When’s the last time you had a work-related question, opened your phone to Google it, and ended up down a rabbit hole of Tasty slow cooker recipe videos on Instagram?

If the answer is, “Not that long ago,” don’t worry. You’re not alone.

Many people consider social networks a productivity killer. Swiping through an endless stream of dog videos can make it hard to get work done.

Social media apps get a bad rap at work, but that’s because they’re so good at keeping people engaged and interacting.

What if you could harness the power of social media and use it to help your employees engage more at work?

That’s where a social intranet comes in.

You can use a social intranet to make your internal communications as engaging as a playlist of cats riding Roombas (well, almost).

With a social intranet, your employee network becomes more than a dumping ground for company documents — it’s a place where people can collaborate, learn, and feel connected to one another.

Keep reading to learn:

• What is a social intranet?
• Top benefits of a social intranet
• What your social intranet platform should include
• Social intranet best practices
• Final thoughts: what is a social intranet, and how does it benefit you?

What is a social intranet?

A social intranet is a private collaboration platform where workers can access content in one place. It offers social features like commenting and messaging so employees can interact and work together. And unlike traditional intranet solutions, social intranet software uses interactive elements to increase employee engagement and collaboration in the digital workspace.

Since intranets are networks only company employees can access, they serve as internal communications and knowledge management tools.

Why employee apps are the new intranet

Are intranets a thing of the past? In this eBook, learn how to engage with the deskless workforce effectively to build strong, happy frontline organizations.

Download Now

Top benefits of a social intranet

Traditional intranet setups have more restrictions when it comes to posting and interaction. For most employees, it’s like having “read-only” access to company resources.

On the other hand, social intranets give workers permission to create and engage with content. You can use social intranets to share company resources and encourage employees to connect with each other and the content.

Let’s take a look at some of the top benefits of choosing a social intranet over a traditional one.

More employee engagement

Social features such as liking, commenting and messaging help boost employee engagement online.

Deloitte found that improving employee engagement can increase retention by up to 87%. The study also suggests that using social tools internally increases employee satisfaction by 20%.

Socializing intranet with features like instant messaging keeps your employees connected so they’re more likely to feel like they’re part of a team.

Better collaboration

Gone are the days when you had a question at work and you had to walk five desks over to get your answer. With remote working in a digital workspace, your employees may be spread over several states and countries. That can make collaboration a challenge.

Social intranets provide tools that make it easier for your employees to connect and work together by offering features such as status updates and commenting. Activity streams, which are similar to social media news feeds, keep everyone in the loop, and private instant messages (which work like, e.g. Instagram DMs) eliminate the need for lengthy email chains.

Increased productivity

If workplace interruptions get out of hand, they’re a killer on your team’s productivity.

Imagine your marketing department trying to work on a website update, but they keep getting calls from sales reps who can’t find the right assets. Or maybe your website developer is hard at work on that new layout, but they’ve got to field emails from marketing about text updates.

With a traditionally restricted intranet, your employees have to rely on constant calls and meetings to share information.

A social intranet with private messaging and commenting features lets your employees engage with updates on their own time, so they can focus on their priorities without interruption.

Enhanced security

Employees who can’t contribute to their intranet need to find other places to share documents and files. Unfortunately, file-sharing platforms like Google Suite or Dropbox aren’t as secure as your private network.

With a social intranet, you have an added layer of security on your internal knowledge and documents.

What your social intranet platform should include

As you review different social intranet platforms, look for features that help employees connect and collaborate.

Here are some standard social intranet features to look for:

• Commenting, tagging, and messaging for easy social interaction
• Company news feeds and notifications for sharing updates
• Information hub with powerful search capabilities for ease of access
• Communities and forums for collaboration and knowledge-sharing
• Polls and surveys for collecting feedback
• Employee directory so people can get to know each other’s faces even if they haven’t met

Social intranet best practices

According to Prescient Digital Media, only 13% of employees use the company intranet every day. Most companies need to work harder to make their intranet useful for employees.

Here’s how you can set up your intranet to make sure your employees love checking in.

Make contribution easy

You can’t force employee engagement from the top down. Everyone in your organization has something to contribute, so make sure they can.

Empower your employees to share and help them by providing templates and tips for creating content.

Invest in mobile-ready

Businesses aren’t run out of a single headquarters anymore. Remote workers and frontline employees who interact with customers don’t always have access to a laptop or computer.

If you want a social intranet that everyone will use, it must be accessible to your entire workforce. Choose a platform optimized for mobile apps so your deskless workers still get the same online employee experience.

Look for a provider with analytics

How do you know if your social intranet is making a difference? Well, you won’t – unless you track its analytics.

Marketers use engagement analytics to measure the success of every campaign. You should take the same approach to internal communications.

Find a software provider that gives you insight into your digital workforce so you can take action.

Specifically, look for tools that track:

• Total users
• App opens and daily usage
• How much content is created
• How much interaction each post receives
• What type of feed content performs the best
• Top content contributors

By tracking your workforce analytics, you can figure out what type of content works for your team and create more of it. Without them, you risk investing a lot of time for a small reward.

Final thoughts: what is a social intranet, and how does it benefit you?

Staying connected in the digital workplace is vital. But that doesn’t mean it’s easy. Businesses need tools that adapt to ‘new normals’ and still keep employees connected.

The best social intranet is also a modern intranet.

It helps you create an internal comms resource your employees will actually want to use. No matter where your people are, they can log on and feel connected to the company and supported in their work.

Learn more about social intranet solutions built for employee engagement and retention with Blink.

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PTO-maxxing: How to turn 15 days off into nearly 50 

The ultimate PTO hack to maximize your time off (that everyone will be asking you for!) 

Exclusive research and PTO mapping by the employee experience team at Blink has found a way for U.S. employees to turn 15 days of paid time off into nearly 50.

Most people use their PTO in one big chunk and wonder where it went. The smarter move? Stack your vacation days around federal holidays and weekends — and suddenly 15 days becomes nearly 50.

Here’s the exact playbook, holiday by holiday.

How to maximize U.S. paid time off in 2026 

You’ve got 15 days of PTO sitting in your account. Most people burn through them without thinking and end up with a handful of long weekends and one big trip. But there’s a smarter way to do this.

By placing your days around federal holidays and weekends, you can turn those 15 days into nearly 50 days off in a year. Not a loophole. Not a trick. Just knowing where to put the days you already have.

We mapped every US federal holiday in the calendar and built the optimal strategy around each one. Here's exactly what to book, and when.

The math behind it

Federal holidays are already yours. Weekends are already yours. The gap — the one or two working days sitting between them — is all you need to fill. Do that consistently across the year, and suddenly you’re not taking 15 days off. You’re taking 49.

That’s a 3x return on your PTO. Just from being strategic about placement. Here’s how to plan your PTO leave this year and submit that vacation request…

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One thing to note on Juneteenth: If your company doesn’t observe it as a holiday, skip that row and redirect those days to Thanksgiving or Christmas. Both give you 5 days off for 1–2 PTO days, which is the best return on the list.

Run this PTO strategy across the whole year, and here’s what you’re looking at:

15 PTO days placed strategically = up to 49 days off.

That’s three times the time off, from the same allowance you’ve always had. The only difference is where you put the days.

Most people don’t do this because they haven’t sat down and mapped it. We did it for you. Now all you have to do is book it.

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Get ready for this week’s Life at Blink spotlight! We’re thrilled to introduce a pivotal member of our Boston team — George Monk! As an Account Executive, George has been with Blink for nearly four years, making a significant impact from both sides of the Atlantic. Starting out in our London office, George was Blink’s first US SDR, pioneering our efforts to connect with U.S. businesses. Dive in to learn more about George, his journey, and what makes Blink such a unique place to work!

What initially attracted you to join Blink?

When I first joined Blink, I wasn’t sure what to expect. The idea of joining a startup initially made me hesitant because I was concerned about potential lack of structure and training programs. But eventually, I told myself, "Why not give it a shot and embrace the challenge?"

Blink was actually my first job right out of university, where I studied chemistry. It’s funny because, during my time at university, I had no idea what my career path would look like. I knew I was interested in joining the private sector, but my vision for the future was still blurry. It wasn’t until I joined Blink that I found a direction that truly resonated with me, and I'm glad I took that leap of faith.

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

I'm particularly proud of what we've achieved in the EMS sector, working with paramedics, EMTs, and medical technicians. It’s an area where Blink has really made an impact, especially with the younger workforce, who are typically between 18 and 25 and are very receptive to using our platform. When I first joined, our presence in the EMS industry was minimal — we were just starting to break into the market. But now, we're leading the charge. We've partnered with over 20 agencies, and Blink is becoming a household name in the industry. It’s been incredibly rewarding to watch that growth and know that we've made a real difference in helping these critical workers stay connected and informed.

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

If I had to describe Blink's company culture in three words, I’d say it's high-achieving, fun, and inclusive. We’re all about pushing ourselves to deliver the best results, but we also know how to enjoy the process along the way. There’s a strong sense of camaraderie, and despite how driven everyone is, it’s still an incredibly supportive and inclusive environment. 

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

I'm really excited about Blink's future, especially as we focus on expanding our presence in the US. Bringing more household names and big brands onboard is something that really energizes me. We're making a significant impact, and I can't wait to see how we continue to grow in the American market. It’s thrilling to think about how far we’ve come and how much potential there still is to grow. 

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

A recent initiative that I find really exciting is the opportunity we have to help thousands of customers who’ve been left behind by the closure of Meta's Workplace. Being able to migrate them over to Blink is a huge opportunity not just for those businesses but for us as well. Meta announced they’d be closing in May, so it’s been a major focus for us since then. With the official discontinuation happening in August next year, I imagine we’ll continue helping with these migrations for months to come. It’s incredibly rewarding to know we’re stepping in to provide a solution when these companies need it most.

Why do you work for Blink?

I have the luxury of coming to work every day and genuinely enjoying it. I love the people I work with, and I love the diversity of our customers. Getting to work with companies from so many different industries keeps things exciting and fulfilling.

Every week is EMS Week at Blink — because we care, too

EMS Week may be over, but at Blink, our appreciation for emergency medical professionals doesn’t end with the calendar. For us, recognizing the lifesaving work of EMTs, paramedics, and staff isn’t a once-a-year gesture — it’s a year-round commitment grounded in care.

This year’s EMS Week theme, “We care for everyone,” says it best. EMS teams are there for all of us — and it’s our job to be there for them.

Behind every siren is a team that deserves support

The reality of working in emergency medical services is demanding on every level. Long hours, unpredictable situations, and high-stakes decisions are just part of the job. And for EMS professionals, that job never really stops — holidays, weekends, middle-of-the-night calls.

It’s a role that requires not just skill and courage, but constant coordination, communication, and clarity. And that’s where Blink comes in.

Caring for others starts with caring for your team. That’s why Blink is designed to meet the needs of EMS professionals — not just as employees, but as people.

At Blink, we’re proud to serve thousands of paramedics, EMTs, and staff across some of the country’s largest EMS organizations.

Assisting EMS behind the scenes

We’re proud to work with EMS organizations across the country — from city ambulance services to rural responder units — to help their teams stay connected, informed, and empowered, no matter where the job takes them.

Whether they’re responding to an emergency or prepping for the next shift, EMS workers need tools that work as hard as they do.

With Blink, EMS organizations can:

• Send real-time updates about protocols, routes, or equipment changes
• Deliver training resources straight to mobile devices
• Coordinate shifts and crews with better visibility and fewer delays
• Recognize outstanding work with peer-to-peer shoutouts and leadership messages
• Give employees a voice with surveys, feedback tools, and two-way communication
• Foster connection between teams that rarely see each other face-to-face

Poor communication is the #1 most common stressor for EMS workers (BMC Emergency Medicine)

Built for the field — not just the office

EMS professionals don’t spend their days behind a desk. So why rely on systems that expect them to?

Blink is a mobile-first employee experience platform, built for people whose work happens on the move. We make it easier for EMS leaders to reach every team member — from the newest trainee to the most experienced paramedic — and equip them with the information they need, when they need it.

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Our commitment: Always on

EMS professionals care for everyone with every call they answer. At Blink, we believe the same care should be extended to them — through tools that reduce friction, strengthen connection, and show that their work and well-being truly matter.

We believe EMS teams deserve more than recognition during one week of the year. They deserve better tools, better communication, and better connection — every week.

To all the EMS professionals working tirelessly behind the scenes and on the frontlines: thank you. We see you, we support you, and we’re committed to building technology that helps you do what you do best — saving lives.

Blink. And keep your EMS teams stay connected — every hour, every shift, every week.

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Putting the human voice back into executive communications can transform employee engagement and company culture.

Executive communications often feel impersonal. In a bid to portray knowledge and professionalism, leadership messages can become dry and uninspiring.

This creates a disconnect between leaders and employees. It becomes harder to get your message across and to motivate your workforce. 

But leadership communications don’t have to be this way. You can adopt a more human and less corporate voice — a voice that shows a little personality and expresses care for employees — without losing your authority.

Here, we look at how you can humanize your corporate communications — and why this approach to internal communications supports workplace trust, employee engagement, and a more positive company culture.

We’ll be looking at:

• Why human-centered executive communications matter
• 3 key principles to humanize your internal communication strategy
• Channels that make executive communications more relatable
• Leadership communication: Pitfalls to avoid

Why human-centered executive communications matter

Human-centered executive communications can make a big difference to your organization. Here’s why they matter.

Building trust and transparency

We’re more likely to trust someone — and feel a connection with them — when we understand who they are as a person. The things that make them tick. Their personality, passions, and quirks.

This applies to the employee-executive relationship as much as any other. Employees trust leaders who speak in a human, relatable way. When they see an open communication style modeled by the C-suite, they’re also more likely to replicate it themselves in peer-to-peer communication.

This helps you develop a company culture where transparency is the norm. Everyone feels able to raise concerns and share ideas — which is good for collaboration, innovation, and productivity.

Boosting employee engagement

Relatable leadership communications can be inspiring for employees.

Take the example of Microsoft CEO, Satya Nadella. He shared the story of his son, who had cerebral palsy — and how this drove him to develop technology that was more inclusive for people with disabilities.

Nadella wasn’t just motivated by profit or growth. He was emotionally invested in his work. And by sharing his story — and painting a picture of the real-world difference Microsoft products can make — he highlighted the purpose of his employees’ work, too.

Human stories like this one boost employee engagement. They also create a sense of togetherness, which supports a positive employee experience.

Enhancing organizational resilience

Trust, high levels of employee engagement, and a culture of open communication are key features of organizational resilience. And when it comes to change management or crisis communication, a human tone is never more important. 

Executives who speak with an empathetic and authentic voice show employees that their anxieties are understood and will be addressed. They explain to employees what is expected of them and inspire them to rally around the organization.

Arne Sorenson, CEO of Marriott International, showed leaders how it’s done when he addressed Marriott employees via video message as the COVID-19 pandemic swept the world.

He showed emotion, shared a personal update, and spoke transparently about the difficult decisions — like layoffs — that the company was having to take. The result was a relatable and somewhat reassuring message for employees during a time of extreme uncertainty.

3 key principles to humanize your internal communication strategy

So now we know what relatable executive communications can do for your organization. But what does a human voice actually sound like? While every leader should bring their own personality to their internal messages, the following three principles lie at the heart of any human-centered communication.

Empathy and understanding

Great leaders are empathetic. They demonstrate their empathy by:

• Acknowledging employee emotions, even when those emotions are negative
• Using inclusive language, like “we,” “us,” and “together”
• Actively listening to employees — and asking clarifying questions — to get to know them better

They also prioritize transparent and effective communication, so employees get the information they need when they need it.

Don’t do this: “The current reorganization is necessary for the company’s growth. The executive team will share more details soon.”

Do this: “I know many of you are worried about your roles. We’ll be holding several Q&A sessions this week to answer your questions about the reorganization.”

Clarity without jargon

Jargon and complex language can be confusing for employees and can lead to misunderstandings. In contrast, clear and simple language creates a sense of trust and approachability. It also helps employees to make better decisions.

To make your messages clear and easy to understand:

• Start by thinking about the key point you want to get across. Put this point at the start of your message. Also, pre-empt and answer the most pressing employee questions.
• Break complicated topics down into smaller parts. Then, explain each part step by step, using a relatable analogy if possible.
• Avoid complicated language. Use everyday terms, avoiding corporate buzzwords, industry terminology, and acronyms. Don’t use a long word when a short one will do.
• Adopt a conversational tone. If you wouldn’t say it when speaking to an employee face-to-face, don’t put it in a written message. It can help to read your messages out loud to find and replace overly formal words.

Don’t do this: “We need to leverage synergies to optimize workflows.”

Do this: “We need to work together to make our processes more efficient.”

Sharing and storytelling

Sharing your own personal experiences and anecdotes makes your messages more relatable and engaging. Likewise, you can use stories about real-life employees and customers to catch attention and convey a message more effectively.  

Weave stories into your employee communications and you also make your messages more memorable. That’s because stories engage both rational and emotional parts of the brain, which supports recall.

To make storytelling part of your executive communications:

• Focus on real people and their emotions. Use personal anecdotes, customer case studies, or employee stories in your internal communications, referencing people by name.
• Use metaphors and similes. Paint pictures with your words. Metaphors and similes can be particularly useful when you want to bring complicated or abstract concepts to life.
• Follow a story structure. When sharing stories, include a beginning (the context), a middle (the challenge), and an end (the resolution).

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Don’t do this: “Just the other day, an employee told me about how little things make a big difference to our clients. We want to see this ethos across every client interaction.”

Do this: “Just the other day, I was speaking to one of our care workers, Emma. She’d noticed that her client, Mrs Shah, seemed a little downhearted. Through conversation, Emma discovered that Mrs Shah, because of her reduced mobility, missed going into her beautiful garden.

So that day, Emma went beyond her usual duties, bringing some potted plants in from outside so she and Mrs. Shah could find a place for them in the living room. It made her client’s day. And that’s what our organization is all about.”

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Channels that make executive communications more relatable

Think beyond just in-person meetings: You probably have a variety of internal communication channels available to you! Some lend themselves to relatable leadership comms more than others. So — if you want to humanize your executive messages — spend some time on the following channels.

Interactive platforms

When we talk face to face, two-way communication is the norm. Explore ways you can transform your traditional top-down communication efforts into opportunities to inspire employee interaction and create a feedback loop.

Share company-wide news on interactive platforms that encourage employee responses. Enable employees to chat with each other via instant messaging. Post to the company news feed. Or run Ask Me Anything (AMA) sessions via your company intranet or employee app.

Showing that you have the courage and openness to address employee questions in this kind of forum builds trust and connection.

Videos and live streams

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There’s a lot to be said for showing the face behind the name. Video and live streaming communication makes it easier for leaders to share their tone, body language, emotions, and intentions.

Bonus: Communicating urgent updates through short-form video content increases the likelihood that your on-the-go workers — especially frontline employees and remote teams — will receive critical messages.

Of course, not everyone is 100% comfortable in front of the camera. So if you could use a little direction before you film your first video, take a look at these tips:

• Know your script but don’t memorize it word for word. When you put things into your own words, your delivery is more natural and authentic.
• Watch your body language. Make eye contact with the camera and avoid crossing your arms. Use hand gestures and facial expressions as if you were in a face-to-face conversation with employees.
• Imagine you’re talking to one person. To bring emotion and connection to your video message, picture one employee. Then, deliver your message to that individual.

Employee-centric channels

Employee-centric communication channels, like the company news feed or modern employee intranets, can provide inspiration for your executive communications.

Here, you can find user-generated content (UGC) that you may like to share. You can also find stories of employees who have demonstrated company values and done great work.

By sharing these stories and recognizing employees by name via easy-to-access digital channels, you create a personal connection with employees. You also create a sense of belonging and appreciation.

Leadership communication: Pitfalls to avoid

Bringing a human voice to your employee communications requires empathy, authenticity, and the ability to listen to your workers. Even with the best of intentions, these things don’t always come naturally. 

So with that in mind, here are a few pitfalls to look out for as you adapt your style of communication.   

Over-sharing

Sharing too much personal information in your executive communications becomes counterproductive. It feels performative, dilutes the impact — and places the focus on you, rather than your audience of employees.

So before you share a personal anecdote, ensure it relates directly to your organizational goals and values. Keep any personal stories short and sweet. And balance things out. For every personal anecdote you tell, share two to three employee or customer stories.

Inconsistent messaging

Employees are quick to spot a leader who says one thing but does another. Your communication is unlikely to achieve the desired results if employees see it as inconsistent and inauthentic.

So back up your words with action. For example, if you show empathy for employee stress, you need to do something to alleviate it. If you share a belief that employees are the backbone of your organization, show you appreciate them with regular recognition and a competitive benefits package.

Ignoring employee input and feedback 

Meaningful conversations are two-way. So to maximize the impact of your human-centric communication style, you need to show that you’re listening to what employees say.

Respond directly to employee surveys, reactions, questions, and concerns — either in person or across your internal communication channels. And keep employee feedback in mind when developing your next executive message.

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Harness the power of human-centric communications for your entire organization.

When you humanize your executive communications, you make your messages more effective, memorable, and engaging. You show employees that there’s a real person behind the job title. This is great for building trust and promoting transparency across your organization.

To make your employee communications more human, consider implementing more storytelling, empathy, and everyday language in your internal communications strategy. And with the right internal communication tools that enable you to connect with employees in a less formal and corporate way, you can foster an organizational culture of transparency and authenticity.

‍Blink. And humanize your internal comms.

C-suite leaders in the healthcare industry have long been interested in ways to improve their hospital performance. Now, studies show that one factor with a profound positive impact on meeting your business goals is increasing staff engagement in their jobs. HBR’s research showed that higher employee engagement levels can improve outcomes such as:

• Hospital costs (Any legal action taken by a patient against a hospital for negligent complications) 
• Treatment effectiveness and patient outcomes (Measured by the rate patients are readmitted) 
• The level of hospital acquired infections and conditions (Surgical complications, etc)

The research also found that just a small increase (1%) in employee engagement leads to a 3% reduction in hospital acquired complications and a 7% reduction in hospital readmissions. In addition to this, research supports that the quality and care with which their company leaders engage their healthcare employees influences key aspects of the care those employees go on to provide.

Simply put, employee engagement initiatives lead to better patient care. And if you treat your employees right, they'll in turn treat their patients right.

It's clear that C-suite leaders need to act now if they want to see improvements in hospital performance. But how can hospital leaders improve employee engagement among their staff? 

Well, there are a few key employee engagement trends in healthcare that organizations should keep an eye on, which our experts have delved into in this handy guide.

Trend 1: Moving towards consistent & clear communication

Our research has found that almost one-fifth of frontline workers state they don’t receive relevant communications from their employer organization. Our research also found that over one-third (34%) of workers can’t easily access workplace systems on their mobile, nearly 2 in 10 aren’t using their intranet, and of those, two-thirds don’t know how to.

But, so what? What does this downward trend in effective comms mean for leaders of healthcare organizations? Well, it turns out that ineffective communications can actually have a negative impact on patient safety, a critical concern for anyone in the healthcare sector. As NIMH states: 

"When health care professionals are not communicating effectively, patient safety is at risk for several reasons: lack of critical information, misinterpretation of information, unclear orders over the telephone, and overlooked changes in status."

On the flip side, consistent, clear and transparent communication within a healthcare organization creates highly engaged employees, which in turn improves the quality of care your employees provide their patients. 

So, if your paper announcement boards, sporadic emails and disparate communication tools are no longer working to effectively engage your staff, don’t just brush it under the carpet. With the pressure on for HR and IT leaders to digitize, a mobile-first, all-in-one approach to employee engagement can provide the perfect solution to both problems. 

When using mobile communication tools, you are able to easily and directly communicate with your frontline staff. Whether it’s instant company updates and news to the palm of their hands, simplified and secure document access at the drop of a hat, or direct and open two-way communication channels available 24/7, a mobile-first approach is a great way to engage and empower your healthcare employees – and improve patient safety. 

Trend 2: Actioning employee feedback

Whilst consistent communication will be vital to your employee engagement levels, you can’t simply provide workers with the means for communication and expect improved engagement. You have to use your communications channels to truly listen to, and action feedback from, your workforce in order to engage them.

Not only does this show your staff that their opinions matter, but it can also improve the overall work culture and job satisfaction within your healthcare organization, as they feel more autonomy over their work.

And the benefits don’t end there. Research from HR healthcare found that 60% of healthcare workers claim listening to employees drives changes for a more progressive business. Additionally highlighted in HR Healthcare's research, effective employee feedback has been found critical for improving patient employee environments.

As such, by perceiving employee engagement as an outcome-related effort in which patients themselves are directly affected by its success, healthcare leaders can better understand the impact that their engagement initiatives have on the overall patient experience.

Unfortunately, current trends in healthcare seem to be working away from these potential benefits. Our recent employee engagement statistics highlight that 87% of healthcare workers believe their employer should do more to listen to the needs of their workforce, and nearly 4 in 10 workers don’t feel that their feedback will be acted on. To combat this, leaders need to do more to ensure they are consistently making efforts to collect and act on direct employee feedback.

Finding the right employee engagement tools to facilitate clear communication around worker issues will be important, but one key feature you should look out for when it comes to worker feedback is Employee Surveys. By creating customized and targeted surveys for key demographics, departments and employees in your workforce, you can show them that their input is valued and taken into account when the big decisions are made.

Trend 3: Driving employee recognition 

According to research, recognition is a key driver for healthcare worker engagement.

However, our research shows that nearly 4 in 10 (37%) healthcare workers don’t feel as valued as their desk-based colleagues. This is a huge missed opportunity for healthcare organizations, as recognizing and rewarding your frontline staff not only boosts morale and job satisfaction, but can improve patient care as well.

A simple shout-out or a direct message goes a long way in showing your appreciation for your employees' hard work, but a one-on-one approach shows the organization is willing to go the extra mile to show they care about their team members. 

Ask your team questions about how they like to receive feedback. Do they prefer you shout it from the rooftops or keep it private? If your organization uses rewards, does your teammate prefer gift cards or meals? Asking these questions will provide you many options to meaningfully recognise employees.

Other ideas include:

• Recognition events (paid for team lunch or dinners etc)
• Providing development opportunities
• Personalized rewards
• Giving managers exposure to senior leaders.

At the end of the day, taking the time to recognize and appreciate your employees' efforts will go a long way in improving the overall employee experience – and your engagement levels will follow suit.

Trend 4: Understanding quiet quitting

While it's not a new concept to the healthcare sector, quiet quitting—where employees slowly disengage and eventually leave their job without giving notice—is a growing problem in the industry. 

Unfortunately, Gallup found that 32% of US employees were actively engaged at work in 2022 (compared with 34% in 2021) and that the largest decline in engagement was found among health care professionals, who realized a 9 point drop in engagement scores year-on-year. Some reasons cited for employees becoming disengaged include:

• They receive poor communication from management
• They don't believe management has their best interests in mind
• They feel a lack of autonomy and control 
• They do not have the resources needed to career out their role effectively
• They face little or no career advancement opportunities.

In addition to this, another recent survey found that 61% of physicians are currently experiencing burnout, and when asked about the cause, 62% of physicians blamed their current employer. The impact of this on the healthcare industry has been drastic.

The true impact of the quiet-quitting trend in healthcare

This phenomenon can have detrimental impacts to your healthcare organization, as it not only results in decreased productivity and higher turnover/low retention rates, but also requires additional resources—and costs—to recruit and train new staff members. 

Jeremy Sadlier, executive director of the American Society for Healthcare Human Resources Administration, commented on how this trend is playing out in hospitals all over the US:

“Ultimately, this trend has the potential to make a significant impact in the industry. Any lack of engagement on the part of staff ultimately impacts patient care, teamwork, safety and throughput, all of which impact the financial health of an organization and the patient experience. 

It's incredibly important for leaders to focus on engagement, growth opportunities, and to recognize and reward hard work. These are a few ways to focus on your employees to help them feel engaged with their work." 

In order to combat this growing trend, healthcare leaders should prioritize open communication with their staff to address any concerns or issues that may be causing employees to disengage in the first place. By understanding and addressing these issues with strong engagement initiatives, healthcare organizations can prevent quiet quitting and improve the entire employee experience.

Another way to tackle the quiet-quitting crisis, Forbes suggests, is that leaders humanize work. This could include offering flexibility and autonomy in the workplace, as well as recognizing and valuing employee contributions and investing in a mobile-first, intuitive solution to healthcare employee engagement.

Trend 5: Pushing diversity, equity & inclusion

One trend we're seeing in the healthcare industry is a greater focus on creating a diverse and inclusive workforce, as well as providing DEI training for employees.

And it's not only a recent trend. According to one study, the number of HR leaders identifying DEI efforts as a top priority was 1.8 times higher in 2020 than in 2019. In 2021 leaders indicated that “setting goals and tracking DEI progress through metrics” was one of their two top priorities for the year.

This trend is supported by further research from Deloitte, who surveyed 20 CEOs within the healthcare industry to find that addressing and improving health equity was one of their top goals. But why is that?

By promoting diversity and inclusion in the workplace at every level, healthcare organizations can improve employee engagement levels by making all staff members feel valued and respected. In turn, this can lead to improved patient care and better overall organizational practices.

Rola Aamar, PhD, Senior Clinical Effectiveness Consultant at Relias states:

“Commitment to consistent DEI initiatives, especially training, not only is important for patient safety and better health outcomes, but also can be key for retaining qualified, engaged employees. Organizations that create and promote inclusive work environments and consistently let staff know that DEI is a priority are the ones that are most likely to reduce moral injury and burnout among staff.”

Research has also shown that diverse patients who see themselves in the healthcare workforce, are more likely to trust their healthcare provider. This in turn leads them to be able to communicate better about their condition, more likely to understand and follow treatment plans, and overall are more satisfied with their healthcare. 

It really does matter at every level.

DEI is important at every level, with CEOs recognizing and pushing it forward this trickles down into other levels of management right down to the frontline.

In their 2021 State of Healthcare Training and Staff Development Report Relias found that over half of respondents indicated that their organization was moving to actively address DEI-related issues. However, only 40% of those with DEI training require managers to participate.

With this in mind, healthcare business leaders need to take action now: review your organization's current DEI practices, set goals for improvement, and make a plan to implement them effectively.

And don't forget to regularly track and assess your progress along the way. Consider utilizing resources such as DEI training programs, diversity consulting services, and healthcare employee surveys to gather feedback and ensure your DEI efforts are truly making a positive impact.

Trend 6: Prioritizing mental health and wellbeing

The mental health and wellbeing of your healthcare workforce has to be a priority if you want to succeed as an organization. However, historically, the healthcare sector has seen elevated stress levels. 

As Frontier’s research states:

Numerous factors contribute to elevated stress among healthcare workers, including heavy workloads, long shifts, a high pace, lack of physical or psychological safety, chronicity of care, moral conflicts, perceived job security, and workplace related bullying or lack of social support.

And this elevated stress isn't without its challenges. Physician burnout and caregiver stress is a real issue and, according to Frontier's research, work-related stress can have a negative impact on health care providers' professionalism, quality of care delivery, efficiency, and overall quality of life.

As such, it is critical that leaders in the healthcare sector are prioritizing the mental health and wellbeing of their employees. This includes offering direct and easy access to communication solutions to allow employees to reach out for support when needed, support resources such as employee assistance programs and crisis resources, mindfulness/resilience training, and flexible work schedules.

Whilst mental health should be a key focus, you can’t neglect physical safety.

In the quote above, Frontier cited “lack of physical safety” as one of the factors that contribute to stress. This is supported by research from NSC which found 40% of people who reported feeling “very” unsafe at work reported having symptoms of depression all or most days, while only 1% of people who felt very safe at work reported the same.

From the research, there are 3 key ways frontline safety can impact mental health:

• Employees who feel unsafe at work are more likely to experience symptoms of depression and anxiety. 
• Employees who feel the most unsafe at work are also the most likely to meet the criteria for clinical diagnosis of mental illness. 
• Feeling unsafe at work impacts employees on and off the clock. The feelings they have at work can follow them home.

By prioritizing the mental health and wellbeing of healthcare workers, organizations can improve overall employee engagement levels and decrease burnout rates, in turn driving patient care success and overall organizational success.

So let's take action now and prioritize the mental health and wellbeing of our healthcare employees. It's time to put an end to burnout and promote a culture of support within our organizations. The benefits, for both our employees and our patients, are worth it.

Trend 7: Using people analytics tools

People analytics tools are gaining traction in the healthcare industry, as they offer a way to track and measure employee engagement levels, analyze performance data, and inform HR decision-making. With the rising trend of big data and analytics in the healthcare sector, these tools can offer valuable insights to organizational leaders.

Deloitte tells us that with people analytics, healthcare organizations can:

• Increase employee satisfaction.
• View employees as a critical and valuable asset in the supply chain; an asset that can be analyzed and optimized to benefit individuals and the company as a whole
• Uncover opportunities to transform HR practices and optimize talent-focused programs.

By utilizing people analytics tools, healthcare organizations can gather valuable insight to inform and improve their HR strategies, ultimately driving employee engagement and overall organizational success.

Healthcare firms are also using people analytics to increase profitability, as employee engagement has been proven to be a strong predictor of financial performance.

With Blink's Frontline Intelligence, healthcare organizations can analyze and track employee engagement, satisfaction, and other key metrics in real time, using them to guide their employee engagement initiatives and reach their goals.

Final Thoughts

Unfortunately, Healthcare networks can be complicated enough, without staff having to download and juggle a number of different employee systems. 

The Blink mobile-first employee app connects them to core industry apps in seconds, without requiring a password. From shift scheduling to PPE requests to Sharepoint, everything's ready for your staff in one (digital) dashboard.

By providing a platform to help you stay on top of the latest trends, facilitate communication, and track performance and satisfaction, we can help drive HR success within your organization. With Blink, you can achieve:

• 10X higher communication rate using an employee app
• 300% increase in feedback through survey responses
• Higher employee retention and engagement
• People analytics to focus on burnout and DE&I initiatives.

So why wait? As healthcare leaders, it’s vital that you keep up with the latest trends and take action to improve employee engagement within your organization. And we can help you do just that.

Book A Demo Now

Want to learn more? Check out one of our healthcare client testimonials below to see how we helped them.

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