Life at Blink | Maggie MacKay-Dunn

Blink honored with ClearBox Choice award

On May 7, Blink was named one of six ClearBox Choice award recipients — a recognition reserved for platforms that truly stand out in a strong, competitive market. ClearBox’s 2025 Intranet and Employee Experience Platforms report evaluated 20 solutions and honored Blink for its deep commitment to frontline workers and clear mobile-first design.

ClearBox’s recognition speaks volumes:

“Blink impresses us with their dedication to frontline workers. The vendor not only offers a mobile experience that clearly understands this audience’s needs, but they deliver boots-on-the-ground service that’s rare in this industry.”

Blink’s continued recognition highlights our commitment to frontline-first design and ease of use, setting us apart in a crowded field.

Blink receives top marks again from ClearBox

For the third year in a row, Blink has earned a top spot in ClearBox’s annual review of the intranet market. This prestigious report evaluates the leading modern intranet and employee experience solutions, recognizing standout platforms that excel in key areas.

Here’s what ClearBox had to say about Blink:

“Blink is a frontline-focused, mobile-first product that understands its target audience perfectly. The interface is reminiscent of social media tools (in a good way), so it’s instantly familiar and quick to adopt.”

Let’s dive into the report’s findings and see how Blink performed.

About ClearBox

ClearBox Consulting is an independent intranet consultancy that provides unbiased advice to help organizations find the right intranet solution. With a client roster that includes companies like Unilever, PlayStation, GlaxoSmithKline, and Bayer, ClearBox is a trusted name in the industry.

Each year, ClearBox evaluates 20 leading intranet vendors, assessing them across eight key criteria and providing detailed insights and recommendations.

About Blink

Every year, ClearBox compares 20 leading intranet vendors and their products, scoring them on eight criteria. It then releases a report to detail its findings. As part of the report, ClearBox highlights standout intranet vendors, giving them a ClearBox Choice Award. In 2024, Blink was among the award-winners for the second year running.

What does the report assess?

ClearBox evaluates every product against eight criteria. Criteria include user experience and visual appeal, community and engagement, publishing and communications management, and mobile and frontline support.

The organization also seeks customer opinions on the product and customer support from the vendor. It looks at information on pricing and each vendor’s development roadmap too.  

You can take a look at the full report here: The 2025 ClearBox Intranet Report

Where does Blink stand out?

Blink continues to lead the way in two crucial areas:

Mobile and frontline support

Like with the 2024 report, Blink was the only software provider to score maximum points for this criterion.

Blink is designed from the ground up with frontline workers in mind. ClearBox praises Blink’s approach, stating:

“The focus Blink places on the deskless audience is among the best we’ve seen in this report and makes a compelling choice for organizations with a frontline-heavy workforce.”

Unlike other platforms that require additional purchases for full mobile functionality, Blink provides an all-in-one mobile-first solution. Employees can easily access everything they need via a smartphone — without requiring a company email or desktop login. This ensures that frontline workers remain connected, engaged, and informed, no matter where they are.

{{mobile-main="/image"}}

User experience and visual appeal

Blink once again earns top marks for its user-friendly interface and social media-inspired design. ClearBox highlights:

“Blink is a mobile-first solution that offers an easy-to-use interface on all device types. There is a good range of practical tools that complement the excellent social and communication features too.”

Blink’s platform is designed to be as intuitive as the consumer apps employees already use. The simple, visually appealing layout ensures quick adoption and ongoing engagement. Features like an interactive company news feed, multimedia content sharing, and Stories create a seamless and engaging user experience.

{{mobile-stories="/image"}}

Blink’s Total Cost of Ownership (TCO) rating

In this year’s report, ClearBox introduced an indicative “Total Cost of Ownership” (TCO) score, evaluating not just licensing costs but also set-up effort and ongoing administrative needs.

Blink stands out in two key quadrants:

• Turnkey: A good value, easy-to-manage platform with minimal administrative burden.
• Optimized: A comprehensive solution with robust out-of-the-box capabilities, requiring little ongoing maintenance.

This recognition confirms that Blink is both a powerful and cost-effective choice for organizations looking to improve employee experience without adding unnecessary complexity.

{{mobile-hub="/image"}}

Some more highlights from the ClearBox report

Here’s what else ClearBox had to say about Blink:

“Blink offers organizations alternatives to shadow technology like WhatsApp, while also offering an effective desktop experience that helps bring employees together.”

“The user experience across all device types is excellent and works particularly well for the community, social and communication focus of the platform.”

“It offers a good companion to desktop platforms too, meaning desk workers and frontline workers can be served by products that best suit their needs without clashing.”

And here’s what customers interviewed by ClearBox said about their experience with Blink:

“[Blink] really connects the workforce and helps you bring creative content to your frontline.”

“Blink has provided a reliable and dynamic communications platform with a diverse range of useful functionality backed up with outstanding customer support.”

“[Blink] are experts in what they do.”

“Our Blink partners have been fantastic and very supportive.”

{{mobile-community="/image"}}

Why choose Blink?

Organizations across all industries or scopes — especially those with frontline employees — continue to turn to Blink as their employee experience platform of choice. Blink balances simplicity with robust functionality, ensuring that both frontline and desk-based employees can stay connected and engaged.

ClearBox sums it up best:

“Organizations of any size that have frontline workers or want to address community needs will find something to like about Blink.”

Engaged employees are more productive, more collaborative, and more likely to stay working for your company. And with 33% of hiring managers predicting that employee turnover will increase in 2024, there’s never been a better time to get the right employee engagement tech on your team.

Employee engagement apps are intuitive and easy to use. They enjoy high rates of adoption. And they offer a range of features that support employee engagement.

But which are the best of the many employee app options available? In this guide, we look at the seven best employee engagement apps for 2024 and explain a little more about why an app could benefit your business.  

Best employee engagement apps for 2026

The best employee engagement solution varies depending on your industry, the functionality you need, and the engagement metrics you want to improve. Here are our top picks for this year.

Blink: best employee app for frontline workers

Workleap Officevibe: best employee app for EX data

Engagement Multiplier: best employee engagement app for small businesses

Bonusly: best employee app for rewards and recognition

WeThrive: best employee app for mental health support

Culture Amp: best app for performance management

Workvivo: best employee app for large, multi-lingual organizations

1. Blink — best employee engagement app for frontline workers

Blink is an employee engagement app built specifically for frontline workers. It brings employee engagement tools to every employee smartphone.

Frontline workers don’t need a desktop computer or even a company email address to access the Blink app. Instead, a simple sign-on process gives them access to an intuitive, user-friendly dashboard.

Here, they can view employee communications, respond to surveys, read policy documents, and use the newsfeed to take part in the company conversation.

They can also use the Blink Hub to access the other workplace tools you use. With a couple of clicks, they can view their current training module, their pay stub, or their upcoming shifts.  

Managers get lots of useful engagement features too — like recognition and survey tools. They can also use Blink’s workforce analytics to measure engagement and make data-driven decisions.

All in all, the Blink employee app helps frontline teams to connect with each other and with leadership. It ensures they have access to the people, comms, and tools they need to do their jobs well.

Pricing

Pricing is available on request.

Reviews

• Capterra: 4.6/5
• G2: 4.6/5

See Blink in action. Get your free demo.

2. Workleap Officevibe — best employee app for EX data

Performance management and recognition tools are part of the Workleap Officevibe employee app. But its most impressive features revolve around employee feedback. This app has a range of tools to help your HR team understand employee sentiment and make data-backed improvements.

Pulse surveys, onboarding surveys, eNPS scores — there are plenty of ways to find out what employees are thinking. You can also launch anonymous surveys so you know you’re getting honest, unfiltered feedback from employees.

Officevibe then helps you make sense of the feedback you’ve gathered. You can use reports to identify trending feedback topics. And use well-presented survey data to benchmark employee experience (EX) results and set targets. 

Pricing

Workleap Officevibe has a free version with limited functionality. Prices for paid plans start at $3.50 USD per user per month.

Reviews

• Capterra: 4.6/5
• G2: 4.3/5

‍

3. Engagement Multiplier — best employee engagement app for small businesses 

Engagement Multiplier is a reasonably priced app aimed at small to medium-sized businesses. It’s not as in-depth as some of the other employee engagement software on this list. But it can be really useful for new companies and start-ups wanting to learn more about their engagement levels.

Features include benchmark assessments, anonymous data collection, recommended actions, and the ability to create custom employee engagement surveys.

Pricing

Prices start from $7.20 USD per user per month.

Reviews

• Capterra: 4.8/5
• G2: 4.3/5

‍

4. Bonusly — best employee app for rewards and recognition

Bonusly is all about motivating your teams with employee recognition and rewards. The app lets you give each employee an allowance of points. They allocate these points to co-workers, appreciating them for their support, for doing a great job, or just for being an awesome work friend.  

Recipients can then exchange their points for a variety of different rewards, choosing between big brand gift cards, company merchandise, and custom rewards chosen by your company. Employees can also convert their reward points into charitable donations.

Bonusly supports the kind of peer-to-peer recognition that engages employees. It also allows you to share recognition in a company-wide feed, so you improve motivation and amplify company culture to every member of every team.

Pricing

Bonusly offers new users a free trial. Paid plans start from $5 USD per user per month, plus the cost of employee rewards.

Reviews

• Capterra: 4.8/5
• G2: 4.8/5

‍

5. WeThrive — best employee app for mental health support 

WeThrive is an employee engagement platform focused on the mental health of your workers. It helps you create surveys to check on employee wellness and take action to safeguard it.

The app’s mental health and wellbeing survey helps you to identify the root causes of stress, burnout, and anxiety. An easy-to-use feedback dashboard segments results by team, location, department, tenure, and manager so it’s easy to see where improvements need to be made.

The app also uses feedback data to suggest wellbeing actions for your managers so it’s easy to decide the next steps.

Pricing

Pricing is available on request.

Reviews

• Capterra: 4.7/5
• G2: 4.6/5

6. Culture Amp — best employee engagement app for performance management

Culture Amp is an employee platform built around employee feedback and analytics. It also has some excellent performance management tools.

You can use 360-degree feedback to find out how employees are doing. You can use goal-setting functions to align employee work with company strategy. And you can use 1-on-1s to encourage meaningful communication between managers and employees. 

With tools that support regular coaching and feedback, Culture Amp aims to provide organizations with everything they need to build a culture of continuous improvement and high employee engagement. 

Pricing

Pricing is available upon request.

Reviews

• Capterra: 4.7/5
• G2: 4.5/5

‍

7. Workvivo — best employee app for large, multi-lingual organizations

Workvivo is owned by Zoom. It’s a desktop intranet that comes with a user-friendly employee app.

There are lots of community and social features for employees to engage with. You have the option to live-stream company updates in real-time. And, with Spaces, users can create their own community groups

For large organizations with employees who speak a range of different languages, Workvivo has some particularly useful tools. The auto-translation feature allows you to easily translate posts into a user’s preferred language. There’s also the option to auto-translate video subtitles.

Pricing

Pricing is available upon request.

Reviews

• Capterra: 4.7/5
• G2: 4.8/5

‍

What are the advantages of an employee engagement app?

The best employee engagement software meets employees where they are. These days, that tends to be on their smartphones. And that’s why employee mobile apps are an increasingly popular choice.

Apps are inherently engaging and very easy to use. In fact, 53% of frontline workers already use messaging apps like WhatsApp and Facebook Messenger for work-related conversations.

When you replace those apps with your own user-friendly employee app, you make communication more secure — and make it a key part of company culture, too.

Here are six other advantages of mobile-first employee engagement tools:

1. An employee app reduces costs and improves profitability

Construction giant Caterpillar found increasing engagement helped save $8.8 million at one of its European factories in just one year. The company also improved customer ratings and increased profits by $2 million.

Gallup research shows that Caterpillar’s cost savings aren’t an anomaly. They looked at thousands of teams and found that highly engaged businesses experience:

• A 43% decrease in employee turnover
• A 10% improvement in customer satisfaction
• An 18% uptick in sales
• A 23% increase in profitability

Employee engagement has a big impact on a company’s bottom line. So an employee engagement app tends to have a high return on investment.

2. An employee app improves communication without adding to the noise

An employee app streamlines company communication by putting everything in one, searchable location.

A social-style news feed. Employee surveys. Messages from management. With an app, teams know exactly where to go to get the information they need.

Managers also get the tools they need to highlight critical messages and ensure employees read them.

3. You connect every member of your workforce — including those on the frontline

To make a success of employee engagement, you need to take every member of the workforce with you. That includes those hard-to-reach employees working on the frontline of your organization.

Deskless workers get the raw end of the deal in terms of engagement tech. Only 10% of frontline workers say they have high access to the tools, tech, and opportunities they need to connect and advance in their workplace. 

But these workers are in greatest need of engagement intervention. Deskless employees are less trusting and engaged, and more likely to experience burnout than their desk-based peers.

An employee app ensures frontline workers aren’t excluded from company comms and culture. You take engagement beyond the office and a desktop computer and put it in the palm of every employee’s hand.

A good app is also easy and intuitive to use. It enjoys high rates of user adoption. So by using an employee app, you make engagement tech more accessible than ever to all employees.

4. You make work more engaging and efficient

The best employee engagement apps put the most effective engagement tools in one, single place. You give employees access to the things we know help to improve employee engagement:

• Training and development
• Recognition
• Two-way communication and collaboration
• Feedback opportunities

You also remove friction and frustration from the work day. Because employees can access all the comms, tools, and resources they need via your employee app, they become more efficient and productive.

Employees can get on with doing their jobs to the best of their ability. Managers save time thanks to improved communication channels and employee self-serve resources. That translates into increased levels of staff satisfaction.

5. Employee engagement apps support frontline safety

Employee engagement makes for better workplace safety and fewer workplace accidents. According to Gallup, companies with high engagement experience 64% fewer safety incidents than those with low levels of engagement.  

An employee app supports frontline safety because workers have all policy documents and safety procedures at their fingertips. They also have a direct line to managers, so it’s quick and easy to report safety or maintenance concerns.

6. Managers get access to data and analytics

When employees engage with your organization via an employee app, managers get access to valuable user data and analytics.

They get insight into how people are using the app and how they’re engaging with company communications. They get to know what engagement looks like for different teams, locations, and managers. Use an app with great integrations and you get insight into how employees are using other workplace tools, too.

The best employee engagement apps present this data in a way that is easy to understand and act upon. So your teams have everything they need to make employee engagement improvements going forward.

Does your company need an employee engagement app? 3 key questions

Staff engagement apps aren’t the best fit for every company. You can figure out if your organization would benefit from this by answering the following questions.

Do we have a communication channel that reaches everyone?

Effective internal communication is the foundation of engagement. So you need a reliable communication channel for all employees, particularly when there’s a time-sensitive update to share.

Email may not be a viable internal communication strategy if some workers don’t have email addresses. Getting managers to make phone calls and send text messages takes up a lot of time. Paper notices up on a board are easy to miss.

If you have a patchwork of different communication channels, an employee mobile app is a great streamlining tool. It saves your comms team time — because they have fewer comms channels to maintain. And it makes communication more efficient, relevant, and reliable.

Are employees treated equally?

Fairness is really important for employee engagement. If an employee feels like someone else is getting preferential treatment, it’s unlikely they’ll bring their A-game. So when it comes to opportunities for engagement, it has to be a level playing field.

Use surveys to find out if frontline staff and office workers enjoy the same level of engagement and the same access to company comms, culture, and connection.

If some workers are feeling overlooked, an app can help you treat employees equally. Ditching a two-tier engagement strategy means everyone feels valued and like they belong.

Do we need to lighten the load for managers and HR teams?

When there isn’t an easy way to share company policies, resources, and comms, managers and HR teams often end up acting as gatekeepers. Employees have to ask for the information they need, which adds to the HR and management workload.

An employee app removes this bottleneck by allowing employees to access relevant information for themselves. They can view their schedule and vacation time. They can read the most recent safety policy and get details of the next company social event.

HR and management spend less time answering the same questions. And employees — with resources in the palm of their hands — feel more engaged with the organization.

Final thoughts: The best employee engagement apps

An employee engagement app can be a game-changer when it comes to your employee engagement strategy.  Whether you’re a small office with a few dozen employees or a multinational corporation with hundreds of stores, the best employee engagement apps help your workers feel more connected.

At Blink, we’re passionate about helping companies connect with their frontline employees. And our frontline employee engagement solution will help your workforce thrive in 2026 and beyond.

Blink’s employee app offers the same great features across mobile and desktop. A company newsfeed, recognition, secure chat, surveys, analytics, and more. So your teams have everything they need to improve employee engagement — along with staff satisfaction, productivity, and retention.

If you want an all-in-one frontline employee engagement solution, get started with Blink today!

If you’re one of the thousands of organizations using Workplace from Meta to power your internal communications, you’re probably in the thick of figuring out what you need to do next ahead of the Workplace sunsetting beginning in 2025. Researching, selecting, and implementing a Workplace alternative is likely taking up the bulk of your time and energy and may feel like an overwhelming project to tackle.

The good news: With the right platform — and technology partner — you can take the stress out of migration and continue to give employees the intranet features they know and love.

Whatever your vision is for your new platform — maybe a familiar format, or something new and improved — it’s important to get migration right. A smooth migration process can set you up for success and minimize headaches for you and your workforce.

In a recent webinar, Blink’s migration specialists outlined their full 5-step guide to a successful Workplace migration. While we (of course) believe there are lots of benefits to choosing Blink as a Workplace alternative, these steps are relevant to any platform you choose to use.

3 key steps to Workplace migration  

Migrating to a Workplace from Meta alternative is about more than moving data from one system to another. A successful migration requires meticulous planning and a launch mindset. It keeps disruption to a minimum and supports a seamless employee experience.

Important steps you need to take when migrating from Workplace include:

1. Scope and plan the migration

2. Verify data mapping and reconfigure settings

3. Activate and engage users

Let’s take a closer look at how these can make or break your migration journey.

#1. Scope and plan the migration

Migrating to any of the Workplace from Meta alternatives available is a huge change — and it’s one you want to get right first time by thoroughly scoping and planning your migration.

Bear in mind that while employee communications platforms tend to have a lot in common, no two tools are identical. There are bound to be differences between Workplace from Meta and your new intranet platform.

To ensure each business function is accounted for, bring together people from across your organization. Discuss platform differences. Gather a wide range of perspectives on platform and migration needs. Also, clarify what you want to achieve with regards to user experience and platform capabilities.

As part of the scoping and planning stage, consider incorporating the following tasks:

• Analyze data quality: Take stock of the data you have on Workplace. Are all user profiles activated and complete? Are all groups still relevant? Does your content have contextual elements, like author names and publication dates? Assess which data is complete, which needs to be improved, and which should be deleted or archived.
  

• Review mobile vs. desktop strategy: Consider which data you want to feature on mobile and desktop versions of your platform. For companies with a frontline workforce, it’s wise to include exactly the same data on both mobile and desktop devices — ensuring everyone can enjoy the same great employee experience.
  

• Identify champions and trend-setter groups: To boost early adoption and usage, treat your Workplace migration as a new platform launch. Identify champions and trend-setter groups who will be excited for the new communications hub and encourage peers to join them.

#2. Verify data mapping and reconfigure settings

It can take anywhere from days to weeks to run a migration, with timing depending on:

• Your chosen platform

• The size of your organization

• The volume of data you want to migrate

But as soon as you’ve executed the technical migration, you can begin examining the details of your new platform. The first tasks on the list are verification and reconfiguration.

At Blink, we use our own migration matrix that allows us to clearly map Workplace data and content to corresponding Blink content. However, with any technology switch, it’s always good to be prepared for potential hiccups. Data and settings don’t always transfer neatly to the new platform and post-migration tweaks often have to be made.

To ensure the best user experience post-migration, check that your important data — including user profiles, groups, and knowledge base content — has been transferred correctly, imperfect data has been updated, and settings have been reconfigured as needed.

User profiles

Review the user profiles that have been transferred from Workplace. Check that all details — like names, roles, and profile pictures — are correct. Delete any duplicate users. Also, verify that your organizational hierarchy has transferred correctly, with the right employees assigned to the right managers.

This is a good opportunity to check the permissions and notification settings associated with each user profile. Do this during the verification process and you won’t have to revisit each user profile to make changes later.

Groups

Look at the groups that you’ve migrated over from Workplace. Check that their names are correct. View members and admins to ensure nothing has gone awry during the switch.

You should also take the time to look at dynamic team membership rules to ensure that employees are automatically assigned to relevant groups going forward.

Knowledge base content

To ensure a consistent employee experience, it’s important that users can access the resources they need as soon as they log in to your new internal communications platform. Check that content is in the right place and that users will be able to find it easily. Confirm that all contextual information, including author names and publication dates, is visible and correct. Review permissions for publishing, editing, and sharing rights.

And don’t forget about formatting: Check headings, double-check hyperlinks, and make sure your multimedia content, such as videos and images, looks good and works well.

#3. Activate and engage users

If you’re at this step, it means you’re ready to launch your new intranet to the workforce. Congratulations! To maximize engagement and encourage adoption, you’ll want to give employees an incredible experience on your new platform starting day one.

Decide how you’ll build buzz around the incoming platform. That may mean notifying employees that your new intranet is imminent and incentivizing them to log in on launch day. You can consider running giveaways, creating gamified experiences, or planning a launch party — all with the goal of boosting in-platform engagement.

Remember that you’re launching a social platform: Creating an immediate sense of active community will be the difference between delight and disengagement. By going live with a published backlog of engaging content, employees can be welcomed to the new platform with a lively and pre-populated news feed.

Education is another important part of the puzzle. Help employees get the most from your new solution through training sessions, Q&A forums, and dedicated support channels.

This is also a great time to promote the internal champions and trend-setter groups you identified earlier in the migration process. These ambassadors can spread the word about your new platform, drive activation, and offer support where it’s needed.

{{mobile-activation="/image"}}

Making your Workplace migration successful

Whether you want employees to instantly feel at home or are relishing the opportunity to start afresh, a clear migration plan can help you minimize disruption and keep the company conversation flowing during the transition from Workplace to your new company hub.

By starting the process with a thoughtful migration plan and ending it with a robust rollout strategy, you can supercharge employee adoption on day one and drive engagement long past launch day.

For our full 5-step guide to making migration easy on you — and your workforce — download our on-demand webinar: From Workplace to Blink: Migration Made Easy for actionable advice helpful for any organization exploring alternatives to Workplace.

What exactly is doomscrolling?

We’ve all been there.

Silencing our nightly wind-down reminders and ignoring the unopened book on our nightstand as we endlessly scroll through increasingly negative news articles and social media posts — only to feel worse afterward.

It’s called doomscrolling, and it’s not just a buzzword. It’s a real problem.

Coined — and escalated — during the Covid pandemic, doomscrolling is the growing habit of constantly consuming negative articles on news sites or social media. What may begin as a well-intended desire to stay informed on world events can quickly devolve into a downward spiral of distressing content. For instance, searching for updates on the economic market can lead to a flood of articles on recessions and layoffs, and looking up the latest on a local election can unearth politically divisive headlines. It’s an especially easy trap to fall into on smartphones, as our social media apps algorithmically learn how to keep us scrolling for more.

The unending cycle of stress caused by doomscrolling has the power to infiltrate not just our personal lives, but our professional ones, too. It exacerbates feelings of anxiety and pessimism that people can inadvertently bring to work with them, hindering workplace satisfaction, focus, and productivity.

And if you don’t think your workforce is impacted by the doomscrolling dilemma, you may be surprised: A recent survey revealed that nearly 1 in 3 U.S. adults who use social media — and, generationally, a whopping half of Gen Z adults (53%) and millennials (46%) — said they occasionally or frequently doomscroll.

The good news? Employers can help to reverse this trend and improve employee well-being.

Enter: The power of positive internal comms

If we consider the average 8-hour workday, employees spend a third of their day — or more — at work and on workplace tech platforms. This means that internal communications leaders have an opportunity to make a meaningful difference in mitigating the damage of doomscrolling and creating corporate content that uplifts the workforce.

Let’s explore four ways that internal comms teams can help their workforce detox from doomscrolling and boost employee spirit — whether they’re on the frontline or in the front office.

1. Gauge the mindset of your employees

Doomscrolling, and overall negativity, can be detrimental to an individual’s mindset, focus, and overall well-being — making it a priority for HR and people-facing leaders.

To lift up employees, an important first step is acknowledging the challenges that people may be facing and understanding the state of the workforce. In addition to having open conversations with employees in team meetings or one-on-one check-ins, internal comms teams should consider conducting company-wide outreach.

Short-form polls, which people can respond to anonymously, can be a great way to gauge how employees are feeling across the organization. By conducting a quick poll or pulse survey on how stressed people are feeling outside of work, or how supported they feel by their manager or employer, organizations can establish a baseline for employee morale and track sentiment over time with follow-up check-ins.

{{mobile-survey="/image"}}

‍

This is also an excellent chance to see what employees are looking for in their company’s internal comms. Employees can share their thoughts on the frequency, formats, themes, and channels they prefer the most when it comes to receiving information from their company, helping internal comms to ensure their important company updates and culture-building messages aren’t lost in the noise.

2. Create a positive communications culture

Long gone are the days of internal comms being just corporate news-sharing and policy updates. Today’s most successful comms plans include telling uplifting stories from across the organization as part of a broader effort to improve employee engagement and retention.

By regularly celebrating company wins (like the opening of a new facility), recognizing employee contributions, and celebrating big milestones (such as birthdays and work-iverseries), internal comms teams can establish a rhythm of lighthearted and positive content. Not only can this help to counterbalance negativity outside of work, it’s a good step toward humanizing and strengthening internal storytelling overall.

For employers who have a significant population of frontline workers, the risk of disconnect and isolation can be much greater, given the very nature of how and where they work. These team members may want more frequent and engaging updates — think personal shout-outs from coworkers or short-form videos from people leaders — that highlight their hard work and the positive impact they’re having on the organization.

Bonus points if all of this employee celebration and recognition is happening on a mobile platform where everyone can engage and chime in with their own comments of appreciation.

3. Encourage connection over isolation

Employers of any size and scope — and especially those who have a combination of office-based, frontline, and remote workers — know how difficult it can be to build a cohesive sense of community. When not all employees have a company email address or access to a work computer, how can you reach everyone where they are? And, maybe even more importantly, how can they connect with one another?

This is where a mobile-first internal comms platform can be a game-changer. Virtual chats and communities give employees a dedicated place to communicate with each other. By mimicking the most collaborative parts of social networking apps like Facebook, internal comms leaders can facilitate social connection and create a unifying and fulfilling employee experience.

{{mobile-community="/image"}}

‍

And with easy photo- and video-sharing capabilities, employees can be not just consumers of internal comms content, but creators as well. Consider encouraging employees to generate and share their own content — giving coworkers visibility into their day-to-day roles, for example, or virtually checking in from their current worksite. This can be a great way to incorporate more voices and bring a new level of authenticity and personalization to your internal comms strategy.

4. Promote a digital peace of mind

Even when it comes to uplifting internal comms, it’s possible to have too much of a good thing.

Part of the appeal of doomscrolling is that it’s easy to mindlessly scroll on and on — the last thing we want workplace platforms to do is encourage the same behavior. Internal comms teams can mitigate the endless scroll by keeping their messages positive, avoiding information overload, and making their digital workplace super relevant.

Sharing content based on team, role, or region, for example, can minimize potential information overflow. Likewise, labeling critical company updates as mandatory reads can help internal comms ensure their must-read messages are being seen, while providing flexibility to employees to engage with or dismiss other posts as they see fit. And organizations that offer employee well-being solutions, such as a mindfulness app, can create an internal resource hub that quick-links to helpful employee benefits where they’re easy to find and use.

Finally, as a rule of thumb, internal comms should serve as external eyes and keep a pulse on what’s happening outside of work. Be sure to stay up to date on current social conversations that may be causing distress, as well as upcoming events that may cause heightened anxiety. By factoring these concerns into monthly or quarterly plans, internal comms teams can more proactively create content that’s timely and helpful to employees across the organization.

Don’t let doomscrolling get your employees down.

Detoxing from doomscrolling is about more than just unplugging from technology, which is often difficult or — for some employees — outright impossible. It’s about thoughtfully using workplace platforms to create an encouraging and supportive environment at work.

By taking a more strategic approach to employee morale and implementing these uplifting communications strategies, internal comms teams can help their people stay positive, connected, and resilient — even during the most uncertain times.

‍Learn how you can uplift your workforce with an inclusive and interactive internal communications platform. Discover Blink today.

What makes her awesome?

Alison has been with Aggregate for nearly four years, and is Factory Manager for the Concrete Products department.

Alison is that one person you can go to when having a bad day. She’s always so inspirational even though there have been hard times in her life. Even when there are mistakes or hiccups in the factory, she will always bounce back and be the first one to lend a hand or an ear to help in whatever way she can.

With a personal motto of “never stop trying to be better,” she is passionate about breaking barriers to create a future that is inclusive, productive and effective, which is clear in everything she does.

What does she want to do next?

Alison wants to progress onto a Regional Operations Manager Role.

Nominated by: Maxine Tookey, IMS Manager

‍

Kristin has quickly settled into life at Blink in just four months. After starting her career in finance, Kristin discovered her passion for working closely with people to achieve shared goals — leading her to a customer success role where she thrives on building new processes and partnerships.

We caught up with her to learn more about her journey, her excitement for upcoming Blink features, and why she loves working at a company that champions both frontline employees and forward-thinking innovation.

Which Blink office do you work out of?

I work at the Boston office 3 days a week. 

What is your position at Blink?

I’m a Customer Success Manager. I work with our existing customers to optimize their use of the Blink platform, ensuring we meet their strategic goals through maximizing the value of their Blink investment.

How long have you been at Blink?

I’ve been here for just over four months, so I’m still relatively new. Before this, I worked in Customer Success at a larger tech company in Boston. It was a similar role, but I enjoy working at a smaller, earlier-stage company because I like having the opportunity to build processes and functions from the ground up — it’s really exciting to me.

I graduated college with a major in Finance and started my career in that field. I enjoyed it and did well, but I realized the part of my job I loved most was interacting with people and working toward shared goals. In Finance, those goals were usually budget-related. I thought, “Okay, I don’t want to become a CFO one day… so, what do I want?” That’s what led me to Customer Success, which is fundamentally about teamwork and collaboration.

What initially attracted you to join Blink?

When I heard about Blink, I was really excited. So many apps target desk-based employees — I’d been working in tech, and everything I worked on was designed for people at their desks. What thrilled me about Blink was that it focuses on frontline, deskless employees. It’s such a cool space in the market, and not many tech companies concentrate on that.

Plus, once I started meeting the Blink team, I could sense a great energy. Everyone was incredibly kind during the interviews, and I knew it would be both an exciting and welcoming place to work.

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

I know I’ve only been here a short while, but I’ve already had the opportunity to collaborate with several teams on enablement for one of our new product offerings: Advanced Employee Intelligence (AEI). AEI is a set of real-time dashboards that customers can use to take action on insights across key areas of the platform. 

From the Customer Success side, we really needed resources to demonstrate its value to our customers. So, I worked with Izzy, Nikita, and Adrienne to develop talk tracks and enablement materials — a really exciting project! We’re already seeing the benefits of it, because now we can discuss AEI much more confidently with customers, watch them adopt it, and help drive their success.

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

I’d describe the Blink team as driven, thoughtful, and team-oriented. Everyone is highly motivated — always pushing to add new product features, improve processes, or try out innovative ideas with customers to enhance employee engagement and communication.

They’re also incredibly thoughtful and team-oriented. From day one, I could tell how welcoming everyone was, eager to help me learn the ropes and teach me everything I needed to know. It’s been great having such a supportive team, especially as I get familiar with the product and start building relationships with my customers. 

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

I’m really excited about our product development. We have a lot of cool features on the way, and there’s a great opportunity to partner with our customers to help them leverage these features to enhance their employee communication and engagement.

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

I think our Voice and Video Calling feature will be really cool. Blink is already a one-stop shop, but I believe this will be a fantastic way to streamline communication for people who need to connect quickly. It’ll be incredibly helpful for real-time collaboration.

Why do you work for Blink?

I work at Blink because there’s an opportunity not only to support Blink’s ongoing success and growth but also to partner with our customers on their own success. That’s what excites me every day: having those calls, collaborating on different initiatives, and seeing firsthand the value Blink brings them. It’s especially rewarding to know we’re making an impact for essential workers or those who, without Blink, might have been overlooked in traditional communication channels.