Modern workplace comms: Less PDF, more OMG

Once upon a time, a company intranet that worked off a server in your office was enough to keep internal communication on track. But today, company needs have changed. And so have employee expectations.

We’ve entered the era of the digital workplace. Employees use a variety of different devices. Teams work remotely, across multiple locations. And beyond the world of work, everyone is now accustomed to intuitive, convenient, and personalized digital experiences.

Digital change has come quickly. And workplace software  — like the intranet — hasn’t always kept pace. Traditional intranets feel old and clunky today. They’re affecting employee experience (EX) - and they could be doing more harm than good.

Around a fifth of workers don’t or no longer use their company intranet. And (importantly for frontline organizations) 52% of frontline workers say they’d quit their jobs because of poor tech tools. 

Thankfully, a new breed of intranet is now emerging. It’s fresher and more relevant to today’s workforce. It’s also built with digital workplace challenges front of mind.

A modern intranet holds the key to two-way communication and collaboration, better employee engagement, and an enhanced digital employee experience (DEX). And it could be a game changer for your organization.

Here, we’re going to take a look at the changing face of the company intranet and examine the features and benefits of a new and improved modern intranet.

Contents

• Intranets: then and now
• Why you need a modern intranet
• Features of a modern intranet
• How modern intranets impact the digital employee experience
• Choosing the right modern intranet
• Conclusion

Intranets: then and now

The company intranet has come a long way since it was first introduced back in the 1990s. Adapting to advances in technology and changing workplace trends, it’s taken on a variety of different forms over the years.

When talking about the modern intranet, it’s useful to compare the most cutting-edge intranet software to what has come before. So let’s step back in time and revisit each stage of intranet evolution.

Early intranets

Closed private networks were the first intranets to hit the office. They used local servers to host static web pages, meaning only computers based within the same geographical location could access them.

These early intranets provided limited interactivity and functionality. They were a place to share company directories, policies, and other documents. But because the setup and maintenance of early intranets required a lot of technical expertise, information was often outdated and badly organized.

Web-based intranets

As the internet went mainstream, web-based intranets made their way onto the market. These intranets were accessible via standard web browsers and had basic search functions, which helped users find what they were looking for. But these new intranets still had their drawbacks.

Internal communication remained one-way, with information traveling from the top of an organization down. Content was often poorly maintained because updates were complex. And there was very little opportunity for companies to provide personalized employee experiences.

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Social intranets

Social intranets were the first intranets to go mobile. Remote servers meant geography mattered less — and everyone within an organization, regardless of their location, could access the same information.

Inspired by social media platforms, social intranets prioritized communication, with features like user profiles and user-generated content. They were also designed to support team collaboration and productivity, with personnel services and project management tools built in.

Modern intranets

Modern intranets take the social intranet concept to the next level. They are a mobile-first solution with a focus on user experience (UX), designed to meet the expectations of today’s digital workforce.

Content creation is democratized in modern intranets. All members of an organization can access information and tools easily. And team leaders get the analytics and data-driven insights they need to improve employee engagement.

Interested in seeing a modern intranet in action? Preview Blink today with a short 2-minute video. 

Why your frontline organization needs a modern intranet

So why should your frontline organization ditch its traditional intranet and adopt a modern software solution instead? There are several very good reasons.

Older intranet software can cause friction and frustration. Perhaps your intranet has become a dumping ground for outdated information. Or it simply fails to provide the intuitive, user-friendly, productivity-boosting features we’ve all come to expect.

We know that traditional intranets fail to live up to employee expectations. 67% of workers say that digital experiences in their personal lives are better than the digital experiences they get at work.

Many traditional intranets are built around the needs of desk-based teams, so they do your frontline workers a disservice. Frontline workers miss out on the communication and resources available to their desk-based peers.   

A modern intranet, in contrast, helps you meet all of the following challenges head-on.

1. Employee engagement

According to Gallup’s State of the Workplace Report for 2023, just 23% of employees are engaged at work. But organizations should try to do better. That’s because high levels of employee engagement lead to happier employees, improved productivity, and lower rates of attrition.

Employee engagement is always a challenge. But engaging employees in a frontline organization can be particularly tricky. When your workers are deskless, how do you give them the connection, coaching, and support they need to thrive within your organization?

A modern intranet gives you all of the tools you need to engage your employees, regardless of where they work. You can count on a social feed, a content hub, employee recognition tools, surveys, and more.

With analytics too, you can see what is engaging your employees — and what isn’t — so you can improve your efforts going forward.

2. Communication

Open communication within a workplace is vital. It helps you inform, motivate, and engage your employees, while fostering an inclusive and supportive work environment. It involves top-down, bottom-up, and peer-to-peer communication, so everyone has a voice. 

For frontline teams, maintaining open channels of communication within teams who don’t work face-to-face requires tailored solutions.

A modern intranet helps you build internal communication links between every member of your workforce — whether they’re based in the office, on the shop floor, or out in the field.

You don’t need to rely on emails or a company noticeboard. Instead, all types of internal communication are supported via your intranet app.  

With better communication, you bring your teams together and you may find it easier to grow your company too. A Forbes study found that companies who involve 75% of their frontline in internal comms, achieved more than 20% growth over a year.

3. Digital access

Older intranet software is built around an outdated version of the workplace. It doesn’t prioritize the mobile experience and instead works best for employees who sit at a desk on a computer for the majority of each working day.

Newer intranets understand that the world of work has changed. Digital tools are a workplace essential. And frontline, hybrid, and remote teams should have equal access to the information and interaction that these tools provide.

That’s why the best modern intranets have a mobile-first design. Employees can access them as easily on a small smartphone screen as on a desktop computer. All workers across an organization are engaged and empowered, so no one misses out.

4. Collaboration

Traditional intranets are known for being slow and difficult to use, with low rates of user adoption. In fact, 57% of employees say they see no purpose in their company intranet.

This impacts collaboration. When employees avoid your intranet — because it isn’t intuitive to use or data is hard to find — knowledge sharing suffers and you risk creating organizational silos.

For frontline teams, this exacerbates an existing risk. Frontline workers spend time away from HQ, working different shift patterns, and managing a high workload. These factors already get in the way of team collaboration.

Luckily, this is another frontline challenge that a modern intranet can solve. The intranet allows people across your organization to share ideas and objectives via an easy-to-use interface.

Everyone can contribute, even those who work remotely, making your organization more productive, more innovative, and better able to solve problems.

Features of a modern intranet

We’ve touched on what makes a modern intranet different from the other intranet software available. But now we’re going to delve into the details. Here are features you can expect from the newest intranets  and how they stand to benefit your business.   

A central hub

A modern intranet acts as the gateway to your business. It’s the go-to location for company communication and knowledge sharing.

With a single, searchable hub, it’s easy for employees to find what they’re looking for, whether that’s essential documents, a directory of co-workers, or a list of the latest company events.

Importantly, information is stored logically and consistently. And the advanced search functionality of a modern intranet — thanks to keyword suggestions and content tagging — means it’s always clear what information is and isn’t available.

User friendly interfaces

Modern intranets are familiar to their users. That’s partly because they can be customized with employer branding. But it’s also because they have an intuitive, user friendly interface that mirrors many of the digital tools employees already feel comfortable using.

Employees don’t need a company email address to sign in. They can get notifications whenever important information is posted. And it’s easy to download intranet apps from the App Store. This means very little training is required.

Personalized experiences

Personalization makes the modern intranet even more engaging for users. Employees can personalize their dashboard and see content tailored to their role and department.

You can also program your intranet so it presents different information depending on where an employee is at in their career and how much time they’ve spent with the company. Someone who started working for you last week will get different intranet content to someone who has been working for you for years.

Communication tools

Managers can share important news and announcements. Teams can share ideas. An employee can wish a coworker a happy birthday. With a variety of communication tools based within the same intranet software, meaningful communication becomes second nature.

Employees don’t have to switch between different platforms for informal co-worker chat, essential C-suite comms, and knowledge sharing resources. They can easily find communications, and contribute to them too, all within the same interface.

It’s also easy for managers to highlight need-to-know information.Push notifications and mandatory reads ensure essential information never goes unread.  

Real-time communication

Asynchronous communication is important for teams who work across different time zones or shift patterns. But real-time communication is also crucial for your organization. It allows employees to communicate as if they were in the same physical location — even when they’re not.

This allows for faster decision-making, improved problem-solving, and better collaboration. It also helps employees to feel more connected to one another — because real-time communication mirrors face-to-face communication in a way that an email thread just can’t.

Employee recognition

Employee recognition isn’t always easy when employees work disparately. Managers have to be intentional about praise and recognition because they get few informal opportunities to show their appreciation.

With built-in employee recognition features, a modern intranet makes it easy for you to motivate and incentivize your team.

Managers are prompted to recognize employee anniversaries and milestones. Peers can celebrate coworker wins. And some intranet software even provides recognition leaderboards and real-life rewards as further incentive for hard work.

Collaboration tools

The modern intranet makes collaboration a priority. It provides features that support collaboration for teams who don’t necessarily work in the same office.

From shared calendars to real-time chat, document sharing to task allocation, a modern intranet helps teams work together, even when they’re physically apart.

Mobile compatibility

Workers no longer have to be chained to their desktop computers in order to get the most from the intranet experience. Modern intranets are mobile responsive. They offer the same user experience and the same great features whichever device employees have access to during their workday.

This means frontline, remote, and hybrid workers enjoy the same intranet experience as their desk-based peers. And you create a joined-up organization in which all workers are treated equally.

Integration capabilities

Modern intranet software integrates with the digital tools and data sources you already use within your organization. It creates a seamless experience for employees.

They don’t need to log in to multiple platforms and deal with repetitive or conflicting information. Everything is available via the same intranet hub.

For your management team, integration makes everything more efficient. You don’t need to duplicate work over different tools, which means you improve data accuracy too.

Feedback functions

Good internal communication goes both ways. And with modern intranet feedback functions, it’s easy to find out what your employees are thinking and feeling at any given moment.

Surveys and forms are delivered in a user friendly format so a higher proportion of your employees is likely to respond. And with accurate insight into employee sentiment, you can create better employee experiences, making informed decisions based on what your workforce really wants and needs.

Security

When you opt for a modern intranet, security comes as standard. The best providers work by recognized cybersecurity guidelines.

They provide data encryption and data backup. Regular penetration testing ensures the system always provides a strong defense against cyber-attack. And access controls mean admin teams can choose with members of your organization can see sensitive information.

Analytics to optimize and measure

The best modern intranets offer analytics too, meaning you get real-time data on employee engagement and the employee experience.

You can track a variety of metrics — things like user activity, co-worker interactions, likes, searches, and downloads. And then you can view these results in a visual, easy-to-digest format.

Along with surveys and feedback forms, intranet analytics gives insight into how employees use the software and how it impacts their overall experience of the workplace. This empowers you to make data-driven improvements.

How modern intranets impact the digital employee experience

The digital employee experience (DEX) is how employees feel about the digital tools they use within the workplace. For optimal DEX, you need digital tools that support and streamline every employee workflow, without creating points of friction.  

DEX comes under the umbrella of employee experience (EX). But we’d argue that, in a digital workplace, DEX isn’t just part of the EX picture. It’s integral to it. In fact, we can relate DEX to nearly all of the nine EX elements identified by McKinsey.

Source: McKinsey

Digital tools affect:

• social relationships in the workplace
• an employee’s sense of belonging
• an employee’s sense of growth, purpose, and motivation
• how employees feel about their productivity and efficiency

The company intranet is inevitably a big part of employees’ digital experience. And when you replace a traditional intranet with modern software, designed to meet the expectations and needs of today’s employees, you impact DEX in all of the following ways. 

Enhanced communication

These days, we rely on digital communication tools to connect frontline, hybrid, and remote working teams. It’s important to EX that teams get the same level of connection and knowledge sharing, and the same sense of belonging, that they’d get working face-to-face.

Modern intranet software is built with team communication at its core. It understands that, in a digital workplace, informal water cooler chats aren’t always possible.

So it provides teams with communication tools that create a sense of physical togetherness, even when teams work disparately.

With Blink Chat, for example, employees can message each other in real-time. They can chat one-on-one or set up Group Chats for multiple team members. Within chats, employees can send messages, send documents, and even start online voice or video meetings, straight from the app.

But the modern intranet doesn’t just facilitate peer-to-peer communication. It also gives managers the communication tools they need to enhance the employee experience.

This is where the Blink Feed comes in. Via a familiar, social media-style feed, leadership can post company-wide communications. They can guide company culture and broadcast important news, motivating and informing employees in the process.

Employee techquity

Employee techquity is achieved when frontline workers have equal access to the digital tools, resources, and people they need to succeed. Older intranet systems tend to leave frontline and remote workers behind. They fail to address many of the key challenges faced by frontline teams.

This means frontline and remote employees miss out on the opportunities afforded to desk-based staff. They find it harder to advance in their careers, they don’t always have access to the same tools, tech, and training, and they can end up feeling disconnected from company HQ.

A modern, mobile-first intranet helps to create a fairer working environment. All employees get to use exactly the same functions and features, whether they access the platform via a desktop computer or a smartphone device.

A modern intranet is easy to use, so frontline workers can dip into internal comms during a busy work day. It also acknowledges the fact that many frontline workers don’t have a company email address, so provides alternative login methods.

By providing an equal digital experience for all workers within your organization, everyone gets the tools they need to do their job — and everyone enjoys a sense of connection and belonging.

Learn more: Download our ebook, Achieving Employee Techquity 

The right resources

Employees enjoy a better workplace experience when they feel they’re working to the best of their ability.

In a digital workplace, this means having the right information, along with the right collaboration and productivity tools. And this is another area of DEX that a modern intranet can help with.

A modern intranet acts as a content hub for your organization. But unlike old intranet software, this new style of content management system is well-organized and user friendly. It’s easy to find and read policy documents and to collaborate on files with co-workers.

Just take a look at the Blink Hub. It’s a content management system that puts policies, training materials, and manuals in one convenient, easy-to-access location. 

A drag-and-drop interface makes it easy to add content. And because the Blink Hub is available via desktop and mobile apps, every member of your organization can access it.

A modern intranet can also provide self-service functions, another big plus for the digital employee experience. 

When employees can book shifts, request annual leave, register for a training course, and access pay stubs all from the same platform, work admin becomes much less of a headache.

Employee engagement

Engaged workers feel emotionally connected to their work and co-workers. They feel aligned with company values and empowered to work productively.

A poor digital employee experience gets in the way of engagement. But there are lots of ways that a positive DEX — supported by a modern intranet — can enhance it.

The social features of a cutting-edge intranet — like social feeds, discussion forums, and employee profiles — help employees build meaningful connections with people at all levels of your organization.

Employee recognition and reward functions within the intranet also boost engagement. Employees understand their goals and how these goals relate to the overarching company mission. A culture of recognition and rewards — made easy with intranet tools — then incentivizes them to meet their objectives.

Another way that your intranet can improve employee engagement is with employee personalization.

Workers get to personalize the platform dashboard to make it more relevant and engaging. Admins can adapt content too, tailoring it to the needs of workers at each stage in the employee lifecycle.

Analytics and feedback

Modern intranets make it easy for you to gather information on the digital employee experience. You can launch surveys, send out forms, and dive into the analytics provided by your platform.

This is a huge bonus to your DEX strategy. Because you don’t need to stab in the dark. You have all the data you need to make targeted EX improvements.  

View data on employee engagement, satisfaction, and retention. See what content performs best to improve your content management strategy. Understand how your teams interact, identifying co-worker relationships that need a little TLC.

A tool like Blink Analytics allows you to really drill down into the data. You can segment it based on team or location. So you understand exactly how your digital workplace is working for each member of your organization. 

Simplicity

Some organizations have approached the challenge of digital transformation by acquiring tech tools for every business function. But this isn’t an effective way of doing things.

Gartner research shows that application sprawl (when workers are expected to use multiple digital tools) turns up the volume without improving communication.

When workers use multiple apps, it affects productivity too. Workers could save up to 10 hours per week simply by reducing the number of tech tools and apps they use.

Simplifying and streamlining the technology you use can therefore have a huge impact on the digital employee experience.

When workers have a single, go-to platform, there’s less friction. Employees aren’t constantly pinged with notifications from multiple apps. They don’t have to familiarize themselves with different interfaces. And it’s easy to find the information and tools they need.

Choosing the right modern intranet

We’ve covered all of the reasons that a modern intranet might benefit your organization. But with numerous intranet options out there, how do you choose the right one for your business?

Let’s take a look at a couple of questions you can ask when looking for intranet software that meets the needs of your organization and employees.  

Is the software built to scale?

An intranet is a big investment of time and money. It also quickly becomes a central part of your company operations. So you don’t want to be changing it in a hurry.

When choosing an intranet, look for a solution that can grow with your business. Consider whether an intranet contender will continue to meet your needs if you experience a period of rapid growth and need to take on lots more staff.

Scalable intranets offer bespoke pricing for enterprise clients (per-user pricing can become unaffordable as your team grows). They’re also cloud-based, so you don’t have to rely on on-premise infrastructure when you need to expand capability. 

Some other considerations to bear in mind? You need access controls suited to large teams, the option to create communication channels for each team or department, and the right level of security and support for a bigger organization.  

Is mobile access a priority?

If you have any workers who don’t spend their workday sitting behind a desk, then a mobile-first intranet is the only logical choice.

On-premise solutions aren’t always accessible via mobile devices. You may even find that remote desk workers, using a laptop or desktop computer, have to jump through VPN hoops to access intranet content.

A mobile-first intranet is designed to work well — and provide the same features — over any device and from any location. So it’s particularly useful for frontline teams who need to access internal info on the go, using their smartphone.

Does the solution provide analytics?

The best intranet solutions give you the analytics and reporting features you need to measure the success of your new platform.

They provide data on employee engagement, content performance, user behavior, employee retention, and employee satisfaction. With real insight, you can identify areas for improvement and make targeted changes. 

Only shortlist solutions that offer robust analytics functions. They should be able to provide data on a wide range of metrics, allow you to segment data by a variety of user groups, and provide real-time data. They should also present all data in a visual, easy to understand way.  

Does the intranet integrate with your existing technology?

One of the key benefits of a modern intranet is its simplicity. It brings all of the communication and collaboration tools your digital workplace needs into the same platform.

The ideal intranet will meet your business needs in terms of two-way communication, content management, and collaboration. But it should also integrate with any of the tech tools you already use.  

You need to know that any payroll, project management, or customer service software can integrate seamlessly with your intranet. And that these tools will continue to work just as well as before.

A new intranet shouldn’t negatively impact the adoption of your current tools. Instead, streamlining your digital tools should actually improve uptake.

Is the intranet user friendly?

An intranet only benefits your company (in all of the ways listed above) if your employees actually use it. So you need a solution that is intuitive and easy to learn, even if your team isn’t super tech-savvy.

Look for an intranet with a user friendly interface. It should feel familiar even if you’ve never used it before. Also, ensure it includes all of the self-service and search functions that make life easy for your teams.

User friendliness is particularly important for frontline teams. Working away from a desk, often with limited time for company comms, your intranet needs to be so easy and engaging that these remote, time-poor workers choose to open the app and check in.

When conducting your software search, it can be helpful to look at adoption and intranet usage stats. If other organizations, with a similar structure to yours, have managed to persuade their workers to use a particular intranet solution, then the platform will probably work well for you too.

Want to head straight to the best of the bunch? Then start your intranet journey by comparing the 16 top intranet software providers.

Conclusion

Ever since its introduction in the 1990s, the intranet has been an integral part of company operations. But today, organizations are moving away from older intranet versions to embrace a newer, slicker, more effective modern intranet.

A modern intranet supports the creation of a truly digital workplace. It gives frontline, remote, and office-based teams everything they need to work happily and productively. Because it provides a beautiful interface, designed to meet the needs of digital workers, employees actually enjoy using it too.  

Choose the right modern intranet and you’ll improve the way your teams communicate and collaborate. You’ll improve DEX and employee engagement, so employee retention gets easier.

You’ll also avoid some of the pitfalls of digital transformation, preventing application sprawl by making all tech tools available via the same user friendly dashboard. 

For frontline organizations, the modern intranet really comes into its own. Mobile-first, intuitive design with a real-time communication focus, ensures everyone – whether they work on the frontline or in an office – has access to the tools and information they need.

If you’re ready to benefit your employees and your organization by adopting a cutting-edge intranet solution, take a look at Blink —– a platform designed specifically for frontline teams. Blink does everything a modern intranet does, and more.

Employees get a social feed and a content hub. They can access self-service functions, make their voice heard via company-wide surveys, and receive recognition for a job well done.

As an organization, you can count on analytics and top-notch security. Blink also integrates with many of the most popular workplace apps out there, so it fits seamlessly into your workflow.

Blink has all the tools you need to make your frontline organization more connected, collaborative, and successful. So why not book a demo to see Blink in action?

If you’re considering switching from Flip, you’re not alone. Flip is a well-known employee app for frontline teams — but it’s not the only solution out there. Whether you’re seeking more robust features, better support, or more flexible pricing, the right Flip alternative can help you connect, engage, and empower your entire workforce.

Below, we break down 10 of the best alternatives to Flip, starting with Blink — an award-winning employee experience platform — and covering other leading options to match a range of budgets and needs.

What to look for in a Flip alternative

Before you choose a Flip alternative, it’s important to think about what your teams really need — and how the right solution can support your daily operations. While Flip is known for its frontline focus and simple messaging, many companies need more than just a basic employee app.

Here are a few key things to look for when comparing Flip alternatives:

• Entire workforce coverage: Does the platform connect your entire workforce, including desk-based, frontline, and remote employees, in one place? Some tools focus only on frontline messaging, while others unify everyone under the same app.
• ‍All-in-one functionality: Beyond chat, look for built-in features like news feeds, surveys, forms, scheduling, file sharing, and integrations with your HR, payroll, or intranet systems. This cuts down on multiple logins and boosts adoption.‍
• Ease of use & adoption: A communication app is only useful if people actually use it. Make sure your chosen alternative is simple to roll out, easy to learn, and accessible on mobile for maximum engagement.‍
• Compliance & security: Especially for industries with strict data rules, your solution should keep sensitive info safe and ensure that work communication stays separate from personal apps.‍
• Analytics & insights: Advanced tools show who’s engaging with content, which helps internal comms teams measure what works — and fix what doesn’t.‍
• Flexible pricing & support: Look for transparent pricing that fits your team size and includes customer support that scales as your needs grow.

By keeping these essentials in mind, you’ll find a Flip alternative that does more than just replace messages — it empowers your people, saves time for managers, and makes your workforce feel truly connected.

Top alternatives to Flip in 2025

#1. Blink

Blink is an all-in-one employee experience platform trusted by brands like Shake Shack and easyJet to connect frontline, desk-based, and hybrid teams in one place. Unlike Flip, which focuses primarily on frontline communications, Blink is built for your entire workforce — so everyone stays connected and engaged through the same mobile-first app. Beyond secure messaging, Blink combines a social newsfeed, surveys, forms, scheduling, file sharing, and deep integrations — everything your employees need in their daily flow of work.

This all-in-one approach drives higher adoption rates, faster compliance, and measurable productivity gains for both employees and managers. If you’re looking for a modern alternative to Flip that unites every team member — not just the frontline — Blink is a top choice.

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G2 Rating: 4.7 / 5‍

Pricing: available upon request

#2. Beekeeper

Beekeeper focuses on mobile-first communication for frontline employees in industries like hospitality, retail, and manufacturing. It combines secure messaging, automated workflows, and real-time announcements to help employers bridge communication gaps across shifts and locations. Many companies like Beekeeper’s built-in automation and integration options, which make it easier to onboard new staff and sync schedules with payroll tools.

Unlike Flip, Beekeeper also offers checklists and form templates to help digitize daily tasks. Some users note that advanced customizations can require technical support during setup, but once running, it’s praised for simplicity and reliability.

G2 Rating: 4.7/5

‍Pricing: $3–$5/user/month

#3. Staffbase

Staffbase is a leading internal communications platform used by large global enterprises to deliver news, campaigns, and resources through branded mobile apps and portals. It’s especially powerful for organizations with thousands of employees spread across multiple regions and languages. Compared to Flip, Staffbase’s strong CMS and analytics tools help internal comms teams plan, publish, and measure content more strategically.

Staffbase integrates well with Microsoft 365 and other corporate systems to keep information accessible wherever employees work. While setup can take time for more complex structures, its custom branding and security controls make it a favorite for highly regulated industries.

G2 Rating: 4.7/5

‍Pricing: $4–$8/user/month

#4. Speakap

Speakap is designed for companies that need a private, secure social network for their frontline teams. Its familiar feed and chat features make it easy for employees to share updates, files, or shout-outs without relying on consumer messaging apps. Speakap also supports custom branding and role-based permissions, which is ideal for multi-site or franchise operations.

While it doesn’t include built-in task or scheduling tools like some Flip alternatives, Speakap integrates with popular workforce management systems to fill those gaps. Companies in retail and hospitality appreciate its GDPR compliance and clear separation from personal channels like WhatsApp.

G2 Rating: 4.4/5

‍Pricing: $3–$5/user/month

#5. Connecteam

Connecteam is a mobile-first workforce management app that goes beyond chat and announcements to handle daily operations in one place. For companies that want to centralize communication, scheduling, time tracking, and task management, Connecteam can reduce the need for multiple point solutions. Its drag-and-drop scheduling and GPS time clock are especially popular with small and mid-sized businesses.

One standout feature is Connecteam’s flexible pricing — small teams can start for free, and paid plans remain affordable as you grow. Some larger companies do note that advanced reporting and integrations require higher-tier plans, but overall it’s a strong, user-friendly Flip alternative.

G2 Rating: 4.6/5

‍Pricing: From $29/month (for 30 users)

#6. Workjam

Workjam is a digital frontline workplace designed for industries like retail, hospitality, and healthcare. It combines communications with task management, shift swapping, training, and surveys in one mobile app. For companies that struggle with disconnected scheduling tools and separate comms channels, Workjam can be a real upgrade from Flip’s basic messaging.

Its micro-learning features and compliance tracking help companies keep frontline teams up to date on new processes or safety protocols. Workjam is best suited for larger organizations with complex workforce management needs and can require more implementation support upfront.

G2 Rating: 4.2/5

‍Pricing: $4–$6/user/month

#7. MangoApps

MangoApps combines an employee intranet, collaboration hub, and comms tool in one customizable platform. Unlike Flip, which is primarily a mobile messaging app, MangoApps offers knowledge libraries, team workspaces, and project management — making it a fit for hybrid organizations that need to connect deskless and desk-based workers alike.

It’s highly configurable, which appeals to companies with unique workflows, but smaller teams may find the setup more complex than plug-and-play solutions. Many users highlight its deep search functionality and document management as standout features for centralizing company knowledge.

G2 Rating: 4.2/5

‍Pricing: $5–$8/user/month

#8. LumApps

LumApps is a modern intranet and employee experience platform that helps companies share internal news, knowledge, and resources in a personalized way. While it’s broader than Flip’s chat-first approach, LumApps is a good fit for enterprises that need to unify internal comms across multiple departments and locations.

Its integrations with Google Workspace and Microsoft 365 make it easy to keep information consistent and accessible. Many companies like LumApps for its personalization capabilities, which let employees see only the content relevant to their role or location.

G2 Rating: 4.4/5

‍Pricing: $8–$12/user/month

#9. Firstup

Firstup specializes in delivering targeted, personalized communications to large, distributed workforces. Its smart automation and AI tools help internal comms teams reach the right people with the right message at the best time — something Flip doesn’t offer at the same depth.

Enterprises like its measurement tools, which show exactly how content performs across channels. Firstup is a good fit for companies with mature comms strategies and bigger budgets, and its robust governance controls appeal to regulated industries.

G2 Rating: 4.2/5

‍Pricing: $10+/user/month

#10. Haiilo

Haiilo blends social intranet features with mobile-first employee communications and advocacy tools. It’s built to help companies share news, encourage interaction, and measure engagement all in one sleek interface. Many employers appreciate Haiilo’s flexibility to tailor features to different departments or use cases.

Its modern look and customizable modules make it a strong Flip alternative for companies that want a social, community-focused feel. Larger organizations may need more IT resources to implement Haiilo’s full stack, but it rewards teams with deeper engagement insights and branding options.

G2 Rating: 4.6/5

‍Pricing: $5–$7/user/month

Final Thoughts on Choosing a Flip Alternative

The best Flip alternative depends on your specific goals — whether that’s simplifying daily communications, adding workforce management, or scaling global comms. Blink remains a top choice for companies that want an intuitive, mobile-first super-app to unify news, chat, surveys, forms, and scheduling — all with industry-leading ease of use.

Ready to switch? Explore a personalized Blink demo and see how it stacks up for your teams.

Some comms strategies stream seamlessly, while others are stuck buffering with no end in sight

Let’s face it: We live in a world where content rules. We’re constantly streaming, scrolling, watching, and sharing. And just like our favorite shows and platforms, every internal communication strategy has its own vibe — some sleek and polished, others functional but messy, and some… a little too obsessed with rainbows and brand tone.

You wouldn’t launch a new show without a trailer — so why send an update without context, curation, or a hook?

Think about it — your comms platform has viewers (aka employees), admins (your comms team), and its own programming lineup (all those emails, updates, videos, surveys, and shoutouts).

So, here’s the big question:

If your internal comms strategy were a streaming platform… which one would it be?

This is part personality quiz, part gentle diagnosis, and all good fun. And who knows — it might just help you spot a few things to fix, finetune, or completely rethink.

Netflix: The overcommunicator

Tagline: Volume overload. No one knows what to watch.

You’re the king of content volume. Like Netflix, you’re publishing constantly — newsletters, CEO updates, campaign launches, benefits reminders. There’s always something new when employees log in, but just like binge-watchers lost in an endless homepage scroll, your audience is overwhelmed. It’s communication without curation — and everyone’s tuning out.

Pros: Rich, varied content. People know where to find it.

Cons: Information fatigue. Nothing feels urgent, so everything gets ignored.

It’s time to curate like an editor. Use weekly digests, “Top 5 things to know,” or audience targeting to surface the right content to the right people — and give your employees some breathing room.

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HBO Max: The prestige broadcaster

Tagline: Prestige content — but only for the few.

Your internal comms are prestige TV. Like HBO Max, your content is polished, strategic, and often award-worthy — think slick leadership videos and brand-perfect announcements. But it’s top-down and infrequent, designed more for executives than everyday teams. The result? High production value, low connection on the ground.

Pros: Executive trust, strong brand storytelling.

Cons: Limited accessibility. The “everyday” content is missing.

As your next step, pair your prestige comms with grassroots content. Empower local teams to share stories. Make space for informal, in-the-moment updates alongside strategic comms.

Amazon Prime Video: Functional but frustrating

Tagline: Function over feel.

Your intranet is basically Amazon Prime Video. Everything’s technically there — tools, policies, updates — but good luck navigating it. The interface is cluttered, search is a mess, and the content isn’t exactly curated. Like users lost in Prime’s endless menus, your employees might log in, sigh, and log right back out.

Pros: One source of truth.

Cons: Low discoverability. Employees check out before they find what they need.

The name of the game? Simplify. Highlight most-used tools, audit stale pages, and clean up the homepage. Make your digital workplace feel more like a front door, not a storage closet.

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Peacock or Paramount+: The niche network

Tagline: Great content. Tiny audience.

Your comms have cult-classic energy. Like Peacock or Paramount+, you’ve got a few loyal fans and some hidden gems — but overall, your platform just isn’t top-of-mind. Maybe it’s an underused email list or a team SharePoint that rarely gets checked. Great content, but a limited reach means employees are missing the message.

Pros: Focused, relevant updates.

Cons: Low visibility. People say, “Wait — that was announced?”

Time to go multi-channel! Promote your channels like you would a new show launch. Use mobile notifications, digital signage, and team huddles to raise awareness. Great content deserves more viewers.

Disney+: Family-friendly and heavily branded

Tagline: All smiles, no spice.

You’ve mastered the brand voice. Like Disney+, everything in your comms world is polished, upbeat, and totally on-message. It’s a clean, curated experience with beautiful visuals and strong storytelling — perfect for onboarding and mission moments. But after a while, employees might start wondering: Where’s the real talk?

Pros: Strong visual identity and consistent voice.

Cons: Lack of vulnerability. Feels too “corporate.”

To take your strategy to the next level, try mixing in unfiltered stories from employees. Showcase real feedback, day-in-the-life clips, or candid shoutouts. People trust people — not just polish.

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Hulu or NOW: Slightly messy — but people still use it

Tagline: Organized chaos.

You’re Hulu in the US or NOW in the UK — a little bit of everything, with a side of chaos. Your comms live across multiple tools, old and new: Slack threads, SharePoint pages, WhatsApp chats. It’s inconsistent and messy, but it works — because your people have figured out where to look. (Even if they wish it were easier.)

Pros: Content variety, team-specific relevance, enough routine to maintain engagement.

Cons: Fragmented user experience. No single source of truth.

It’s time to unify and streamline. Build a comms hub that feels intentional — not accidental. Keep the local flavor, but tie it all together with a central mobile-first platform.

Apple TV+: All style, not enough substance (yet!)

Tagline: Gorgeous ghost town.

Your comms platform is Apple TV+ — sleek, modern, beautifully branded. It looks amazing and sets a high bar for design. But once you get past the homepage? There’s not much happening. Content is minimal, engagement is low, and employees forget to check in. Pretty isn’t enough — it needs purpose.

Pros: Strong design, great adoption potential.

Cons: Low repeat engagement. Employees say “it looks nice” — but don’t use it.

Try to focus on day-to-day value. Share timely updates, celebrate wins, and surface useful info like shift changes or HR tools. Pair aesthetic with utility.

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YouTube: The employee-led engine

Tagline: Employee-generated magic (with a dash of mayhem).

You’re YouTube — and you’ve handed the mic to your people. Your internal comms are powered by shift videos, peer shoutouts, team stories, and crew takeovers. It’s authentic, bottom-up, and wildly engaging. Sure, it gets a bit chaotic without guardrails — but that realness? That’s what employees keep coming back for.

Pros: High engagement, peer-to-peer connection.

Cons: Needs light moderation and content alignment.

Our recommendation? Set the stage for success. Spotlight standout creators, guide content themes, and introduce a few soft guardrails to keep things safe and focused.

What’s your ideal mix?

The truth is, no internal communication strategy is just one platform. We’re all working with a blend — a little Netflix here, a little HBO there, maybe even a dash of YouTube energy for good measure.

But thinking about your comms this way? It helps. It surfaces what’s working — and what might need a reboot. So ask yourself:

• Is your content too polished when it should be more conversational?
• Do you only reach a select few — but leave the rest of your workforce buffering?
• Are you focusing on sharing it all when what your people really want is clarity?

Build your “comms bundle” — the perfect mix of trust, relevance, usability, and creativity. And just like your ideal Friday night lineup, it should be easy to find, engaging to watch, and worth coming back to.

‍Blink. And flip the script on internal communication in your organization.

Growth is exciting — until your communication stack starts showing cracks.

What worked when you had 500 employees rarely survives the jump to 2,000. Messages get missed. Tools and communication channels multiply. Frontline teams fall out of the loop. Managers spend more time clarifying updates than leading their teams. Collaboration suffers.

And the cost adds up fast.

Internal communication isn’t just about “sending messages.” It’s the connective tissue that keeps people aligned, productive, and confident through change — especially during rapid growth, acquisitions, and reorganization.

In 2026, the best internal communication platforms are mobile-first, integrated, and built to scale. They bring updates, messaging, recognition, feedback, and knowledge into one clear place — reducing noise while increasing clarity.

But choosing the right platform is where many growing organizations stumble.

In this guide, we break down exactly how to compare internal communication tools for growth — so you can avoid tool sprawl, protect employee trust, and scale communication without slowing your business down.

Let’s get into it.

How to choose and compare internal communication tools for growth

Step #1: Audit your current communication tools and challenges

Start by mapping your current comms tech stack. List every communication tool your company uses — email, intranet, chat apps, recognition tools, employee apps — everything.  

Categorize these tools by function and adoption level. Then, identify pain points. Are employees frustrated by fragmented communication? Duplicate workflows? Low engagement? Or maybe frontline teams can’t access key updates at all?

Creating a simple audit table with key criteria can make this research easier to digest:

• Tool
• Purpose
• Coverage
• Integration status
• Mobile experience
• Overall user experience
• Analytics
• Adoption rate
• Unique features
• Problems we have with this tool

This gives you a baseline. So you can see what’s working and what’s holding you back.

Step #2: Define business outcomes and KPIs

The best employee communication tools don’t just support better comms. They support your overarching business goals and KPIs.

So, when comparing internal communication tools for business growth, start by asking: What do we want to achieve? 

Example goals include: 

• Increase productivity by ensuring employees have the information the need, when they need it
• Improve retention by fostering engagement and a sense of belonging
• Boost customer satisfaction through better-informed frontline teams
• Strengthen collaboration across departments, locations, and roles with joined-up comms software

Next, define KPIs that make these outcomes measurable. For example, missed deadline rates, employee satisfaction scores, time-to-information, and cross-functional interaction rates.

During M&A or large-scale change, communication KPIs matter even more. Leaders should track not just engagement, but clarity — for example, repeat questions in manager channels, policy page revisit rates, or sentiment dips following major announcements. These indicators reveal where uncertainty is slowing integration and decision-making.

Step #3: Prioritize essential features for growth and engagement

In 2026, mobile-first communication solutions are essential. If your tool isn’t designed to work seamlessly on a smartphone, you exclude frontline workers and make life harder than it needs to be for everyone else.

When you compare internal communication tools for growth, look for platforms that deliver an exceptional mobile experience and the following functionality to drive adoption, impact, and scalability:

Alignment:

• A social and multimedia news feed
• A searchable knowledge hub

Engagement:

• Built-in surveys and feedback features
• Recognition tools

Intelligence:

• Analytics & AI-enabled workflows
• Automated multilingual support
• Hyper-personalization capabilities

Read more:  9 best team communication apps for 2026

Step #4: Test integrations and compatibility with your ecosystem

Your internal communication platform can’t live in isolation. Integration matters. It eliminates workflow fiction, maximizes comms ROI, and supports seamless adoption of your tech tools.

Start by auditing your software ecosystem: HRIS, CRM, payroll, identity providers, operational tools. Then, look for internal communication platforms that offer strong integrations with your current tech stack.

Things to look for?:

• Single sign-on. So employees can access all workplace software via one unified dashboard and a single set of login details. 
• HRIS sync. From benefits to policy docs to schedules to payroll, you make life easy for employees and your HR team when internal comms and HR systems talk to each other.
• Calendar/file system connectivity. To create a joined-up system, the same calendar and files should be accessible across all workplace software.
• Security compliance. Easy access is important. But you need to balance this with security and privacy standards. Look for platforms that balance usability with data protection.

You may like to run sample integration tests, documenting any issues or workarounds needed, to find the best match.

Read more: 7 questions to ask when choosing an employee communication tool

Use case: Supporting internal communications during M&A and organizational change

Business growth doesn’t always follow a straight line. For many organizations, growth comes through mergers and acquisitions (M&A) or major restructuring — moments when communication becomes both more critical and more fragile.

While legal close and system access often run smoothly, the employee experience that follows is far messier. What we consistently see during M&A-driven growth includes:

• Conflicting messages across teams
• Duplicated tools and knowledge bases
• Managers fielding questions they don’t yet have answers to
• Employees unsure where to go for “what’s actually changed”

This is where internal communication platforms are truly tested.

Communication at scale — without losing local context

Successful M&A communication balances two competing needs:

• A shared narrative from the parent organization
• Local relevance for acquired teams

The best internal communication tools support this by clearly separating global updates from location-, role-, or entity-specific information — so employees understand what applies to everyone and what applies to them.

Systems change needs a human layer

During M&A, system consolidation is inevitable. What shouldn’t be inevitable is confusion.

Employees don’t want another announcement about a new platform. They want:

• One clear place to start their day
• Simple guidance on what changed (and what didn’t)
• Confidence they’re using the right tools

Mobile-first platforms that unify communication, knowledge, and workflows help organizations turn change management from a one-time event into a guided experience.

Modern intranets under pressure

Legacy intranets often collapse under M&A strain:

• Duplicate pages and policies
• No clear ownership
• Inconsistent branding and structure

Modern internal communication platforms act as flexible, living knowledge hubs — supporting shared content while allowing phased integration and local nuance.

Supporting managers is risk mitigation

Managers become the front line of communication during M&A — often before decisions are fully finalized.

Platforms that provide:

• Manager-ready messaging
• Clear distinction between what’s decided and what’s evolving
• A single source of truth managers can point teams to

…reduce mixed signals, rumor cycles, and burnout. Supporting managers isn’t just enablement — it’s how organizations protect trust during change.

Why measurement matters more during M&A

The most successful M&A integrations share one thing: visibility.

Strong internal communication tools allow leaders to see:

• Who’s engaging with updates
• Where confusion persists
• Which teams need additional support

Without this data, organizations guess. And during M&A, guessing is expensive.

Bottom line:

If an internal communication platform can support employees through M&A — preserving clarity, confidence, and culture — it’s built to support business growth at any scale.

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Execution mistakes to avoid after choosing an internal communication tool for business growth

Choosing the right internal communication platform is a big milestone. But growth-ready comms don’t come from software alone — they come from how well the platform is implemented, adopted, and embedded into daily work.

Here are the most common execution mistakes growing organizations make and how to avoid them.

Mistake #1: Rolling out to everyone at once

A full-scale rollout might feel efficient, but it often hides problems until they’re expensive to fix.

Different groups experience communication very differently — especially during growth or post-acquisition integration. Frontline teams, managers, and HQ staff don’t have the same needs, habits, or access.

What to do instead:

Run targeted pilots with representative user groups. Track adoption, ease of use, and qualitative feedback. Use what you learn to refine onboarding, governance, notifications, and content formats before scaling.

A phased rollout surfaces friction early — when it’s still easy to fix.

Mistake #2: Measuring usage, but not impact

Login rates alone don’t tell you whether communication is working. High activity can still mask confusion, misalignment, or low trust.

What to do instead:

Measure adoption and engagement alongside business outcomes. Segment data by role, location, and department to identify where communication is supporting productivity — and where it’s falling short.

Look for correlations between communication patterns and KPIs like retention, customer sentiment, safety incidents, or time-to-information. That’s where ROI becomes visible.

Mistake #3: Letting tool sprawl creep back in

One of the fastest ways to undermine a new platform is by continuing to introduce side tools “just in case.”

This recreates the very fragmentation the platform was meant to fix.

What to do instead:

Commit to consolidation. Use your internal communication platform as the default starting point for updates, resources, and workflows — and only introduce additional tools when there’s a clear, documented gap.

Clear ownership and governance keep the platform focused, trusted, and scalable.

Mistake #4: Treating communication as a broadcast channel

Posting more messages doesn’t automatically improve alignment — especially during periods of change.

When everything looks urgent, employees stop paying attention.

What to do instead:

Design intentional communication flows. Use push notifications sparingly for critical updates. Reserve feeds for cultural and organizational alignment. Enable group or team channels for local coordination.

Structure reduces noise — and increases trust.

Mistake #5: Leaving managers unsupported

During growth or M&A, managers become the de facto interpreters of change — often before decisions are fully finalized.

Without support, this leads to mixed messages, burnout, and rumor cycles.

What to do instead:

Equip managers with clear, shareable messaging and a single source of truth they can confidently point teams to. Be explicit about what’s confirmed, what’s evolving, and where employees should go with questions.

Supporting managers isn’t just enablement — it’s risk management.

Mistake #6: Treating implementation as “done”

Employee expectations, business priorities, and communication needs don’t stand still — especially in growing organizations.

What to do instead:

Regularly audit performance using analytics and feedback. Adapt content, workflows, and governance as teams and structures evolve. Continuous improvement turns your communication platform into a long-term growth asset — not a one-time rollout.

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Bottom line

The right internal communication tool creates the foundation for growth. But disciplined execution is what protects clarity, trust, and momentum as your organization scales.

Avoid these common mistakes, and your platform won’t just support growth — it will actively enable it.

Hello! I’m Jess, UK born and (half) bred. I say half because I spent the majority of my childhood in South Africa and Poland - two very different places to live!

I moved back to England to finish school at 15 and then went on to study for a degree in Psychology and a Master’s in Business Management.

Whilst I’ve had part-time and summer jobs in the past, this is my first ever proper job straight out of uni so I am still learning the ropes!

Here at Blink, I am a Talent Sourcer which means I actively seek out awesome employees to join our awesome team.

My main purpose is to scope out the market, find prospective candidates (only the best-of-the-best of course!), reach out to them, tell them all about Blink and convince them why they should come and work for us.

Of course, with any start-up role, there’s a lot more to it than that but that’s my main responsibility in a nutshell.

My absolute FAVOURITE part about Blink is the culture. We value our culture tremendously and it’s something we are all very conscious of maintaining as we grow the team.

Every person at Blink is super approachable, curious, hardworking and collaborative.

We’re a solid team so we trust each other to get our jobs done and we want everyone to collectively succeed. It’s awesome.

For this week’s Life at Blink, we’re excited to shine the spotlight on Joe Whitney! As a Senior Sales Development Representative, Joe has been an integral part of the team for the past year. Starting out as an SDR, Joe’s dedication and growth have made a real impact at Blink. Join us as we explore Joe’s journey, his role in shaping our sales efforts, and what he believes makes Blink a special place to work.

How long have you been at Blink?

I’m coming up on two years — in about five days, it'll be my Blinkiversary. There is a lot going on so it’s gone by really quickly.. Looking back, it feels like these two years have flown by. So many other things outside of Blink seem to have moved a bit slower. But life moves fast, and the older you get, the quicker it seems to go.

What initially attracted you to join Blink?

I have kind of a funny story — well, not exactly funny, but it's the story of how I got to Blink.

For the eleven years before I joined Blink, I was a professional hockey player. I played four years at Boston College, and after college, I signed with the New Jersey Devils to play professional hockey. It was an amazing 11- year journey.

It took me to a lot of different places — I lived in San Antonio, Texas; Tucson, Arizona; Hartford, Connecticut; Hershey, Pennsylvania; New Jersey; and then over to Sweden and Germany. My family and I lived there for two years each. It was a great experience, and I learned a lot of valuable life lessons from seeing different cultures and parts of the world. I think it made me more well-rounded, and I’ve been able to bring some of those experiences into my work at Blink and in sales.

It was funny because when we started having kids, my wife and I never imagined we’d be taking two kids to live in Germany or Sweden for two years. But I wanted to continue my career, so we made the move. We packed all our bags and flew to Sweden. I played in a city called Linköping, and as soon as we landed, it felt like our new home, and the people were incredibly kind. It was a great culture to live in and be a part of, and I thoroughly enjoyed it.

When my contract expired, we moved to Germany to a small city called Iserlohn, about two hours from Amsterdam. The lifestyle there was very different from Sweden. It was more like North America. The town was small and quiet, but it was a great experience. I learned a lot about German culture and the people. And of course, they love their beer, which was a lot of fun!

When that career ended, it was a bit of a “holy smokes, what do I do next?” moment.

At first, I wasn’t sure if I could do it, since I didn’t have any prior experience. But after reassurance from mentors, friends, and family, encouraging me that many of the same skills in athletics can be applied to sales as well was when I decided to dive in. It was important for me to start as an SDR and work my way up.

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

The thing I’m probably most proud of at Blink is how, despite being a smaller company with a lot of changes and pivots, especially within the SDR team, we’ve been able to build something meaningful.

When I joined in October 2022, our new CRO, Jim McInerny, had just been hired, and we were preparing to go to market in the US. One of the main reasons I came to Blink was to have an impact on the culture and a smaller team. What I'm most proud of is helping to build the culture within the sales development program.

I'm really proud of the fact that after two years, we’re starting to gain traction, building out the program, and seeing the progress we are making as a company. It’s been a journey, but it’s exciting to see how far we have come.

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

Innovative, creative, tight-knit team.

There are so many different ways to describe it, which makes it tough to choose just three words. I think the culture is very open and transparent, and we have a lot of great people working together towards one mission. That’s what makes it so fun to be part of the team.

Coming from an athletic background, I'm all about teamwork, and it feels great to be in a company where the mindset is very team-oriented. There aren’t any selfish people in our organization, and that makes it incredibly enjoyable to work with everyone.

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

I feel like we’re at a point now where we truly control our own destiny. The sky’s the limit for us, and I believe that everyone on the team is fully bought into the company’s mission. The opportunities we have and the market we're tackling are so big and global that we have the potential to change the lives of so many people in different parts of the world. This could have a huge impact on how people approach their work and how they feel about going to work.

I'm really excited about the opportunities ahead of us as a company to transform the way people work and make this as big as possible.

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

Yeah, I think, obviously in sales, day to day, you’re calling people, trying to explain our approach to the employee experience, and inspiring them to see things differently. But I wouldn’t call that a specific project; it’s more like an ongoing journey in sales.

What really inspired me was some of the work we did with some of our biggest customers, particularly on the product side. They’ve done some really cool things within a work app that feels more like a social app we use in our everyday lives. The product features and the vision our product team has for making this next generation of apps so modern is really exciting to see.

Why do you work for Blink?

In general, when I first started, I wasn’t really sure what to expect. There are a million different jobs out there, and a lot of people work on cool things. But I’ve really found a sense of pride in our company’s mission and the vision of where we want to go.

There are so many essential workers around the world who, like us, are trying to take care of their families, make a living, and provide the best opportunities for their loved ones. Many of the people we serve are blue-collar workers who take immense pride in what they do. We often talk about how they’ve been underinvested in and don’t have the same resources as other types of workers.

Serving this part of the workforce is something I’m really proud of. I have a lot of friends and family members who are blue-collar workers on the frontlines, and it took me a little while to realize there was such a gap in support for them. Being at Blink and seeing it firsthand through our customers was eye-opening and helped me fully embrace our mission of serving essential frontline employees. Ultimately, these workers make the world go round.

Providing a better digital employee experience for these essential works and making it much easier to access all the tools they need to do their jobs productively is incredible. It feels like a lifelong mission.

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