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Satnavs. Facial recognition. The Cloud. FinTech.

We slip words like these into conversations with ease. New technology has become part of our bread-and-butter vocabulary, without quotation (or question) marks.

Healthtech, on the other hand – that feels a bit more niche. Or it did, until Covid-19 made us sit up and pay attention. 

24 months into the pandemic, nobody needs a lecture on the importance of healthtech; it’s staring us in the face. But health tech didn’t emerge on-the-fly in response to the Covid crisis. It’s been around for a long time.

And it’s big business. In 2017, Forbes valued the digital healthcare industry at an astounding $25 billion globally. They believe that number will skyrocket above $379 billion by 2024. 

We all know that healthtech helps predict the spread of diseases, track pandemic outbreaks, and contain them. But there are other new developments in the future of healthcare that will change the way we live.

What is healthtech?

Right now, healthtech (also known as digital health) is the fastest-growing verticle in healthcare. It refers to any product or service that's enabled, or revolutionized by, technology. So far, so Sci-Fi. But healthtech is all around us already...

Wearables

Yep, you’ve already got this one. Fitness trackers (like FitBits) are health wearables. We like knowing we've put in my 10.000 steps. But other types of knowledge about what’s happening in our bodies can be more vital. For some people, it’s their heart rate; for others, their blood pressure, or their oxygen supply. 

Continuously measuring these things makes a huge difference for people with chronic conditions. And these wearables don’t just make the invisible visible; they also act as a kind of coach. They empower wearers to become active participants in managing their health condition. Immediate feedback from a wearable can change habits; habits can change health; and health saves lives. 

Wearables are particularly relevant in the time of Covid-19. But they will continue to be so well beyond it, as part of a bigger drive towards preventative or pro-active health care. 

3D-printed prototypes

3D-printing technology still sounds far-fetched. But it’s here, and it’s a quiet revolution in healthcare. Technology like this can create everything from personalized prosthetics to bio-tissues and blood vessels, at a fraction of the past cost. It transforms organ transplants and tissue repair. It can even produce realistic skin grafts for burn victims. 

In 2020, researchers at the Rensselaer Polytechnic Institute in Troy, New York, managed to develop a method for printing 3D-print living skin, along with blood vessels.

Blockchain for electronic healthcare records

Blockchain and the future of healthcare? Not obvious at first. But think of electronic health records, and how important it is to keep those accurate and safe. 

Blockchain technology can play a key role in ensuring that medical records are 100% accurate. It also makes them significantly harder to hack. Conflicting information is automatically detected, thanks to a decentralised network of computers. And blockchain not only helps prevent data breaches; it also cuts costs. 

So it’s no wonder that many health and pharmaceutical companies are investing in blockchain technology.  A recent report put the blockchain health market at $890.5 million by 2023.

Artificial Intelligence

Artificial Intelligence (AI) is a key driver in health tech. We already see it in chatbots and virtual health assistants that act as diagnostic tools, and even as therapists. 

But the real power of AI becomes clear in areas like precision medicine. In the past, many cancer patients received cookie-cutter treatments with high failure rates. Because of AI, we now have more personalised treatments, based on individual genetics and lifestyle factors, amongst other things.

AI also plays a big role in the discovery of new drugs and the development of vaccines. That’s a Bigger Deal Than Ever Before in the Covid pandemic. 

And finally, two of the things AI is exceptionally good at is Pattern Recognition and optical character recognition. That means it can analyse large amounts of cancer images that help recognise and diagnose cancer. One famous example of this is Google’s DeepMind, which created an AI for breast cancer analysis. The algorithm outperformed human radiologists on pre-selected data sets to identify breast cancer, on average by 11.5%.

The market value of AI for future of healthcare worldwide? $34 billion by 2025.

VR/AR

Most of us are already familiar with this technology. Immersing yourself in a simulated environment is fun. But it can also be a therapeutic tool. For instance, VR environments help train people to deal with mental health triggers safely. Post-Traumatic Stress Disorder (PTSD), Bipolar Disorder. Covid-related Stress and Anxiety are now being treated this way.

The training potential of VR is – well, awesome. Take surgeons, for instance. A recent Harvard Business Review study showed that VR-trained surgeons had a 230% boost in their overall performance.

Compared to their traditionally-trained counterparts, they were both faster and more accurate. At Case Western Reserve University, students learn via a VR-based HoloAnatomy app. This offers detailed and precise experience without the need for real bodies.

Top 4 emerging healthtech trends for 2022

In light of the Covid pandemic and rapid growth in remote work, safeguarding your workers has become a mandatory part of doing business. This means you’re now also looked upon to bring in measures like: 

By making these types of smart technologies accessible to your workforce, you can give way to improved safety standards and early alerts that reduce the risk of contagious threats. Keep track of these trends to keep your employees safe in 2022 and beyond.

identify opportunities to leverage them for your organization going forward. 

Virtual care and remote medicine are on the rise

You drive to the doctor. You sit in a waiting area for ages until your name's called. When your appointment finally happens, it's a few questions, a prescription, and you're sent on your way. You wonder why you spent so long commuting for a matter of minutes.

Sound familiar?

That's why virtual care is replacing minor in-person appointments. The past two years have further accelerated this trend, leading to an increase in virtual visits or telephone consultations. 

According to a recent McKinsey study, the number of people using telehealth rose from 11 to 46% during the pandemic. It further predicts that telehealth would account for $250 billion — 20% of the US healthcare spending in near future.

Virtual care not only reduces the risk of spreading contagious diseases but allows healthcare professionals to fit more consultations into their daily schedules. This is a vital factor for highly populated nations facing a shortage of medical professionals, such as India and China.   

Genomics and gene editing lead to further breakthroughs 

Before you get all excited — no, we haven’t figured out how a spider’s bite can turn a normal kid into spiderman.

But the good news is that there've been significant breakthroughs in gene editing, accelerating the development of different types of "precision medicine."

This means drugs can be tailored to the genetic profile of each patient, enhancing their effectiveness and minimizing side effects.

Precision medicine is already used in many ways, one of which is 'lab on a chip' — a technology that allows fast detection of Covid. It’s a hand-held device that can detect if someone is infected with better accuracy than conventional signals such as fever and coughing. So, it can go a long way in getting our lives back to normal. 

Data and AI drives shift to fairer healthcare insurance and coverage 

With all the strain that the coronavirus pandemic has put on our healthcare resources, you’d think it must have grown the bottom line too. Surprisingly, that’s not the case. In the US, healthcare revenues fell by 50%  as patients avoided surgeries and hospitals. 

But the silver lining in midst of all this is the revelation that people are willing to share their personal data when it’s a matter of their health. This is evident from how much people have engaged with track-and-trace systems. 

The more data people share with health services, mobile apps, and online systems powered by AI, the more accurate picture healthcare providers will have of their well-being, along with a sense of when they should intervene. Not just that, it helps healthcare providers forecast the most efficient way to deliver their services.  

This also matters from a financial perspective because other entities such as insurance companies can use advanced predictive technologies to measure risk and set premiums more accurately. 

AI, IoT, and Smart Cities improve our ability to detect and respond to future outbreaks 

If the pandemic has taught us anything, it’s that we were embarrassingly unprepared to deal with an outbreak. And we should have a collective, predetermined strategy if something similar happens in the future.

A key part of this strategy is the concept of “Smart Cities," powered by artificial intelligence (AI) and the internet of things (IoT). According to Statista, global revenue from smart city projects is estimated to reach $129 billion in 2021. 

The idea of a smart city is based on incorporating digital connectivity and data-driven decision-making at our respective locations. And its applications extend to many areas such as: 

• Energy distribution
• Public transportation networks
• Refuse collection
• Environmental health initiatives

It’s not just the organizations that are becoming health-care oriented, but also city planners and municipal authorities. These government bodies are now allocating resources to develop technologies that can help us predict, detect and prevent pandemics. 

Another major focus is environmental health. Tech-driven initiatives are being put in place to reduce air pollution and build resilience to the effects of climate change, including the rise in sea level and temperature..

Conclusion

Even if most of your workers are remote, don’t think for a second that your health concerns are over. They now require even more attention because you don’t have the luxury of regular, face-to-face contact. It’ll be hard for you to tell when your employees are burning the candle at both ends. So you still need to support the mental health of employees as they perform their duties in the field, or from home. 

That’s where the healthcare technology trends we outlined can help. There are several health apps available for professionals to monitor physical activity, practice meditation, set reminders for breaks, water and exercise, and so on. 

The only way to avoid setbacks that can take you by surprise is to stay on top of the latest trends and innovations. The faster you can respond to relevant changes in your industry, the better for your organization.

Hazard a guess. How many different tech tools do you use at your organization? If you’re anything like the average business, you’ll have a hefty 112 SaaS apps in the mix. 

But what does that mean for the employee experience (EX)? Are these tools supporting employees to do their best work? Or are they adding unnecessary noise and friction to the work day?

One thing’s for sure. With so much of our work now reliant on technology, the digital employee experience is forming an ever bigger part of EX. Slow and clunky tools cause frustration, while user-friendly tools help us achieve a state of flow.

Here, we explain what digital employee experience is. We also offer some examples and a guide on how to improve digital employee experience at your organization.

We’ll be covering the following: 

• What is digital employee experience?
• The difference between employee experience and digital employee experience
• Why is digital employee experience important? 
• Examples of effective digital employee experience
• How to improve digital employee experience
• Challenges to consider when improving DEX
• Best tools for improving digital employee experience 

Ready to level up your tech stack? Let’s dive in.

What is digital employee experience?

Digital employee experience — or DEX — describes the way employees feel when using the digital tools, platforms, and technologies you provide for them.

Workers enjoy a positive digital employee experience when your tech ecosystem helps them to do their jobs well — when it supports easy communication and streamlined processes.

Workers are more likely to complain of a negative digital employee experience when systems are outdated, difficult to use, or overly complex.

Ultimately, we can boil DEX down to:

• The number of tech tools employees are expected to use
• The user interface and user experience of your workplace technology
• How fast, reliable, and responsive your tech tools are
• How well your tech tools integrate with other workplace software
• The level of personalization and customization provided by tech tools
• The support and training employees receive when using workplace tech

The difference between employee experience and digital employee experience

Employee experience (EX) is the way employees think and feel about their time at work. It encompasses every employee touchpoint, throughout every employee work day, and throughout every stage of the employee life cycle.

EX incorporates management and communication styles, how comfortable your workplace environment is, the benefits and perks you offer, and even the relationships between an employee and their co-workers.

Digital employee experience (DEX) is just one element of employee experience. But — because the modern organization relies so heavily on digital tools — it has a big impact on overall EX.  

A video conference tool that lags. An intranet with inadequate search functions. A news feed populated with content irrelevant to you and your team. Poor digital experiences like these harm the employee experience. 

Why is digital employee experience important?

Ivanti, the global IT company, has been creating a report on digital employee experience for the past few years. In 2024, its researchers revealed that 69% of organizations saw DEX as an essential or high priority. This was up from 61% in 2023.

So why is employee digital experience rising up the company agenda? Here are a couple of very good reasons.

Poor digital employee experience causes problems

Let’s look at some more stats from Ivanti’s latest report:

• 57% of office workers say they feel stressed by the number of tech tools they use at work
• 62% say they feel overwhelmed by the need to learn new technologies at work
• 53% say they feel frustrated by their workplace tech at least once every day
• 55% of office workers say negative experiences with workplace technology impact their mood and morale

Poor DEX causes headaches for your IT team too. 86% of IT professionals say poor digital experience encourages employees to use unsafe workarounds.

People use insecure login methods or shadow IT tools because the official software provided causes too much hassle. Your IT team is left to pick up the pieces.

DEX impacts business outcomes

Business leaders surveyed by Ivanti said that high-quality digital employee experience benefits their organizations:

• 97% said that it positively impacts employee productivity
• 96% said that it positively impacts employee satisfaction
• 90% said that it positively impacts employee retention

Workers who have the tools they need to connect with co-workers and complete tasks with ease are happier and do better work.

They’re more engaged, which means they’re more productive. And because they feel tech tools are working with them — not against them — they’re also more likely to stay working for your organization. 

The tech landscape is constantly changing

There are new and more advanced tech tools hitting the market every day — faster, smarter, and more user-friendly than the last.

Workforce expectations around tech are also subject to change. Employees are used to evermore sleek and seamless tech tools at home. And they bring those same standards into the workplace.  

Without a clear DEX strategy, these changes can get the better of your organization. New tools are brought into the tech ecosystem without proper oversight. Old tools start to feel ancient. Employee overwhelm and disengagement become more likely.

To build a tech ecosystem that truly supports your workforce, you need to keep your finger on the pulse, ensuring DEX at your organization keeps up with advances in technology. 

A focus on DEX brings your organization together

In 2025, the workforce is dispersed. 80% of employees work away from a desk. Others are split between the office and remote working locations. And the digital experience isn’t always equitable across these groups.

43% of office workers say it’s not easy to access workplace tools when working remotely. Only 10% of frontline workers say they have high access to the tools, tech, and opportunities they need to connect and advance in their workplace.

When people feel left out, they check out — or leave your organization. But DEX strategy that considers the needs of all employees changes that. It levels the playing field, closes the gap, and builds an inclusive employee experience where everyone feels seen, supported, and connected. 

Examples of effective digital employee experience

So what does good DEX look like? Here are a few examples of effective digital employee experience:

• Frontline digital inclusion. Frontline employees enjoy the same access to workplace tech thanks to mobile-friendly apps, which they can access via their smartphones. Sign-in processes are simple but secure — and don’t require a company email address.
  
  
• Automated onboarding. New hires get access to tailored training materials and resources, delivered at the right time in the onboarding process — plus a chatbot that can answer questions or direct them to new information.
  
  
• Employee self-service. Employees don’t have to submit requests to HR and wait for a response. Instead, they can swap shifts, view their pay stubs, and access benefits direct from a user-friendly digital dashboard.
  
  
• Going beyond email. Modern internal communication channels support employees to chat with managers and co-workers, view a multimedia company news feed, and respond to pulse surveys. These channels help organizations engage sectors of the workforce — like Gen Z and frontline employees — who don’t always embrace email.
  
  
• An integrated experience. Employees don’t have to toggle between tabs or remember lots of different login details. They can access all workplace software from the same dashboard thanks to in-depth software integrations.

How to improve digital employee experience

A comprehensive digital employee experience strategy can make all the difference to your workplace. Unsure where to start? Take a look at these tips for improving digital employee experience at your organization.  

1. Take stock of your tech stack

First things first. Take a wide-angle view of the tech tools your organization currently uses. Look for redundant tools, areas where software overlaps, and features that are currently underutilized.

Also, assess whether any of your tools or platforms are beyond the point of no return. Perhaps you’re still using a legacy system that simply hasn’t kept pace with the demands of the modern workforce.

When auditing your software, don’t forget to seek feedback from stakeholders, including your employees. Their input can shape what stays, what goes, and what needs improving.

2. Streamline tech tools

If you’ve been steadily acquiring new workplace tech without considering its impact on DEX, it may be time to do a little pruning. A carefully curated selection means fewer platforms to maintain, fewer support requests to manage, and a more streamlined experience for employees.  

When deciding what to keep, tech tools that cover as many bases as possible are a good bet. The best tools offer lots of functionality.

They also provide deep integrations with the other workplace software you use. Via single sign-on technology, employees can then access all workplace tools from one familiar dashboard.

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Too many workplace communication tools? Read this: How to simplify your internal comms tech stack

3. Invest in employee-centric software

If you decide to seek out new and improved tech tools, keep the end-user front of mind. Perhaps even include employees when test-driving shortlisted software solutions.

The best DEX solutions feel intuitive from day one. They provide:

• Easy login options
• Simple navigation
• A user-friendly interface that works for every skill level
• Self-help resources that support employees to use the platform

With the right tools, employees can complete tasks quickly and efficiently, without having to take unnecessary steps or wade their way through confusing processes.

4. Go mobile

Want to improve frontline digital inclusion? Then you need mobile-first apps that work just as well on a small smartphone screen as they do on a desktop computer.

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The best frontline tech is designed around the realities of deskless work — and doesn’t require a corporate email address. It gives everyone the tools they need to stay connected, informed, and productive.

5. Offer training and support

Even the most user-friendly tools can feel overwhelming without the right support. You can’t just hand over login details and expect employees to get on with it.

So offer training sessions. Provide employees with accessible, bite-sized tutorials that help them get the most from your software. Appoint software champions who can share their platform knowledge with co-workers.

Also, consider rolling out new software capabilities in stages, allowing employees to get used to one new set of features before introducing new ones. This helps ensure high levels of digital engagement and better software adoption.

6. Make it personal

The best digital experiences are tailored to each employee — their role, team, location, and tenure.

Start by mapping out a few core user personas. Think about the tools and information these users need. Also, consider how, when, and where they work. You can then use this insight to shape everything from the layout of dashboards to the delivery of internal comms.

The right platforms make it easy. They allow you to customize employee journeys and permissions. You can ensure that someone in marketing sees a different homepage to someone in HR, team leaders get access to insights their crew can’t, and nobody is left sifting through irrelevant noise to find need-to-know information.

The more personalized your tech tools are, the more useful — and used — they become.

7. Measure your DEX efforts

The beauty of DEX is the ease with which you can measure it. Most tech tools provide analytics and reports that reveal exactly how employees are using your software and where they’re experiencing points of friction.

You can keep track of metrics like these:

• Adoption rates — the proportion of your workforce that uses a software solution
• App open rates — the average number of times an employee opens the app each day
• Feature usage — which features are used and how often
• Number of support tickets — how regularly your employees have to reach out for software help

Want to dig deeper? Track metrics that relate specifically to the function of your tech tools. For example, you might track content engagement rates within your internal communication tools or your eNPS score within employee engagement software.

It’s also a good idea to segment your findings for different sectors of the workforce. That way, you can find out whether tech tools are having a positive impact for both desk-based and frontline employees.

Challenges to consider when improving DEX

Digital employee experience management is not without its challenges. But understanding a few of the most common hurdles can help you clear them faster. Here are a couple of issues you’re likely to face, plus some strategies for overcoming them.  

A complex, outdated tech stack

It’s tempting to keep piling on new tools. But without a clear strategy, your tech stack can become a tangled mess. This overwhelms employees and causes confusion. Troubleshooting eats into your IT team’s productivity — and tech subscriptions eat into their budget.

Solution: Conduct a regular audit of your tech stack. Identify redundant or outdated tools and work to sunset them. Prioritize all-in-one solutions or apps with strong integrations to simplify the digital landscape. The simpler the system, the happier and more productive your team will be.

Getting senior buy-in

Digital transformation can be a tough sell at the top, especially when ROI isn’t immediately clear. But without executive support, securing the budget and resources you need is impossible. Your DEX efforts stall before they even get started. 

Solution: Build your case with data. Use employee feedback, engagement scores, and productivity metrics to demonstrate the real impact of DEX. Share success stories from other companies and propose pilot programs to get the C-suite on board.

No insight into frontline needs

If you’re only hearing from desk-based staff or leadership, you’re missing whole chapters from the story. Frontline workers often have unique tech needs — and challenges that get overlooked. This leaves critical gaps in your DEX strategy.

Solution: When choosing tech for frontline workers, involve employees early and often. Use surveys, focus groups, listening tours, or quick pulse checks via mobile-friendly tools to gather honest feedback. Design technology and processes with the frontline’s daily realities in mind, ensuring solutions truly support their work.

Employee resistance to change

New tools won’t improve employee experience if no one actually uses them. And employees can be resistant to change, particularly if they feel unsupported or unclear about tech benefits. If they’re reluctant to give new software a chance, it’s hard to build the momentum you need to achieve high levels of platform adoption.

Solution: Roll out new tech thoughtfully. Communicate openly why changes are happening and how they’ll make work easier. Provide hands-on training and easy-access support. Also, champion digital ambassadors who can encourage adoption and boost employees’ software confidence.

Best tools for improving digital employee experience

Ready to start optimizing your DEX? Then the following digital employee experience software may come in handy.

An employee app

An employee app can transform the workplace experience. And it’s a great way to reach frontline employees. They can access an app from their smartphones, without requiring a corporate email address.

The best apps feature tools for employee recognition, employee feedback, and workplace communication. They also provide easy access to all the workplace software your employees need.

From HR self-service to policy documents to company news, an app puts all tools and resources into the palm of every employee’s hand.

A modern employee intranet

To level up DEX for both frontline and desk-based teams, a mobile-first intranet, built for the modern workforce, could be just what you need. 

The best modern intranets aren’t just a repository for outdated docs. They provide a centralized hub for workplace culture, connection, and collaboration — and have a big impact on EX. In fact, there’s increasing overlap between intranets and employee experience platforms, so you can kill two birds with one stone. 

Today’s intranets act as a digital water cooler. They provide personalized and relevant experiences for every employee — and the digital tools you need to share resources, collaborate with team members, onboard new hires, and more.  

Find an intranet that comes with a comprehensive mobile app and you can improve employee experience for every member of the workforce. 

HR self-service tools

Empower employees to manage HR tasks, anytime, anywhere. By making HR self-service tools available digitally, you make life easy for employees and reduce pressure on your HR team.

With secure digital access, employees can view their paychecks, request time off, and swap shifts. They can view their benefits and access wellbeing resources.

Integration with other workplace software makes it easy for employees to access training programs and learning goals too — and to share their thoughts on the employee experience. 

Collaboration and communication tools

The right internal communication tools are a modern workplace essential. You need tools that support a range of different communication preferences.

From video calls to real-time chat to news feeds to modern social tools, the best tech combines a variety of communication channels in one platform.

It provides a link between the C-suite and employees — and allows co-workers to build connections with one another. So you can develop a positive and inclusive company culture.

These days, ticking all these boxes doesn’t mean building an internal comms platform from scratch. Off-the-shelf comms tools now have the personalization, scalability, and flexibility you need to create a platform employees will flock to, without the cost and hassle of a self-build solution.

An employee experience platform

What better way to improve your digital employee experience than with a dedicated employee experience platform? The best employee experience software helps you optimize all areas of employee experience, including its digital elements.  

It supports improved talent management, streamlined HR processes, and better employee engagement. You get the tools you need to recognize employee efforts and promote a positive company culture.

These EX tools also provide the data-driven insights you need to make meaningful improvements to every aspect of your employee experience.

Time to level up DEX: creating a digital employee experience your workforce will love

Digital employee experience is about giving every employee the tech tools they need to feel connected, supported, and set up for success in the workplace.

We’ve seen the numbers. Bad DEX causes friction, frustration, and stress while good DEX has the power to boost employee satisfaction, engagement, and retention.

So what’s next? Start with your people. Find out what they like and dislike about your current tech stack. Identify areas for improvement. Figure out how you can simplify and streamline the digital experience without losing any of the features and functionality your employees rely on.

And if you decide that new workplace tech is a wise idea, take a closer look at Blink.

Our employee app acts as a digital hub for your organization, providing employees with mobile-first access to all the workplace tools and resources you use — and a user experience we know they’ll love.

Blink. And deliver a streamlined digital experience for all employees.

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For IT leaders, SharePoint can feel like a safe bet

Microsoft tools already power your organization. So why wouldn’t you use SharePoint as your employee intranet?

The truth is, while it can seem like a quick-fix solution, SharePoint has its drawbacks. It’s complex to learn and use. It doesn’t support frontline access or employee engagement. It simply isn’t built for every employee or every intranet task.

The upshot? SharePoint lands your organization with a hidden IT tax — in the form of resources, consultants, workarounds, and additional software. It can quickly become a drain on your IT team’s time and budget. 

So here, we look at exactly where SharePoint falls down — and explore modern intranet alternatives that make life a whole lot easier for your IT crew. 

The promise vs. the reality of SharePoint

SharePoint is marketed as an “all-in-one” employee intranet and internal communications solution. File storage. Team sites. A knowledge base. A communication hub.

But the practical reality is a little different. The fundamental role of SharePoint is to store files. So, as an intranet, supposed to go way beyond file storage, there are some key ways that SharePoint fails to deliver: 

• Top-down communication. SharePoint prioritizes corporate broadcasts over peer-to-peer interaction. Without additional software, teams miss out on the human connections that drive satisfaction and retention.
  
  
• Limited personalization. No intuitive dashboards or role-based filters here. So employees have to wade through irrelevant content to find the information they need. This is bad for intranet engagement and employee productivity.
  
  
• An outdated user experience. In a world where TikTok and WhatsApp set the standard, SharePoint feels like a dusty corporate archive. Employees expect simple, fast, consumer-grade experiences — and SharePoint simply isn’t up to the task.

And those are just the headlines, not the full story. Beyond these issues, SharePoint poses problems for two key segments of your workforce — the IT team tasked with implementing it and the frontline workforce struggling to access it.

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The IT tax of SharePoint explained

First, let’s look at SharePoint from the perspective of your IT team. What does using SharePoint as an intranet platform mean for the people tasked with running it?

#1. Complex customization and integration

Configuring SharePoint isn’t a case of plug-and-play. Setting up permissions, workflows, and integrations requires specialized IT knowledge. Even small changes — like tweaking layouts — become time-consuming tasks.

Yes, SharePoint is customizable. But for many, that flexibility comes at a cost in the form of heavy technical requirements. Developers are essential to get just the basics working smoothly.

#2. Ongoing maintenance and updates

SharePoint setup is never “done.” Updates, patches, and version issues all demand ongoing IT oversight. This can be a huge burden for small IT teams and another cost to consider if you have to outsource this maintenance work.

#3. Reliance on consultants

Most organizations don’t have deep SharePoint expertise in-house. That means relying on external consultants for custom builds, integrations, and even routine maintenance. This can drag out timelines and inflate your IT budget. 

#4. Extensive training

Training existing staff is an alternative to getting in the consultants. But it’s, again, expensive and time-consuming. It can take months of training to ensure that teams are proficient, and across a large IT team, getting everyone up to speed turns into a long-term project.

#5. Managing additional software

When you use SharePoint as your employee intranet, there are inevitably going to be gaps. IT has to find software that supports employee engagement, mobile access, and custom notifications.

This can bring its own problems. Your IT team shoulders the burden of keeping all software updated and integrated. And when employees have to navigate a complex tech stack, juggling multiple logins and passwords, tickets start to mount.

#6. Constant employee support

SharePoint’s complex infrastructure makes it hard for non-technical users (like your comms team) to create, update, and manage the intranet. Routine tasks turn into IT tickets, creating delays and frustration.

Comms teams can’t publish updates quickly, employees wait a long time for information, and IT is stuck in helpdesk mode. Instead of driving innovation, your tech team only has the bandwidth to wade through support requests.

#7. Adoption issues

Employees are used to fast, easy, and convenient online experiences. And SharePoint doesn’t live up to their high expectations. Intranet adoption suffers. Your IT budget is spent on an intranet platform that a large proportion of your employees avoid using. 

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How SharePoint falls down for the frontline

SharePoint causes problems for another segment of your workforce — frontline employees. The platform was never designed with deskless workers in mind. So, if you choose to use it as your only intranet platform, your frontline experiences the following. 

A clunky mobile experience

SharePoint’s mobile navigation is awkward and slow. For employees on the go, employee communications are hard to access. This damages internal communications and the frontline employee experience.

The need to “go seek” information

Without real-time notifications, role-based alerts, or clearly defined communication channels, SharePoint forces employees to hunt down updates. For busy shift workers and deskless teams, this means critical comms are often missed. 

No support for asynchronous work

SharePoint emphasizes live chats and video calls but ignores the reality for employees working shifts or across different time zones. If frontline staff aren’t online at the right time, they struggle to keep up with organizational updates. 

A disconnected culture

Without a central, easy-to-use space for celebrating wins, sharing knowledge, or connecting co-workers, frontline employees are excluded from the company conversation. They miss out on the camaraderie that boosts engagement.

A digital divide

SharePoint creates a digital divide. Your desk-based employees can use it to access comms and resources online. Frontline employees have to make do with word-of-mouth messaging and the chaotic memo board. This two-tier approach leaves deskless workers feeling undervalued and less loyal to your organization.

And — in another bit of bad news (sorry!) — frontline accessibility issues spell further problems for IT. 

Your IT team spends a huge amount of time troubleshooting accessibility gaps, finding workarounds, third-party plugins, and manual fixes. All the while, comms go unread, resources go unused, and the cost and complexity of your intranet ecosystem spiral higher.

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The alternative? A modern employee intranet

Let’s give SharePoint its due. It’s a powerful document management system, deeply integrated with Microsoft 365. For compliance-heavy workflows and content storage it does the job.

But here’s the issue. SharePoint was never built to be an all-in-one employee intranet. And in 2025, an intranet needs to do far more than simply manage files.

An employee intranet has to work for all members of staff, including those hard-to-reach employees on the frontlines of your organization. It needs to support information sharing, employee engagement, and company culture. And it needs to alleviate the pressure on your IT team, rather than adding to it.

If you want an intranet that does all of the above, SharePoint isn’t the answer. Instead, you need a modern intranet solution, with the following intranet features:

• Mobile-first design. A modern intranet is designed to work beautifully across all devices. It provides real-time notifications, offline access, and easy login — even for employees who don’t have a corporate email address.
  
  
• Easy admin. Comms teams can post updates, share resources, and customize dashboards without sending a single IT ticket. With user-friendly drag and drop controls, they can tailor the platform to fit their needs without complex back-end development.
  
  
• Culture-building tools. Modern intranets aren’t just information repositories. They’re engagement platforms — places where employees can share successes, receive recognition for a job well done, connect with peers, and feel part of something bigger.
  
  
• A consumer-grade experience. The best modern intranet solutions are as intuitive and engaging as the comms apps employees use away from work. They feature social media-style tools, deep integrations, and single sign-on technology. So employees can access all workplace tools in a few easy clicks.

Bear in mind that a modern intranet doesn’t have to replace SharePoint altogether. It can integrate with it, pulling through documents, policies, and resources, while layering on the communication and engagement features SharePoint lacks.

That way, IT gets to keep Microsoft compliance and storage, and employees get an interface they’ll actually use — all without the associated implementation headache.

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SharePoint isn’t all bad — it’s just not enough

SharePoint is perfect for storage. But it’s not built for connection.

If you want a true intranet — one that engages frontline employees, strengthens culture, and reduces IT overheads — you need a modern platform, designed for today’s workforce.

That might mean ditching your current setup and opting for a SharePoint alternative. Or it could mean layering a digital front door on top of SharePoint, retaining the software’s good points while fixing its flaws.

An intranet like Blink is the perfect solution. Think mobile-first design, a consumer-grade user experience, and deep integrations with the workplace tools you already use.

With Blink. comms and employees can publish updates, share resources, and customize dashboards without waiting on IT — and IT finally gets to step away from firefighting SharePoint problems to focus on strategic projects.

The result? No more workarounds. No more time and money spent on that hidden IT tax. Just an employee intranet that works for everyone — from HQ to the frontline to your IT team.

Blink. And go beyond SharePoint to discover what really works for internal comms.

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Another week, another Life at Blink spotlight! This time, we're excited to introduce a key member of our London office — Bhoomi Modi! As our QA Analyst, Bhoomi has been collaborating closely with our Product & Engineering team for just over two years.

Dive into this article to learn more about Bhoomi, her role, and what makes life at Blink so special!

What initially attracted you to join Blink?

When I first learned about Blink, what immediately drew me in was the company’s clear mission to empower frontline workers. The idea of contributing to tools that genuinely make a difference for those on the ground was very persuasive. It wasn’t just about the technology — it was about creating something that could transform the day-to-day experience of so many people.

Another big factor was that from the start I could see that this was a team deeply committed to innovation and making a positive impact. The collaborative environment and the focus on meaningful, purpose-driven work really resonated with me. That combination of mission and culture made it clear that Blink was the place I wanted to be.

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

One project that stands out to me is the automation of our tests. As a QA Analyst responsible for testing most of our features, this was a major initiative that required a great deal of long-term commitment and dedication.

What made this project truly special was the collaboration with our developers. Working closely with them not only helped us achieve our goals, but it also gave me the chance to grow and learn from some really talented people. It was a humbling experience that deepened my understanding of the development process, and it’s made me better at what I do. Knowing that the automation we implemented has made a real difference in our workflow is something that brings me a lot of personal satisfaction.

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

If I had to pick just three words, I’d say fun, friendly, and fast-paced. There’s a real sense of enjoyment in what we do here—work is challenging, but it’s also genuinely fun. The team is incredibly welcoming and supportive, so you always feel like you’re part of something bigger. And when I say fast-paced, I mean it in the best way possible. Things move quickly here, but that energy keeps everyone engaged and constantly pushing forward.

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

I’m really excited to see how Blink continues to grow and evolve. It’s inspiring to be part of a company that’s making such a meaningful impact, and knowing that I’ve contributed, even in a small way, feels incredibly rewarding. There’s something special about watching the company’s journey and realizing that I’ve played a part in that story. I can’t wait to see where we go next.

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

One initiative that really stands out to me is Blink for Everyone. I’m especially proud of this program because it supports non-profit organizations that are doing incredible work for the community, often with very limited resources. I love to know that we’re helping these organizations strengthen their employee connections and make their teams feel more united and valued. Knowing that we’re making a difference for groups that give so much back to society is something that truly motivates me. 

Why do you work for Blink?

I work for Blink because everything we do is truly centered around the frontline worker. In every session, whether we’re discussing new features or analyzing metrics, the focus is always on how we can better serve our end users. We constantly ask ourselves, "What challenges are they facing, and how can we help?". This dedication to making a real difference for the people on the ground is what keeps our momentum strong and our team closely bonded.

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Shiny demos don’t guarantee adoption.

You can buy a tool that looks amazing in a pitch meeting. Then watch it gather digital dust a few months later because it doesn’t actually work for your company.

Asking the right questions up front avoids that frustration and a ton of wasted budget. It helps you find a solution that supports both employee communication and engagement — and fits seamlessly within your tech ecosystem.

Doing some software shopping? To find the right employee communication app for your organization, here are the 10 questions you should be asking.

Choosing an employee communication app: A 10-question checklist

1. Will every employee actually use this?

Okay, so priority number one is finding an app that your employees will embrace. Because if a good chunk of your workforce fails to get on board with your new software tool, you’re not getting good ROI.

The right app is:

• Intuitive. Employees can pick it up and start using it without having to trawl through a manual first.
• Accessible. It should be easy for every employee to log in, even on older phones or with patchy internet connection.  
• Free from friction. Everything just works — whether that’s search functions, voice calling, or integrations with other tools.

When assessing an app, keep your least tech-savvy employee in mind. If you think they’d use (and maybe even actually grow to love) this app, you can be confident it’ll work for the rest of your team.

2. Does it work for frontline teams?

A major benefit of an employee communication app is that it’s available on smartphones. So you can land messages with your hardest-to-reach employees — those who don’t sit at a desk all day.

To find the best solution, look for tools that understand and accommodate the realities of frontline work, including:

• Shifts and staggered schedules. The best apps support both real-time and asynchronous communication so employees can check in at a time that works for them.
• Busy schedules. With search, personalization, critical reads, and bite-sized content, the best apps let you share vital information in a format that’s quick and easy to digest.
• Frontline access requirements. Deskless staff don’t always have a corporate email address or access to a shared portal. They should be able to log in easily from their smartphones.
• Frontline vs. desk-based experience. Don’t accept one experience for office-based staff and another for frontline employees. Your app should have the same features and functionality across both desktop and mobile apps.

Ultimately, any frontline communication app has to be mobile-first and secure but accessible on personal smartphones. It also needs to provide an exceptional digital employee experience across all devices.

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3. Can it replace multiple tools?

If you’re relying on a patchwork of communication tools, your staff are probably feeling the strain. They’re spending nearly 4 hours each week — and 1,200 clicks per day! — toggling between apps. Or bugging IT because they forgot one of many sets of login details (again!).

The best employee communication apps don’t exist in a silo. They streamline your comms tech stack by combining essentials — like real-time messaging via chat, company-wide updates on a news feed, and documents in a content hub.

The best of the best go even further. They act as an all-in-one employee experience app and intranet platform, with personalized content pathways, employee recognition, and easy access to other workplace systems.

Think about the tools you’re currently using and how many of them your shortlisted apps could replace. Because the fewer tools you use, the easier and more streamlined work becomes.

4. How easy is it to manage and govern?

The front-end of an app can work like a dream. But what’s going on behind the scenes? You need to look beyond the glossy exterior to the nuts and bolts of the admin experience.

When an app is complex to manage and govern, the comms team ends up calling on IT. This creates a bottleneck. And it leads to stale content, clunky processes, and frustrated employees.

To ensure the best user experience and continued engagement with your employee communication app, you need clear permissions and content controls. You also need tools that make it easy to add, update, and personalize communication content.

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5. Is it secure and compliant?

Security is another top consideration when choosing an employee communication or employee experience app. You want a solution that meets enterprise-grade security standards, with security built in, not bolted on.

So look for things like:

• End-to-end encryption, in transit and at rest
• Secondary biometric authentication
• Function fencing, so workers only have access to the tools and controls they need
• Automated user provisioning, so it’s easy to add, manage, and remove users as necessary

If you work in a particularly regulated industry, like healthcare, you should also look for compliance with industry-specific security laws.

But bear in mind: heavy-handed security can harm the user experience, pushing your employees toward makeshift solutions, like WhatsApp.

So it’s all about getting the right balance. A good software provider should help you find that balance, achieving the best possible security while also ensuring a simple and streamlined experience for users.

6. Does it support two-way communication?

Internal communication is most effective when it goes both ways. The C-suite and managers speak to employees. But employees have the opportunity to respond.

A good employee communication app gives your organization the tools it needs to maintain a dynamic conversation:

• Instant messaging tools, for 1-to-1 and group chat
• A news feed where employees can react with comments, emojis, and GIFs
• Employee surveys and quick-fire polls
• Video and voice calling
• Interactive live streaming

Choose tools that support two-way internal communication, and you give employees a voice. That means stronger workplace connections, better collaboration, and employees who feel seen and heard.

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7. How quickly can we launch?

Time-to-value is important. The right app should be quick to deploy and easy to scale across multiple teams.

If you’re considering building your own comms app, know that this often requires months (or even years) of developing, testing, and iteration. So buying a ready-to-go tool is often the quickest solution.

Today, prebuilt doesn’t mean compromising on the end result. You can incorporate custom branding and tailor app features and functionality to the needs of your organization. You get speed, scalability, and best-in-class technology.

Ask providers about timescales so you have a clear idea of the setup and launch process. Here at Blink, most of our clients go live within 6 to 12 weeks.

8. Will it integrate with our existing systems?

A great employee communication app isn’t just a one-stop shop for internal conversations. It can also act as a digital hub, reducing friction and making life easier for employees in the process.

That requires strong integrations with the existing software you use. And single sign-on technology to give employees access to that software from one unified dashboard.

When you integrate an app into your digital ecosystem, employees can use it to tackle tasks like:

• Swapping shifts with coworkers
• Checking their paystubs
• Clicking a news feed post to go straight to online compliance training
• Completing a safety report on the go
• Submitting a time-off request
• Viewing customer details via your CRM

The result? Your employee communication app becomes a comprehensive employee intranet. A place where staff can catch up with the latest company news — of course.

But also a place where they can learn, receive recognition, give feedback, and access all the tools they need to do their jobs well.

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9. Can we measure impact and ROI?

To get the most from your mobile-first employee app, you need to know what’s working and what isn’t. And to do that, you need analytics.

Find out what analytics and reporting features come with your shortlisted apps. Consider the internal comms metrics they allow you to track.

And expect more than just the basics. A good app won’t just provide data on platform usage and message read rates.

It’ll show you how internal comms KPIs relate to employee engagement, sentiment, and turnover. It’ll allow you to segment data by team, department, and manager. And it’ll present data in a way that’s super easy to understand and act on.

Clear analytics help you improve internal communications. They also help prove the value of employee communication to leadership, so you can justify continued investment in comms strategy and tech.

10. Does it feel human?

The final question to ask before choosing an employee communication app. Does this app feel familiar and fun? Or is it cold and corporate?

Employees are more likely to use your app when it offers the same consumer-grade experience they enjoy on apps away from work. If it lets them communicate in ways they’re used to (and in ways they enjoy).

Operational updates are important. But your app should also make space for informal, authentic connection. Tools like video stories, coworker communities, voice and video calling, live streaming, and employee-generated content make that possible.

Give people a modern social experience, where they can show up as their real selves, and engagement is sure to follow.

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The right employee app makes all the difference

Choosing an employee communication or employee experience app isn’t just about features or fancy demos. It’s about finding a tool your team will actually use — one that fits your workflow, feels intuitive, and makes work more connected, engaging, and human.

Ask the right questions up front. Consider the full scope of the app — the more functions it performs, the more value it brings to your team. Look beyond shiny user interfaces to the day-to-day employee experience.

When you do, you don’t just add another tool to your tech collection.

You get a solution that supports company culture, employee productivity, engagement, and retention. You build a space where employees can easily access the information they need and the connection they crave.

“Teams of knowledge workers who collaborate intentionally are nearly three times more likely to achieve high team innovation than teams that do not use an intentional approach.”

Alexia Cambon, Director, Research, Gartner.

How much do your frontline workers collaborate when working? If your answer is a “they do okay,” you’re probably not getting the most out of your workforce.

A 2022 Corel report shares that 64% of surveyed employees claim poor collaboration costs them at least three hours per week in productivity. And 41% have also left their job or would consider leaving their workplace due to poor collaboration.

Team collaboration among employees is a vital skill for every organization, even more so for frontline organizations where employees are often at considerable distance from each other. Those frontline employees who work well together are happier with their jobs, more productive, and less stressed.

With that in mind, here’s what we’ll cover:

• How do you know your frontline workers are collaborating effectively?
• Signs of poor workplace collaboration
• How to improve employee collaboration
• Final thoughts: 5 ways to improve collaboration among employees in 2022

How do you know your frontline workers are collaborating effectively?

Frontline workers who gel well build positive working relationships with customers and team members. They understand how different views can lead to innovative ideas for better outcomes.

That said, here’s how to know if your employees are collaborating effectively:

Clear communication of goals and progress

Clear communication of goals, progress, and needs is the first sign of team chemistry. That’s why 96% of business leaders believe effective communication gets them the desired results from employees.

Frontline workers who collaborate well know who’s responsible for which task. This collaboration among employees saves time and increases productivity.

Healthy conflicts

You don’t always need to shush a conflict. Workplace conflict can be good if you turn it into a healthy debate that leads to business growth.

Healthy conflicts promote stronger ideas, more creativity, and more engaged employees. But it requires workers to understand each other and respect where the others are coming from. In other words, you’ve got yourself a collaborative workforce if you can have healthy conflicts.

Exchange of opinions and ideas

Frontline workers who collaborate well don’t hold back opinions and ideas. They’re free to say, “I don’t think this can work. Why don’t we try this instead?”

Every employee feels free to discuss their point of view. They can all sit together over coffee and discuss the problem and prospective solutions.

This healthy exchange of ideas is what team collaboration achieves. It also leads to creative thinking and overall awareness of critical decision-making elements.

Peer-to-peer recognition

Recognition heavily influences employee satisfaction.

A collaborative frontline workforce recognizes the work each individual does and celebrates them for it. This recognition motivates everyone to work towards the common goal and enables each individual to shine.

In fact, Deloitte shares that organizations with the right recognition program have 14% higher employee engagement, productivity, and performance than those without it

Signs of poor workplace collaboration

Successful businesses have a healthy collaborative work environment, but problems start when organizations fail to see the signs of fading collaboration among employees.

Here are some red flags to assess whether you need to examine your frontline employees’ team dynamics:

Low enthusiasm during meetings

Employees talk freely and even share foolish ideas when there’s team collaboration.

But if employees don’t speak up during meetings, your workplace might lack a culture of team collaboration. Silent meetings mean it’s time to evaluate how well your workers collaborate.

Poor communication among your workers

Poor communication is a clear sign of a dysfunctional team. You may have the best bunch of individual stars in the world, but the team won’t be worth a dime if they don’t play well together.

Project.co shares that over 35% of businesses have lost employees due to poor internal communication.

Signs of poor communication include conflicting goals, missed deadlines, and negative attitudes. If such issues are present in your organization, it could be a sign that your employees lack team collaboration.

High employee turnover

You may be unable to prevent some of your top employees from leaving; Gartner shares that the annual voluntary turnover in the U.S. is likely to rise by 20% in 2022.

But if most of your best employees bid your farewell, there’s a good chance that team dynamics may be contributing to it.

If you lose your best frontline workers, you lose your most effective problem solvers and reliable winners.

Create an exit interview process to learn why employees left. Maybe the workplace culture isn’t conducive to team collaboration and professional growth. Or the pay rates aren’t competitive enough. You’ll only know if you ask.

No accountability

Employees who disagree with a leader’s management style are less likely to take the initiative and responsibility for tasks.

Are you seeing blame games among your employees? Bad behavior? No staff loyalty? Eroded values? Don’t care attitude?

If you notice such patterns, it may be time to tackle the accountability issue head-on.

Chat with individual employees. Ask them what’s wrong and apply that feedback to your processes. Get them involved, so they feel part of the process and work towards the goal instead of against it.

Lastly, talk to your team leaders and ask them to practice accountability. That means owning up to their mistakes and taking responsibility for the team’s actions. If something didn’t get done, they should show the team what they can do differently next time to make sure it gets done.

How to improve employee collaboration

1. Let your employees know what you expect from them

2. Create a safe environment that encourages open and honest communication

3. Use an employee engagement app to transform the workplace experience

4. Have regular team-building activities to solidify relationships

5. Reward team collaboration as you do individual success

Employees collaborate differently depending on their working model, so consider your goals, company size and workers’ needs before implementing these steps.

Here are five ways to create a collaborative environment and improve employee collaboration in the workplace:

1. Let your employees know what you expect from them

“High expectations are the key to everything.” — Sam Walton.

You can’t expect your frontline employees to collaborate if they don’t know you want them to.

What performance level do you want from each person? Communicate it.

Set clear boundaries between each employee’s individual role and what they’re expected to do with their workmates.

Do you want your employees to help one another instead of showing an “it’s not my job” attitude?

Well, communicate it.

Tell your workers to always ask for help needed and be open to constructive feedback without being defensive.

Set your expectation for collaboration from the get-go. Add it to your onboarding process so potential hires know you prioritize teamwork.

Also, let your employees share their opinions about working collaboratively — positive or negative. You can support the positive thoughts and address any concerns openly. That way, you’ll create a judgment-free environment when dealing with issues.

Here are some tips to help you clearly state your expectations when talking with workers:

• Meet your frontline employees face-to-face to communicate with them as often as you can.
• Break down what you want them to do in clear, small tasks and make sure they’re listening.
• Share your expectations via a knowledge base accessible to both desk-based and deskless workers.

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2. Create a safe environment that encourages open and honest communication

The more your employees feel safe to speak out, the more ideas they share and the more productive they become.

Let your workers speak openly — even about political and social issues.

Political and social topics have intense power over people. PwC shares that 65% of employees discuss social and political issues at work. And the benefits of these discussions outweigh the cons:

Encouraging sensitive conversations in the workplace isn’t easy. Just make sure they happen in a safe, no-judgment environment.

Practice active listening. Ask questions to show your employees you understand their opinions or ideas.

Say something like, “What I heard you say is… Is that correct?” That shows you want to understand their point of view. It also enables them to clarify if you misunderstood what they said.

Doing that creates a work environment where your employees feel it’s okay to speak up. And that promotes empathy and openness.

The safer the space for communication, the more collaborative your workers become.

3. Use an employee mobile app to transform the workplace experience

Millennials are a huge part of the workforce now, and their smartphones have come with them. So let employees use the devices already part of their daily lives to make work and collaboration better.

Invest in an all-in-one mobile-first app to encourage communication on all levels and foster an environment of teamwork and engagement. You can even use the app to streamline projects or launch surveys and polls.

The platform you choose will depend on whether you are managing desk-based employees in the office or frontline and remote workers (most of today’s employee apps such as Slack, are designed for desk-bound office workers).

Frontline employees need an app that will go beyond providing traditional top-down communications and will empower staff to have engaging interactions with any member of the company, regardless of where they are working from.

Blink is a mobile employee app which enables frontline workers to connect and collaborate when they’re on the move by combining workplace messaging with access to all the information they need in one place. This opens up two-way conversations, empowers everyone to share feedback, and means company-wide announcements are never missed.

Analyze the results periodically after implementing the collaboration tool of your choice.

How many employees use the tool? What do they engage with most? When do they log in? Do they participate in your published polls or lose it in a cluttered feed?

Make changes to improve the system, reduce workplace communication errors, and increase employee collaboration.

Are your employees missing crucial work-related info? Make sure you pin it to the top of the newsfeed or send a push notification to everyone involved in the project.

Also, instead of deploying tools to frontline workers, deploy tools with them. Involve some of your employees as core project members. Use their experiences and insights to design solutions that’ll support them and their workmates.

You’ll have projects that deliver benefits sooner with less risk, and you’ll face less resistance to change.

4. Have regular team-building activities to solidify relationships

Deskless workers have more time constraints than desk-based workers. They often work part-time or night shifts and spend most of their workday away from screens and the office team.

Schedule time for fun team-building activities. You can even just play football or basketball.

These activities help build new relationships and mend the broken ones. It helps if your employees see each other as people, not job titles.

Team-building activities also motivate new hires (especially the millennials) to gel with employees who are older.

To make the team-building activities even more effective, make sure the games are fun and employees learn the skills they need.

You can have a short conversation at the end of each game. That’ll help each team know what it did well and where it showed weakness. It’ll also help the employees understand what they must work on for better collaboration.

Have your employees create goals to work on as individuals and in collaborative teams. They’ll learn communication and problem-solving skills and how to overcome conflict.

5. Reward team collaboration as you do individual success

“You never know when a moment and a few sincere words can have an impact on a life.” — Zig Ziglar.

This quote hits right at the heart of employee recognition. Everyone wants to be recognized and rewarded when they do a great job (even you).

Reward individuals where necessary but don’t forget to acknowledge the team’s success.

It’s not always possible to notice every achievement. But look for opportunities to reward your frontline workers. Send them a thank you message and let them know their efforts and hard work matter.

Did you have a successful project?

Invite your staff to your favorite pizza joint (people like to be fed).

Say hats off to the best-performing employees (bonus points if you take a hat with you).

Recognize individual and group achievements using an employee feed: upload photos and videos of their best work. Share stories of frontline workers to help your employees connect.

Doing this boosts their productivity and creates a positive team culture.

It’ll also instill loyalty that reduces employee turnover. Gallup shares that employees are 56% less likely to seek job opportunities when recognition hits the mark.

Here are some tips to help you show appreciation to your frontline workers:

• Consider arranging a pizza party every month and invite a different group to the stage to acknowledge them.
• Celebrate birthdays and ask everyone to add their compliments to a jar.
• Note what you like about an employee and forward that feedback when you get a chance.
• Choose an employee app with an easy to use colleague recognition feature — It will encourage a culture of appreciation.

Final thoughts: 5 ways to improve collaboration among employees in 2022

Highly successful organizations have a well-oiled, collaborative workforce. But even the best employees need the right tools to work well together.

Find an employee app that’s easy to use for the less tech-savvy workers to promote team collaboration.