Life at Blink | Nikita Karun

What makes them awesome? 

Mohammad Ramzan is one of Scotland’s longest-serving bus drivers. He began his journey with Tayside Passenger Transport in 1978 and continues to serve the Dundee community with unwavering dedication.

In addition to his regular duties, Mr. Ramzan has played a key role in Xplore Dundee’s “Did It for Me” recruitment campaign, emphasizing the supportive and friendly environment created by his colleagues. He credits this camaraderie for his long-standing tenure with the company.

Mr. Ramzan — most commonly known to his colleagues as Uncle Ramzan — has been a dedicated Xplore Dundee bus driver for over 46 years, and was even awarded the esteemed title of Frontline Employee of the Year at the Scottish Transport Awards 2024.

How has Blink helped in their role?

Blink has empowered Mohammad Ramzan to interact with his colleagues and provide them with additional support.

What do they want to do next?

Despite being past retirement age, Mr. Ramzan would love to continue his service to contribute to the McGill’s Bus Group.

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Nominated by: Bethan Dooley, Marketing Team Leader 

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

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

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

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

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

We’ll be looking at:

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

Why human-centered executive communications matter

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

Building trust and transparency

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

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

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

Boosting employee engagement

Relatable leadership communications can be inspiring for employees.

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

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

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

Enhancing organizational resilience

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

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

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

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

3 key principles to humanize your internal communication strategy

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

Empathy and understanding

Great leaders are empathetic. They demonstrate their empathy by:

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

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

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

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

Clarity without jargon

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

To make your messages clear and easy to understand:

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

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

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

Sharing and storytelling

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

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

To make storytelling part of your executive communications:

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

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

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

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

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Channels that make executive communications more relatable

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

Interactive platforms

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

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

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

Videos and live streams

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

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

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

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

Employee-centric channels

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

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

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

Leadership communication: Pitfalls to avoid

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

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

Over-sharing

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

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

Inconsistent messaging

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

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

Ignoring employee input and feedback 

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

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

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

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

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

‍Blink. And humanize your internal comms.

What makes him awesome?

Chris has been with Stagecoach since June 2014, making this year his 10th anniversary! Starting out as a driver, he is based on the Lincoln depot.

Chris consistently goes above and beyond in his role, adapting brilliantly to late changes to his working rota and the work contained in it. The nature of the transport industry and staffing needs means no two weeks are the same, as we have to meet demand.

Chris is ultra reliable all the time and never balks at extra work. If Chris says he can't do something for us, there is always a very good reason for that. I feel he deserves recognition for all he gives to both the Training Team, and the drivers he is responsible for.

What does he want to do next?

Anything we want him to do, he will turn his hand to it. The sky’s the limit!

Nominated by: David Earl, Delegated Driving Examiner

Unmotivated workers do the bare minimum. They can drag other team members down with them. They’re also more likely to be looking for a job elsewhere.

Given that only 23% of global employees feel engaged at work, improving employee motivation is a critical business priority. You need to employ strategies known to boost motivation and inspire better employee productivity. 

In this article, we list a range of employee motivation ideas that will help you get the most from your workforce. We’ll be looking at the following:

• Why is employee motivation important?
• Key factors in employee motivation
• 12 ways to motivate employees
• Using an employee super-app to create a motivated workforce

Why is employee motivation important?

Motivated employees tend to enjoy work. They have a sense of purpose and accomplishment. They also approach work with energy and drive.

But employee motivation isn’t just good for employees. It benefits your business, too. Here’s how:

Increased employee productivity. Motivated employees work harder. They’re more efficient and focused. They’re also more likely to take the initiative, going beyond their basic responsibilities.

Better quality of work. A motivated workforce doesn’t just produce more work. It produces better work. Workers are committed to quality. This results in fewer errors, fewer missed deadlines, and fewer workplace safety incidents.

Higher retention rate. Engaged employees are loyal to your organization. So they’re less likely to look for another job. With a motivated workforce, your organization experiences higher levels of employee retention and less absenteeism.

More profit. Gallup research on employee engagement shows that employee morale impacts a range of business outcomes. It leads to a 23% increase in profitability and a 10% increase in customer loyalty.

Key factors in employee motivation 

There are two types of motivation — extrinsic and intrinsic.

Extrinsic motivation is all about the carrot and the stick. You create extrinsic motivation with external rewards and penalties. Rewards might include an employee’s salary, bonuses, rewards, and praise. Penalties might include a poor performance review or a manager reprimand.

Intrinsic motivation comes from within. Employees are motivated to do their best work because they find it personally rewarding. This type of motivation relies on drivers like interest, purpose, pride, and curiosity.

When you have high levels of employee engagement within a workplace, you tend to get high levels of intrinsic motivation. Employees feel invested in their work and the company. So they’re driven to bring their A-game without needing constant carrot-and-stick encouragement.

As an employer, it may seem that you have more control over extrinsic motivation. You can raise someone’s salary, provide bonuses, and praise a job well done. All of these things help to motivate an employee.

But the fact is, you can influence levels of intrinsic motivation, too. Here are some of the things that prompt intrinsic motivation in your employees. 

Feeling valued

When employees feel you care about them, their wellbeing, and their lives beyond work, they’re more likely to bring their all. That means giving employee recognition where it’s due, treating people fairly, and valuing their input, too.

Making progress

Employees like to know where they’re heading — and where they’re at right now. That requires regular, positive feedback and constructive criticism. Training, development, and clear career pathing are also important.

A sense of purpose

Every job has its boring bits — the tasks that an employee is never going to be excited about doing. But when employees understand how their work contributes to organizational success and wider society, finding that motivation gets easier.

A positive company culture

Motivation is contagious. And it spreads more easily in organizations where there’s good communication and a sense of belonging. When they’re part of an open and supportive company culture, employees are more invested in company success.

The ideas we’ve included below incorporate all of the above. They also provide ways to inspire both intrinsic and extrinsic motivation in your workforce. 

12 ways to motivate employees

To motivate your employees, you need to:

• Highlight values and purpose
• Communicate transparently
• Give employees the resources they need
• Use the right technology
• Provide opportunities for professional development
• Develop employee career paths
• Support employee wellbeing
• Encourage teamwork and collaboration
• Support employees to build workplace friendships
• Recognize employee contributions
• Ask employees for their thoughts and feedback
• Treat everyone equitably

Highlight values and purpose

According to Gartner research, shared purpose is one of five primary things motivating employees to stay in their jobs right now. It helps them feel invested in their work and your organization.

Shared purpose helps employees feel part of something bigger than themselves. So work becomes about more than just a paycheck.

You can support purpose in the workplace, by crafting clear company values and communicating these values regularly.

Start during onboarding. Introduce new hires to your company’s vision, mission, and values from day one. Explain how their role contributes to your goals and social impact.

Be consistent. Regularly reinforce your company's vision and mission in all employee communications. Make purpose a recurring theme in meetings, updates, and internal messaging.

Build a values-based culture: Create an environment where company values are lived and breathed daily. Take concrete action based on your values. That way, employees are more likely to believe in them.

Communicate transparently

Employee communication is another important element of employee motivation. Open and transparent communication builds trust. And employees who get enough information to do their jobs well are 2.8 times more likely to be engaged.

But while 87% of business leaders think their internal communications are “highly effective”, only 63% of employees agree. So what does effective communication look like?

Effective communication is a two-way conversation, where both leaders and employees get to share ideas, concerns, and feedback. It’s keeping employees up-to-date with key company developments, and it’s ensuring that you have clear channels of communication to reach all employees.  

For remote and frontline teams, this means choosing streamlined, digital communication channels. You need internal communication tools you can use to relay messages quickly and reliably, bypassing paper memos and an employee’s already overflowing email inbox. 

Give employees the resources they need

Imagine you’re setting out on a long hike. You’re excited and determined to reach the endpoint.

But you’re given a pair of ill-fitting hiking boots to wear. And a mile or so into the walk, you realize that the map you’re following isn’t 100% accurate. You decide to call the hike organizer for directions. But the number’s engaged and you fail to get through.

It’s likely that at this point in the hike, your motivation has started to dip. You feel thwarted and discouraged. You’re tempted to turn back. What felt like a promising journey now feels like an uphill struggle. 

That’s why it’s important to give employees the resources they need. They need the right tech, training, support, and information to do their jobs well. Without it, morale takes a hit.

Use the right technology

Technology is increasingly important to the employee experience. Done right, it makes life easier for employees. Done wrong, it causes friction and frustration, which harms employee motivation.

A concerning 83% of HR leaders say they don’t have the right technology at work. This is contributing to stress, burnout, and low morale. Similarly, only 10% of frontline workers say they have access to the tools, tech, and opportunities they need to connect and advance in the workplace.

All workers — those in the office, those working remotely, and those on your company’s front lines — need access to high-quality, user-friendly tech that makes their jobs easier, not harder.

That might mean using a mobile-first employee app to give frontline employees the resources and co-worker connection they crave. Or it might mean implementing a social intranet that supports workplace communication and collaboration.

You can also use tech tools that have a direct impact on employee motivation. Employee engagement tools help organizations to improve and track staff morale.   

Provide opportunities for professional development

According to O.C. Tanner research, organizations have five times greater odds of achieving employee fulfillment when they support professional development. A comprehensive training program improves your workplace retention rate, too.  

O.C. Tanner also found that organizations are more likely to make a success of skills-building initiatives when they:

• Empower employees to make their own training decisions. Supporting employees to choose training paths that align with their career goals and interests improves engagement with the learning process.
  
  
• Give employees time during work to complete training. Allocate dedicated time for training so employees don’t experience stress, trying to juggle learning with daily tasks and out-of-work responsibilities.
  
  
• Provide or reimburse hobby classes as well as work-related learning. Reimbursement for hobby classes improves the odds that a skill-building program will improve retention by 119%.

Develop employee career paths

Training is important. But unless employees can put those newfound skills to use within your organization, they’re going to become frustrated. That’s why every employee should have a clear progression path within your organization.

Sit down with employees to find out where their ambitions lie. And — as we mentioned above — personalize a training program to support their career goals.

Also, try to be realistic and open with workers about when a promotion is likely. This will depend on their current skill set and your organizational needs. If an upward move isn’t available for the foreseeable, there are other things you can do to keep staff motivated.

A lateral move helps employees to develop skills in another area of the business. You give them a new challenge and support them to become well-rounded members of your organization.

Similarly, stretch assignments are a great way to grow employee skills. They encourage workers to move beyond their comfort zone, take on new responsibilities, and prepare for higher-level roles.

Support employee wellbeing

In its State of the Global Workplace Report for 2024, Gallup talks a lot about employee wellbeing. It reveals that to improve employee lives and organizational performance, employers need to do the following:

• Make support for employee wellbeing visible and consistent
• Assign employee wellbeing counselors or coaches
• Emphasize wellbeing at work and in life
• Go beyond physical health to provide mental health and holistic support

Employee wellbeing goes beyond the odd mindfulness session. It requires a company-wide approach and a real understanding of what your employees might be struggling with.

Starbucks is a great example. They’ve been helping employees with the astronomical cost of housing. They offer a Tenancy Deposit Loan Scheme that they’ve named Home Sweet Loan. Employees can access an interest-free loan to pay the rental deposit when moving into a new home.

Starbucks is making it easier for employees to find and secure housing. This is good for their baristas. But it’s good for business, too. Because when employees aren’t worried about the roof over their heads, they’re more motivated and focused at work.

Encourage teamwork and collaboration

A 2022 Corel report reveals that 41% of employees have left their jobs or would consider leaving their jobs due to poor collaboration at work.

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Collaboration is a great way to engage employees. It helps to create a sense of belonging. It makes work more efficient because teams share knowledge and resources freely. Plus, employees motivate one another when they work together.

You can support collaboration by supporting employees to build positive workplace relationships (more on this in a moment). Praising teams, rather than individuals, for their successes is also a good idea.

For teams who work disparately, the right intranet or app is an important part of the puzzle. You need tools that support employees to collaborate in real-time and access shared resources.

Read more: 8 benefits of collaboration in the workplace

Support employees to build workplace friendships

Water cooler chat may feel like an unnecessary part of the work day. But giving employees the time, space, and, in some cases, the tech they need to develop workplace friendships is incredibly important to engagement.

Employees who feel that they belong within an organization are 5.3 times more likely to feel empowered to perform their best work. And those with a best friend at work are more productive, happier to innovate, and happier to share ideas.

So schedule social events. Allow time at the beginning or end of meetings for informal conversation. If your team works remotely or you have frontline workers, be intentional about creating these opportunities for connection.

That might mean letting employees create shared interest groups on the company intranet. How about a book club? Or a running club? Maintaining a news feed where employees can post, comment, and like, helps remote and frontline workers to build connections, too.

Recognize employee contributions

Employee recognition and rewards are another important pillar of employee morale. When employees feel their hard work is appreciated, they’re more likely to maintain their motivation.  

They’re also more likely to stay working for your company. According to recent Gallup and Workhuman research, a 10,000-person organization can save up to $16.1 million a year in reduced employee turnover costs by making recognition an important part of company culture.

Timely and relevant recognition from managers is essential. But peer-to-peer recognition can be just as valuable and it has a surprising benefit. 75% of employees say that giving recognition makes them want to stay at their current organization longer.

Blink’s employee recognition feature makes it easy to give every employee the appreciation they deserve. You can create personalized recognition posts in seconds. Then, share praise with the individual or publish it on the company news feed for everyone to see and celebrate.

If you want to offer employee rewards as part of your recognition program, be sure to find out what employees are excited by. You may think that cash bonuses and company merchandise are great incentives. But it may be that employees would prefer something else, like extra paid time off.

Read more: 6 amazing employee appreciation ideas that your staff will love

Ask employees for their thoughts and feedback

Employees are more motivated when they feel listened to. When an employer seeks their input and insight, it makes them feel valued, which contributes to employee morale.

Ask for employee input on key decisions. Taking everyone’s opinions into account when implementing change helps to ensure buy-in.

Also, get employee feedback on a range of issues, on a regular basis. Use surveys to ask workers about the employee experience, workplace satisfaction, or workplace rewards. Their answers will help you to develop a more motivating environment for employees going forward.

Just remember that feedback is a multi-stage process that requires effective communication. You need to:

• Ask for employee feedback
• Thank employees for their feedback
• Tell employees what their feedback has revealed and what you plan to do about it
• Keep employees in the loop, informing them how your plans are going

Closing the feedback loop like this keeps employees invested in the feedback process. It shows them that you’re really listening to what they have to say.

Treat everyone fairly and equitably

Fairness is crucial to employee motivation. When employees feel that they aren’t being treated fairly or equitably, motivation takes a dive.

So all employees must be given equal access to training and career progression opportunities. Everyone should have the option to give feedback and build workplace friendships. They should get the resources and recognition they need to feel valued.  

Pay also comes into the equation. You can prevent resentment and employee churn by offering employees a fair salary. Conduct a pay equity audit. Also, regularly check to see how your wages match up with market trends and the cost of living.

But bear in mind that engaged employees look for a 31% pay increase to consider taking a job with another organization. So you don’t necessarily have to match competitors like-for-like if you provide non-monetary benefits and a company culture employees enjoy being part of.

Using an employee super-app to create a motivated workforce

Having the right tech on your team makes it easier to boost employee motivation. 

An employee super-app is particularly useful for remote and frontline employees who may feel disconnected from motivators like co-worker support, feedback opportunities, and company resources.

An employee app helps you to create an equitable experience for all members of staff, no matter where they work. It also allows you to put motivation-boosting features into the palm of every employee’s hand. 

Take a look at these employee app features, sure to improve employee motivation. 

Social features

Social features like a company news feed help to include everyone in your company culture and support workplace connections.

A resource library

A resource library gives all employees, no matter where they work, access to essential workplace resources. You can populate your library with how-to guides, company policies, and FAQs.

Recognition features

Built-in recognition features make it easy to show appreciation for employees and encourage peer-to-peer recognition, too.

Survey tools

The best employee super apps make it easy for managers to request feedback — and for employees to provide it.

A digital hub

By integrating with all of the digitals you use, you can give employees access to professional development, wellbeing, and collaboration tools, all in the same place.

Effective communication

With a news feed, group messaging, and 1:1 chats, it’s easy for every member of your organization to take part in the company conversation and for leaders to amplify company culture.  

Analytics

Analytics help you to track motivation and engagement. This allows you to make data-backed improvements to your engagement initiatives.  

In summary

Find ways to motivate your employees and you create a happier, more engaged, more productive workforce. You improve employee loyalty and talent retention. You also achieve better business results. 

There are lots of different things you can do to motivate your workforce. But all actions center around four key pillars:

• Help employees find meaning in their work
• Show employees that you value them as people as well as workers
• Support employees to make progress in their careers
• Build a positive company culture

It’s easier to do all these things when you have the right tech tools. An employee super-app brings your organization together and helps you establish a positive company culture.

It also gives employees all the communication, resources, and digital tools they need to excel in their roles. They experience more flow and less friction, which makes for improved employee motivation.

Find out what an employee app could do for your organization. Schedule a free Blink demo today.

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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!

In April, Blink attended the American Ambulance Association Annual Conference & Trade Show (a.k.a. AAA)  in Nashville, TN. As the premier event in the ambulance industry, leaders gather at AAA to discuss the trends and pitfalls they face, find innovative vendor solutions, and hear from experts about the future of Emergency Medical Services (EMS). 

We had the honor of sharing the stage with a few of those trend-setting industry experts. Blink hosted a panel discussion, “Uncensored: Cutting The BS On Employee Communications,” with two of the industry’s most straight-talking COOs: Danielle Thomas (Lifeline Ambulance) and Meredith A. Lambroff-Brown (Armstrong Ambulance Service). 

Keep reading to discover some of the employee communications insights Danielle and Meredith shared with the audience. 

Why good employee communications matter for EMS agencies 

First, let’s set the stage to understand why frontline communications are so critical for ambulance companies. EMS frontline workers—paramedics and emergency medical technicians (EMTs)--play a critical role in society. Ambulance companies face a difficult task, however, when it comes to keeping a strong workforce and staying connected with them. 

Frontline roles in healthcare related industries are notoriously challenging to keep filled—and EMS is no different. Over the last few years, turnover rates have increased, with an average of 11% turnover in the US and a peak of 20% turnover in high response volume areas in 2022. The turnover problem is compounded by waning applicant pools, with nearly two-thirds of agencies reporting a decrease in applications. 

On top of that, EMS practitioners are a young and increasingly diverse workforce. In California, for example, the EMS workforce is younger on average than the rest of California’s workforce. In the US, more broadly, EMTs are one of the youngest workforces, with a median age of 29.7 years, according to the Bureau of Labor Statistics.

What industry COOs are saying about employee communications

Against this backdrop, what advice and insights did Thomas and Lambroff-Brown have for companies struggling to communicate with a young, mobile, and diverse workforce? Here are a few takeaways from the talk.

1. Comms is a must-have, not a nice-to-have

In many ambulance agencies, the practice of communications is often viewed as an afterthought, rather than what it really is: one of the most powerful tools available. A good communication strategy has the power to educate, motivate, connect, and focus workers; a bad communications strategy can tear down people and workplace culture. 

‍2. Master the building blocks of communications

When working on your internal communication strategy, pay attention to the three main building blocks of communication—what you say, how you say it, and how you deliver it. Each company will need a different voice tailored to their audience, so play around with these facets to ensure your message is being heard. 

‍3. Create a relevant and sustainable comms strategy

Getting employee communications right is hard because language and culture are always evolving. What worked yesterday isn’t guaranteed to work today. That’s why leaders need to constantly ensure their comms are specific, set clear expectations, and provide a model for the rest of the workforce. In other words, “what you put up with, you end up with.” 

‍4. EMS leaders are scared to over-communicate, but shouldn’t be 

In any organization, the comms team will need to handle sensitive topics. Naturally, leaders are scared of over-communicating and causing uproar over certain topics. But, rather than letting the fear of an outcome shut down communications, focus on building trust with the workforce through constant communication. That way, you’re more likely to be given grace to make a communication misstep by employees who feel connected to you already.

‍5. Build the culture with your posts

Your communications strategy plays a critical part in building the company culture. This is especially important—and challenging—for frontline organizations where workers often work alone or in pairs. Don’t shy away from posts that may seem “fluffy,” and be sure to tailor those posts to your workforce. For the younger EMS workers, the COOs take advantage of videos in the Blink Feed, because that’s how that generation consumes information.  ‍

6. Control the narrative

Rumors and misinformation are an unfortunate part of managing frontline communications. Rather than avoid tough topics, the comms strategy needs to prioritize getting ahead of the narrative. Whether it’s discussing the disparity between racial representation in the workforce and in leadership roles or an emergency issue like an error with gas card payments, set the terms of the discussion early and provide clear next steps to fend off the rumor mill. 

‍7. Measure the operational impact of your strategy

Good comms are measured by more than anecdotes. Inefficient communications and misaligned technology hinder frontline workers and contribute to waste and high turnover. When Lifeline Ambulance switched to Blink for their communications and HR tool, the company saved $420,000 in the first year—nearly 10x more than their investment in Blink. Understand the operational cost of your current strategy, find new strategies and new tools like Blink, and measure the impact regularly.

In summary, a good frontline communications strategy is one of the most important things an EMS agency can do.  But communicating with a young, diverse frontline workforce can’t follow the same playbook as your office-based staff. Ambulance agencies need a communications strategy that is tailored to this mobile, fast-paced, highly-dispersed workforce.

If you can find what works for your agency, it can help reverse the turnover trend and help create positive employee engagement that propels the business forward.

It was a compelling, hour-long discussion with both COOs. This summary is just a fraction of the insights the audience walked away with. 

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