How a modern intranet can transform your marketing department
Choosing an intranet for marketing can be difficult. Discover the features you need to boost productivity, connect departments, and lower workload.
Jess DeVore
Published:
September 6, 2023
Last updated:
October 12, 2023
Optimizing an intranet for marketing departments might not be on your mind, but your marketers can benefit from stronger connections with the rest of your corporation.
“Until recently, we communicated through email. This was to share patient information and… not much else. There was little in the way of engaging employees, celebrating achievements, or keeping in touch,”
The health organization shares personal anecdotes and success stories and communicates with different branches and departments easily.
Best of all, with a smart intranet, your marketing team members can use these interactions and stories as marketing collateral.
The intranet for marketing means taking advantage of features other departments will be excited about — like your company social networking feed — and using them to ease your marketers’ workload.
Must-have features for your marketing intranet
Intranets have been associated with HR or IT for a long time. But these departments aren’t the only ones who benefit from a way to connect to the rest of your organization.
With the right features, your marketing department can both source materials and share upcoming campaigns with ease.
You need to be able to share different media content on your intranet. And you want to be able to share the latest marketing strategies with frontline staff and receive pictures, videos, and feedback from them. It should be simple for everyone to publish their own content too.
An intranet with different permission settings will help make sure only certain teams or people have approval to see specific documents or market research. That makes it easier to share information confidently in the digital workplace.
The best intranet platforms for marketers should integrate with other apps like Slack or Microsoft 365, so your team can continue to use the tools they feel comfortable with.
Surveys will help marketing gain feedback from different departments without hassle. They can then check the built-in analytics to see how engaged employees are with the content they’re posting.
5 ways to use your intranet for marketing
Now you know what features to look for in a marketing intranet, it’s time to go over how you can use those tools productively.
1. Share marketing initiatives
Sometimes employees don’t know about new deals or offers unless they get notifications from management. An intranet keeps everyone on the same page.
2. Create a sharable photo album
Make an album where staff can upload pictures or video clips that marketing can use. Having one place where a photo of a staff celebration can be quickly uploaded to the company intranet reduces the strain on all of your workers.
When it’s easier for people to share their content, they’re more likely to.
3. Collect social media content
Not only pictures but quotes, examples of good work by frontline workers, and even share job vacancies at specific locations. Social media is becoming less curated, and more authentic content is resonating with users.
Sharing digital marketing materials with actual workers instead of models can help you achieve that genuine feel.
4. Promote your company blog
Share posts that staff are likely to be interested in and learn from. 89% of marketers use blogs in their content strategies, but do your workers know about it? Don't just send them to your homepage — share case studies, white papers, and press releases they might care about.
5. Share marketing materials that others need
Have a folder or feed for current sales strategy and brand assets, so if an employee needs to reference them, they’ll always have easy access to the promotions.
Get your marketing team on board
A social intranet is only as good as the contributions from its users.
You need to get your marketing department engaged with a new platform, or they won’t see the benefits from the workspace.
Multiple experts at the Content Marketing Institute expect video content to grow in 2022, but your department might not have the resources to create all of this content themselves.
By leaning into your company’s intranet software, your team can source photos, videos, success stories, milestones, and other materials from frontline workers and other departments as they create them.
Marketing will be able to access this information quickly — and in most cases, directly. 23% of marketers surveyed by HubSpot said just finding the ideas for new content was their biggest challenge for 2022.
If your marketing team is able to improve internal communications with other branches, they can access new information and learn what’s trending in stores now.
They can also use employee-generated content as a springboard or incorporate it directly into new marketing efforts.
The best way to have marketing get on board with an intranet is to have them try it out for free and see how they like it.
Final thoughts: marketing intranet — using an intranet to transform marketing
An intranet for marketing can streamline the entire department and lessen their workload.
Having your entire company help generate content yields a more authentic message that improves employee engagement and means less time spent hunting for a good photo or story.
Communicating and defining the roles helps keep everyone on the same page.
But make sure the intranet solution you choose has the features your organization needs for each department.
Your employees need to be able to access the intranet easily, and a mobile solution will help more workers connect and engage.
Help cut down on the work your marketing department is facing with a fast, company-wide intranet like Blink today.
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13 ways to quickly improve internal communications
Internal communications joins the dots. It connects every member of an organization and helps keep everyone up to speed. But it’s not without its challenges.
Comms leaders have to quiet the noise while amplifying key messages. They need to share updates consistently. And find tech tools that make communication engaging for employees.
In frontline organizations, there are additional communication challenges to tackle.
Frontline teams often work disparately. Employees can’t rely on in-person meetings for the latest updates. Nor do they have access to a desktop computer or even a company email address.
Finding reliable ways to reach these employees – that go beyond a messy noticeboard – is vital for business success.
With these challenges in mind, we’re going to look at the ways comms leaders can quickly and effectively improve internal communications. Let’s dive right in.
Why is it important to improve your internal comms?
Poor internal communication harms your business and its bottom line. When leaders, teams, and individuals fail to communicate well, every area of operations is affected.
Poor communication also has an effect on employees. Staff want to feel part of the organization they work for, and the first step to achieving that is keeping them in the loop.
Ultimately, when you improve internal communication, you:
Boost workplace trust. Over 40% of workers say that poor communication is reducing the trust they have in leadership and their teams. This is making them more stressed and less loyal to their organization.
Engage employees. Informed employees are 2.8 times more likely to be engaged. Employee engagement is linked to higher productivity, profitability, and employee retention rates.
Get better at what you do. When you improve internal communication, you improve decision-making, teamwork, and collaboration. Everyone pulls in the same direction, which spells bigger and better business results.
The benefit of good internal communication in frontline organizations is even more pronounced.
Safety concerns. Equipment failures. Product or service updates. A shift you need to cover. Inclement weather. These critical communications need to travel between frontline staff and managers quickly and reliably. It’s how you limit downtime and ensure the very best customer service.
But if your communication culture, communication skills, or communication tools are lacking, you’ll find it hard to connect the various teams that make up your organization.
13 ideas to quickly improve internal communication
With so much to be gained from good internal communications, time is of the essence. Every day you continue doing things the old way, you’re missing out.
So here are some internal communication ideas that you can put in place quickly, for maximum impact. Weave these ideas into your internal communication strategy and start making improvements right away.
1. Start with the leadership team
Leaders set the tone of an organization. So if your leadership team isn’t sold on your bid to improve internal communication, your employees won’t be either.
It’s up to leaders to drive comms throughout the company. It’s also on them to engage with comms. That way, employees see that your internal communication channels are a valued resource for people at all levels – and they’re much more likely to engage with them, too.
To prove to your workforce that it isn’t one rule for them – and another for their managers – get the leadership team on board right at the start. Involve leaders in the launch of your internal communications plan and encourage them to be positive promoters of it.
2. Ask questions & launch surveys
To avoid time-consuming missteps, get employee insight early on in the process. Employee input informs your strategy and improves your chances of getting things right the first time.
You can get input by asking informal questions and launching surveys. Find out what employees want from internal communications – and what aspects of current comms they struggle with.
With Blink’s super-app, you can launch surveys that reach your whole workforce. A user-friendly interface makes it easy for employees to respond. And a clear dashboard helps you to draw conclusions from their answers.
Surveys help you make informed internal communication decisions. But there’s another benefit, too. By involving employees in this part of the process, you set an important precedent.
You show employees that you value their input – and that their voices are heard. This raises trust in the process. It also helps employees see what they stand to gain by engaging with internal communications going forward.
3. Streamline your communication channels
Well-established companies often have history with lots of different internal communication tools. In frontline organizations, there tends to be a mix of tech solutions and old-school communication channels – like posters and notice boards.
If you’ve inherited a complicated system of communication channels, it’s worth stepping back and assessing their impact on company communication.
Is a noticeboard crammed with memos an efficient and reliable way to communicate with your teams? Are multiple communication channels helping you to clarify the message – or are they muddying it?
Less is usually more. So streamlining your comms channels is a great way to improve internal communication. Employees are much more likely to engage with a single source of reliable info.
That’s exactly what happened at Domino’s. The pizza delivery company was using word of mouth, posters, and WhatsApp groups to communicate with its frontline. But by switching to Blink, Domino’s put all internal communication in one place and now everyone gets the same need-to-know updates.
4. Personalize your comms
Think of all the marketing emails that land in your inbox every day. The ones that personalize their message stand out. They’re much more likely to resonate. The rest is like white noise. It becomes very easy to ignore stuff that doesn’t feel relevant to you.
The same goes for company comms. When you make your message more relevant to your audience, they sit up and take notice. When employees are inundated with comms that have nothing to do with their role, they tend to start ignoring the noise - and before you know it even the most relevant and critical messages are missed.
You can quickly make a change by segmenting your audience. Divide your organization by department, team, location, and stage in the employee life cycle.
Then, craft personalized comms. And only send mass communications when they really are relevant to the whole organization. Intentional, personalized communication is much harder to ignore.
5. Run company-wide stand ups
A standup meeting is a short but regular opportunity for teams to share progress and identify blockers. It’s a way to get everyone on the same page and clarify what they should be doing.
A company-wide standup is the easiest way to communicate your current priorities and action plan to everyone. But you can also run stand ups within teams, departments, or locations.
Of course, if you’re a frontline organization, getting everyone together for this type of meeting isn’t always practical. Employees work different shifts and in different locations, or maybe even work on the road.
But don’t dismiss the idea of company stand ups outright. Create stand ups for different shift swaps, or locations, or smaller groups of people. And for the times you can’t be together in real life, tech can help.
Employees can join a meeting via video conference. Or you can record your company-wide stand ups and post them as video content to your primary internal communication channel.
6. Implement an employee app
In today’s technological world, you can find incredible tools designed to improve internal communication, fast.
An employee app is a great example. It works well because you meet employees where they already spend their time – on their smartphones. And because it incorporates features that employees are familiar with, like instant messaging, group chats, and a newsfeed.
Take Stagecoach, a UK-based bus company. When Stagecoach implemented an employee app, 84% of their workforce started using it within just one week. Because they chose a communication tool that employees could use intuitively, they got better and faster uptake.
An employee app also streamlines your employee communications because employees can access everything via a single, user-friendly interface. And it provides channels for both top-down and bottom-up comms. Anyone can read and share information.
Blink’s employee app ticks all these boxes. Designed for frontline organizations, it helps bridge the gap between your frontline and desk-based teams.
7. Reward & recognize your employees
Another way to quickly improve internal communication is by rewarding and recognizing employees. Shout out those employees who hit their goals or reach a personal milestone. Highlight the times when a member of staff goes above and beyond.
A culture of recognition helps to build engagement. It also boosts morale and encourages other employees to do their best work.
Using internal communication channels in this positive way encourages employees to communicate more frequently, too. When an employee feels acknowledged, they’re more likely to acknowledge others, share successes, and communicate constructively with peers.
You can put the wheels in motion by encouraging managers to send regular messages of acknowledgment. But to amplify the effect, go further.
Build recognition into your internal comms strategy by using Blink’s recognition feature. Via the app, you can send messages of public praise with the power to inspire everyone.
8. Conduct regular 121 meetings
If your managers only run 121 meetings with employees once or twice a year, this is an area ripe for improvement.
A lot can happen over the space of a year or six months. Internal communication might be missed or misinterpreted. Regular 121s are an opportunity to realign goals and understanding.
Regular 121s help you to:
Build a personal connection with employees
Address concerns in real-time
Improve employee engagement
It also makes the act of discussion and feedback more familiar. Employees get used to sitting down and sharing their work experiences with managers. So managers are much more likely to get candid (and therefore useful) insight from their staff.
Advise your managers on how often they should conduct 121s. Monthly, bi-weekly, or even weekly sessions create an open feedback loop.
Also, remember that a public communication forum can never replace 121s. While employees are often happy to share some ideas publicly, they also need the opportunity to share their thoughts privately and confidentially.
9. Encourage content creation
Leave content creation to management and you run into two key problems:
1.Your internal communication is unengaging because there’s lots of top-down communication but not enough bottom-up or peer-to-peer communication.
2.Managers find it hard to balance content creation alongside their usual workload. This means more managerial stress and/or less quality content.
There’s a quick and easy solution. Give everyone a turn at content creation. Use guidelines and templates if you think they’re needed. Then, let employees start threads, post blogs, upload videos, and recognize their peers.
In doing so, you strengthen your company network. Employees build new relationships. They find people with whom they have things in common. They chat about non-work-related topics.
This type of water cooler chat may seem irrelevant to your business objectives. But trust us when we say it’s hugely important to the quality of communication that takes place within your organization.
This is particularly true in frontline firms where workers don’t always get the opportunity for informal chats with co-workers.
10. Take a data-driven approach to internal communications
How do you measure the success of an internal communications initiative? You need reliable, accessible data you can track over time.
This is another reason why having the right communication tech is vital. Pick communication tools with analytics built in and it’s easy to view and act upon insights.
You can see which type of content your employees do and don’t interact with. You can see which posts get the most comments and likes. This helps you to hone your internal communication going forward.
Similarly, analytics functions help you to see the bigger impact that your communication strategy is having. Perhaps it’s helping you to reduce staff turnover or increase staff satisfaction.
When you have access to the data, it’s easy to demonstrate the value and effectiveness of internal communication improvements. You’ll also find it easier to make informed, targeted changes that make your initiative even more successful.
11. Be consistent
Good internal communication is all about consistency. You can’t promise employees a weekly update or a monthly webinar and then fail to deliver.
They’ll stop seeing your communication as reliable and trustworthy – and they’ll stop checking in for new content. This is the point at which the wheels fall off your strategy and you have a much harder job pushing that new initiative uphill.
To show employees that your new internal communication strategy is here to stay, make sure it’s sustainable.
At the outset, you may like to err on the side of caution, only committing to a content schedule you know is manageable for the people delivering it. You can always add more items to your content calendar once it’s up and running.
Also, as we mentioned earlier, enlisting the support of employees in content creation helps to create an internal communications ecosystem that doesn’t rely on a handful of time-stretched managers. With all hands on deck, it’s much easier to create and post content consistently.
12. Be transparent
Internal communication is most successful when communication is transparent. That means:
Including everyone in communications
Creating an open connection between leadership and employees
Clearly communicating business changes and decision-making processes
Acknowledging both successes and mistakes
Transparent communication is important because it helps to build trust between all members of your organization. It prevents secondary channels of communication – in the form of rumors and speculation – from emerging. And it helps to boost employee engagement.
If you don’t already have a culture of open communication, getting there is likely to take time. You need to develop communication skills throughout your organization and set new norms of behavior.
However, one of the things you can do to improve internal communication quickly is to involve employees in your internal communication strategy. Be open about the changes you’re trying to implement – and why.
When employees feel like part of the process, they’re much more likely to feel invested in its outcome.
13. Report back on changes you are making
So you’re planning to make big changes to the way you communicate internally. Don’t forget to involve employees from the beginning and throughout the process.
After launching employee surveys and conducting 121s, communicate your findings. Let workers know what you’ve learned, what changes you plan to make, and what you hope to gain.
This shows that you’re committed to transparent communication, not just paying lip service. And that you’re putting employees at the center of decision-making.
Take this tack and employee engagement, morale, trust, and the success of your internal communication strategy all stand to benefit.
Final thoughts
Improving internal communications takes time and strategy. It’s a long-term commitment. But there are quick wins to be had.
Gather insights. Involve all members of your organization. Find the right tools. Start fostering a culture of open, honest communication, right now, today.
By doing so, you’ll create change in the here and now. And lay the groundwork for future internal comms improvements, too.
It’s well worth the investment, particularly for frontline organizations. With strong internal communication, you build teams who are more connected, informed, and engaged - which leads to widespread benefits for your employees, customers, and business.
Want to make internal communication a priority for 2024? Then put internal comms in the palm of every employee with Blink’s employee app.
Our mobile-first app supports two-way communication, critical messages, employee recognition, and workforce surveys. It also integrates with the business tools you already use. So employees can access all resources from one user-friendly interface.
Accessed via mobile or desktop and with speedy, sky-high adoption rates, Blink provides a quick and easy way to improve your internal communications in 2024.
How you complete that sentence could speak volumes about your leadership skills.
Good leadership in the workplace is crucial for the long-term success of your business and superb employee experience.
In fact, there's a 1674% chance of an employee having a strong perception about your leadership when you connect them to their purpose, accomplishments, or each other.
Great leaders inspire and motivate their team members. But it's easier said than done.
Being a good leader can be challenging. It takes a lot of practice and focus. But like any other skill, you can learn to be an effective leader.
If you don't know how to be a good leader, you're in luck. We'll explore 10 qualities of a good leader to give you tips to become a strong leader at work.
What makes a good leader in the workplace?
A good leader engages in open communication, motivates their team members, leads by example, listens to feedback, and is open to new ideas in an ever-changing workplace.
Anyone can sit in a corner office and boss people around, but there's more to effective leadership than that.
Learning the traits of a good leader will help you significantly impact your company's success.
With that in mind, here are 10 attributes of a good leader and how to use them effectively to your advantage.
1. Good leaders engage in open communication.
Employees want to be heard — whether it's an issue that needs resolving or ideas they believe would improve the business or better serve clients.
When you don’t communicate well with your team, they may feel discouraged, resulting in poor morale and lower production. Project.co shared that 35% of businesses have lost an employee due to poor communication.
The best leaders customize their communication styles to suit each situation and team members' preferences — which means they take the time to learn which communication mode each team member prefers.
Do your employees prefer email or phone conversations? Or maybe face-to-face?
You can also use a straightforward mobile app like Blink to turn your employees into a close-knit group by enabling communications between them.
Effective communication decreases misunderstandings and employee errors, builds trust among team members, and improves morale. Pumble backs that up, stating that effective communication can increase a team's productivity by 25%.
As long as it's done respectfully, you should maintain a work environment that promotes honest communication.
Promoting a judgment-free environment sinceyour employees are likely to give their opinions more often when they don’t fear discrimination.
Giving undivided attention to your team members when they’re speaking.
Asking your employees for suggestions to increase their engagement. You'll aim to implement employee engagement strategies that work.
Asking (not demanding) your employees to do stuff for you.
2. Great leaders encourage professional and personal development.
One of the most critical leadership qualities you can have is nurturing your staff by giving them personal development opportunities.
That can include anything from leadership training or teaching them a new skill to encouraging them to pursue a passion that inspires them in and out of the workplace.
In 2021, Lorman shared that 70% of employees are likely to leave their current job to work for an organization that invests in employee growth and development.
Employees value learning opportunities, so it's no surprise that companies with successful training programs typically see a significant increase in employee retention.
Picture a company culture where every team member receives training according to their interests. In such a case, every employee will feel you care about their goals, dreams, and overall well-being.
When that happens, your employees will go above and beyond to help you achieve your goals and vision.
Here are four strategies you can use to encourage professional and personal development in the workplace:
Encourage mentoring and coaching between managers and employees.
Identify and develop soft skills such as time management, active listening, and delegation.
Implement cross-departmental training programs to increase the efficiency of your entire company.
3. Successful leaders lead their employees by example.
One of the characteristics of a good leader is their ability to ‘walk the talk.’
Here’s an instance of a true leader leading by example:
Jane is a manager at a local bank with a team of seven employees (you can pretend that’s Jane and her team in the above picture). She shows up to work a few minutes early to plan her schedule.
When her team starts to arrive, she greets them warmly and inquires about their families.
She then calls her team members into a morning meeting. And instead of leading with her plan, she gives each person a chance to voice their ideas. She appreciates their input and asks them to create proposals to bring their ideas to life.
When it’s time to start working, Jane attends to clients like the rest of the team.
As a result, Jane gets high levels of employee engagement since she demonstrates that she’s invested in her team's initiatives and business.
Leading by example means guiding your employees through actions instead of words. The saying ‘do as I say, not as I do’ has no place in today’s world.
Nowadays, employees want to see your actions match what you say. That means showing them what’s required instead of just telling them.
Here are four ways to lead by example:
Be a role model to your employees by walking the talk.
Give clear instructions to your staff.
Avail yourself to answer questions your employees might have.
Make employees feel part of the team by letting them know why you're giving them specific instructions.
Use respectful words like ‘please’ when giving instructions to your team members.
4. Strong leaders give constructive feedback to employees about their performance.
Employee feedback is an incredibly effective tool. Offered well, it can grow your employees, strengthen bonds between staff and managers, and improve trust levels.
“We all need people who will give us feedback. That’s how we improve.” — Bill Gates
Direct, honest feedback is the best way to steer your team in the right direction.
Don’t wait for monthly or quarterly assessments to give your employees feedback. Give them right after an event has occurred. It will have the most significant impact on their performance.
Here are four tips to help you give employees effective feedback that gets the results you need:
Give individual feedback privately.
Avoid sandwiching corrective feedback between two positive feedbacks. It will create confusion, undermine the feedback, and decrease trust levels.
Focus on your employees' behaviors (what they do) rather than their personality traits (what they’re like).
5. Secure leaders ask for feedback from employees about their leadership style.
The saying goes: there’s always room for improvement. That’s especially true when you're a good leader.
Who can point out these growth opportunities better than your employees?
After all, they work with you every day, so they know your strengths and weaknesses.
“Feedback is the Breakfast of Champions.” — Ken Blanchard
However, getting honest feedback isn’t always easy.
Employees may feel awkward revealing their true thoughts. They may not want to offend anyone's feelings or face future consequences for harsh criticism. That may cause them to give you fluffy feedback or avoid the request.
Use these tips to ask your employees for feedback and increase the likelihood that they give honest, actionable feedback:
Ask your employees specific questions instead of vague questions such as, “What do you think?”
Tell your staff not to hold back on their feedback and make them feel they’re doing you a favor by being honest.
Give them time to think about your questions and develop helpful answers.
Ask employees about what you can do better in the future rather than what you did wrong in the past.
6. Transformational leaders are open to change and new ideas.
Change is hard — even if the change is for the better. Successful leaders are aware of this and don't pretend otherwise.
They also understand that embracing change with the right mindset is critical to creating an environment where change is integral to their company's DNA.
A great leader never wants to be the smartest person in the room. They surround themselves with a team of experts with more ideas and experience without feeling threatened.
And when these experts are led well, they can be a powerful force in driving strategy, making changes, and enhancing the company's bottom line. They’ll perform at a high level with little oversight and push you to grow continually.
“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” — Steve Jobs
Whether you're leading a team of two or five thousand, below are four ways to embrace new ideas and get your employees on the ‘change-wagon’ faster:
Surround yourself with a committed team of experts.
Understand why you need the change and clearly express the desired outcome.
Include your employees in decision-making from the get-go to strengthen their commitment to change.
Make sure your beliefs and behaviors support the change. Be resilient, persistent, and willing to step outside your comfort zone.
7. Effective leaders set clear employee goals and delegate work.
A good leader makes sure their employees are doing what they’ve assigned them to do to achieve the company's mission and goals.
The instructions you give should be measurable and quantifiable. Use existing data to develop a baseline for employees to do their best work.
Moreover, 2021 research by Bi Worldwide showed that 31% of employees said their manager set attainable goals for them, but they weren’t challenging. So be sure to have goal-setting discussions with your employees to set goals that will challenge them to grow.
An effective leader also knows what tasks to delegate. They know they can’t accomplish everything alone, so they assign tasks to team members they’re confident will complete them.
As a result, they empower and boost their employees’ morale. And in the process, they free up their time to focus on what will yield the highest returns and grow the business.
Here are three tips to help you delegate tasks to your team members:
Look for opportunities to delegate tasks based on your teams' strengths and weaknesses.
Walk your employees through the project you're delegating and clarify when you need it done.
Give continuous feedback and be specific on what they did well and what they need to improve on.
A good leader has the right motivation and passion. They’re not driven by money or prestige but genuinely want to inspire others to do their best.
Passionate leaders increase productivity and make sure workers are committed to the company's values, mission, and vision.
“A great leader's courage to fulfill his vision comes from passion, not position.” — John C. Maxwell
Most successful leaders have a passion (not a job) and know how to rally others around that passion.
In short, passionate leaders lead with heart.
Here are seven qualities that set passionate leaders apart from the crowd:
They're open-minded and respect differing opinions.
They have a positive attitude and superb problem-solving skills.
They’re great communicators and listen with the intent of genuinely understanding rather than advancing their agenda.
They're future-focused and capable of engaging others to achieve their goals.
They look at the big picture and embrace challenges.
They're risk-takers and put in the hard work to execute ideas.
They're self-aware, surround themselves with like-minded people, and sustain collaborative relationships.
Your ability to inspire, motivate, and create a magnetic vision needs commitment and perseverance. But it’s worth the effort, whether your goal is productivity, employee retention, or project management.
9. Successful leaders have a positive attitude even when things go south.
Most people tend to associate good leadership with smooth sailing.
After all, what can go wrong if you build and nurture a great team and generate excellent ideas?
…. a lot.
But whether it's a minor misunderstanding or a significant error, how you handle a negative situation reveals a lot about your emotional intelligence and leadership abilities.
“Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference.” — Mac Anderson
When things go south, your words and actions as a leader are critical. Here’s what you can do during those times:
Take time to evaluate the situation and know what the problem is.
Face the problem with positivity and look for solutions.
Be flexible and adaptable and make adjustments along the way.
Remain persistent and determined to solve the issues.
10. Good leaders are always learning.
All successful leaders have one trait in common — a hunger for learning. They enroll in relevant online courses, read great books, use the best tools, and constantly improve.
Great leaders have an innate sense of curiosity that often drives them to learn more, which helps them perform better for their businesses and provide personal fulfillment.
“Leadership is not an expertise. Leadership is a constant education.” — Simon Sinek
Learning helps great leaders challenge their assumptions and bring clear understanding to the table.
In contrast, failure to keep learning means you won't adapt to the ever-changing work environment. And depending on your industry's competition, this can be a significant issue that spells the death of your company.
Here are three ways to keep learning and become a better leader:
Embrace an open mind to see things from different perspectives.
Read relevant books, industry publications, and blogs.
Take advantage of consultants, personal networks, industry events, and other organizations and learn from them.
How to be a good leader at work: your checklist
Openly communicate: Make sure your team always know what's going on and what is expected of them.
Develop your team: Push each team member in their personal development. Make sure you each team member has a clear and robust personal development plan.
Lead by example: Easier said than done, but be the example your team can learn from. Show them the type of employee you want them to be.
Give constructive feedback: Don't be afraid to give constructive feedback. 1-1's are normally the place for this.
Ask for feedback: You won't always get things right, and not everyone will agree with you. Ask for feedback from your team on your management style and how you can improve.
Be open to change and new ideas: If a team member has an idea or a new way of doing things, be open to it. Don't stick to the way things are just because "that's how it's always been".
Set goals & delegate: You can't do everything on your own, give your team responsibility and delegate tasks appropriately. This can help with point 2 as well.
Show your passion: If you love your job, show it. This passion can be infectious and help motivate your team.
Keep positive: Things won't always go to plan, but you can weather the storm. Keep positive and let your team know you have their back with whatever road bumps you hit.
Don't stop learning: Your development also doesn't stop. If you want to lead by example you need to make sure you are up to date with the latest techniques and strategies for your role.
Wrapping up: What makes a good leader in the workplace?
Most people aren’t born with the ability to get things done and inspire others every day. And that’s okay — you don’t have to be born with that ability to succeed.
Although it takes time to be a good leader, you can learn strong leadership skills. But like any other skill, it takes a lot of practice and focus.
Just keep in mind it also requires you to grow and engage your team. Blink’s Employee Engagement App can help you keep employees engaged and connected. Try it out today.
Most frontline workers who quit don’t do it on day one.
And they don’t do it at the one-year mark, either. They do it somewhere around Day 90.
When you look at what’s happening — or not happening — between weeks two and twelve, it’s not hard to see why.
Frontline employees are caught in a hinterland. A place after induction and before real engagement kicks in, where the comms, connection, and support they need are nowhere to be found.
So what can you do to reduce employee churn once and for all? How do you persuade this group of employees to stick with you for the long haul?
Here, we take a look at why the 90-day milestone matters so much in frontline retention — and what a better frontline onboarding strategy can do for your organization.
The data behind the 90-day cliff edge
The figures are stark. A third of the HR pros responding to Enboarder’s 2025 HR Leader survey said that 25% of new employees leave during their first 90 days.
For frontline organizations, the picture is even more acute.
Turnover rates in frontline industries are consistently among the highest across all employment sectors — and 56% of organizations are currently experiencing frontline worker turnover at a higher rate than the historical average.
This frontline churn comes at a considerable cost. If we look at the example of grocery retail, frontline turnover absorbs as much as 10-20% of profits.
High frontline turnover results in lower service levels, lower productivity, higher training costs, and increased demands on management. It also keeps recruitment at the top of the strategic agenda, crowding out other priorities.
Why is Day 90 such a precarious time?
Day 90 is when new hire energy wears off and the reality of the role sets in. It’s when the gap between what was promised during recruitment and what’s actually experienced becomes impossible to ignore.
It’s also — critically — the point at which most organizations have stopped formally onboarding but haven’t yet started actively retaining. So frontline employee engagement takes a hit that it can be hard to recover from.
What frontline workers are telling us
Wondering why frontline employees quit? When frontline workers leave around the three-month mark, the reasons they give cluster around the same themes.
A two-tier culture
Almost half of frontline workers report that there are two separate cultures at play within their organizations — one for the frontline and one for everyone else.
That perception is compounded by a clear digital gap. Frontline workers receive just 1% of their companies’ total technology budget, leaving them with ineffective paper-based processes or software that doesn’t work on a smartphone.
The divide between desk-based and frontline experience is very real, very visible, and — for many — a deciding factor in whether to stay.
Feeling invisible
Only 43% of deskless workers feel seen and appreciated at work, compared with 61% of desk-based employees. A lack of recognition hits hard in the early months, when new hires are most in need of reassurance.
Frontline workers also struggle to make their voices heard. 38% say they have feedback for leadership or management, but no way of communicating it.
Feeling out of the loop
When new frontline workers don’t have reliable access to company updates, policy changes, or operational information, they feel disconnected from the organization and unable to do their jobs well.
Employees with strong workplace relationships are 51% more likely to be engaged. But shift-based work can be isolating.
New starters may work alongside different colleagues every day, have limited face time with their manager, and no easy channel to build relationships beyond their immediate shift.
Without deliberate effort to create connection, the social fabric that makes work worth showing up for simply doesn’t form.
Yet 64% of frontline employees say they would stay with their organizations for six years or more if they had access to better career development and training.
The appetite for growth is there, right from the start, but the pathway often isn’t.
The onboarding illusion: What companies are getting wrong
You’ve invested time and money in your frontline onboarding strategy. So why isn’t this moving the needle on new hire turnover?
The answer may lie not in the quality of your employee onboarding program, but in the length. In most frontline organizations, structured onboarding takes place in the first week or two. It’s thorough, well-intentioned. But it ends far too early.
A strong first week doesn’t prevent an exit at the three-month mark. That’s because there’s a significant gap between structured onboarding and what actually happens when a new worker hits the floor solo.
By week three or four, new-hire support has often evaporated. The questions keep coming — but now there’s no clear channel for asking them. Connection to the wider organization fades. The sense of momentum and progress, so strong in week one, starts to plateau.
That’s when employees start to question things. Is this worth it? Does this organization actually care whether I stay? Maybe there’s something better out there…
What the 90-day window actually needs: How to reduce employee churn
That means creating an onboarding strategy that doesn't end at week two, but continues to inform, connect, and support new workers long after they hit their stride.
Here’s what that looks like in practice.
Consistent communications
New frontline workers need to feel like they’re part of something bigger. That means regular, relevant updates that keep them informed about what’s happening in the organization — delivered to their smartphone, not to a desktop intranet they’ll never log into.
The goal is to make a new hire feel like an insider, not an afterthought — and to give them the frontline communications that make their work easier.
Peer community
One of the most powerful retention boosters in frontline work is strong relationships and collaboration with co-workers.
When new workers have a channel to connect with their team — beyond whoever happens to be on the same shift — belonging develops faster. Internal communities, group chats, and shared spaces for non-work conversation all contribute to that vital social infrastructure.
A way to ask questions without feeling stupid
New starters have lots of questions. Many of them don’t ask, because they don’t want to look like they’re struggling or don’t know what they’re doing.
A searchable knowledge hub — policies, procedures, and FAQs findable in seconds from a smartphone — removes that barrier. So does self-serve access to shift swapping, payslips, and benefits enrolment.
Employees who can find answers independently feel more capable and confident.
Visibility into what comes next
New hires who can see a trajectory within the organization are significantly more likely to be there beyond 90 days.
Regular check-ins, clearly communicated development opportunities, and recognition of early progress all signal that the organization is invested in the individual, not just the role they’re filling.
The solution? A well-designed employee experience software platform makes all the above possible. It allows you to deliver structured onboarding content at the right moment in the employee lifecycle — and to fill the day with culture and community-building touchpoints.
Time to rethink your frontline onboarding strategy?
There’s a temptation in high-turnover environments to pull back on investment in the frontline employee experience. Why put significant resources into someone who might leave in three months?
It’s a reasonable question. But fail to consider frontline EX and you end up stuck in a cycle of attrition (and associated costs) that’s impossible to escape.
The frontline organizations reducing employee churn are those making the first 90 days — not just the first few weeks — feel like the beginning of something worth sticking around for.
That means extending the onboarding process beyond the induction checklist, giving new workers the tools to stay connected and informed, and building the peer relationships that make a job feel more than a job.
A mobile-first frontline platform like Blink keeps deskless workers connected from day one — through structured onboarding journeys, communications that reach every employee, recognition and survey tools, and co-worker communities.
With everything available from one user-friendly dashboard, new hires have everything they need to hit the ground running — and build a long-lasting connection to your organization.
Get comms right and you improve collaboration, employee engagement, and the employee experience. But get comms wrong and employees are likely to switch off from the company intranet — making it much harder for you to land critical messages.
A surprising number of organizations miss the mark. While 77% of leaders think the comms they share give employees the context they need to do their jobs well, only 46% of employees agree.
To ensure your comms are as good as they need to be, check that you’ve not fallen into one of these bad internal communication habits.
And if you have, don’t worry! There are strategies to break those bad habits so you can improve employee communications and engagement at your organization.
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7 bad internal comms habits and how to break them
Bad habit #1: Posting inconsistently
When it comes to internal communications, the only thing worse than not posting at all is posting once… and never again.
Internal comms inconsistency can confuse expectations, misdirect attention, and ultimately result in you losing your most important audience — your employees. People may stop checking on the intranet because they’re used to seeing nothing but tumbleweed. So when you do have an important message to share, there’s no one there to see it.
Break the habit: Figure out the cadence that best fits the needs of your organization. Then, make sure there’s new content on the company intranet on a regular basis.
Don’t overlook the power of a daily or weekly update: A whopping 85% of employees said they’re most motivated when management offers regular updates on company news.
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For many, creating a content calendar and writing posts in bulk will help maintain consistency. Sound like you? Try using a scheduling tool. Some modern internal communications platforms may even have this scheduling functionality built in. This way, you can then create and schedule posts in advance, choosing to publish them at a time when your teams are most likely to need and read them.
Bad habit #2: Saying too much
We’ve seen plenty of internal communications messages that try to say too much all at once. They cover one topic in overwhelming depth — or cover a multitude of topics in one post.
If this sounds familiar, it’s a habit you need to break. When you cram too much information into your messages, you risk confusing employees. You bury your central message and encourage your workforce to skim or ignore future comms.
Break the habit: Before you start writing any message, get clear on the most important point you want to convey. Lead with this key message, putting it at the top of your post and adding supporting details underneath.
If you need to share lots of information, try splitting your content into smaller, more digestible chunks. You can then create a post around each part of the news or announcement, publishing a logical series of posts that are less likely to overwhelm employees.
Bad habit #3: Limiting yourself to text only
Your employees are used to seeing a wealth of interactive, visual content in the technology they use in their personal lives. Social media platforms like Instagram and TikTok know exactly what keeps users scrolling and wanting more: short-form, highly visual, and personalized content.
If you lead with text-based messages at work, you’re unlikely to catch their eye — or contribute to a positive intranet experience.
Break the habit: Hook your audience from the get go by making your internal comms channels feel like a social media experience. Incorporate visuals like short-form videos, polls, photos, and graphics.
This dynamic and engaging content is more likely to grab the attention of your audience and keep them returning to your platform.
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Bad habit #4: Using the wrong channels or platforms
It should be easy for employees to find the information they’re looking for on your intranet. But if you don’t have a strategy for what goes where, they’re going to struggle to find what they need, when they need it.
A poorly governed channel strategy can damage not just the employee experience, but key operational metrics like productivity: Employees spend nearly 20% of their work week looking for internal information or tracking down colleagues who can help with specific tasks.
Break the habit: As the saying goes, “location, location, location!” Consider the format of your employee communications and which channel or platform suits each format best.
For example, it makes sense for an evergreen resource — like a policy or FAQ document — to live on your company intranet, in a resource hub. A short-form update, relevant only in the moment, is better suited to your news feed. And a message hyper-relevant to a specific group of employees can find the right home in the appropriate digital community.
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Bad habit #5: Taking a one-comms-fits-all approach
Send all employees all the messages and you’ll overload them with information — some of it completely irrelevant to them and their role. Employees who grow used to receiving non-personalized internal communications are more likely to skim or ignore critical information.
Break the habit: Ensure that every message is relevant to the employee who receives it.
Pick communication tools that allow you to segment your audience, ideally by team, role, tenure, and location. Then select the relevant audience for each post and resource.
You can also use different communication channels — like a closed team chat or an employee community — to ensure specific information cuts through.
Bad habit #6: Sourcing ideas only from the C-suite
Your business leaders are a great resource for content ideas. But they’re busy people. So if you rely solely on the C-suite, you may find it hard to generate enough content. Plus, by sourcing only one side of the corporate story, making it difficult to tell a well-rounded story that can resonate with any employee.
Break the habit: Get content ideas from your business leaders, by all means. But also involve employees across all levels in the content creation process.
You can do this with the help of an internal communications platform that facilitates two-way communication. Employees can comment on posts, amplifying their impact. You can also identify employee ambassadors and ask them to create employee-generated content.
This approach makes content creation easier for your comms team and — because you’re giving your workforce a voice — improves employee engagement, too.
Bad habit #7: Not getting feedback regularly
Let’s say you’ve successfully done it — you quit all the bad comms habits on this list up until now. Well done! But that doesn’t necessarily mean messages are getting through to your employees.
Without regular employee feedback, you can’t know for sure how employees feel about your internal communications. And that means it’s still a challenge to ensure any changes to your employees communications strategy are meaningful improvements.
Break the habit: Regularly launch employee surveys and polls to gauge how employees feel about your internal communications. Ask them about every detail: cadence, content, channels, opportunities for two-way interaction.
Also, use intranet analytics to identify your best-performing content. When you see what’s working well in terms of effectiveness and employee engagement, you can build more of that into your content schedule.
Not only will your employee comms thrive, your employees will, too: Workers who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.
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Break bad communication habits and supercharge your comms
These bad communication habits stop messages from getting through. They also lead employees to lose interest in your communication channels, making it even harder for your comms team to be successful moving forward.
But like any bad habit, the ones on this list can be broken, and with the right adjustments, you can prevent bad habits from forming again. Make just a few simple tweaks — like democratizing content creation, posting more consistently, and seeking employee feedback — and you can get company comms back on the right track.
You’ll also build a more informed, connected, and collaborative organization — which is good for business and good for the employee experience, too.
Intranet (n): dusty, desktop-only internal website your company set up years ago. Hard to navigate. Rarely updated. Mostly ignored.
Sound familiar? Then your business is missing a huge opportunity.
Modern intranets — especially mobile-first ones like Blink — are intuitive, engaging, and built for the frontline and the desk-based workforce.
They’re not just document libraries — they’re a vibrant digital hub, where employees can access information, connect with each other, and feel part of company culture.
So what exactly can an intranet do for your organization? Here are 15 powerful ways to put yours to work in 2025.
What are the applications of an intranet?
There are lots of business-boosting ways to use your intranet. These include:
Sharing company news and updates
Connecting co-workers
Amplifying company culture
Providing access to docs and resources
Easy employee reporting
Shift scheduling
Automating routine tasks
Unifying workplace tools
Viewing pay stubs
Enabling HR self-service
Tracking training and employee performance
Recognizing employee efforts
Inviting employees to company events
Conducting employee surveys
Keeping tabs on business metrics
Ready to take a closer look at each of these intranet uses? Let’s dive right in.
Uses of an intranet for internal communication
A modern intranet provides all the functionality you need to run a successful internal communications strategy. From a news feed to instant messaging to scroll-stopping, social-style posts, here are some great ways to use an intranet for internal comms.
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#1. Sharing company news and updates
Forget the company noticeboard. Share updates that actually get seen.
Putting company news on your intranet keeps everyone on the same page. So it’s easier to align on tasks, projects, and overarching business goals.
On a modern intranet, company updates are best suited to the news feed. Here, you can serve up snippets of scrollable content. You can also segment employees by location, role, team, and tenure to ensure that news feed content always feels relevant.
To get your most important messages to cut through, put sticky messages at the top of every employee’s news feed or intranet dashboard. You can even request a read receipt so you can be confident that vital safety announcements and policy updates have been seen.
Want to reach the whole workforce? A mobile-first intranet makes company news available to every employee's smartphone, while push notifications draw their attention to the updates that matter most.
#2. Connecting co-workers with instant messaging
Does your internal comms strategy start and end with email? In 2025, there are smarter, more inclusive ways to connect and engage your workforce.
Email-only communication causes inbox fatigue and poor employee engagement. It provides limited analytics and insights. And it excludes those without a company email address — typically all frontline employees.
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Instant messaging via your intranet platform is an excellent alternative. In fact, more than 40% of employees in the US already communicate via instant messaging at work.
The best solutions mirror the messaging experience employees enjoy on tools like WhatsApp. They provide a fast, secure, and intuitive way to conduct real-time conversations with managers and co-workers, over 1-to-1 or group threads.
They also support a streamlined experience, where employees can share links and documents — and even launch a video meeting — right within the app.
A mobile-first intranet makes this functionality available to frontline employees, as well as desk-based staff. It connects co-workers, supporting knowledge-sharing and peer support, even when employees work in different locations.
#3. Amplifying company culture
If you want to reinforce company culture and values across your organization, a modern social intranet is just the right tool.
It comes with interactive, social-media-style features that support the sharing of informal, authentic, and engaging content. Think behind-the-scenes videos, snaps of the latest team lunch, or a post to celebrate a co-worker’s birthday.
Some top social intranet tips? Use your intranet to publish Stories (short-form videos that are great at grabbing attention). Create hashtags to highlight company values. And encourage employees to contribute their own relatable content.
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You can also create dedicated Communities based on job function, hobbies, or DEI interests. These virtual spaces foster a sense of belonging and connection, particularly among dispersed and hybrid teams.
#4. Providing access to docs and resources
Document sharing has long been a standard intranet feature. But, with a new-and-improved modern intranet, you can take that functionality to the next level, offering easy access to documents and resources via a user-friendly content hub.
Here, employees can use intuitive search functions to find exactly what they’re looking for. Whether they’re onboarding or just refreshing their knowledge, they can access company policies, read FAQs, and learn about processes.
You can also surface useful content on every dashboard, personalizing the experience so employees see content that’s relevant to them and their roles.
And content management? That’s easy too. Admins can see at a glance which resources need to be updated, so it’s easy to plan revisions into the content schedule.
Uses of an intranet for productivity
The best intranets support employee productivity. They digitize paper processes and automate manual tasks, saving time in every employee work day. Take a look at these intranet uses for inspiration.
#5. Easy employee reporting
Rather than filling in paper forms — or waiting till they see their manager in person — employees can use digital forms on your intranet to streamline the reporting process. They can use your intranet to:
Request replacement IT equipment
Report vehicle or machinery faults
Report a workplace accident
These messages reach relevant teams and managers quickly and securely, no matter where an employee happens to be at the time of filling out the form. So it’s a great way to improve reporting and compliance.
#6. Shift scheduling
If your intranet doesn’t work for frontline employees, your frontline managers are probably feeling pretty overstretched. They’ll be spending a lot of time keeping deskless workers up to speed — and organizing shift schedules.
But set your intranet up for shift scheduling and you save hours of manager time. Employees can log into the intranet via their smartphones to view and swap upcoming shifts, without supervisors having to micromanage the process.
The end result? More filled shifts. A happier, more empowered workforce (who enjoy better work-life balance). And lower stress levels for your frontline managers.
#7. Automating routine tasks
A modern intranet often comes with built-in automation and AI tools that free your people to focus on value-add activities.
Need help drafting a post for the news feed or replying to a tricky comment? Let AI offer inspiration. Want content tailored to every employee? A personalization engine can deliver it, straight to their dashboard.
You can also supercharge search with AI-powered results, recommend resources, and provide instant support with the help of AI chatbots.
Automation is another key feature. You can automate employee journeys. From onboarding nudges to compliance reminders, PTO requests to training alerts — workers receive the right communications at the right time.
#8. Unifying workplace tools
Tired of juggling logins? Sick of toggling between tabs?
When an intranet has deep integrations with the other workplace software you use, it acts as a digital front door for your organization. It’s a user-friendly entry point for everything your people need.
Add in single sign-on technology and employees only have to remember one set of login details to access HRIS, CMS, project management, and payroll software.
This reduces pressure on your IT team — who no longer spend their days dealing with password reset requests. It also creates a joined up digital employee experience, where everything your teams need is just a couple of clicks away.
Uses of an intranet for HR
When your intranet is built just right, HR gets so much easier. With automation, self-serve tools, and seamless alignment with internal comms, you free your HR team from repetitive tasks and allow them to focus their attention on more complex tasks.
#9. Viewing pay stubs
A modern intranet makes it easy for employees to view and download their pay stubs whenever they need them, without submitting a request or chasing payroll.
Whether integrated with your existing timesheet or HR system — or available via built-in intranet functionality — this feature saves time on both sides and gives employees the financial visibility they need.
#10. Enabling HR self-service
A well-designed intranet empowers employees to take care of common HR tasks without sending an email or getting on the phone with your HR team.
They can:
Make time-off requests
Activate benefits and access benefit information
Claim business expenses
Book approved travel and accommodation
By digitizing these processes you make them more convenient. You reduce the need for complex and error-prone paper processes. And you lighten the workload of both employees and HR teams.
Make these features mobile-friendly and they’re then equally accessible to both desk-based and frontline staff, ensuring no one’s left behind.
#11. Tracking training and employee performance
Learning and development is easier to manage when your intranet does some of the heavy lifting.
With the right integrations, employees can access training programs directly from their intranet dashboard. From onboarding materials to ongoing professional development, it’s all in one place.
Key modules can be surfaced automatically, while news feed posts and push notifications can help highlight upcoming training sessions. Compliance training on the horizon? Use priority posts with required acknowledgment to ensure nothing gets missed.
Intranets can also support performance management. Progression plans, KPIs, and development conversations can be logged and tracked in a central location, making it easier for employees to understand expectations and for managers to support growth.
Uses of an intranet for employee engagement
A modern intranet can actively support employee experience — and measure your impact too. Here’s how to use your intranet for employee engagement.
#12. Recognizing employee efforts
Recognition is a powerful motivator. In fact, 82% of employees think recognition plays a significant role in their satisfaction at work.
Chances are, your organization already has some form of employee recognition scheme in place — an awards program or a performance-related bonus.
But — with the help of your intranet — you can weave recognition into the daily interactions of your organization, embedding it in company culture.
You can use your intranet comms channels to celebrate employee birthdays and anniversaries. You can encourage both managers and co-workers to spotlight the hard work of employees.
Link recognition to a rewards program — where employees can exchange recognition points for gift cards, charitable donations, or company merchandise — and you give them even more incentive to bring their A-game.
#13. Inviting employees to company events
Whether it’s a town hall, a team-building session, or a virtual Q&A, intranets make it easy to spread the word and manage attendance for workplace events.
You can:
Target event invitations by location, department, or role
Add RSVP functionality and calendar integration
Remind employees of upcoming events via the intranet news feed
Create dedicated event pages to keep attendees informed
Send push notifications if event details change
By using these intranet functions you simplify the process for both employees and organizers — and avoid events slipping under the radar of their target audience.
#14. Conducting employee surveys
Another modern intranet feature you should be making use of? Employee surveys.
Surveys are one of the simplest but most effective ways to listen to your workforce — and a modern intranet can help you launch them regularly and at scale.
When your intranet has an in-built or integrated survey function, use it to take the pulse of your organization, gathering insights on engagement, satisfaction, or specific initiatives.
And, whether it’s a quarterly deep-dive or a quick-fire poll, make surveys easy to complete from any device — including mobile — so participation stays high.
Once the results are in, you can use intranet analytics and reports to make sense of employee responses in super-fast time. So it’s easy to spot emerging issues and make meaningful changes to the employee experience.
#15. Keeping tabs on business metrics
Intranet analytics reveal a lot about your organization. They tell you how employees are interacting with your intranet — and each other.
Are some tools underused? Which channels are most effective? Where are the drop-off points? Analytics shine a light on it all.
With this data — in tandem with employee feedback — you can improve less popular intranet features, add new functionality, and create an even better user experience.
The best intranets also help you keep tabs on important business metrics like:
User engagement
Employee satisfaction
Employee retention
Productivity
These insights don’t just help you optimize your intranet — they support smarter decision-making across your organization.
By tracking trends over time, you can spot shifts in engagement, identify potential issues early, and measure the impact of new initiatives. You can view data holistically, getting to know the levers that make the most difference to the employee experience and business goals.
What will you do with your intranet in 2025?
The best modern intranets do all the above and more. They’re the digital and social hub of your organization, providing employees with the tools, comms, and connections they need to thrive in the workplace.
But not every intranet makes the cut. Legacy intranets are struggling to keep up with the latest intranet trends.
Typically, they have clunky mobile apps. The user experience lags behind that of consumer-grade tools. And you need additional software to fulfill all the needs of your organization.
Look for modern, mobile-first tools that support every employee — whether they’re behind a desk or on the frontline. Aim for an exceptional user experience and all the functionality listed above.
One platform. All the tools. And an intranet your employees will love.
At Blink, we believe every worker — not just the ones glued to a desk — deserves to feel connected, in the loop and part of something bigger.
Until now, Blink has been the go-to for massive organizations keeping their frontline teams buzzing.
But today, we’re flipping the script. For the first time, everyone can try Blink free right from our homepage.
That’s right: no red tape, no long sales calls, no IT headaches. Just instant access to the same platform trusted by retail and hospitality giants, healthcare heroes and transport legends around the world.
Why this matters
If you run a small or midsized business, you know the struggle:
Important updates vanish into the black hole of your email inbox
WhatsApp groups spin out of control, with current employees frustrated with the lack of work-life balance and ex-employees still lurking in the wings
Your “intranet” is basically a dusty folder no one dares to open
Meanwhile, your people — especially those on the frontline — are ready for a better way to communicate. They live on mobile, expect apps that feel as easy as Instagram, and they hate feeling disconnected.
That’s exactly why we built Blink. And you don’t need enterprise money to experience it.
What you’ll unlock in your free trial
Sign up today and you can start building your employee communications hub — via an intuitive set-up experience — in minutes:
A social-style news feed that people actually read and post to
Secure chat and groups that replace rogue WhatsApp chains
Fully branded and personalized so your intranet reflects your brand at every touchpoint
Everything in one place with a one-stop shop for policies, shifts, training, and more
Recognition and surveys to keep morale sky-high
All of it designed for quick adoption and lasting engagement. And the best part? Your team already knows how to use it.
A big moment for small businesses
Here’s the truth: The future of work isn’t just for enterprises. When every team, no matter the size, gets world-class communication and collaboration tools, big things happen. Morale grows. Operations run smoother. And the culture you’re building has a digital home that matches the energy of your people.
But this is just the start. What comes next is even more exciting: unlocking the potential of your people.
Our Blink for Everyone team is driven by one simple mission: to make it easier for people to find, try, and love Blink. So I want to also take this opportunity to thank all of our founding Blink for Everyone customers, some of whom are celebrated on our Customer Wall of Love.
There’s nothing to hold you back. The same tech trusted by global enterprises is now in your hands — free to try, starting today.
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