential benefits employee communications technologies, tools and apps can have on their workforce. In fact, leadership trends show increased HR support of supervisors and managers with innovative processes and technology. But how can those leaders measure the success of these digital initiatives?
As part of the C-Suite, the CIO will want to see ROI on any investment made in employee communication technology. In fact, data from CIO found that 81 percent of IT leaders agree that CIOs are under extreme pressure to defend their technology investments and prove ROI.
This can be done through surveys, pulse check-ins, or feedback from leaders and managers on team performance. Additionally, you should consider investing in a technology that provides real-time employee engagement analytics, like ourFrontline Intelligence feature, to get live insights into how your deskless teams are utilizing the tool.
This key data can help inform and improve your internal communication strategy, ultimately leading to better, and more tangible, ROI.
It’s also important to consider other measures of success, such as improved team profitability, communication and collaboration, boosted employee engagement and satisfaction rates, increased productivity, and higher retention rates for deskless employees. These all contribute to the overall impact of employee communication technology on your workforce.
Final thoughts
At Blink, ouremployee communication and engagement software offers a mobile-first, intuitive solution for your deskless workforce. We support real-time communication, easy access to important information, and simple implementation and adoption – all key roles of technology in team communication and employee engagement.
Our employee app is made for the frontline, to support the needs of your deskless team and drive business value in the process.
Interested in learning more? Request a demo today to see how Blink can drive value for your deskless organization.
If you’re in internal communications, you’ve heard that sentence more times than you’ve heard “quick question” (which, as we know, is never actually quick).
The shift is real. Five years ago, a lot of comms tech lived in the “nice to have” bucket. In 2026, it’s a boardroom conversation — and boardrooms don’t buy “nice.” They buy outcomes: efficiency, reduced risk, better retention, higher adoption of expensive tech investments, and measurable operational wins.
In our recent webinar, Proving internal comms ROI in 2026: Lessons from the other side, Ricky Sickelmore shared what he learned after 24 years in transport (including launching Blink at Stagecoach and introducing it at Arriva) — and what consistently held up when leadership came knocking for ROI.
Here are the six takeaways internal comms teams can apply immediately.
1. Ditch vanity metrics for outcomes
Email opens. Page views. Likes.
They’re not useless… they’re just not convincing.
Ricky’s rule: stop leading with activity metrics and start leading with business value. Executives don’t want to hear that “people saw the message.” They want to know: did anything change, and did it matter?
So translate comms problems into operational and financial realities:
Safety reporting increases (e.g., digital near-miss reporting vs. “find the form somewhere and hope someone bothers”)
Turnover movement (not because comms magically fixes attrition — but because comms can remove friction, improve onboarding, and drive consistency)
A useful gut-check: If your metric can’t be repeated in a budget meeting without you adding a 3-minute explanation, it’s not your headline metric.
Executives aren’t interested in open rates. They’re interested in the financial reality.
- Ricky Sickelmore, Blink
2. Start with hard costs and operational efficiency
If you want CFO attention, lead with the stuff they can smell from three floors away: tangible savings.
Ricky shared a simple example that’s painfully common in frontline-heavy orgs: printing and distributing documents at scale. One organization saved over £200,000 by moving payslips from print-and-post to digital distribution.
But don’t just stop at “printing costs.” The strongest ROI cases widen the lens:
Printers and maintenance
Paper, postage, distribution
Staff time to print, collate, deliver, reprint
Support tickets created when things go wrong
And when you talk about “time savings,” make them real. Not “we saved time.” Instead:
“We reclaimed 10 hours per week of manager time previously spent manually filling shifts.”
“We reduced password reset requests because employees access systems through one authenticated front door.”
Pro tip from Ricky: Do a basic “time and motion” study. Follow one process end-to-end and document every human touchpoint. That one form might bounce across 8–10 people, with delays that never show up on a neat process map.
3. Build a cross-functional case, not a “comms case”
One of the biggest mistakes internal comms teams make is trying to win budget alone — with a comms-only story.
Ricky put it bluntly: ROI gets easier when internal comms stops being “the comms team’s project” and becomes an operations, safety, engineering, and HR win.
That means stakeholder interviews early — not once the deck is already written.
Ask department heads:
What’s your biggest friction point right now?
What manual work is wasting your team’s time?
Where do you have compliance risk?
What’s the cost of not fixing this?
Example Ricky gave: if a safety leader can’t reliably get 20 drivers in a room for a briefing, that’s not a comms problem — it’s an operational risk. A digital “mandatory read” gives you trackable compliance without the logistics circus.
Make it tangible: Form a small steering committee with reps from the functions that will benefit most. When you go for sign-off, you’re not walking in alone — you’re walking in with allies.
You’re not in it alone — get the right stakeholders in the room early.
Ricky Sickelmore
4. Prove time-to-value through onboarding
Want a metric that operations leaders actually care about? Onboarding efficiency.
Ricky called this one “underestimated” — and he’s right. Onboarding is where friction shows up immediately, and where improvements are easy to translate into time, money, and productivity.
If employees can receive policies, procedures, training content, and day-one essentials before they even start, you can often get people productive an entire day sooner.
That’s not “engagement.” That’s time to value.
And onboarding improvements have a bonus effect: they reduce downstream errors, reduce manager time spent repeating the same information, and improve early retention (again — comms isn’t the sole driver, but it’s a meaningful part of the system).
5. Position your platform as the digital front door
One of Ricky’s biggest reflections: early on, it’s easy to think you’re buying “a comms tool.”
But the strongest ROI cases position the platform as the gateway to your digital estate — the place employees actually start their day.
This matters because most organizations are already paying for expensive systems (HRIS, scheduling, payroll, benefits, learning, etc.). The problem isn’t always the tool — it’s access and adoption.
If your internal comms platform:
Uses SSO
Reduces password resets
Gives employees one place to find and access tools
Increases self-service
…then your comms investment is also protecting and amplifying other investments.
Ricky shared a real pattern: Once access is simplified through a single front door, usage of other systems can jump dramatically — and suddenly your internal comms platform isn’t “another tool.” It’s the tool that makes the rest usable.
6. Establish a baseline — and sell the cost of inaction
You can’t prove improvement if you don’t know where you started. And you can’t create urgency if you can’t show what “doing nothing” costs.
Ricky’s advice: Baseline early — and don’t just baseline comms metrics.
Baseline business realities that leadership recognizes:
Turnover / attrition
Survey participation rates
Safety reporting volumes
Time spent on manual processes
Printing, distribution, and support costs
Operational delays caused by information gaps
Then translate that into the cost of inaction: the money currently leaking from the business because processes are manual, access is fragmented, and frontline teams can’t reliably get what they need.
When you can credibly say, “Here’s what it costs us to do nothing,” the investment stops feeling optional.
Common mistakes to avoid when proving internal comms ROI
A few “don’t step on this rake” moments that came up in the conversation:
Don’t lead with outputs. “We sent 12 newsletters” isn’t ROI.
Don’t build the case in isolation. Cross-functional pain points = stronger case.
Don’t ignore hard money. The “soft” story matters, but hard savings gets you in the door.
Don’t skip the frontline reality check. Spend time with frontline teams. Watch the work. Learn the friction.
Don’t assume leaders know what to ask for. Often the first job is clarifying the real question behind “prove ROI.”
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Be the change maker
Internal comms ROI in 2026 isn’t about becoming a finance team overnight. It’s about learning to translate.
Translate comms into outcomes.
Translate friction into cost.
Translate “this would be helpful” into “this will reduce risk, save time, and speed up productivity.”
Have you ever wondered why in some companies, problems get solved quickly and things move fast, despite a large workforce? And why do other organizations struggle to adapt to even the smallest changes in market forces?
When people communicate and collaborate well in their respective teams, and when all the workers in a company act like one big team, it’s easy to make progress towards business goals.
But good teamwork doesn’t start happening overnight. What makes teamwork work is team building.
And if you’re wondering why team building is important, we’re going to dive deeper into the meaning of team building, and the benefits of team building initiatives at your workplace.
What is team building?
Team building is a collective term for the activities you conduct, training you provide, and other efforts you make to help your teams build collaboration and communication skills needed to work together and meet common goals. Team collaboration is pivotal to the overall success of the team, especially in hybrid workplaces.
Plus, they inspire team members to think and behave like a harmonious unit, not just separate individuals.
Why team building is important
There are several advantages of having close-knit teams in your company, regardless of whether those teams are remote, hybrid, or office-based.
Team building builds trust
Trust is essential for your workplace. As compared to companies with a low level of trust, employees at high-trust companies report 74% less stress, 106% more energy, and 50% higher productivity.
And the importance of team building in establishing this level of trust cannot be denied. With team building, workers learn to support and fall back on one another when needed.
The trust you build also reduces micromanagement and makes employees feel safe to engage in open communication. And we’ve already covered how important that is.
Team building builds bridges between departments
Picture this: Your company developed a new product. But as it rolled out, you realize that the product development and sales teams were not in sync with the customer support and IT departments.
So they did not have quick and satisfactory answers to customer questions and problems. This didn’t just impact potential revenue from the product, but also increased its overall cost to the business.
Building a strong business isn’t just about how team members work within their immediate teams, but also about collaboration with other departments.
Cross-functional collaboration is essential to meet objectives that require people from different teams in an organization to work together. That’s where cross-functional team building comes in.
It lets employees familiarize themselves with people in different teams rather than working in a silo with direct team members. And the positive relationships formed as a result lead to a more productive business.
Team building improves communication
63% of leaders agree that team-building activities improve communication among employees. So that’s another reason why team building is important.
Most collaboration activities and games require team members to communicate well. Take corporate scavenger hunts, for example. What the team members find, and how fast, depends a lot on their ability to communicate efficiently.
So they talk to one another about how to assign roles, organize tasks, share progress updates, and best meet the objective of the activity. Overall, all this practice comes in handy when they later work on actual projects.
Team building improves employee engagement and morale
A team-building session gives employees a collective vision — a chance to be a part of something bigger than themselves. This helps improve their sense of self and understand the role they play in the grand scheme of things.
The result? Workers feel more excited about their work and come back to their tasks more motivated and energized.
Team building boosts productivity
Productivity is another factor that speaks to why team building is important. When employees practice working in teams, they get many benefits that help increase productivity. These include:
Picking up new knowledge and skills
Sharpening their current skills
Understanding one another’s weaknesses, strengths, and aptitude for certain tasks
Learning to divide and conquer their workload
All these factors help employees work better together, contribute meaningfully, and be more efficient at work.
Team building brings workers together
57% of employees say that having a friend in the workplace makes their job more enjoyable. So it’s important to give your workers opportunities to socialize and make friends at work. And organizing team-building initiatives is one of the best ways to provide such opportunities.
Potluck lunches, for example, bring food and employees together in an informal environment. So workers get a chance to communicate in a relaxed setting, which helps build rapport at work.
Creativity is more important than ever to solve some of the biggest problems facing teams and organizations. But employees can’t come up with creative solutions if you don’t give them regular opportunities to practice creative thinking.
According to a Gallup study, 35% of workers say they're given chances to hone their creativity only a few times a year or even less.
This is also why team building is important. Team building activities give workers the time and opportunity to brainstorm ideas.
For example, a company wanted to refresh its branding. But instead of outsourcing to a design agency, senior leaders crowdsourced logo and slogan ideas from their employees.
And since the workers already had an intimate understanding of their workplace brand, this team-building activity led to dozens of great ideas that contributed immensely to the final brand collateral.
Team building makes people more accepting
In a study of more than 1700 businesses in eight countries, BCG found that the companies that reported above-average diversity on their teams also reported a 19% higher innovation revenue than that of companies with below-average diversity.
A diverse workforce makes your business stronger by combining different perspectives to get better outcomes.
But diversity can’t work without respect, equality, and dignity. That’s why it’ll help you understand the importance of team building.
With organizations becoming more inclusive, team building is needed more than ever to encourage workers to accept and understand one another.
The more people welcome diversity, the fewer assumptions and conflicts you’ll see at work, and the faster they’ll get things done. This brings us to the next advantage of team building.
Team building resolves conflicts
When people from different backgrounds come together, disagreements are inevitable. 35% of workers have experienced a dispute or ongoing difficult relationship with a coworker.
Now, you can’t prevent conflicts altogether. Plus, not all conflicts are bad. They can often be constructive and valuable to the success of the project at hand.
So the right thing to do is not to avoid conflicts, but rather help your employees learn how to resolve disagreements amicably. The key to resolving conflicts is listening to each other’s needs, respecting different opinions, and practicing open communication. All of these are skills that team building improves.
Team building helps identify and develop talents
Team building lets workers see one another in action. So there are ample opportunities for employees to learn from those who are good at certain skills. And they can do so in a relaxed, low-pressure environment.
Not just that. Team building may also help you find workers with hidden talents that you can use in future projects. For example, new leaders can emerge in team-building games, surprising you with their assertiveness and interpersonal skills.
Team building improves company culture
46% of American job seekers say culture is very important in their decision to apply for an organization. The values, attitudes, and workplace norms in your company play a big role in attracting and retaining the right talent.
And that’s another aspect where team building can make a difference. Team-building events provide a space for employees to understand how their organization expects them to behave.
On top of that, they reduce toxicity in the work environment and bring everyone on the same page, improving the overall culture.
Conclusion: why team building is important
People in sports practice to become strong teams. Corporate teams are no different. Just like basketball practice helps team members systematically improve a range of athletic skills, team building helps workers build skills such as collaboration, communication, and delegation.
So start team-building by setting team-centric goals and planning a series of effective collaboration activities. You can identify the top skills that you want to see in your team and adjust the exercises accordingly.
Also, if you’re looking to streamline team communication and collaboration, Blink can help make a difference. Book a free blink demo.
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