7 hard and soft success metrics every internal comms leader should track to improve communication, boost engagement, and prove ROI in a modern workplace.
Jess DeVore
Published:
January 9, 2025
Last updated:
January 22, 2025
What we'll cover
Bad communication isn’t just an inconvenience — it’s a business risk.
In a hybrid, fast-changing workplace, outdated internal comms strategies can lead to disengagement, confusion, and missed opportunities.
It’s time to rethink your approach and measure what truly drives success.
Thanks to evolving internal communications software, comms team leaders increasingly have the tools they need to deliver a modern internal communications plan. They can share important company news, boost workforce resilience, and create a strong company culture.
They can also measure the impact of your internal communication strategies, proving ROI and finding meaningful ways to improve internal comms and achieve your communication goals going forward.
Let’s look at the hard (quantitative) and soft (qualitative) metrics you should be looking at to get a holistic view of your comms performance.
Key metrics for a modern internal communications plan
Hard metrics
Hard metrics are quantitative. They’re objective measures that don’t rely on opinion or perception. This means they’re easy to measure and track — and they provide clear benchmarks for performance.
Here are the key qualitative metrics you should be using to assess the success of your modern internal communication strategies.
#1. Read and response rates
This metric shows you how often employees open and respond to internal communications. You can gather these metrics via the analytics dashboard on your company intranet.
High read and response rates signal that:
Your internal key messages are relevant to their target audience
Your messages contain clear, actionable information
Employees know where to find internal messages on your internal communications channels
Low read and response rates suggest that employees aren’t engaging with your internal messages — and there are several reasons this could be the case.
Perhaps you aren’t personalizing content to employees in different roles, locations, and departments. As a result, employees receive too many irrelevant messages and have decided — out of overwhelm or frustration — to switch off from employee communications.
Message timing (particularly if you have employees who work shifts), complicated communication channels, and a lack of clarity could also be to blame.
{{future-of-internal-comms-2025="/callous"}}
#2. Platform adoption rates
This metric shows you what proportion of employees are using your internal communication platform. High platform adoption rates signal that:
Your communications platform is accessible to all employees
Your platform is user-friendly
Low platform adoption rates indicate that:
Employees are having difficulty accessing your comms platform. This could be because you have a desktop-based intranet that your frontline employees can’t access easily. Or because it’s difficult for employees to remember the login details for multiple internal communication tools.
Employees don’t like using your comms platform. Perhaps your platform isn’t intuitive to use. Or employees aren’t aware of all the useful communication tools it provides. Or it doesn’t offer the levels of engagement and gamification they’re getting from shadow IT solutions.
#3. Employee engagement metrics
You can track employee engagement by looking at a variety of data, including the following:
Survey participation
Attendance at company events
How often employees interact with your intranet
Interactions by target audience, team, and location
Low levels of employee engagement are a cause for concern — especially when engaged employees are more likely to be more productive and stay at their company for longer. So this metric is a useful warning sign that your employee experience — both on and off your internal communication channels — could use some work.
#4. User-generated content (UGC) metrics
UGC is a key part of any modern internal communication plan. It’s also a useful way to judge the effectiveness of your employee comms. With Blink analytics, you can see which employees post most regularly — and identify those who rarely interact with your news feed.
You can also track useful metrics like these:
Number of user-generated posts
Number of likes, shares, and comments on news feed posts
Number of unique contributors
There’s a correlation between high levels of UGC and a thriving workplace culture. So if these metrics are low, consider what you can do to build a strong company culture and foster a sense of togetherness.
{{mobile-stories="/image"}}
Soft metrics
Soft metrics capture the emotional and cultural impact of your employee communications. They uncover the opinions and feelings of your employees, revealing the “why” behind the numbers provided by hard metrics.
You can measure employee sentiment with the help of focus groups and employee surveys. Include employees from across your organization and ask open-ended questions like:
What one thing would improve the internal communication function at [your organization]?
Which communication channels work best for you and why?
What could managers do differently to improve two-way communication with their teams?
You can then analyze answers — ideally with the help of analytics software — assessing whether employee sentiment is largely negative or positive and identifying recurring themes. Consider deploying pulse surveys in addition to long-form annual engagement surveys to benefit from more frequent and real-time responses.
#6. Observations of employee behavior
Another way to gather soft metrics is by observing employee behavior.
Perhaps there’s been an uptick in cross-departmental collaboration and engagement. Or maybe there’s been a shift in tone and participation during meetings. It could be that employees are now more likely to reference company values and organizational strategy in their online and offline contributions.
Tracking these changes — across all business units, teams, and locations — gives you insight into how your employee communications contribute to a strong company culture.
#7. Quality of feedback and suggestions
Any modern internal communication plan should encourage employee feedback. So the quality of that feedback is another soft metric you can track.
Alongside qualitative data — like the number of survey responses and the number of questions completed — you can analyze the depth and constructiveness of the employee feedback you receive.
Assess whether suggestions are feasible and aligned with organizational goals — and whether suggestions are coming from all parts of the organization.
If employee feedback isn’t useful, you could try:
Rewording your survey questions
Reassuring employees of survey anonymity
Ensuring surveys are easy to complete, via each employee’s communication channel of choice (this is especially important for frontline workers!)
Also, be sure to close the feedback loop. Inform employees of your survey findings and proposed actions so they retain faith in the feedback process.
{{mobile-survey="/image"}}
Bridging the gap: Use hard and soft metrics to assess your internal communications strategy.
When tackling your internal communications planning, combine both hard and soft metrics. This gives you a holistic view of what’s happening within your organization.
Use hard data to validate qualitative observations — and use soft data to provide context for your qualitative findings. Then, break down your data by department, role, and location to identify patterns.
Be sure to make use of advanced analytics software, too. It helps you make quick and easy sense of your data. And you can use it to tie metrics to bigger business goals — like employee engagement levels, productivity, employee retention, and business revenue.
Together, hard and soft metrics give you a deeper understanding of comms performance — and help you make targeted and effective improvements to meet your communication goals.
Bad communication isn’t just an inconvenience — it’s a business risk.
In a hybrid, fast-changing workplace, outdated internal comms strategies can lead to disengagement, confusion, and missed opportunities.
It’s time to rethink your approach and measure what truly drives success.
Thanks to evolving internal communications software, comms team leaders increasingly have the tools they need to deliver a modern internal communications plan. They can share important company news, boost workforce resilience, and create a strong company culture.
They can also measure the impact of your internal communication strategies, proving ROI and finding meaningful ways to improve internal comms and achieve your communication goals going forward.
Let’s look at the hard (quantitative) and soft (qualitative) metrics you should be looking at to get a holistic view of your comms performance.
Key metrics for a modern internal communications plan
Hard metrics
Hard metrics are quantitative. They’re objective measures that don’t rely on opinion or perception. This means they’re easy to measure and track — and they provide clear benchmarks for performance.
Here are the key qualitative metrics you should be using to assess the success of your modern internal communication strategies.
#1. Read and response rates
This metric shows you how often employees open and respond to internal communications. You can gather these metrics via the analytics dashboard on your company intranet.
High read and response rates signal that:
Your internal key messages are relevant to their target audience
Your messages contain clear, actionable information
Employees know where to find internal messages on your internal communications channels
Low read and response rates suggest that employees aren’t engaging with your internal messages — and there are several reasons this could be the case.
Perhaps you aren’t personalizing content to employees in different roles, locations, and departments. As a result, employees receive too many irrelevant messages and have decided — out of overwhelm or frustration — to switch off from employee communications.
Message timing (particularly if you have employees who work shifts), complicated communication channels, and a lack of clarity could also be to blame.
{{future-of-internal-comms-2025="/callous"}}
#2. Platform adoption rates
This metric shows you what proportion of employees are using your internal communication platform. High platform adoption rates signal that:
Your communications platform is accessible to all employees
Your platform is user-friendly
Low platform adoption rates indicate that:
Employees are having difficulty accessing your comms platform. This could be because you have a desktop-based intranet that your frontline employees can’t access easily. Or because it’s difficult for employees to remember the login details for multiple internal communication tools.
Employees don’t like using your comms platform. Perhaps your platform isn’t intuitive to use. Or employees aren’t aware of all the useful communication tools it provides. Or it doesn’t offer the levels of engagement and gamification they’re getting from shadow IT solutions.
#3. Employee engagement metrics
You can track employee engagement by looking at a variety of data, including the following:
Survey participation
Attendance at company events
How often employees interact with your intranet
Interactions by target audience, team, and location
Low levels of employee engagement are a cause for concern — especially when engaged employees are more likely to be more productive and stay at their company for longer. So this metric is a useful warning sign that your employee experience — both on and off your internal communication channels — could use some work.
#4. User-generated content (UGC) metrics
UGC is a key part of any modern internal communication plan. It’s also a useful way to judge the effectiveness of your employee comms. With Blink analytics, you can see which employees post most regularly — and identify those who rarely interact with your news feed.
You can also track useful metrics like these:
Number of user-generated posts
Number of likes, shares, and comments on news feed posts
Number of unique contributors
There’s a correlation between high levels of UGC and a thriving workplace culture. So if these metrics are low, consider what you can do to build a strong company culture and foster a sense of togetherness.
{{mobile-stories="/image"}}
Soft metrics
Soft metrics capture the emotional and cultural impact of your employee communications. They uncover the opinions and feelings of your employees, revealing the “why” behind the numbers provided by hard metrics.
You can measure employee sentiment with the help of focus groups and employee surveys. Include employees from across your organization and ask open-ended questions like:
What one thing would improve the internal communication function at [your organization]?
Which communication channels work best for you and why?
What could managers do differently to improve two-way communication with their teams?
You can then analyze answers — ideally with the help of analytics software — assessing whether employee sentiment is largely negative or positive and identifying recurring themes. Consider deploying pulse surveys in addition to long-form annual engagement surveys to benefit from more frequent and real-time responses.
#6. Observations of employee behavior
Another way to gather soft metrics is by observing employee behavior.
Perhaps there’s been an uptick in cross-departmental collaboration and engagement. Or maybe there’s been a shift in tone and participation during meetings. It could be that employees are now more likely to reference company values and organizational strategy in their online and offline contributions.
Tracking these changes — across all business units, teams, and locations — gives you insight into how your employee communications contribute to a strong company culture.
#7. Quality of feedback and suggestions
Any modern internal communication plan should encourage employee feedback. So the quality of that feedback is another soft metric you can track.
Alongside qualitative data — like the number of survey responses and the number of questions completed — you can analyze the depth and constructiveness of the employee feedback you receive.
Assess whether suggestions are feasible and aligned with organizational goals — and whether suggestions are coming from all parts of the organization.
If employee feedback isn’t useful, you could try:
Rewording your survey questions
Reassuring employees of survey anonymity
Ensuring surveys are easy to complete, via each employee’s communication channel of choice (this is especially important for frontline workers!)
Also, be sure to close the feedback loop. Inform employees of your survey findings and proposed actions so they retain faith in the feedback process.
{{mobile-survey="/image"}}
Bridging the gap: Use hard and soft metrics to assess your internal communications strategy.
When tackling your internal communications planning, combine both hard and soft metrics. This gives you a holistic view of what’s happening within your organization.
Use hard data to validate qualitative observations — and use soft data to provide context for your qualitative findings. Then, break down your data by department, role, and location to identify patterns.
Be sure to make use of advanced analytics software, too. It helps you make quick and easy sense of your data. And you can use it to tie metrics to bigger business goals — like employee engagement levels, productivity, employee retention, and business revenue.
Together, hard and soft metrics give you a deeper understanding of comms performance — and help you make targeted and effective improvements to meet your communication goals.
Meet Isobel Sanders (fondly known in the office as Izzy), our business intelligence lead in the London office. After being a frontline employee in previous roles, such as retail and hospitality, Isobel was extremely interested in the work that Blink was doing and knew she wanted to be along for the ride!
Izzy has been with Blink for a year and a half where she helped launch Advanced Employee Intelligence, and has also worked on internal business analysis across various topics across the business. This includes marketing analytics, creating a customer health score, sales pipeline coverage, implementation tracking, and more.
“Blink is a collaborative, challenging and fun work environment, where there is not just one direction to go in, but many different ones” says Izzy.
We sat down and asked her some burning questions about what it's like working at Blink, what she's proud of, and things she's looking forward to most during her time at Blink.
So…over to the interview…
What's a project you are proud of from your time at Blink?
One project that stands out during my time at Blink is the development of customer-facing analytics. I helped create a dashboard that is seamlessly integrated into Blink's platform. What started as an internal tool quickly evolved into a product in its own right, showcasing how our work directly enhances the company's value proposition. I am excited to transform the frontline worker experience, an area that's often ignored.
Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
Recently, I helped Blink launch an initiative called Advanced Employee Intelligence. Advanced Employee Intelligence allows us to influence all levels of the business, whether it's helping the internal comms team optimize the feed experience, connecting employees with their colleagues through channels or allowing employees to easily find what they need through hub analytics. We can also go above and beyond Blink usage and provide AI driven sentiment insights and turnover statistics, while retaining anonymity to create a culture of trust.This initiative promises to leverage data in unprecedented ways, offering insights that not only benefit our customers but also enhance their overall organizational effectiveness.
What are you excited about for the future of Blink?
Looking ahead, I'm enthusiastic about Blink's potential to revolutionize the frontline worker experience. By harnessing data insights, I aim to reduce turnover and foster a sense of belonging among employees, making an impact on workplace dynamics.
Why Blink?
Blink is not just the product itself, but the endless possibilities it presents. As a data person, I enjoy having access to a wide-ranging product. Blink doesn't offer a single path; instead, it encourages exploration and innovation across multiple fronts.
Working at Blink is about being part of a transformative journey. Every day, I strive to redefine how technology can enrich the lives of frontline workers, making work not only efficient but also meaningful.
You can join Isobel at Blink, where data meets purpose, and together, we shape the future of the frontline. Search for opportunities on our careers page: https://www.joinblink.com/careers
The intranet we think of when we hear the word “intranet” has a bad reputation. For too long, intranets have been static, disorganized, and irrelevant. Clunky design, poor navigation, and buried links have long frustrated employees, turning these platforms into digital wastelands that are more of a hindrance than a help.
But modern intranets are changing the game. Today’s employee experience platforms are dynamic, user-friendly hubs that streamline internal comms, fuel collaboration, and boost engagement. They stand out in three key ways:
Mobile first: Always accessible from a smartphone, no matter where or how your employees work (with an equally great desktop experience)
Insta-grade: As seamlessly intuitive and visually engaging as the social apps (like Instagramnand TikTok) that we use every day in our personal lives
Real-time insights: Built-in analytics, like engagement and sentiment, that empower leaders to optimize employee adoption and productivity
Ready to leave outdated intranets behind? Let’s explore seven steps to designing an intranet experience your employees will love.
How do you modernize your employee intranet?
Follow these seven steps to upgrade your company intranet as quickly and smoothly as possible.
Step 1: Take stock of what’s working (and what’s not)
The first step to improving your employee intranet is auditing the system you’re currently working with. Identify elements that you’d like to keep, as well as those that make sense to get rid of.
Intranet areas to audit include:
Content quality: Assess your intranet content based on its quality, usefulness, and the level of engagement it receives from employees. This helps you determine which content should be kept or deleted. It may also give insight into the content formats you want to prioritize on your refreshed platform.
Usability: To assess the usability of your employee intranet, you can create and trial a series of scenarios. Base these scenarios around tasks your employees typically try to complete on the intranet — like creating a user account on a business tool, enrolling in annual benefits, or referring someone for a job opening. You can also look at help desk requests and search logs to find out what employees are struggling with.
Mobile access: Don’t forget to audit your intranet across all devices. Ask yourself how user-friendly the mobile version of your intranet is. Assess how easy it is to log in via mobile and whether you can access the same features and functionality across both mobile and desktop.
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Step 2: Find out what your team really needs
An audit gives insight into how your current intranet is working. Next, it’s time to dig deeper.
Seek feedback from employees across the whole of your organization. Include employees from different departments and levels of the company for a holistic view — and be sure to include frontline workers, who are often left behind when it comes to workplace tech.
Using employee surveys and focus groups, ask employees which elements of the current intranet they find useful. Find out where they experience friction. Also, get their opinion on the new intranet features and functionalities they’d like to see.
With a clear idea of user needs, you can build a comprehensive picture of what your modern employee intranet should look like. You can also establish the goals you want your intranet to achieve.
For example, you may want a news feed function to improve internal communication. Or a recognition feature to boost employee engagement. Maybe you want to find new ways to involve your frontline employees in company comms. Or need easy integration with the workplace software you already use.
{{future-of-internal-comms-2025="/callouts"}}
Whatever your platform needs and goals, get them down on paper before attempting the following step.
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Step 3: Choose mobile-first technology that works for everyone
Look at your list of intranet must-haves. It may be that your current platform can be updated or adapted to meet those needs.
Bear in mind that — at a minimum — a modern intranet platform is mobile-friendly and scalable. It integrates with existing systems, providing a seamless digital employee experience. To meet all of these needs, it also tends to be a cloud-based system, with collaboration tools and advanced search functionality.
A modern employee intranet should also provide all the tools you need for effective employee communications. It supports employee engagement and the digital employee experience — and it will make the work of your communications and HR teams much easier.
If your current platform isn’t measuring up, it’s time to look for alternative intranet software. Start by browsing the top intranet software providers. Look at software reviews. Create an intranet shortlist and sign up for platform demonstrations.
Step 4: Put the user experience (UX) front and center
Having chosen the intranet technology best suited to your organization, it’s time to ensure it provides the best possible user experience.
Good intranet UX is critical for employee adoption, engagement, and productivity. Best practices in UX design include:
Easy-to-find content: Users should be able to complete common tasks and find resources in just a few clicks. To aid this process, categorize and present resources logically and with clear, descriptive labels.
A user-friendly search bar: The intranet search bar should be instantly visible — and when an employee uses the search bar, it should lead to relevant resources.
Customization options: Employees are more likely to engage with your intranet if it feels relevant to them and their roles. So put employees into segmented groups to ensure they get a tailored intranet experience.
Finally, keep in mind that your intranet should be visually appealing and intuitive to use, no matter which device an employee accesses it from.
Step 5: Create an Instagram-grade experience for every employee
Personalized experiences make your intranet more engaging for employees. So when updating your intranet, aim to give users control over their dashboard layout. Use role-based permissions to prevent employees from becoming overwhelmed by content they don’t need.
Also, segment employees based on their role, team, tenure, and where they work. That way, they only receive relevant employee communications. On Blink, platform admins can even create customized employee journeys so the right content is automatically served to employees at the right time.
We also provide a personalized company news feed. Using the “jump back in” feature, employees can head straight for content that is likely to be of interest, based on the content they engage with most.
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Step 6: Roll it out gradually — and with ample training
Even with the best UX, employees will need a little time to get used to a new intranet platform. So to ensure a successful launch — and high levels of adoption and usage — it serves to take this step slowly.
You might want to launch a pilot program, where you make your new intranet available to a select group of employees. These workers can test your platform and provide feedback.
Based on this feedback, you can identify and rectify issues before rolling out the platform to the rest of your workforce. Pilot-phase employees can also act as intranet ambassadors, encouraging their coworkers to give the platform a try.
Another approach is the phased rollout. You start by launching a pared-down version of the employee intranet platform. Employees learn how to use fundamental features first. You can then follow up by releasing new features — providing additional training as you go.
This prevents your IT team from being swamped with support and training requests. It also ensures a positive intranet experience from day one, which improves your chances of high user adoption and employee engagement.
Step 7: Keep improving with real-time insights
To ensure your modernized employee intranet is meeting the goals you’ve set, you need to measure its performance. Identify key performance indicators, including:
Adoption rates
Engagement levels
Number of active users
Message response rates
Also, collect user feedback. Find out what employees think of the new platform. Ask them if there are any points of friction and what improvements they’d like to see.
You can then use your data to make ongoing and targeted improvements. That may mean refining the platform, reorganizing content, providing additional training, or better marketing the benefits of your modernized intranet solution.
Modernize your intranet for today — and prepare for tomorrow
A modern employee intranet has the potential to transform your organization.
As the digital landscape evolves, so will the needs of your employees, and with the right platform, your intranet can adapt to meet those changes seamlessly. But having the right partner is just as crucial. A true partner will work alongside you — from planning and launch to long-term growth — ensuring your intranet not only fits your organization’s needs today but evolves with it for the future.
With the right platform, your intranet can be more than just a repository — it can become a powerful tool for engagement, productivity, and connection.
Future-proof your organization by creating an intranet that connects, empowers and inspires your entire workforce now and for the years ahead.
Amelia has spent the last two years bringing energy, creativity, and a spark of marketing magic to Blink’s Boston office. As a Senior Marketing Associate, she’s helped shape our presence at events across the US, from high-profile conferences to intimate dinners — and even found time to turn our beloved mascot, Blinkie, into plush toys and Legos.
We sat down with Amelia to talk about what brought her to Blink, the milestones she’s proud of, and what makes the culture in Boston so special.
1. What is your role at Blink?
I am the Senior Marketing Associate at Blink and am based out of the Boston office. I have been here a little over two years.
2. What initially attracted you to join Blink?
I’ve always been drawn to the fast-paced, creative energy of tech startups, and when my former colleague Courtney Hayes joined Blink, she couldn’t stop talking about the mission, the buzz around the product, and how great the team was. That instantly piqued my interest.
At the time, I was still early in my career and looking for a place where I could grow — and Blink offered that in a really exciting way. It felt like a no-brainer. Once I learned more about the technology and how it was solving real problems for frontline teams, I knew I wanted to be part of it.
3. What's a project you are proud of during your time at Blink?
Because I run our events in the US, no two days ever look the same. Every event — whether it’s a major conference, a global webinar, or an intimate dinner — comes with its own unique set of challenges and rewards, so it’s hard to pick just one project. But I’m incredibly proud of how we’ve grown our event presence over the last couple of years. People now expect to see Blink at major industry shows, and they expect us to bring a level of excitement and creativity — and we’ve been delivering on that. From how we look to the quality of conversations we’re having, it’s been a huge leap forward.
On another note, I also somehow became a toy manufacturer on the side! Over the past year, I’ve worked with third-party partners to bring our mascot Blinkie to life as both plush toys and Legos. It’s been a long but fun process, from design to production, and now that they’re in our hands, it’s incredibly rewarding. They’re playful and memorable, and they bring so much joy to our customers, prospects, and the whole Blink team.
4. How would you describe the company culture at Blink in three words?
Supportive, upbeat, and collaborative.
The Boston office has such a special vibe. Everyone genuinely supports one another, no matter their title or role. We help each other grow, hold one another to high standards, and always find ways to bring energy and fun into the day. That kind of culture makes it easy to stay motivated and feel confident in the work you’re doing.
5. What's one thing you're excited about for the future of Blink?
Definitely our global growth. It’s exciting to see new customers coming on board — whether they’re small teams or massive enterprises. Even in just the few years we’ve been in the US market, we’ve seen incredible momentum. Every new logo is a reminder that there’s a real need for what we’re building.
I’m especially excited to see where we go in industries like EMS and retail. We’ve already made an impact, and I think there’s still so much opportunity. Some of the brands we’ve signed recently weren’t even on my radar when I first joined — and now they’re some of our biggest wins. It makes the next few years feel full of possibility.
6. Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
I’m really excited about the new voice and video feature we launched. I’m someone who sends voice notes all the time and prefers face-to-face conversations, so this update felt like it was made for people like me. It’s not just convenient, it adds a whole new dimension to how people communicate on Blink. Sometimes a message just doesn’t capture tone or emotion the right way, and this makes interactions feel more human and real. I think it’s going to be a game-changer for our customers.
7. Why do you work for Blink?
The product, the mission, and the people. Blink is solving a real need connecting frontline workers who have been left out of digital transformation. That in itself is meaningful work. But what makes it special is the people behind it. Everyone here is passionate about the mission and genuinely wants to make a difference.
There was actually a moment early on in my first year, during an all-hands meeting. Sean gave a really inspiring update about our progress, and I remember looking around the Boston office and seeing how proud people were. That was when it really hit me that I was part of something important.
Most communication tools were built for someone sitting at a desk with a company laptop and a company email. That's not deskless work.
Deskless workers (drivers, nurses, retail associates, warehouse operatives, care workers, construction crews) need something different. Mobile-first, fast, intuitive enough to onboard without a training manual, and built to work even when connectivity isn't perfect. This guide ranks the 9 best team communication tools for deskless teams in 2026, with honest notes on what each does well, where it falls short, and who it's right for.
The short answer
The top three for most deskless teams in 2026:
Blink. — mobile-first employee app built specifically for frontline and deskless workers. 90%+ adoption across customers. Best for organizations where the frontline is the priority, not an afterthought.
Connecteam — strong all-in-one for SMB workforce management. Good if scheduling and task management matter as much as communication.
Staffbase — enterprise-grade with multilingual reach and digital signage. Right for large global frontline workforces in manufacturing and logistics.
Microsoft Teams, Beekeeper (now part of LumApps), Pebb, Yourco, HubEngage, and Simpplr round out the list with specific strengths. The right pick depends on workforce size, connectivity, and whether you need communication-first or workforce-management-first.
Quick comparison
Tool
Best for
Starting price
Free tier
Blink.
Mobile-first frontline workforces in retail, healthcare, logistics, hospitality
$3.75/user/month (Core annual)
Free trial
Connecteam
SMB workforce management with comms attached
Free for up to 10 users, paid from ~$29/mo
Yes
Staffbase
Large enterprise global frontline with multilingual reach
Custom
No
Microsoft Teams Frontline
Microsoft 365 environments
$2.25 (F1) or $8.00 (F3) /user/month
Trial only
Pebb
Budget-conscious SMBs
Free up to 1,000 users, premium from $4/user/month
Yes
Yourco
Workforces without smartphones (SMS-first)
Custom
No
HubEngage
Multi-channel reach across app, SMS, email, WhatsApp, signage
Custom
No
Beekeeper (LumApps Group)
Existing customers, hospitality and manufacturing
Custom, third parties cite $5 to $15/user/month
Limited free plan
Simpplr
AI-powered intranet with frontline reach
Custom
No
What is a deskless team communication tool?
A deskless team communication tool is a mobile-first software platform designed to connect, inform, and engage workers who don't sit at a desk. That includes frontline employees in retail, healthcare, logistics, manufacturing, hospitality, transport, and construction.
Unlike a traditional intranet or office chat tool, deskless tools are built for:
Smartphone use without a corporate email address or company-issued device
Low-bandwidth and offline environments
High-turnover workforces that need fast, frictionless onboarding
Shift-based, distributed, and physically mobile teams
SharePoint wasn't built for the frontline. Neither was Slack. Neither was email.
A 2023 Microsoft Work Trend Index found that 60% of frontline workers feel they aren't heard by leadership (Microsoft Work Trend Index, 2023). Multiple frontline studies consistently show that the majority of deskless workers don't have a regular work computer or company email. The communication gap isn't a culture problem. It's a tooling problem.
The good news: in 2026 there are real options purpose-built for the job.
The 9 best team communication tools for deskless teams
1. Blink.
Best for: Organizations where frontline workers are core, not peripheral. Strong fit in retail, healthcare, transport, logistics, and hospitality.
Blink. is a mobile-first employee experience platform built specifically for deskless and frontline workforces. It brings internal communications, a searchable knowledge hub, chat, digital forms, recognition, and analytics into a single app on a worker's personal phone, with no corporate email required.
Key features:
Real-time chat with voice notes, read receipts, and rich media
Personalized news feed by role, location, and team
Unified Hub for policies, SOPs, training, and forms (searchable)
Recognition, surveys, and short-form video
Integrations with Microsoft 365, Salesforce, and major scheduling and HR systems (Blink. integrations)
Offline access for low-connectivity environments
AI assistant on Pro tier for content drafting and translation
Pricing: $3.75/user/month on Core annual, $5.00/user/month on Pro, Enterprise custom. Free trial across all tiers. (Blink. pricing)
Adoption: Blink. customers consistently hit 90%+ workforce adoption. JD Sports reached 87% in 10 days. easyJet runs Blink. across 20,000+ employees. McDonald's, the NHS, Domino's, Stagecoach, and Chick-fil-A are on the platform (Blink. customer stories).
Why it's different: Most platforms bolt frontline features onto office software. Blink. was built the other way around: starting from the frontline experience and building outward.
Best for: Small to mid-sized businesses in retail, hospitality, field services, and construction where scheduling and task management matter as much as communication.
Connecteam is an all-in-one employee management app that combines scheduling, time tracking, task management, forms, HR, and internal communication in one platform.
Key features:
Team chat and direct messaging
Shift scheduling with automated notifications
Job dispatch and GPS tracking
Digital checklists and forms
Company news feed and announcements
Pricing: Free for up to 10 users. Paid plans start around $29/month for the Small Business plan (covers up to 30 users), with per-user pricing above that (Connecteam pricing).
Heads up: Connecteam is strong on workforce management but lighter on internal communications depth compared to platforms built around communication first. For a head-to-head, see Connecteam alternatives.
3. Staffbase
Best for: Large enterprises managing global frontline workforces in manufacturing, healthcare, and logistics.
Staffbase is an enterprise employee communications platform with strong frontline capabilities. Known for branded employee apps, multilingual reach, and integrations with the broader Microsoft and Workday stacks.
Key features:
Fully branded employee app
Multi-channel reach (app, email, digital signage, SMS)
Automated translation across 100+ languages
Offline content access
Emergency alerts and voice messaging
Pricing: Custom enterprise pricing.
For alternatives that compete on price or specific verticals, see Staffbase alternatives.
4. Microsoft Teams (Frontline Worker tier)
Best for: Organizations already deeply on Microsoft 365 where IT prefers to extend the existing stack rather than add another platform.
Microsoft Teams has evolved to serve frontline workers through its dedicated Frontline Worker license tier, adding Shifts (schedule management), Walkie Talkie (push-to-talk), and task management built for field work (Microsoft Teams for Frontline Workers).
Key features:
Shifts for schedule management
Walkie Talkie push-to-talk
Task assignment and tracking
Native Microsoft 365 integration
Enterprise compliance and security controls
Pricing: F1 at $2.25/user/month (read-only Office, limited mailbox), F3 at $8.00/user/month (full features). Both rising July 2026 (Microsoft 365 frontline pricing).
Heads up: Teams was designed for desk-based knowledge workers, and frontline adoption tends to lag behind office adoption. F1's read-only Office and limited mailbox often force upgrades to F3, changing the cost picture. The most common play is to run Teams for HQ and a purpose-built tool for the frontline. For the full breakdown, see our Blink. vs Microsoft Teams comparison and Microsoft Teams alternatives.
5. Pebb
Best for: Budget-conscious SMBs with frontline teams who want a free starting point.
Pebb is a mobile-first communication platform with one of the most accessible free tiers in the category. Familiar social interface designed to reduce onboarding friction.
Key features:
Company news feed with polls and recognition
Unlimited message history
Offline access
Group chat and direct messaging
Peer recognition tools
Pricing: Free for up to 1,000 users. Premium plans from $4/user/month (Pebb pricing).
6. Yourco
Best for: Organizations with workers who lack smartphones or reliable mobile data. Common in logistics, construction, and agriculture.
Yourco takes an SMS-first approach. Rather than requiring a smartphone app, it delivers messages via text, reaching workers on any phone with no download.
Key features:
SMS-native communications (no app required)
High open rates typical of SMS channels
Works on basic phones
Automated message scheduling and reminders
Pricing: Custom.
7. HubEngage
Best for: Organizations that need to reach workers across multiple channels simultaneously (mobile app, SMS, email, WhatsApp, digital signage).
HubEngage combines communication, engagement, and analytics in one platform with multi-channel reach.
Key features:
Multi-channel messaging (app, email, SMS, WhatsApp, digital signage)
Recognition, rewards, and gamification
Pulse surveys and analytics
Content targeting by team, location, and role
Pricing: Custom.
8. Beekeeper (now part of LumApps)
Best for: Existing Beekeeper customers, and operators in hospitality and manufacturing who want shift management and inline translation in the same app as communications. New buyers should weigh integration risk carefully.
Beekeeper was acquired by LumApps in July 2025 in a deal valuing the combined company at more than $1 billion, backed by Bridgepoint (LumApps press release). The combined "AI Employee Hub" is on a 12 to 24 month integration roadmap. LumApps has confirmed no short-term sunset plans for either platform.
Key features:
Team messaging and broadcast announcements
Native shift management
Digital workflows and checklists
HR system integrations
Inline translation across 150+ languages
Pricing: Custom. Third-party trackers cite a range of roughly $5 to $15 per user per month (Capterra).
Heads up: Buyers signing new contracts in 2026 should understand they're buying into a multi-year platform integration. For an objective comparison and the right questions to ask, see Beekeeper vs Blink. and Beekeeper alternatives.
9. Simpplr
Best for: Mid-to-large organizations that want a modern intranet with frontline reach and strong AI-assisted content delivery.
Simpplr is an AI-powered employee intranet that's increasingly targeting frontline and hybrid workforces.
How to choose a team communication tool for deskless teams
Not every tool on this list is right for every team. Start here.
Four questions to shortlist
Do your workers have smartphones? If not, go SMS-first (Yourco). If yes, go app-first.
What's your workforce size? Blink. works across both SMB and enterprise. Under 100 workers, also consider Connecteam or Pebb if low cost is the lead constraint. Over 1,000 workers, the realistic shortlist is Blink., Staffbase, or Simpplr.
Are you already on Microsoft 365? Test Teams Frontline before adding another platform if your IT team is heavily Microsoft-aligned. Then evaluate whether it actually drives adoption on the frontline.
Is your priority communication, or workforce management? Communication-first: Blink., Staffbase. Workforce-management-first: Connecteam, Beekeeper.
Non-negotiables for any deskless team
Works on personal smartphones without a corporate device
Doesn't require a company email to sign in
Intuitive enough to onboard in minutes, not days
Works in low-connectivity environments
Adoption above 80% should be the bar, not the aspiration
Getting the right tool is half the job. The rollout determines whether your frontline actually uses it.
Four steps that work
Run focus groups first. Ask frontline workers what's broken today before selecting a tool. Their answers will surprise you.
Create a platform playbook. Define how the tool is used (channels, posting permissions, tone, governance) before launch.
Build a launch campaign, not a training deck. App ambassadors, incentives, and clear value messaging outperform mandatory PowerPoints.
Integrate before you launch. Connect the tool to scheduling, HR, and payroll systems upfront. Don't retrofit later.
Real results from deskless teams using Blink.
JD Sports and McDonald's use Blink. for mobile-first shop-floor communication, replacing physical shift huddles.
Children's of Alabama uses Blink. to share campaigns including flu shot drives and benefits enrollment, and to keep staff connected across departments.
Go North West (UK bus operator) reached 95% of employees with essential communications and a 26% reduction in employee turnover after switching to Blink. (Blink. customer stories).
Transform deskless team communication with Blink.
Blink. was built from the frontline up. A single app that connects every worker, whether they're on the shop floor, behind the wheel, or at the bedside, to their team, their schedule, and their company.
As year two of the COVID-19 pandemic comes to an end, many consumers and businesses wonder what the new normal will bring.
Are social distancing policies and mask mandates here to stay? Nobody can say for sure, but there’s no going back completely to a pre-pandemic world.
Frontline workers will bear the brunt of constant policy changes as we work towards a new way of working and living. Healthcare workers who faced unprecedented workplace risks are now battling symptoms of post-traumatic stress syndrome such as chronic anxiety, reduced social lives, flashbacks, and nightmares.
That’s why businesses must prioritize employee mental health and wellness, particularly on the frontlines, to protect their employees and make it possible for them to keep doing the work they love.
The costs of ignoring frontline worker wellness
You can’t afford to ignore employee mental health, especially on the frontline.
Matt Peterson, a nurse in the Sanford Health pulmonary unit recalls, “[I]t would be a struggle to fall asleep at times. I would be very wired… and that doesn’t really go down when you get home; it takes several hours.”
As employees struggle with burnout symptoms, job performance, engagement, and morale begin to plummet and many employees choose to leave.
Losing employees takes a toll on your business. Every time you need to replace a frontline employee, you spend money on recruiting, onboarding, and training. And your workplace environment can suffer from lost productivity, engagement, and more customer service errors that happen when you hire someone new.
Instead, you can avoid this cycle by taking care of your existing employees and prioritizing their mental health at work.
Benefits of investing in employee mental health
Investing in employee mental health on the frontline creates a positive impact for your team, your customers, and your business as a whole.
Rikke Bräuner is the Nordic diversity and inclusion lead for EY, and believes:
“Mental well-being transmits positively across an organization — just as it can have a negative impact if an individual on a team does not thrive. That is why it is so important for us to focus on mental health and how we find purpose and balance in our working life — both in our organizational culture and leadership philosophy.”
Specifically, the benefits of prioritizing mental health include:
Higher attendance rates
Better work quality
Improved productivity
Increased employee retention
Better customer experience
When you take care of your frontline workers, you empower them to take better care of your customers.
7 ways to improve frontline employee mental health
Now that you know the benefits of investing in mental health on the frontline, here are seven steps you can take to create a work environment that empowers your team to perform their best and find a purpose they can connect to at work.
1. Invest in employee well-being
One of the best ways to improve employee mental health at work is by providing tools that promote well-being, self-care, and stress management.
Wellbeing is a state of positive physical and emotional health where your employees feel a sense of purpose and can manage their stress in productive ways.
You can support your frontline employees by offering benefits such as access to mental health services, gym subscriptions, and meditation apps. Investing in mental health resources promotes better work-life balance and improves employee engagement while at work.
2. Consistently collect feedback
Having a sense of connection and purpose is vital to employee mental health and engagement at work. But frontline workers often feel disconnected and excluded from the company.
“The company shows no compassion. We are just another body. That’s it.”
She loves her work and caring for patients, but her disconnection from the organization is demoralizing.
Make sure your frontline workers feel a sense of teamwork from headquarters by leveraging mobile solutions for internal communications and recognizing the work they do.
3. Provide mental health training to managers
When managers receive training on mental health in the workplace, their employees are more likely to use the mental health resources that the company provides. Without managerial involvement, employees may worry that using mental health resources will hurt their growth potential at work.
It’s not enough for human resources to stay up to date on the latest mental health research. You need to educate and empower frontline managers.
Think of them as your internal frontline workforce.
Try creating a mental health training course that teaches managers to identify red flags and discuss mental health support options with their team.
4. Identify your business’s mental health risks
Don’t just implement a blanket mental health initiative and call it a day. Get practical and focus on the most significant wellness risks in your business.
For example, does your business require long hours or night shifts? Is the work physically taxing? Are employees putting their health at risk by going to work?
Find out the primary mental well-being issues facing your frontline workers and address them head-on. You can use these red flags to help you identify which mental health programs have the most benefits for your employees. If your business requires night shifts, you can provide resources about adjusting to them by managing sleep patterns, diet, and social life.
5. Normalize conversations about mental health
Frontline businesses have a long-standing tradition of sweeping mental health issues under the rug. Jennifer Feist, a health care worker advocate, told the California Health Care Foundation,
“It is a well-established premise in health care that you do not seek mental health care, you just don’t.”
You can’t address an employee’s mental health concerns if you don’t know about them. And changing the stigma around mental health conversations must come from the top.
See if you have leaders who are willing to discuss their personal experiences or bring in guest speakers.
Most importantly, continue to prove to your frontline workers that you’re eager to listen, and talking about their mental health challenges won’t put their careers at risk.
6. Scan for signs of low morale
Don’t wait for employee mental health to reach a critical state before you tackle it. Be proactive and look for signs of low morale and poor mental health conditions on the frontline.
Patterns such as an increase in absenteeism, higher turnover, and staff complaints all mean there could be low morale at work. And when productive employees start to slip in their performance or withdraw from team members, that means they could be struggling with mental health problems.
Wherever you see signs of mental health-related issues, check in with your employees to find out what’s going on in their lives and see how you can improve their work experience. It’s better to find out early and take action than to discover problems after someone has quit.
7. Ensure safety in the workplace
Unsafe work environments are another risk factor when it comes to employee mental health. Employees are constantly worried about workplace accidents or exposure to illness or harmful chemicals. They’re also more likely to experience low morale and even symptoms of anxiety.
Rebecca, a nurse from Albuquerque, recalls watching hospital management lock up N95 masks. She told NBC, "It's really demoralizing to see someone lock them up in front of you knowing that you might need one of those," she said. "The whole scene was very symbolic of how all this was going to go down.”
Instead of expecting frontline workers to risk illness or injury at work, show them you value their well-being by establishing safety procedures for employee mental and physical health.
Final thoughts: 7 ways to improve employee mental health on the frontline
Changes like these take time. You can’t revamp company culture overnight, but you can start right now.
There are many elements of the new normal you can’t control. But you can choose to make prioritizing employee mental health part of your company’s future. As an employer, you have the opportunity to create a working environment where your employees can thrive because they have a sense of purpose and belonging.
It’s up to you to decide what kind of leader you want to be. If you make it your responsibility to support your frontline workers, you’ll see that investment rewarded in several ways, from the customer experience to your bottom line.
Demand for home health aides is higher than ever. The job outlook for home health and personal care aides is projected to be 25% between 2021 and 2031 — meaning that, as a workforce, home health and personal care is expected to grow an incredible 20 percentage points more versus other industries.
This poses a significant challenge for home health care providers, not just in recruiting enough carers to answer to demand but in retaining these staff members as well.
The Great Resignation, high employee turnover, and decreasing job satisfaction are all impacting home health organizations in line with the wider healthcare industry. Tackling these issues starts with addressing the factors that cause them in the first place.
In this guide, we'll walk you through the numerous different factors that can influence employee retention, before diving into exactly how to increase employee retention in home health care.
If you're an HR or Operations leader in a home health care organization, keep reading to learn how you can successfully retain your valuable employees — and improve patient care and business outcomes in the process.
What causes attrition in healthcare?
Staff turnover is a natural and necessary process in all healthcare organizations. However, when turnover reaches high levels it can have a detrimental effect on the quality of care as well as being costly. And it's high levels that we're seeing.
Further problems arise when employees leave not only the organization but the health workforce itself.
By understanding and addressing employee retention and the factors that drive it, home health and personal care leaders can minimize staff attrition and the associated impact on cost of, and quality of, patient care.
Below, we’ll take a closer look at each of these three dimensions and how they affect retention, before diving into actionable initiatives leading to improving employee retention throughout your home health organization.
What's important to remember is that each of these factors overlaps to create engaging, positive employee experiences and ensure retention. It's not a case of nailing just one of these categories but creating meaningful change in all three.
1. Employment quality
Employment quality is a key factor in retention and includes aspects like pay and benefits, job security, and working conditions. Other elements of employment quality relate to home health workers having direct lines of communication with their employer and being able to swap and fill shifts easily in order to support the work-life balance they seek.
Getting employment quality right is a particular challenge for home health and personal care organizations. For one, home health co-workers are typically more distributed than other healthcare teams. These are employees who leave their homes in the morning to visit patients at their homes and may rarely, or never, even step foot in a shared office or HQ.
And yet, home health organizations cannot deprioritize employee quality conditions — they can't settle for simply paying staff more in order to boost retention, as many have tried to do. As Gartner states:
"Monetary compensation is important for surviving, but deeper relationships, a strong sense of community, and purpose-driven work are essential to thriving."
That leads us to the concepts of work and organizational quality...
2. Work quality
Work quality includes the levels of responsibility, autonomy, and stress experienced in the workplace.
Without going into any more detail than that, it quickly becomes clear how essential work quality is for healthcare workers. Few roles carry such a degree of responsibility and demand as much from employees. The scope for stressful situations is limitless — and to make matters worse, home health aides often feel isolated from the rest of their co-workers and the organization at large, meaning that when they start to feel stressed they have no one to turn to for support.
Work quality also relates to the technology provided to health professionals to help them succeed in their roles. With52% of frontline workers claiming they'd leave their job over tech tools, it’s clear to see the impact that the right workplace technology has on work quality and employee retention.
3. Organizational quality
Organizational quality also impacts employee retention: the culture of the organization and the way that employees are managed and rewarded (or not) all play a key role here. Organizational quality can also refer to levels of organizational innovation, such as improvement programs or digitization initiatives.
Blink research shows that health and care workers overwhelmingly feel unheard and undervalued in their organizations. Unsurprisingly, the same research showed 50% are considering leaving, or have recently left, their jobs.
Simply put, organizations with a positive culture, good management practices, and fair reward systems are more likely to retain their employees. On the other hand, companies with poor organizational quality are far more likely to experience high levels of turnover.
7 ways to increase employee retention in home health care
Turning attrition trends around is a big task. Businesses need to think bigger than compensation and make bigger commitments to the overall employee experience.
All roles in health and personal care must get the status and respect they deserve. But how can you, as business and HR leaders, provide that?
1. Collect and analyze data
Up-to-date workforce data should be at the center of an effective retention strategy, helping you better target your employment, work, and organizational quality improvements. By collecting and analyzing data and identifying trends in your home health workforce, you can identify the starting point for your activities.
Understanding the profile of your workforce will help you to assess the risk points and ensure that retention issues affecting particular groups are addressed. For example, are retention issues organization-wide or specific to certain staff groups, demographics, departments, or teams?
For a home health provider, this will likely include looking at retention rates between carers employed directly by your organization vs agency staff vs workers brought in through other schemes like CDPAP. Carers indirectly employed by your organization might feel less connected to the company mission and vision — failing to meet their organizational quality needs as a result.
Getting to know the drivers of employee turnover, and who they impact in your specific organization, can help you create targeted initiatives to improve retention. If the data shows heavy attrition after 30 or 60 days, you might focus on creating an effective, engaging onboarding program to help new hires hit the ground running.
Making it happen
One way to improve employee retention is through the use of regular Employee Pulse Surveys. By conducting regular pulse surveys, you can ensure that you have a constant understanding of how your employees feel about their work.
This will help you address any potential retention issues before they become a major problem or spiral into quiet quitting. Additionally, pulse surveys can help to improve employee engagement and job satisfaction, which can lead to improved retention rates.
You can also use tools like Blink’s Frontline Intelligence feature to collect and analyze critical employee engagement data and metrics, helping you to understand exactly where your healthcare workforce is feeling unengaged and unsatisfied.
2. Offer relevant training and development opportunities
Healthcare organizations that offer relevant training and professional development are more likely to retain their most valuable employees. It cannot be underestimated how valued and invested in healthcare workers will feel when their skills are being developed and their careers are progressing.
This answers to all of the three factors explored:
Employment quality (as it opens the doors to higher pay)
Work quality (through professional development)
and organizational quality (as it creates a culture of progress and support)
Making it happen
Training and development programs for home health and personal care workers might include formal training programs, such as classroom-based learning or online courses. It might also include more customized opportunities, such as one-on-one mentoring or job shadowing.
What's essential to identify, however, is how these programs will be delivered. Technology will be crucial to bridge the gap between HQ and home health aides.
3. Lighten the load
An increasing number of health and care workers are struggling to balance the demands of their job with other aspects of their life, such as parenting or caring responsibilities. This often leads to stress and burnout; an early indicator of disengagement, and ultimately attrition. In some instances, burnout in healthcare staff has also been linked to medical errors and patient safety incidents.
To improve retention in healthcare, organizations must commit to creating a working environment where employees feel supported by their home health co-workers and managers — even if they rarely see them face-to-face — and are not overburdened with inflexible workloads.
Making it happen
Organizations can take a number of steps to lighten a home health worker's cognitive load:
Providing more resources to team members and managers in a mobile and easy-to-access Hub for on-the-go support
Implementing intuitive scheduling solutions and shift-swapping tools that can be used for real-time coordination and employee flexibility
Encouraging work-life balance through a culture of peer support, so that co-workers can easily tap into the knowledge and experience of their peers
4. Consistent communication
Another factor that often impacts your employment quality is the consistency of your communication. Consistent two-way communication is essential for lasting relationships — and it can be one of your most powerful tools for encouraging employee retention.
Blink's research found that close to one-fifth of frontline workers don’t receive relevant communications from their organization. Organizations can create a sense of community and trust among their staff to minimize attrition by ensuring that all employees:
Receive updates relevant to them
Are part of the right team chats
Can easily share their ideas and concerns
You can also use regular communication to obtain direct insight into how specific healthcare workers or teams are feeling about their work. This can help you to identify retention issues and create targeted interventions as needed.
Making it happen
Effective communication needs to be tailored to the specific needs of different staff groups. For home health and personal care aides, it will undoubtedly be about regular mobile updates and using Feed and Chat features to create energy and enthusiasm among your distributed workforce.
Read how Blink helped solve a million-dollar communication challenge for the home health organization, Elara Caring. Through deploying a number of transformative digital initiatives through Blink, 95% of Elara Caring's personal care, home health, and hospice care workers now feel more connected to the organization.
5. Focus on employee engagement
Employee engagement can be a powerful tool for improving retention, as it has been linked to higher levels of satisfaction and commitment among workers.
Healthcare organizations can create a work quality that is more attractive to top performers by getting to know the latest employee engagement trends, providing the right digital tools for key workers to engage intuitively, and regularly assessing the effectiveness of their efforts.
Engaging employees ultimately retains them.
Additionally, research by HBR shows that higher employee engagement levels can lead to a number of improved outcomes, not just retention. These include care costs (including legal action taken by a patient against a provider for negligent complications) and treatment effectiveness and patient outcomes (measured by the rate patients are readmitted).
Making it happen
To increase employee engagement, healthcare organizations should focus on creating a culture that values the opinions and input of employees. This might include activities like surveys or direct feedback, regular communications from leadership, and targeted recognition programs.
One transformative way to improve employee engagement in your healthcare organization is to pave the way with Blink, the powerful mobile employee engagement app that frontline workers love. With a suite of features perfect for healthcare, Blink will help you create a culture of engagement and retention in your organization.
"Meaningful recognition can help to motivate and retain our NHS people. Setting in place a holistic reward package, which is relevant to staff needs, can be key to ensuring your organization, and the wider NHS, retains its staff."
But recognition is more than a pat on the back. Driving real recognition for employees needs to be an ongoing, holistic process that inspires your healthcare workforce to feel valued, motivated, and connected to the company.
Making it happen
While some companies may view the idea of regular rewards or incentives as impractical, Blink is a mobile employee recognition solution that makes it easy to provide targeted and consistent recognition to specific individuals or teams.
With features like real-time feedback, team and group chatting, and, of course, Employee Recognition, your healthcare organization can unlock the power of recognition as a retention tool. And with its wider suite of handy features, Blink is the perfect way to engage employees in your healthcare organization and help you retain talent.
7. Listen and action feedback
Over a third (35%) of frontline healthcare workers feel that their feedback will not be acted on by their organization. Unsurprisingly, half of frontline healthcare staff have changed or considered changing their job.
"By taking the time to listen and communicate, we can create a better and more supportive environment within healthcare," says Sean Nolan, CEO at Blink.
Through more effective communication, leaders feel more connected to their frontline, and frontline employees feel valued and listened to. This results in higher retention, increased productivity, and better two-way conversations.
Making healthcare workers feel heard needs to be a priority for any healthcare organization. By listening to their feedback and acting on it, you will be able to create a more supportive workplace culture that retains top talent — leading to reduced costs associated with employee turnover.
Making it happen
To effectively ensure your team is heard and their feedback is acted on, you need the right tech to manage it all smoothly. With the Blink employee app, you can listen to your employees and act on their feedback in real time, meaning they won't feel ignored or undervalued.
By using the powerful features of Blink, you can help create a culture where frontline workers feel heard and respected while focusing on:
Encouraging two-way feedback through regular surveys and communications from leadership
Ensuring feedback is acted on and implemented into business processes, updating employees on the progress of their feedback so they know they’re being heard
Integrating your mobile app with workplace technologies like HR systems, payroll platforms, and more, to streamline the employee experience and implement feedback effectively across your organization
Listen and action feedback - Regularly collect and act on feedback, update employees on actions taken
Retention next steps
Blink is the industry-leading frontline engagement app that connects management and frontline teams to build stronger organizations. With a proven adoption rate of 92% in care sectors, it’s never been this easy to unify the frontline. At Blink, we believe in empowering frontline organizations by helping you enable, engage and understand your workforce.
Our app provides a host of features that support employee retention in home health, such as employee surveys, polls, secure team and group chats and channels, employee recognition, and healthcare-friendly HR tools.
By using the app effectively, you will be able to create a culture where employees are engaged and respected – ultimately reducing employee turnover costs and driving employee retention up. We are experts in frontline engagement and retention and would love to help you achieve your goals.
