Lewis Tran

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

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

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

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

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

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

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"A good leader will always …"

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

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

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

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

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

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

What makes a good leader in the workplace?

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

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

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

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

1. Good leaders engage in open communication.

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

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

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

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

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

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

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

You can also encourage open communication by:

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

2. Great leaders encourage professional and personal development.

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

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

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

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

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

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

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

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

3. Successful leaders lead their employees by example.

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

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

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

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

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

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

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

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

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

Here are four ways to lead by example:

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

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

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

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

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

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

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

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

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

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

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

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

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

However, getting honest feedback isn’t always easy.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

8. Great leaders are passionate about their work.

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

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

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

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

In short, passionate leaders lead with heart.

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

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

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

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

Most people tend to associate good leadership with smooth sailing. 

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

…. a lot.

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

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

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

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

10. Good leaders are always learning.

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

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

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

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

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

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

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

How to be a good leader at work: your checklist

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

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

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

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

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

If you're comparing Beekeeper and Blink right now, the most important fact is the one most comparison articles still miss. Beekeeper was acquired by LumApps in July 2025, in a deal valuing the combined company at more than $1 billion. The integration roadmap runs 12 to 24 months. That changes how buyers should weigh this decision.

This guide gives you a current, objective comparison. What each platform actually does, what the LumApps merger means for new Beekeeper buyers, where the two products differ, and how to choose.

The short answer

Pick Blink if you want a mobile-first frontline platform with an independent product roadmap, transparent per-user pricing, and a single app that combines comms, a searchable knowledge hub, and chat. Blink starts at $3.75 per user per month.

Pick Beekeeper (now part of LumApps) if you need built-in shift scheduling and inline translation as core day-one features, you want to replace your existing scheduling tool rather than integrate with it, and you're comfortable buying into a platform mid-integration with a larger desk-worker intranet (LumApps).

Both are real options. The right choice depends on your workforce mix and how much integration risk you can absorb.

What changed: the LumApps acquisition explained

In April 2025, LumApps and Beekeeper announced a definitive agreement to merge. The deal closed in July 2025. Here's what's publicly confirmed:

• The combined company is valued at over $1 billion, backed by private equity group Bridgepoint, which already held a majority stake in LumApps from 2024. (Bridgepoint announcement)
• The merged business serves around 7 million users across 2,000+ clients, with roughly $150 million in recurring revenue and 600+ employees. (LumApps press release)
• The combined product is being positioned as an "AI Employee Hub" for both desk-based and frontline workers. (Forrester analysis)
• A fully integrated platform is expected over 12 to 18 months, with a 24-month integration roadmap covering infrastructure, user provisioning, and mobile apps. (Reworked coverage)
• LumApps has confirmed there are no short-term sunset plans for either platform during the integration. (LumApps + Beekeeper hub)

This isn't a small bolt-on. LumApps is primarily a desk-worker intranet on Google Workspace and Microsoft 365. Beekeeper is a mobile-first frontline app. Merging them into a single hub is a multi-year engineering and product effort. New Beekeeper buyers should understand they're buying into the start of that journey, not the end of it.

What buyers should ask before signing with Beekeeper today

These are fair questions to ask any Beekeeper sales contact in 2026:

1. Which Beekeeper modules are on the combined-platform roadmap, and which will be retired or rebuilt on LumApps infrastructure?
2. If our contract spans the 24-month integration, what's our migration path if functionality moves to a different SKU or pricing tier?
3. How does pricing change once we're on the combined LumApps + Beekeeper platform?
4. Which engineering and product leaders from Beekeeper are committed through the integration?

There are no wrong answers here. There are only answers you should hear before you sign.

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Where Beekeeper is genuinely strong

To be fair to Beekeeper, it has real product depth in a few areas:

• Shift scheduling is native, not an add-on. Built-in scheduling, swaps, and time-off requests. For operators who want comms and scheduling in the same app, that's a meaningful day-one feature.
• Inline translation across 150+ languages. Useful for multilingual frontline workforces where messages need to land in the worker's language without an extra step.
• Mature workflow automation. Onboarding flows, chatbots, and operational checklists are well-developed and documented.

If those three features are non-negotiable for your rollout, Beekeeper covers them out of the box.

Where Blink is genuinely strong

Blink is built mobile-first for frontline teams and competes head-to-head in the same buying conversations. Where it pulls ahead:

• Unified Hub. Blink combines a feed, chat, and a searchable knowledge hub in one app. Documents, policies, and SOPs are all findable in the same place a worker reads comms.
• Mobile-first content experience. Built for workers who don't have a desk or a corporate email address. Rich post formatting, embeds, and emoji support in the feed.
• Transparent per-user pricing. $3.75/user/month on the Core annual plan, $5.00/user/month on Pro, with a free trial across all tiers. No quote-only walls for SMB buyers. (Blink. pricing)
• Independent product roadmap. Blink is not mid-integration with a larger desk intranet. The roadmap is fully focused on frontline use cases.
• Direct integrations. Native connections to Microsoft 365, Salesforce, and other workforce systems, rather than relying on third-party connectors for security-sensitive flows.

Pricing: what you actually pay

Blink publishes pricing on its website. As of May 2026:

• Core: $3.75/user/month (annual) or $5.60/user/month (monthly). Includes feed, chat, Hub, custom branding.
• Pro: $5.00/user/month (annual) or $7.00/user/month (monthly). Adds events, live streaming, multi-language publishing, AI assistant, and priority support.
• Enterprise: custom, with advanced admin, API access, surveys, dedicated CSM, and SLAs.

Free trial available across all tiers. Source: Blink pricing page.

Beekeeper does not publish pricing. Third-party trackers report a per-user, per-month range of roughly $5 to $15 depending on modules, plus implementation fees that range from around $1,000 for small deployments up to $50,000+ for larger ones. A free plan for up to 30 users and a 14-day premium trial are available. Sources: Capterra pricing tracker, TrustRadius pricing, GetApp listing.

The practical difference: Blink.'s pricing is predictable per seat. Beekeeper's depends on which modules and add-ons you enable and is harder to forecast before a sales conversation.

Feature comparison

Feed and content. Blink's feed sits next to a unified Hub where documents, policies, and SOPs are searchable in the same app workers read messages in. Beekeeper organizes content into multiple streams, and user reviews on G2 frequently note that documents are harder to find compared to chat or feed posts. For frontline workers searching one-handed on a shift, that difference compounds every day.

Chat. Blink supports message deletion, forwarding, and saving in group chats. Beekeeper users on G2 and Capterra have flagged the inability to delete old chats as a long-running frustration. Small detail, daily impact.

Scheduling. Beekeeper replaces your scheduler. Blink. partners with it. If you already run Deputy, When I Work, Quinyx, or a workforce management system, Blink. integrates without forcing a rip-and-replace. That keeps your shift logic, payroll exports, and labor rules where they already work, and puts comms next to them in one app workers actually open.

Integrations and IT load. Blink ships direct native integrations with Microsoft 365, Salesforce, and the major identity providers (Okta, Azure AD, Google). Beekeeper relies on a mix of native and Zapier-based connectors for many of the same flows. For IT and security teams, that's fewer middleware points to audit and fewer third-party data hops to review.

AI: shipping vs roadmap. Blink's AI assistant is live on the Pro tier today, helping admins draft posts, translate, and surface content for workers. Beekeeper's AI features are now tied to the combined "AI Employee Hub" with LumApps, which is on a 12 to 18 month build. If AI is part of your decision, the practical question is whether you want it in your hands now or in the roadmap.

Mobile experience. Both apps work on a phone. The difference is what loads when a worker opens it. Blink. leads with a personalized feed and a searchable Hub. Beekeeper leads with streams and operational workflows. For mixed workforces and engagement-led rollouts, Blink.'s home screen does more on first open.

Mobile experience and frontline adoption

Both products are mobile-first. The honest read on adoption signals:

• Blink publishes adoption rates above 90% across customer case studies, with a UI built specifically for workers who only ever use the app on a phone. (Blink. customers)
• Beekeeper publishes similar high-adoption numbers and has a longer track record in very large hotel and manufacturing deployments.

The differentiator isn't whether either app works on a phone. Both do. It's what the worker sees when they open it. Blink.'s home screen leads with a personalized feed and Hub. Beekeeper's leads with streams and operational workflows.

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Migration considerations: moving from Beekeeper to Blink

If you're a current Beekeeper customer evaluating alternatives because of the LumApps merger, the practical migration questions:

• Content export. Both platforms support data export. Confirm the format with each vendor.
• User provisioning. Blink integrates with the major IdPs (Okta, Azure AD, Google). Most Beekeeper customers can re-provision in days, not weeks.
• Integrations. Audit which third-party connectors you depend on today. Blink. ships direct integrations with the most common systems, which reduces ongoing Zapier or middleware costs.
• Timeline. A typical Blink SMB rollout takes 2 to 6 weeks end-to-end. Larger or multilingual rollouts run 6 to 12 weeks.

The team at Blink handles migration planning and content import directly. If you want a structured assessment, request one here.

Final word

Beekeeper is a capable product with real strengths, especially around shift scheduling and inline translation.The LumApps acquisition doesn't make it a bad choice. It does make it a different choice than it was 18 months ago. New buyers should know they're signing into a multi-year integration and ask the right questions about roadmap and pricing.

Blink is built mobile-first for frontline teams, with a unified Hub, transparent pricing, and an independent roadmap focused entirely on this audience. If those things matter to you, start a free trial and put it side-by-side with Beekeeper on your real use cases.

Inbox zero has always been the dream. But maybe it’s time to dream bigger.

It once defined workplace comms. But today, email is slow, unengaging, and clunky — as anyone lost in a “reply all” chain will tell you. It’s fallen so far out of favor that, for an increasing number of employees, an inbox isn’t even part of the job anymore.

A new generation of employee experience platforms is rewriting internal communication rules. They’re making inbox zero the default — not because people are managing email better, but because they don’t need email at all.

These platforms are introducing faster, more interactive, and more human channels of communication. And they’re transforming how organizations reach their people. Here’s why email can’t carry your internal comms strategy anymore — and the benefits of building a workplace that thrives without an inbox.

The pitfalls of email for internal communication

So why has email fallen behind the times? Because email communication comes with some serious drawbacks.

It’s overwhelming

The reason people dream of inbox zero? Because their email account is overflowing with messages. Employees receive hundreds of emails every day.

What’s more, there’s no clear message hierarchy. Meeting invites, newsletters, urgent safety updates. They all compete for space in the same inbox. It’s hard for employees to see what’s most important at a glance, so critical messages get lost in the noise.

It’s unengaging

Scroll through a social media feed and you’ll see videos, polls, and interactive content designed to grab and hold your attention. Now think about the last email you read. Did it land with the same impact? Probably not.

In a world of TikTok, WhatsApp, and Instagram, static text feels flat. Emails are competing with these highly visual, highly engaging formats — and they just can’t keep up with audience expectations.

It’s hard to measure

Unless you send all emails via an email platform, it’s impossible to know if employees are actually opening, reading, and acting upon your updates. Are employees skimming? Ignoring? Misunderstanding?

Without robust analytics, it’s impossible to know. It’s then hard to make meaningful improvements to the internal comms experience.

It excludes the frontline

83% of frontline employees don’t have a company email address. Even if they do, logging into a shared portal in the break room is hardly practical.

Email isn’t an effective way to reach frontline teams. So you end up excluding an important segment of your audience — and have to resort to inefficient and unreliable methods of communication, like paper notices and manager phone calls.

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The rise of alternative employee communication channels

Email communication has its limits and alternative internal communication tools are on the rise. These platforms are built to make comms faster, more engaging, and more accessible. And some companies are now ditching email entirely, shifting all workplace communication over to these modern tools.

Today, 70% of comms professionals say they use chat tools and 73% say they use an employee app to communicate as an organization. Here’s what employees at those organizations are experiencing:

A mobile-first platform

The best mobile-first communication and intranet platforms provide the same seamless user experience across all devices, including small smartphone screens. Employees can access updates, resources, and workplace tools wherever they are, without needing a corporate email address.

Notifications + social feed

Instead of digging through their inbox, employees get instant notifications when a critical message lands. They can then head to the platform dashboard to view mandatory reads — or scroll the dynamic social feed, where news is organized and personalized by role, team, or tenure.

Channels for every type of communication

Modern platforms give structure to internal communications. Teams, communities, leadership updates, and company resources all have their own clearly defined channels. So employees know exactly where to go for official memos, knowledge sharing, and details of the latest team social. 

Two-way communication

Employees have lots of ways to interact with internal content on a modern comms platform. They can comment on a news feed post, respond to a poll or survey, react with emojis. They can even — depending on the permissions you set — create their own community-building content for your internal channels.

Engaging communications

The best employee intranets borrow from the apps your workers already love. Photos, videos, reels, memes, and visually-rich content make updates short, memorable, and enjoyable to consume. Your messages land — and stick — without adding to inbox overload.

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The productivity + engagement upside of a zero-email comms approach

With modern internal communications software, it’s possible to adopt a zero-email strategy. And the benefits go far beyond clearing inboxes. Here’s what this approach can do for your organization:

• Faster information flow. No more waiting for employees to log into a shared workstation to view the latest company email. Critical updates reach everyone through push notifications, ensuring your messages are seen and read quickly.
   
• Clear messaging. The comms experience is personalized to each employee. So people only see what matters to their role, team, or location. This reduces unnecessary noise and helps your messages cut through more effectively.
  
  
• A stronger sense of belonging. Email wasn’t built for culture-building. But internal communications platforms create shared spaces, where employees can celebrate wins, recognize peers, and feel part of the bigger picture. The result is greater engagement and loyalty across your workforce.
  
  
• Comms people actually want to read. When comms are visual, bite-sized, and interactive, employees are more likely to read them. They engage with your content and return regularly to your comms platform, so it’s easier to land messages.
  
  
• Self-service and streamlined workflows. The best internal comms platforms integrate with the other workplace software you already use. Employees can action a message in clicks because all tools and resources are linked.
  
  
• Equal access across the workforce. Historically, there’s been a divide between frontline and desk-based employees. With a zero-email approach, you bring everyone together. You welcome frontline employees into company culture, strengthening engagement and retention as a result.

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So what does the future of internal communications look like?

In a not-too-distant future, we predict that “inbox zero” will no longer be the dream of employees tackling a never-ending influx of emails. Instead, it will be an organizational norm. And moving beyond email to modern communication platforms will open up a new realm of possibilities for workplace connection.

Comms rethink their playbook

With improved internal communication tools on the table, the comms team can quit their reliance on email. They can meet employees where they are — on their smartphones, scrolling through engaging multi-media content — to create communications that work for every employee.

And, with new communication channels at their disposal, they’ll get creative. Employee-generated content, short-form video, and highly visual posts will become the standard. Comms teams will create Insta-worthy internal comms and find new ways to land messages.

HR and IT invest in an integrated solution

Employee experience isn’t just HR’s job — it’s everyone’s. And, because a single, integrated platform can solve for HR, IT, and comms, this is a setup that more organizations will embrace.

Thanks to deep integrations and single sign-on technology, employees can access everything they need from a single, user-friendly dashboard. Checking up on company news? Requesting a shift swap? Completing the next module of their current training course? It’s all right there, at their fingertips — without juggling multiple tabs and logins.

For IT, that means less firefighting and better ROI from existing tools. For HR, it means higher employee engagement and retention. And for comms, it means a direct line to every member of staff — hard-to-reach frontline workers included.

Teams use platform analytics to take comms even further

The future of comms is data-driven. Teams won’t just hit send and hope for the best. They’ll use platform analytics to see what’s working, what’s not, and where to improve.

That means sharper targeting, smarter campaigns, and data-driven comms strategies that reach the right employees at the right time. Teams can also measure how comms impact big business outcomes, like employee engagement, retention, and customer satisfaction.

Ultimately, analytics give comms a seat at the table. Teams move from being messengers to strategic partners, involved from the start in shaping initiatives and able to demonstrate solid comms ROI.

Stop dreaming of inbox zero. Go beyond email in 2026.

Our vision for the future of internal communications may feel a long way from the comms reality you’re living today. But the truth is, many organizations are already a ways down this path.

They’ve recognized that email is a drain on productivity and engagement. And they’re moving beyond it. No more inbox battles. No more missed messages. Instead, they’re embracing modern, mobile-first internal comms that reach every employee, wherever they are.

They’re making use of multi-media content, notifications, and analytics to ensure all employees get the information and connection they need to succeed in the workplace.

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A good, modern intranet is a water cooler, town hall meeting, and workplace manual rolled into one. It’s a place where employees can find everything they need to thrive in their roles. 

But the very best intranets go beyond first-class internal communications. They also drive employee engagement, connecting workers to their roles and the wider organization. 

The content you put on your intranet has a big part to play in making this happen. Incorporate the intranet content that staff love and engagement across the board becomes much easier.

Here, we list the content that belongs on an effective and engaging employee intranet.

The link between intranet content and employee engagement

Employee engagement is the degree to which employees feel invested in their work and their workplace. Engaged employees are happier, more productive, and less likely to leave your organization.

Engagement relies on good internal communication. And, in today’s digital age, good internal communication relies on a modern intranet.

The modern intranet is a central hub for workplace communication, collaboration, and connection. It supports an organization to:  

• Connect and align teams even when they’re apart
• Provide clear, reliable information
• Offer opportunity for two-way communication
• Streamline employee communications by putting everything in one place

This type of communication tool is lightyears from that neglected company noticeboard. Or an email inbox flooded with memos. 

But the software alone isn’t enough. You can only make a success of your intranet and your employee engagement efforts if you incorporate the right content.

Intranet content needs to be reliable and relevant. It should help to foster a sense of belonging and community. And it should spark employee interest.  

Get it right and you’ll engage employees with your internal communications and your intranet platform. This engagement then spreads further, positively impacting how teams feel about their jobs and your company.

11 engagement-boosting content ideas for your company intranet

Let’s take a closer look at the intranet content types that stand to improve internal communications and boost employee engagement. The most engaging intranet content ideas include:

• Surveys and polls
• Employee recognition
• Company policies
• Company news and updates
• Company strategy and goals
• Employee-generated content
• New hire welcome info
• Training and development resources
• HR resources
• Employee wellness initiatives
• Company values

Intranet content idea #1: Surveys and polls

When we’re actively involved in a conversation, we’re more engaged. So every effective intranet features content that employees can respond to.

Surveys and polls are an obvious choice. They’re interactive. Easy for employees to use. And really useful for leaders looking to improve the employee experience.

It’s definitely worth moving beyond the standard, annual employee survey. Regular polls and pulse surveys keep employees involved in the conversation all year round.

They also give you real-time insight into employee engagement and — if you ask the right questions — intranet content preferences.

Polling your employees makes them feel heard and valued. But your content will be less effective and engaging if you fail to follow up.

This presents another great intranet idea. On the back of a single poll, you can share feedback findings, your plan of action, and any results. All useful, engaging comms, sure to spark employee interest.

Intranet content idea #2: Employee recognition

We know that employees feel more engaged at work when they get recognition from their leaders, managers, and peers. According to recognition research:  

• 65% of employees said they would work harder if they felt management noticed their contributions
• Engagement, productivity, and performance are 14% higher in organizations with an effective employee recognition program 
• Workers in organizations that make appreciation a priority are 56% less likely to look for a new job

Praise is clearly valuable. It can make a big difference to employee morale and their sense of belonging. So another great intranet idea to add to your list is employee recognition.

You can use your intranet to showcase the successes and contributions of employees and teams. You can also celebrate milestones, like work anniversaries and employee birthdays.

Shout out the behaviors you want to see more of. And if a customer name checks an employee in a glowing review, share it on the company intranet so everyone gets to see it. 

Content tip: For an extra engagement boost, link recognition content to company values. Turn values into hashtags. Then use these hashtags in recognition posts to highlight the core company ethics employees have demonstrated.  

Intranet content idea #3: Company policies

In a modern workplace, company policies really shouldn’t live in a paper manual. Nor should they sit on a shared file only accessible to those with an office-based desktop computer.

Instead, make it easy for employees to access company policy documents by putting them on your intranet.

Now, we know employees are unlikely to be clamoring to read policy docs. But by placing them on your intranet, you make this content more engaging and effective. That’s because:

• There are fewer barriers between employees and the information they seek
• Content is searchable and findable
• Employees can trust that the information they’re getting is well-maintained and up-to-date
• You can turn written policy docs into engaging videos or interactive tutorials

Whether it’s safety protocols, a code of conduct, or brand guidelines, employees have all the resources they need at their fingertips.

With this essential info to hand, employees can feel more confident in their roles. And your organization enjoys better compliance with company policy.  

Intranet content idea #4: Company news and updates

Employees who are kept in the loop are better at their jobs. They also feel more connected to their company and co-workers.

But company updates tend to be pretty dry. So how do you deliver company news and updates that employees actually want to read?

Get leaders involved. Content from leadership tends to get a lot of traffic. So encourage your senior team to post a weekly or monthly update on the company intranet.

Use multimedia content. Present company news in a visually engaging way by using images, videos, and infographics. 

Incorporate a human angle. The employee intranet is a great place to post photos from the latest team-building event. Or a signup form for your next corporate volunteer day. Or a customer story that highlights the direct impact your employees are making.

Target your content. A well-designed intranet lets you segment your audience and filter content. This keeps your news and updates relevant to each team or department. 

Content tip: Ensure employees engage with time-sensitive updates by picking an intranet solution that allows you to send notifications, pin essential content, and request an acknowledgment receipt from employees.

Intranet content idea #5: Company strategy and goals

Company strategy and goals shouldn’t be kept behind boardroom doors.

There are lots of benefits to sharing this information with employees. When you involve employees in your strategy and goals, you help to align your organization. You also make work more engaging for employees. That’s because they:

• Understand how their work fits into the bigger picture
• Feel more involved, empowered, and motivated
• Make better decisions and solve problems more effectively

So devote some content on your company intranet to strategy and goals.

Clearly communicate your company mission. Consider giving employees updates on competitor intelligence. And help employees visualize progress toward goals with the help of eye-catching charts.

Intranet content idea #6: Employee-generated content

As we mentioned earlier, it’s easy to switch off from a one-way conversation. So the most engaging employee intranet content goes two ways.

Polls and surveys are a useful way to involve employees in your internal communication. But you can go further by giving employees the option to create their own intranet content.

They can write blogs and upload videos to the team thread. They can share employee resource group (ERG) content. And — if your corporate intranet has a newsfeed feature — you can allow them to post, comment, and like.

Intranet content idea #7: New hire welcome info

Create a dedicated intranet section for new hires and you kick-start employee engagement from a worker’s very first day.

You can provide content like your organizational structure, policy docs, checklists, and FAQ pages. You can also use your intranet to introduce new hires to the company and support them to start building connections with co-workers.  

This approach means new hires get a great introduction to your organization. They also know exactly where to look for essential info during those first weeks and months.  

Content tip: You want new hires to engage with your intranet from the very start of their onboarding journey. So offer guidance on how to use it — and how they can contribute to intranet content, too — as part of your onboarding materials.

Intranet content idea #8: Training and development resources

An employee’s learning journey goes way beyond onboarding. And we know that learning and development (L&D) contributes to employee engagement. 

According to LinkedIn’s 2024 Workplace Learning Report: 

• 7 in 10 employees say learning improves their sense of connection to an organization
• 8 in 10 employees says learning adds purpose to their work

You can use your company intranet to highlight training opportunities. Things like workshops, webinars, conferences, and courses.

Also, integrate your intranet with any L&D software you use. That way, it’s just a quick click and a hop from your intranet homepage to the learning materials your employees want to access.

Intranet content idea #9: HR resources

Traditionally, employees had to contact the HR team for an update on their vacation allowance. Or to access their pay stubs. Or to perform any other number of HR-related tasks. 

This was time-consuming — for both employees and the people team. And it added unnecessary friction to the employee experience. 

Now, you can put this essential content on your intranet. 

Employees can self-serve. They can book time off. They can view their shifts. They can also view and access the employee benefits your company offers.

What’s more, employees can access all HR software from one central hub. That means one sign on, one password. And fewer support requests from employees who’ve forgotten the platform or password they need to use.

Intranet content idea #10: Employee wellness initiatives

In a Gallup survey, 63% of workers said that having a better work-life balance and personal wellbeing is important when considering which company to work for.

And in organizations that focus on employee wellbeing, employees are:

• 3x more likely to be engaged at work
• 69% less likely to actively search for a new job
• 71% less likely to experience burnout
• 5x more likely to agree strongly that they trust the leadership of their organization

To promote wellbeing and work-life balance you need to embed this ethos in your company culture and company policies. Then, highlight this ethos using your intranet content. 

Create posts that highlight wellness challenges, wellbeing tips, and mental health resources. And act as cheerleader for employees as they work toward health and wellness goals.

Content tip: Create a dedicated wellness hub on your intranet. Here, you can give employees access to all your wellness resources. Things like your gym membership benefit, phone numbers for confidential helplines, and your company’s timetable of wellness events.  

Intranet content idea #11: Company values

Only 23% of employees strongly agree that they can apply their organization’s values to their work. And only 27% strongly believe in their company’s values.

But strong values help employees build an emotional connection to your organization and find greater purpose in their work. Connection and purpose sit at the foundation of employee engagement.

That’s why using your intranet content to clarify and repeat your company values is a wise idea.

Depending on your particular set of values, you could highlight your work to support the planet or local communities. Or showcase your commitment to building a positive, inclusive workplace.  

You could also get ERGs to contribute content on topics like diversity, equity, and inclusion.

In doing so, you’ll weave your values into everyday intranet interactions, making your intranet content and your organization more engaging for employees.

A few last intranet content tips

We’ve covered the 11 different types of intranet content that help to engage employees. Now, a few points that apply to all the content ideas included above.

Keep it relevant

If your intranet solution allows it, segment your audience according to their role, department, or stage in the employee life cycle. Then target your content. That way, employees are less likely to experience information overload and less likely to switch off from your comms.  

Involve employees

Many of the intranet content ideas above rely on two-way communication. This ethos is central to employee engagement. So encourage interaction and content contribution as much as possible.

Make it easy to access

Even the most engaging intranet content will fall flat if employees can’t navigate your software. So pick an intranet solution that is easy and intuitive to use. Make employee communications hard to miss, not hard to find.

Go mobile

To make a success of intranet content and employee engagement, your intranet needs to reach every member of the workforce. For frontline organizations — and those with a dispersed workforce — that means taking your intranet mobile. A modern intranet, like Blink, works as well on a smartphone as on a desktop. 

In summary

The company intranet is an invaluable tool for engaging employees and building a positive workplace culture.

The best intranet content is useful and relevant. It offers opportunities for employee interaction. And it delivers internal communications in a streamlined, user-friendly way.

Stick this kind of content on your company intranet and you’ll create a hub that fosters engagement across the whole of your organization.

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In theory, everyone loves employee empowerment. Empowered employees are more productive and engaged, more likely to trust senior leadership and more likely to approach situations. What’s not to like? 

Equally, that initial process of letting go can be hard – and that’s nothing to be ashamed about. Employee empowerment is a relatively recent philosophy, and many of us will have progressed our careers with a top-down approach to workplace management. 

With the huge rise in remote and hybrid work, this approach is crumbling. As many workplaces are set to remain remote, and many others are losing employees in droves due to lack of career progression and low pay, it’s not a viable long term strategy. 

Your managers can add huge amounts of value to your business in the projects they oversee and the bonds they build with their teams. Micromanagement is wasting them as a resource.

Staff empowerment involves trading some control over various aspects of your work environment for higher productivity and greater job satisfaction. Here’s how to embrace letting go in return for these tempting performance gains. 

What is employee empowerment? 

Let’s turn to the Society for Human Resource Management for a useful top-level definition of employee empowerment:  

“Employee empowerment is a management philosophy that emphasizes the importance of giving employees the autonomy, resources and support they need to act independently and be held accountable for the decisions they make.” 

“Autonomy, resources and support” encompasses a range of things here, and could include: 

• Offering employees freedom over where they work (e.g. remote or hybrid working arrangements). 
• Offering employees freedom over how they work by building managerial trust and avoiding micromanagement. 
• Providing resources for skills development and career progression
• Structuring your organization in a way that allows employees some say in how it’s run, for example employee voice initiatives and shareholder schemes. 

Employee empowerment, engagement, and satisfaction…what’s the difference?

Employee engagement is the strength of the mental and emotional connection employees feel toward the work they do, their teams and their organization.

Employee satisfaction is a measure of how happy an employee is in their role, and with their place of work in general.  

Employee empowerment is providing the resources and support needed for your employees to act independently. 

If you’re the type for metaphors (don’t blame you, they’re super useful!), consider employee satisfaction and employee empowerment as two key building blocks for employee engagement. 

High employee engagement is the ultimate goal – companies with engaged employees are 21% more profitable than companies that aren’t. Workplace satisfaction and empowering employees with control over how they work are essential contributors to this. 

The benefits of empowerment in the workplace

Your workforce is more flexible

Empowered workforces can work across locations and time zones, innovate more, and find solutions to problems quicker. That’s a real asset across your business – you can create better products, offer a vastly improved CX and build watertight internal processes. 

Your workforce is more productive

Employees who feel trusted are more likely to get more done in the same space of time. This is partly because it’s easier to feel driven when you have autonomy over your work, and partly because micromanagement is a major time drain. Free your colleagues from this over-hierarchical hellscape and they’ll be more willing to go the extra mile. 

Your workforce trusts leadership more

Trust is a two-way street. You’ll find that if employees are trusted to manage their workloads and have a say in how your business is run, they trust senior leadership to make mutually beneficial decisions as a result. 

Research by the Great Place to Work Institute and Fortune suggests that trust between managers and employees is the main factor in the world’s best workplaces. Workplaces with the most mutual trust beat the average annualized returns of the S&P 500 by a factor of three.

How to empower employees in the workplace

Employee empowerment isn’t a bandaid that you can tack onto your existing workplace to make it better. It needs to be woven into the fibers of your company culture. 

Bad news: this takes time and effort. 

Good news: this investment will absolutely pay off in the long term. Creating new management practices, investing in new ways of working, sharing feedback regularly and creating a culture of recognition all help you maximize the value you get from employee empowerment as a business. 

Feedback: give it and receive it

The more feedback you give on performance, the more you empower your employees to work dynamically, creatively and independently. 

The more feedback employees share with you about the workplace, the more your workplace can meet their needs – and the more likely they are to stay. 

Recognition: little and often is key

Did you know that a simple ‘thank you’ just once per month to your employees doubles employee engagement, halves the risk of them leaving and triples the likelihood of them sticking with you in the long term?

By all means celebrate the big milestones, but don’t forget to create a supportive, encouraging atmosphere day to day as well. Self belief is empowering – let your employees know that they’re doing a good job and watch performance improve. 

Career development: make sure employees are working towards something

Career development motivates employees to act independently. Why take the risks that come with autonomy and decision-making responsibilities if there’s no payout? 

In a recent survey 63% of workers cited lack of career opportunities as a reason why they left their position – the joint most popular response alongside ‘poor pay’. To create an empowered workforce motivated to stick around for the long-term, take a look at your career progression structure. What could be improved? Or, if you haven’t got any formalized structures in place, how could you design them to support the needs of your workforce? 

Communication: two-way, not one-way

Watching your employees’ every move makes your workforce resentful and erodes trust. Instead of monitoring behavior, start thinking about how you can facilitate meaningful two-way communication between managers and employees. 

As well as the right software – employee apps, instant messengers and project management software are all useful here – take a look at shifting your concerns away from regulating behavior and more towards focusing on results. 

Responsibilities: avoid making things too top heavy

The classic scenario: managers are expected to maintain a huge degree of control over their teams, resulting in time pressures, delays and a lack of feedback for frontline teams. 

By sharing responsibilities across employees and teams, you reduce this pressure drastically and encourage employee autonomy. You also avoid gradual erosion of trust and performance stagnation, as you empower your managers to spend time with their teams and invest time in employee development. 

Barriers to employee empowerment and how to overcome them

Stuck on building a naturally empowering workplace? Check these common barriers to employee empowerment. 

Your remote employees can’t communicate

To empower employees in a remote environment, your communications strategy needs to be stronger than it’s ever been. 

If performance is suffering and deadlines are being missed due to confusion, invest in remote employee communication tools and make sure your managers are checking in at least daily. 

Fear of position loss

If your employees are increasingly autonomous, what’s in store for middle to lower management positions? 

Ease your managers’ concerns about this by communicating new expectations for different roles. If they know that employee empowerment is as much about reinvesting their time in meaningful work as empowering the workforce, they’re significantly more likely to get on board. 

Lack of clear goals

“Be empowered” won’t cut it. To maximize returns on your employee empowerment strategy, you’ll need to be specific about what these goals look like. This could include: 

• Employees handling specific tasks on their own
• Employees contributing regularly to strategic discussions
• Employees shaping their workplace via employee voice initiatives

Employee empowerment in different industries

Not all industries work in the same way. What empowers employees in one industry might be impossible in another. Your healthcare workers might not be able to work remotely, for example, or there may be a particularly rigid professional hierarchy in place that you need to work around.

No matter your sector or organizational structure, there are ways to empower your employees. If flexible working is difficult, or there are real limits on the responsibilities you can share, try focusing on: 

• Employee voice initiatives like surveys and focus groups
• Career progression – if your industry is hierarchical, work with it!
• Recognition – a little ‘thank you’ never goes awry

Employee empowerment resources

There’s no such thing as being “too nerdy” about the wellbeing, productivity and performance of your employees. If you’re up for a bit of further reading, take a look at these resources. 

Empowering employees before, during and after the pandemic (SHRM)

Examples of employee empowerment (Chron)

Source: theinvestorsbook.com

Blink resources – a few more friendly blog posts that might be helpful!

Employee voice in the workplace

Workplace culture: what is it and why is it so important? 

A complete guide to employee recognition programs

Managing remote teams: best practices and tips for virtual leaders

How to create a remote work policy in 2022

Why & how to empower frontline employees

And, don’t forget to check out our Frontline of the Future podcast! Listen here. 

Employee empowerment examples

Need some real-world empowerment inspiration? Take a look at how these three businesses encourage their employees to reach their full potential. 

Timpsons

British service retailer Timpsons is a renowned example of what happens when you trust your employees. 

The business’s ‘upside down management’ philosophy was borne of owner John Timpson’s realization that “the only way to provide truly great customer service is to trust our customer-facing colleagues with the freedom to serve customers the way they know best.”

Timpsons’ frontline team members are encouraged to do whatever they can to provide a brilliant customer experience, including changing prices, rejigging displays and paying up to £500 to settle a complaint – without having to justify themselves to anyone senior. 

John Lewis

If you’re looking for the ultimate employee empowerment strategy, look no further than employee ownership. Your employees become shareholders in your business, and get a share of annual profits and a say in how the business is run. 

It’s definitely a commitment, but UK department store John Lewis makes it work. According to recent figures, 84% of John Lewis retail partners recommend John Lewis as a great place to work and 86% of customers feel valued when they shop with John Lewis outlets. Positioning their workforce as partners rather than employees drives empowerment; the retailer regularly tops ‘best workplace’ polls as a result. 

Google

It’s no surprise that worldwide innovation leader Google expects the best from its employees. To facilitate this, Google invests a lot in building a creative work environment where employees are empowered to develop new skills at every turn. 

Google Cafes encourage employees to build connections across the business, whilst the Google Moderator management tool draws a wider audience into meetings with a range of interactive features. 

Google also allows its engineers to spend 20% of their working week on projects that interest them but show no immediate promise of paying dividends. Employees have the chance to develop new skills and work with their interests, whilst Google keeps ahead of the pack on long-term innovation. 

Employee empowerment: final thoughts

As how we work continues to change, employee empowerment is becoming essential. Your teams need to be flexible, adaptable and engaged if you want to remain competitive – particularly right now, as open vacancies soar and workforces are asked to do more with less. 

Employee empowerment will look different in different workforces. For example, you might not be able to offer flexible working, but you can still allow employees control over their processes and a say in how the workplace is run. Or, you might have strict protocols that need to be followed, but be able to offer some degree of time and location flexibility. 

Whatever staff empowerment means for you, encouraging meaningful communication between managers and employees, setting clear expectations and building a culture of mutual trust is essential to success. 

Blink is an employee app that enables two-way conversations, builds trust and empowers employees as a result. Get your free demo today!