7 hard and soft success metrics every internal comms leader should track to improve communication, boost engagement, and prove ROI in a modern workplace.
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In a hybrid, fast-changing workplace, outdated internal comms strategies can lead to disengagement, confusion, and missed opportunities.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
‘As leaders, we should be measuring engagement in everything we do’
– Simon White, VP People at Blink
Frontline leaders have long been searching for the most effective way to engage their deskless workforce. From Employee Resource Groups (ERGs) and Learning & Development initiatives, to intranets and Enterprise Social Networks (ESNs), they've tried a variety of approaches with varying levels of success.
This has led to a Frontline Gap, an issue that many organizations, especially those with deskless employees, face. It is a void where initiatives fail to have their intended impact due to a lack of engagement from workers.
To bridge this gap, employers must look beyond traditional methods such as ERGs and ESNs, and instead focus on using employee engagement surveys to connect directly with the needs of their deskless staff.
Frontline workers are looking for a faster, more efficient, and more useful way to do their jobs, while leaders want to bridge the Frontline Gap and connect with their deskless staff. To be able to achieve these goals, employee engagement surveys can help employers achieve direct conversations with frontline workers and understand the needs of their employees.
By taking a proactive approach to employee engagement and using pulse surveys to directly and regularly connect with deskless employees, organizations can begin to close the Frontline Gap, identify engagement challenges and create a more productive, cohesive, and engaged workforce.
Employee engagement surveys can provide valuable insights into how employees feel about their work environment, job satisfaction, team dynamics and so much more. In this guide, we'll take a brief look at why frontline leaders should conduct employee engagement surveys as a regular practice, before diving into our step-by-step guide on how to conduct your first employee engagement survey the right way.
Why employee engagement surveys are important
The solution to bridging the Frontline Gap lies in approaching frontline engagement as something that is earned, rather than simply expecting it from employees. Instead of relying on traditional methods such as ERGs and ESNs to increase engagement, employers must focus on creating an environment where workers feel truly valued and respected.
The first step towards this lies within employee engagement surveys.
Employee engagement surveys are an important tool for frontline leaders to measure engagement and understand the feelings of their deskless employees. While ERGs and ESNs can provide a good foundation for engagement, taking proactive steps to directly connect with your team is essential in order to create a productive and cohesive environment.
As businesses today are operating in an increasingly competitive hiring market, salaries and benefits are becoming more expensive and difficult to manage. With no visibility into what is going right or wrong, employers are left in the dark as to why their staff turnover rate is on the rise and morale is low.
This lack of insight into employee engagement can lead to disengaged employees, decreased productivity, and high turnover rates, alongside a weaker Employer Value Proposition (EVP) as talent is lost.
Employee engagement surveys can help employers gain the insights they need to effectively measure and address employee satisfaction, team dynamics, and much more. Collecting and actioning this feedback is one of the key employee engagement drivers, and is considered an employee engagement best practice.
So, how exactly can employee surveys support your workforce and drive success in your goals?
Enable
By regularly understanding what they need, leaders can better enable their workforce to succeed. Engagement surveys can help identify key areas that employees are struggling in and provide valuable feedback to address these issues.
One of the main pain points for organizations, especially those with deskless employees, is the lack of resources and support needed to ensure their workforce can work effectively. Without the necessary engagement tools, communication channels and access to information needed to do their job efficiently, deskless workers are often left feeling frustrated and under-valued.
Frequent employee surveys help employers find out what their employees need to do their jobs better. It also helps the employer know if their employees feel respected and valued. The information gained helps them ensure they have the tools and resources needed for workers to do their job well, so that companies can keep a good reputation and meet their hiring targets.
Understand
It can also be hard to collect data from the frontline, as depending on the industry and environment they work in, traditional methods such as paper surveys or iPads may not be practical. For example, if they are working outdoors or in an extreme environment where digital devices cannot operate, it can be difficult to get real time feedback from them.
Additionally, it's crucial to have something that's easy to use, in every frontline worker's pocket. By giving managers what they need to measure employee engagement and continuously improve the employee experience, employee surveys can fill this gap and directly benefit the organization.
One of the most prominent pain points faced by organizations is a lack of understanding of what engaged employees need to be successful, especially in the frontline. Leaders that are out of touch with their workforce can cause real issues, including low morale, decreased productivity and high turnover rates.
To truly understand what engaged employees require, employers must conduct employee engagement surveys, aiding them in identifying key pain points and areas that need improvement.
Engage
Another key objective of employee pulse surveys is to improve and measure employee engagement. It is crucial to engage employees in order to create a positive and productive workplace. Employee engagement surveys measure levels of employee satisfaction, and identify the strengths and weaknesses of policies, programs, goals and objectives within an organization.
By understanding where leadership or productivity are weaker, employers can effectively engage their workers through real-time critical information and structured interventions tailored to improve engagement.
This is a pain leaders are facing: the frontline isn't sharing feedback because they don't want to. Gaining the engagement of the frontline by first earning their trust is key to boosting future engagement levels and increasing employee retention.
How to successfully conduct an employee engagement survey
As we have looked at above, conducting employee engagement surveys can encourage employees to speak up, give them a voice, and help employers to create a more productive environment.
If you're planning to conduct an employee engagement survey, keep this in mind.
The purpose of an employee engagement survey is not to measure employee engagement, it's to improve it.
Employee engagement surveys should not be done out of curiosity or to "check in" with your employees, they take too much time to be done this way.
Simply having an employee survey is not enough - the way in which you conduct your surveys can make all the difference between success and failure.
LeadershipIQ surveyed over 3,000 HR executives to see "how good" their employee engagement survey was, and only 22% said they were getting good results.
So how can you conduct employee surveys so they are actually meaningful? Looking at industry leaders, we see the following behaviors taking place to launch successful surveys:
1. Get rid of annual surveys
Gone are the days of the bog-standard annual engagement survey that provides little useful information, leaving employees disengaged and uninterested.
Instead of a singular survey at one point in the year, organizations should instead be taking a more agile approach to employee engagement surveys by conducting regular pulse surveys with smaller sample sizes.
If you already have an annual survey procedure in place, the first thing you should do is look at your current process and consider whether some parts of it can be scaled back or done more frequently.
2. Define a clear, attainable goal
You'll have to really think about what information you want to get out of this survey, sometimes it's not just a simple case of finding out how your frontline employees are feeling. This is an opportunity to encourage your team to share feedback on every aspect of their role, your role, and even the CEO's right at the top.
For example, if you have a low retention rate that you want to try and improve, what questions need to be asked? What data will help you put together a plan?
Your employee engagement survey questions should be strategically planned in a way that shows the leadership team genuinely cares about their frontline workers and how their careers can be developed. This should be made visible from the start to the end of your survey.
3. Plan ahead
Once you've figured out what information you wish to gain from your survey, it's time to plan ahead and get everything into place. Here are some of the main points you should consider when you're ready to plan your survey:
Have you got the right technologies in place to be able to conduct your survey?
What do you really want to find out?
Do you need to align with CIO or get buy-in?
When is the right time to conduct your survey? You'll need to give your employees an adequate amount of time to finish it.
Are you targeting all of your employees or just a specific group?
4. Let the frontline know!
Once your survey is ready to go, you need to get the message out there.
Reiterate the importance of the survey to your frontline staff and how it can positively affect their role at work and the environment in which they work. It's a way to show them they are going to be heard and listened to (you need to actually follow through as well, but more on that later).
Communications leaders should be well briefed in plenty of time and should be tasked with sending out reminders to all who are involved in taking the survey.
One way you can reiterate the importance of your employee engagement survey is to release it with a message from the CEO, or another senior leader.
5. Act and restart
Once you've received your survey results, you need to come up with a plan stating how you plan to act on your responses. This is a key aspect you can't shy away from.
This is also another chance to acknowledge employee contribution and shows that the right people have seen the results and will take action. Below is a recent example from John J. Herman, CEO of Penn Medicine Lancaster General Health.
He acknowledges and thanks staff for taking the time to do the survey, reiterates their feedback is important, and lays out in clear bullet points what their next action points are. You can view the full message here.
This should be an ongoing effort and you should keep your frontline workers informed of your processes and decision making, as a way of letting them know you are serious about improving your workplace.
If you fail to truly act on the feedback they have taken the time to give you, you risk devaluing future surveys and decreasing response rates.
You should repeat your survey at regular points throughout the year, to see if the employees are satisfied with the measures you have taken and tweak different aspects of your strategies to raise levels of employee engagement.
Considerations for conducting your first employee engagement survey
Plan
As we highlighted above, surveys should not be done out of curiosity, you need a real plan.
So when you're thinking about surveying employees take the below into account:
Who's your audience?: Whether it's teams or departments, segment your stakeholders into groups.
What do you want to measure?: What do you need to find out to improve the employee experience? Set goals, and measurable KPIs.
What are you asking?: Once you know what to measure, what questions do you need to ask to get actionable insights?
What type of survey?: Once you have your audience and goals, what type of survey are you going to run? There are different types such as, benefit surveys to measure how satisfied your frontline is with their benefits and rewards or you could even run onboarding surveys for new hires to see how well they’ve been introduced to the business.
What format?: How will the survey be received? Via email, via an app? What format will the questions be? Multiple choice or free text? Take into consideration your audience and goals and use these to guide the format you choose.
Timing: When's the best time to send your survey to your audience? How long will you leave the survey open for? How many follow up emails will you send to those that don't respond?
There's a lot that goes into planning an employee survey, but you need to do this to set you up for the best chance of it being a success.
Platform
Do you have a way to easily and efficiently collect and analyze data? Depending on your organization you'll need to make sure you use a platform that meets your requirements.
Think about who you are going to survey, are they desk based or deskless? Do they work from home? Are they on the frontline? Do you need the survey to work on desktop and mobile?
For example, our employee survey feature is used by organizations whose employees are on the frontline, this puts more importance on the mobile functionality of our survey feature to allow for quick and easy responses wherever employees are.
If your employees feel disengaged from their colleagues and management team it's time to introduce a platform that can meet your team's needs whatever their job role.
Trust
Employee surveys are a great opportunity to establish trust with your employees that you will listen and understand their feedback, as well as make an effort to act on how they are feeling.
But, they also pose a risk of doing the opposite if you don't do them properly.
A recent campaign undertaken by Blink found that 50% of employees wanted to leave their current position as they didn't feel like management took their complaints seriously. One third didn’t even think their organization would act on their feedback.
This again highlights why employee surveys shouldn't be done out of curiosity. If you run the survey, get the results, and don't act. What do you think will happen to the figure above?
But, if you act and communicate changes made off the back of feedback, not only could these go a long way with improving employee engagement, but build a lot of trust with your employees.
From an employee perspective, it will also be important if the survey is anonymous. This in turn will increase trust and eagerness to take part in the survey. Anonymity is important if you want to get real honest feedback from staff, they will feel more comfortable sharing the truth if they know it won’t come back to haunt them.
Communication
Raise awareness around your survey going live! Involve your communications leader in using as many formats as possible to get the message to the frontline.
This could involve emails, printed posters, and using an employee engagement mobile app.
These communication points need to explain the importance of taking part in the survey and why employee feedback is so important to improving the work culture.
Content
When you're planning out your employee engagement questionnaire, don't be afraid to ask difficult questions. You need to ensure you're set up to get the most out of it.
For example, Facebook found that simply asking employees how long they intend to stay was more than twice as accurate at foretelling their future turnover than machine-learning forecasts.
What's even more telling is that they found when people don’t participate in their two annual surveys they are 2.6 times more likely to leave in the next six months.
The content within your survey needs to be clear, concise, and engaging. There's no need to overcomplicate your questions or try to hide behind big words. Ask the questions in a way that will get a truthful response.
How Blink employee surveys can help you meet your goals
Most employee survey tools are designed for desk-based workers, not the frontline - Blink's Employee Surveys make it easy for you and your teams to quickly and easily conduct employee surveys.
We make it easy for frontline organizations to get the data that matters.
Triple your response rate
Get your survey seen and responded to in an app designed for everyday frontline use. Instantly transition away from paper surveys to having surveys appear seamlessly on every frontline team member’s device.
This gets rid of friction caused by having to use other platforms, with different passwords and make it easier for staff to respond as everything is in one place. From paystubs to scheduling and even critical documents - your surveys are in an app that gets opened an average of seven times a day.
Launch in 90 seconds
Ask questions fast, get answers faster. Our mobile app makes creating and sending surveys easy. From selecting your audience to selecting questions you’ll be done in minutes.
Science-backed questions
We offer a set of science backed Qs which are great if leaders don't know what to ask, you also get the option to add in your own.
Get action-ready insights
Easy-to-use reports to make impactful decisions. Merge this with Frontline Intelligence - together with engagement stats and you’ll have an overall view of the health of your organization.
Alison has been with Aggregate for nearly four years, and is Factory Manager for the Concrete Products department.
Alison is that one person you can go to when having a bad day. She’s always so inspirational even though there have been hard times in her life. Even when there are mistakes or hiccups in the factory, she will always bounce back and be the first one to lend a hand or an ear to help in whatever way she can.
With a personal motto of “never stop trying to be better,” she is passionate about breaking barriers to create a future that is inclusive, productive and effective, which is clear in everything she does.
What does she want to do next?
Alison wants to progress onto a Regional Operations Manager Role.
A practical guide to cutting through the noise and making your messages matter
#1. Navigating modern internal comms
Writing internal comms can feel a lot like packing for vacation. At first, it’s tempting to bring everything — just in case.
That extra pair of shoes? Might need them.
A backup raincoat? Better safe than sorry.
Before you know it, your suitcase is way too heavy, can barely zip up, and becomes a disorganized mess the moment you arrive at your destination.
The same thing happens with internal communications. Overwriting is like overpacking — it makes everything more stressful and less effective. When we overload messages with too much information, jargon, or unnecessary details, they become cluttered, overwhelming, and easy to ignore. Employees don’t have time to sift through paragraphs of content to find what’s important.
The power of “less is more”
Great communicators know that less is more. Just like an experienced traveler packs only the essentials — choosing versatile outfits and rolling clothes for maximum efficiency — strong internal comms should be:
Focused: Stick to the essentials. What does the reader really need to know?
Compact: Cut the fluff. Every word should earn its place.
Easy to navigate: Use structure, formatting, and clear takeaways to help employees skim and understand instantly.
By applying the “pack light” mindset to your internal communications, you ensure that your message is clear, effective, and memorable — without the baggage.
Now, let’s unpack the key principles of writing internal comms that actually stick.
What you’ll learn in this guide:
Techniques to write concise, high-impact messages
Examples of great internal comms writing
Visual tips to make content more digestible
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#2. The science behind shorter messages
Our attention span is shrinking. If your key message isn’t immediate, it’s lost.
You’re competing with overflowing inboxes, endless notifications, and workplace distractions — so if your message isn’t short, structured, and engaging, it’s simply ignored. The way we consume information has changed, and your internal comms need to adapt.
The psychology of information retention
Cognitive overload: Employees process over 120 emails a day, plus chats, notifications, and meetings. Too much information leads to decision fatigue, stress, and disengagement.
The rule of processing fluency: Our brains prefer simple, easy-to-digest information. When content is clear and structured well, it feels more credible, persuasive, and memorable.
The serial position effect: People remember the first and last things they read — but forget the middle. If your key message is buried, it won’t stick.
If your message takes more than a few seconds to process, employees will move on.
Over 90% of people read their text messages within 3 minutes of receiving them — while it takes 90 minutes for emails to get read.
Less text = more readership: When messages are brief and scannable, employees are more likely to engage and act. We see this in our personal lives, too: Over 30,000 field experiments with The Washington Post and Upworthy showed that readers prefer simpler headlines over more complex ones.
More clarity = more trust: Research shows that simpler language increases credibility. Employees trust and engage with messages that get to the point.
Skimmable = actionable: Well-structured messages increase retention because they mirror how the brain processes information. Using features like headings, bolding, and bullet points improves readability.
TLDR: Welcome to the era of Insta-grade comms
Shorter, well-structured internal comms don’t just respect employees’ time — they actually drive higher engagement and action. If your message can be read and understood in under 10 seconds, you’re doing it right.
Picture this: Your employees are glancing at their phone between tasks, skimming their inbox, or checking messages on the go. In those few seconds, they see a new email or internal feed post alert pop up, and they have to decide whether to engage with your message — or ignore it.
While the idea that humans have an actual 8-second attention span has been debunked, the reality is that attention is fleeting, and distractions are everywhere. If your key message isn’t clear immediately, it gets lost in the noise.
So, how do you write like every second counts?
Write a snack rather than a meal
Employees don’t sit down to consume internal messages like a three-course meal — they graze. They snack on bits of information throughout the day, picking up what interests them and moving on.
Employees only read 28% of words on a screen, and 55% of emails are skimmed for under 10 seconds.
Assume employees will only glance at your message. If they can’t understand the point in a few seconds, they’ll move on.
Craft strong subject lines and headlines
Your subject line or headline is the first thing employees see — and often, the only thing they read. It needs to grab attention and deliver instant value.
Be specific: Instead of “Important update,” say "New PTO policy: What you need to know.”
Use action words: “Action required: Complete your training by Friday!”
Keep it short: 6-8 words is the sweet spot.
Use plain language & action-oriented writing
To drive engagement and action, make your messages effortless to read. Aim for an 8th-grade reading level or below — this ensures clarity and accessibility for everyone, including non-native English speakers.
Keep it simple and direct:
Choose familiar words: Say “use” instead of “utilize,” “help” instead of “assist,” or “fix” instead of “rectify.”
Make actions clear: Swap “We hope you take advantage of this opportunity” for “Sign up now!”
When employees can quickly read, understand, and act, your communications become more effective — and more inclusive.
TLDR: What can you say in 8 seconds?
Next time you write an internal message, set a timer for 8 seconds and read it out loud. If you can’t get to the main point in that time, revise.
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#4. When in doubt, keep it BRIEF
You’ve probably heard the old saying KISS: Keep It Simple, Stupid.
While it’s memorable, internal comms teams deserve a smarter, more practical approach — one that reflects the fast-paced, message-saturated reality of today’s workplace.
When employees are flooded with messages, clarity isn’t just nice to have — it’s necessary. That’s where the BRIEF method comes in: A simple, effective framework to ensure your internal communications are concise, engaging, and actionable.
Bottom-line first
Remove fluff
Include essentials
Embrace formatting
Feature one action
If you can apply these five steps, your messages will cut through the noise and actually stick.
B: Bottom-line first
Employees don’t have time to hunt for the key message. Lead with what matters most:
Start with the “so what?” If they read only the first sentence, they should know the takeaway.
Use BLUF (Bottom Line Up Front): Instead of building up to the key point, start with it.
Don't do this
Do this instead:
To improve efficiency, we’re implementing a new scheduling tool that integrates with our existing system. This will allow you to manage shifts more easily and reduce confusion.
Starting Monday, you’ll use a new scheduling tool to manage shifts — it’s faster, easier, and integrated into our current system.
R: Remove fluff
Every extra word makes your message weaker, not stronger:
Cut jargon, filler words, and redundant phrases (“at this point in time” → “now”).
Write for clarity, not formality (“utilize” → “use,” “commence” → “start”).
Stick to one key idea per message — if you’re cramming in multiple topics, break it up.
Don't do this:
Do this instead:
In order to facilitate improved collaboration across departments, we are pleased to announce the rollout of a new platform that will enhance teamwork and communication among employees company-wide.
We’re launching a new platform to make teamwork easier across departments.
Quick tip: Before you send it, read your message out loud. If you wouldn’t say it that way in conversation, change it.
I: Include essentials
Employees will only remember one or two things from your message — make them count:
Stick to the who, what, when, and why — cut the rest.
If details are necessary, link to a resource instead of cramming everything in.
Use bullet points to highlight the must-know facts.
Don't do this:
Do this instead:
Join us for an energizing and fun team lunch on Friday, July 1st, starting at 12pm ET. We’ll plan to meet in the main break room. For more details, click the link below:
[Link]
What: Team lunch
When: Friday, July 1, 12pm ET
Where: Main break room
Details & RSVP: [Link]
Quick tip: If you can remove a sentence and the message still makes sense, delete it.
E: Embrace formatting
Employees skim before they read — help them find key info fast:
Use bolding, bullet points, and spacing for readability.
Avoid long paragraphs — stick to 1-2 sentences per block.
Use emojis or icons (sparingly!) to draw attention in digital comms.
Before:
After:
“The new shift scheduling system will go live next Monday. All employees must log in before Friday to update their availability. The new system includes improvements in user experience and scheduling flexibility, and training resources are available in the employee portal.”
📢 New scheduling system launches Monday
🗓️ Update your availability by Friday
✨ What’s new: Easier interface + more flexibility
🎥 Training video here: [Link]
Quick tip: Design your message like a social media post — scannable, engaging, and to the point.
F: Feature one action
If you ask employees to do multiple things, they’ll do none:
Every message should drive one clear action.
Place the call to action (CTA) at the end — make it specific and easy to follow.
Lead action verbs: For example, “Update your profile by Friday” is a lot more compelling than “If you could update your profile before the end of the week, that would be great.”
Don't do this:
Do this instead:
We hope you’ll review the new policy, update your preferences, and attend the training session next week!
✅ Action required: Complete your profile update by Friday.
Quick tip: If your message has more than one action, split it into separate comms.
TLDR: BRIEF is better
Employees don’t need more communication — they need better communication. Applying the BRIEF method will help your internal comms stand out, be remembered, and most importantly — be acted upon.
Now, try this: Take a recent internal email or message and apply the BRIEF method. Can you make it 50% shorter without losing meaning?
#5. The evolving role of visuals
A well-placed image, GIF, or micro-video can convey information faster and more effectively than a wall of text. Employees are bombarded with messages daily — so making your comms visually engaging isn’t just nice to have, it’s a must.
Images, icons, emojis
To simplify complex information… Incorporate charts or infographics.
To add personality and emotion… Throw in a GIF or emoji — especially for executive communications, these can make a message feel more human.
To direct attention… Use a well-placed arrows highlight, or icon
To reinforce brand and culture… Include team photos, event snapshots, and user-generated content
Try this: Instead of sending a long email about a new policy, post a 30-second video from leadership or an animated explainer — it’s faster, more engaging, and easier to remember.
75% of employees prefer visual aids, like videos or infographics, over text-based internal communications.
Employees are used to short-form content — think TikTok videos and Instagram stories and reels. Wherever possible, internal comms should embrace this quick, visual format to create an engaging employee experience that rivals social media platforms.
Good use cases for micro-videos include:
Leadership updates: A quick 1-minute message from the CEO beats a long email.
Policy changes: An animated explainer and visual aids can make complex information much easier to digest.
Employee recognition: A fun, shareable shoutout video is more engaging than a text announcement.
TLDR: Show, don’t tell
If a picture’s worth 1,000 words, then a well-placed image, GIF, or video can save your employees a whole lot of reading.
Next time you craft a message, ask yourself: Could this be a visual instead? If so, make the switch — your employees will thank you.
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#6. Right message, right place
You wouldn’t send a virtual meeting invite via a printed flyer. So why would you rely on a one-size-fits-all approach to your internal comms strategy?
Different messages belong in different places — and using the right channel can mean the difference between being seen and being ignored.
Match the message to the medium
Consider the best-fit channel for the message or content you’re planning to share. What channels do you have at your disposal — and where do you think employees are most likely to engage with you?
Short-form, high-impact updates? Post them in your internal news feed or Stories.
Team-specific reminders? Drop them in a group message.
Company-wide announcements? Send via a scannable email — or, even better, a video or recorded live stream!
Need engagement or feedback? Use interactive polls or quick emoji reactions.
As a general rule of thumb, the shorter the message, the more dynamic the format should be.
80% of the global workforce does not sit behind a desk to do their jobs.
Employees consume content differently: Some prefer mobile updates, others check email. And beyond preferences, content engagement will likely vary based on where, when, and how they work. Your workers on the frontline will see your messages in a much different way than your remote employees or office-based staff.
Repetition increases retention: Seeing a message in multiple places boosts awareness. Dismiss a “one and done” mindset — get creative sharing the same update or information in different ways across multiple channels!
Urgency varies: A chat notification or message marked as a Mandatory Read may get an instant response, while an email detailing a policy update or new benefit might sit unread.
TLDR: Even the best message will be ignored if it’s in the wrong place
Your workforce isn’t sitting at a desk refreshing email all day. The more you adapt your message to the right channel, the more likely it is to be seen, understood, and acted on.
Next time you send an update, ask yourself: Am I using the right channel for this message?
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#7. Measuring your success
Writing concise, scannable internal comms is only half the battle — the real test is whether employees read, understand, and act on your messages. Here’s how to track the impact of a “less is more” approach and continuously refine your strategy.
(Keep in mind: Not all internal comms platforms are made the same. Take a close look at which insights you’re able to glean from your tool of choice. If your platform can’t capture helpful internal comms insights, it may be time to make a change!)
#1. Open rates: Are employees clicking?
What to measure:
Email open rates: Are employees even opening your messages?
Push notification click-through rates: Do mobile alerts drive engagement?
Intranet post views: Are employees interested in your intranet content?
Try this: Compare open rates for long-winded subject lines vs. punchy, action-driven ones (e.g., “All-staff meeting agenda” vs. “🚀 Big updates: Here’s what’s next”). Track whether shorter, clearer emails lead to higher engagement.
9 in 10 employees want weekly communication from their company — and 1 in 3 want daily communication.
Read time: Are employees skimming or fully reading?
Likes, comments, shares: Do they engage with the content?
Survey completion rates: Are they responding to quick polls or feedback requests
Try this: Post two versions of the same message — one long, one short — to see how it impacts engagement. And be sure to keep all other factors (such as publishing time, day, and channel) the same in order to compare your messages in a true A/B test format.
#3. Feedback loops: Are messages hitting the mark?
What to measure:
Employee feedback surveys: Do employees feel well-informed?
Pulse checks: Send a one-question poll (e.g., “Was this message clear?” 👍👎)
Manager check-ins: Are teams receiving and acting on important updates?
Try this: Make it interactive by adding a quick emoji reaction option to messages to gauge sentiment. Or create a “Too long? Too short? Just right?” poll to see what format employees prefer.
TLDR: If you can’t measure it, you can’t improve it
The best internal comms strategies evolve. Keep testing, measuring, and refining. If engagement improves, double down on what works — if it doesn’t, adjust and experiment.
Remember: The goal isn’t just to send messages — it’s to make sure they’re read, understood, and acted on.
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#8. Final thought: Less is more, every time
TLDR: It’s time to TLDR your own content
You’ve learned that less really is more when it comes to internal comms. Whether it’s writing scannable messages, using visuals to replace dense paragraphs, or crafting bite-sized, memorable updates, the goal remains the same: Make it easy for employees to read, understand, and act.
Great internal comms aren’t about saying more — they’re about saying the right things, in the right way. The next time you write a message, ask yourself:
Would I actually read this?
Is this eye-catching enough?
What can I cut without losing meaning?
Now, it’s your turn to put these strategies into action.
Your challenge: Try this in your next message
The next time you write an internal communication, challenge yourself to:
Give it a headline of 6 words or less
Include a relevant image, GIF, or video
Try shortening the message by 30%
Mastering concise, high-impact internal comms won’t just make your messages better — it’ll make your workplace more connected, engaged, and informed.
Hi I am Fabien, I moved to London in 2012 from my home country France. I studied Business Management and prior to joining Blink in June 2021, I spent 8 years at Estée Lauder Companies as a Business Analyst.
In 2020, I took on a Software Engineering Bootcamp at General Assembly to start a new career as a Developer. 🚀
At Blink, I am a Full Stack Developer within the Solutions Engineering Team. Day to day, my job is to help our customers getting extra value out of Blink. ⭐️
Some of the projects I work on include building integrations with third party systems our customers use or creating digital forms within the app to replace existing paper processes our customers might have. ✅
I love working at Blink because we enable frontline workers from key sectors, such as healthcare or transport, to feel better connected to their organisation and we help them streamline some of the tasks they have to do on a day to day basis so they can focus on making the world a better a place.
If you want to make a difference, if you like to be challenged, if you are eager to learn and want to be part of an awesome team, Blink is the right place for you! 💙
Employee retention in healthcare has never been more important — or more difficult. We know that one in five healthcare workers left their jobs in 2023.
Healthcare work is demanding and, at times, emotionally exhausting. Violence against caregivers is on the rise. And with staff shortages a problem in many healthcare settings, stress and burnout are an ongoing concern.
But we need more healthcare staff than ever. The global population is aging, increasing healthcare demand. Staff continuity also improves the patient experience and outcomes. Healthcare providers need to do all they can to hang onto employees.
So what can you do to improve healthcare employee retention? Research shows that nearly one-third of healthcare employees are currently disengaged in their work. This is a worry — but it’s also an opportunity.
Disengagement is linked to high levels of attrition. So increase staff engagement and you reduce staff churn, too. It all starts with listening to, understanding, and acting on the needs of your frontline workers.
Effective employee retention strategies for healthcare providers
Healthcare retention is a challenge. But one that can be met with a combination of employee engagement, communication, and development.
The most effective staff retention strategies in healthcare include the following:
1. Invest in employee development
2. Use technology to improve healthcare worker communication
3. Create an open and inclusive culture
4. Recognize and reward employee efforts
5. Offer competitive wages
6. Make schedules more flexible
7. Give employees a voice and act upon their feedback
Now, let’s take a closer look at these ideas.
1. Invest in employee development
Training, development, and career advancement are key to healthcare staff retention.
The 2024 NSI Nursing Solutions report reveals that career advancement was one of the top reasons for healthcare employees resigning from their jobs in 2024.
And according to Press Ganey, nurses who don’t receive training and development opportunities are 1.4 to 1.5 times more likely to leave their roles than those who do.
Despite the importance of learning and career growth, only 60% of healthcare employees say skill building is offered by their organizations. So, to hang onto employees:
Be transparent about your promotion policies and opportunities
Find out where employees want to go in their careers
Commit to a policy of continuous learning and development
Make training more accessible with mobile learning tech
Beyond those early days of onboarding, offer mentoring and cross-training. Keep employees up-to-date with advancements in healthcare technology and practices.
Note this research from Gallup, which shows that 70% of the variance in team engagement is determined by the manager. Ensure that your managers have the training they need to support employee motivation, engagement, and retention more effectively.
Time is another important factor. Busy healthcare staff on the frontlines of your organization don’t just need training opportunities. They need dedicated time in which to access them.
The takeaway: Invest in ongoing education and training programs suited to your employees’ needs. Also, facilitate learning by giving easy access to learning tech and building training time into employee schedules.
2. Use technology to improve healthcare worker communication
Healthcare organizations tend to use a variety of internal communication channels. These may include a noticeboard, staff pagers, and email.
But there are problems with these methods of communication. First, you can’t be sure that a message has been received and read. And second, these channels don’t inspire two-way communication, a key pillar of employee engagement.
To make internal communication at your healthcare organization more effective and less fragmented, you can create a communication hub using a mobile-first employee app or intranet.
Here, you can share mandatory reads that employees have to click to acknowledge. You can create open channels of communication between healthcare staff and their managers — and give employees easy access to documents and resources that support them in their roles.
You can also segment your workforce by role, department, tenure, and location so they only receive relevant communications. This helps to avoid unnecessary distractions and information overload for time-strapped healthcare workers.
When Elara Caring adopted Blink as their primary communication tool, they were struggling with high staff turnover and low levels of employee engagement. Since adopting Blink, the organization has transformed engagement, with 95% of employees feeling more connected to Elara and each other.
The takeaway: Use an employee app or mobile intranet to make work-life easier for frontline employees. Give workers unified access to internal communications.
Next on our list of employee retention strategies is workplace culture. A positive, inclusive, and supportive culture makes your organization a happier place to be. This leads to better healthcare staff retention.
It also impacts patient outcomes. Because when healthcare staff feel supported and operate in a culture of psychological safety, they can ask questions and raise concerns without fear of repercussions.
To develop this type of culture you need open, two-way communication across the whole of your organization. A digital communication tool can help you achieve this. It allows everyone, including hard-to-reach frontline employees, to share news, ideas, and opinions.
You can create dedicated spaces for 1:1s, group chats, and organization-wide Q&As. This helps employees to feel heard and valued. It also helps them to build meaningful workplace connections.
Wellbeing is also paramount right now. With around half of all physicians and nurses experiencing symptoms of burnout, a positive workplace culture relies on adequate stress management and mental health support.
The takeaway: Take time to analyze your organizational culture and find areas for improvement. Prioritize open, two-way communication to support psychological safety at work. Also, provide stress and mental health support to address the symptoms of burnout.
4. Recognize and reward employee efforts
Gallup shares that when healthcare workers are recognized for their work, they’re four times more likely to be engaged and five times more likely to feel connected to company culture.
Employee appreciation also affects patient safety. Gallup found that employees recognized for good work in the last seven days experienced fewer patient safety incidents.
That said, only 18% of healthcare workers feel that employees are recognized and valued at their organization. That’s below the national average of 22% for US employees and much lower than other sectors — financial services stands at 34% and professional services stands at 28%.
Put simply, healthcare providers need to do more to recognize and reward their employees. The best recognition and rewards programs are tailored to your healthcare workers and their preferences — but here are a few ideas:
Recognition via internal communications: You can publish achievements and recognize hard work publicly, on your communications platform. The rest of your workforce can then see praise and add their congratulations, too.
Direct appreciation: Some workers may prefer to receive praise privately. Direct appreciation from managers is another way to make employees feel seen, heard, and valued.
Appreciation gifts: Incentivize your healthcare team with gift cards, cash prizes, fun experiences, or benefits like extra paid time off. These are great ways to recognize your employees’ hard work and boost morale.
The takeaway: Make employee recognition an integral part of your workplace culture. Learn about employee recognition and reward preferences. Then, ensure managers regularly offer praise for employee effort.
5. Offer competitive wages
Money isn’t everything. But when you’re working a demanding and emotionally draining job, a competitive salary makes it easier to sustain motivation during those tough days.
Offering good salaries shows that you appreciate and value your employees. So keep an eye on what competitors — in and outside of healthcare — are offering. Also, consider polling your employees to learn if pay is one of their primary workplace frustrations.
When deciding what you can afford to pay, bear in mind the cost of losing employees.
According to NSI Nursing Solutions, the average turnover cost for a bedside registered nurse (RN) stands at $56,300. And — when you factor in lost revenue, interview expenses, locum costs, and the inevitable dip in productivity — the cost of losing a physician can run into hundreds of thousands of dollars.
The takeaway: Offer fair compensation. When your workers know they’re fairly paid, they’re more likely to stay working for your organization, which means you retain your best employees and their collective knowledge.
6. Make schedules more flexible
Advances in AI, virtual healthcare, and telemedicine, mean it’s easier than it used to be to support flexible employee schedules. And this is something employees are looking for.
According to O. C. Tanner, 80% of healthcare workers say having flexibility at work would influence their decision to stay at their organization.
So how do you make flexible working a reality for frontline healthcare employees? You can offer:
Staggered hours
Part-time hours and job shares
Fixed or rotating shift patterns, depending on employee preference
Advance warning of shift schedules
You can also give employees more autonomy over where and how they work. Start by finding out what employees want from flexible working. And try to harness the potential of virtual healthcare wherever possible.
Digital tools, like an employee app, are useful here too. They can help you structure and track staff schedules — and give employees the tools they need to swap shifts independently.
The takeaway: Offer flexible scheduling to help your employees achieve work-life balance and keep them working in healthcare. Find out what flexible working means to your employees, then do your best to facilitate it.
7. Give employees a voice and act on their feedback
Keep your finger on the pulse and you prevent employee engagement and retention issues from sneaking up on you. An annual check-in with your healthcare employees is not enough. You need to regularly gather and analyze employee data and feedback.
So look at the analytics provided by any employee communication and engagement software you use. Discover how workers are interacting with the platform and your communications.
Also, run regular surveys to find out what workers think of the employee experience — or any other aspect of your organization and its operations. In doing so, you give employees a voice, which makes them feel valued and respected.
Just bear in mind that employee surveys and polls can damage the employee experience if you fail to act on the feedback your employees provide. In Blink’s survey of frontline health and social care employees, there was one standout message from an employee to senior management:
“Please listen to your staff and follow up on promises. Too many empty promises.”
So use employee feedback wisely. Identify ways you can improve the healthcare worker experience. Create and clearly communicate your plan of action. Then, keep employees in the loop as you progress toward your employee experience goals.
The takeaway: Use analytics and employee feedback to inform healthcare retention strategies. Find out what employees like and dislike about working for your organization. Then keep them in the loop with survey results and your plan of action.
Boosting healthcare employee retention with Blink
Staff retention in healthcare is a challenge. But by implementing these employee retention strategies, you’ll find it easier to hang onto your existing staff — and attract new hires too.
As you implement these workforce retention strategies, keep the needs of your healthcare workers front of mind. Their needs differ from those of desk-based employees.
Healthcare workers spend their days caring for patients, so they have little free time. They don’t sit at a desktop computer — and they’re dealing with high stress and burnout.
So when putting any of these strategies into action, ensure that you make life as easy as possible for your healthcare team. Give them easy, mobile access to the information and resources they need.
A tool like Blink is designed to support employee engagement and internal communication for busy frontline teams.
Blink’s secure employee app is a hub for two-way communication, feedback, and recognition. It gives employees easy access to workplace resources, development opportunities, shift swap tools, and wellbeing support.
Available via smartphone, Blink fits seamlessly into the work day of your frontline employees, improving their employee experience and encouraging them to stay with your organization.
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