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From fairy tales to blockbuster movies to conversations with family and friends, we’re surrounded by stories — and have been since we were tiny babies. Stories are how we learn and make sense of the world.

Stories also have a powerful impact on the brain. Neuroscience shows that stories awaken our senses, help us remember information, and create a sense of human connection. 

Using storytelling for business is, therefore, a really effective way to engage employees with your messaging. It’s also a great way to convey information quickly and effectively to time-poor frontline workers.

We know not everyone is a creative writer. But we also believe that with the right approach, you can make business storytelling an integral part of your organization.

So in this article, we’ll walk you through some of our best tips for using company storytelling for your internal communications. Let’s start by looking at some common storytelling structures.

Some popular storytelling structures

Storytelling has existed since the development of language itself. As Yuva Noah Harari explains in his book Sapiens:

“It is the distinctive ability to believe in stories that separate sapiens from other creatures. You could never convince a monkey to give you a banana by promising him limitless bananas after death in monkey heaven.”

Storytelling is one of the foundational pillars of society. It’s shaped our understanding of right and wrong for generations. From 30,000-year-old cave drawings in France to Aesop’s fables to the urban legends teenagers share today, all cultures in history have told stories.

And despite there being stories about every topic and every character imaginable, stories tend to fall into a surprisingly small number of categories. Knowing these categories can help when you’re creating your own corporate stories.

The seven basic plots

Some people argue that you can put every single story ever created into one of these seven categories.

Rags to riches. A character finds power, money, or love, loses it, and then wins it back. Example: Cinderella.

The quest. The main character has to reach a location or fulfill an objective, conquering obstacles along the way. Example: The Lord of the Rings.

Rebirth. A character changes their ways and becomes a better person. Example: A Christmas Carol.

Overcoming the monster. A hero has to overcome an evil force. Example: Any James Bond movie.

Comedy. A story designed to make people laugh by subverting expectations and mixing the familiar with the absurd. Example: Bridget Jones’ Diary. 

Tragedy. The main character makes a big mistake or demonstrates a character flaw which leads to their undoing. Example: Bonnie and Clyde.

Voyage and return. A character goes to a strange land, overcomes the challenges there, and returns home with newfound experience or knowledge. Example: Gulliver’s Travels.

The hero’s journey

The hero’s journey is another popular story structure. A hero is living happily in their comfort zone when something unexpected happens and they’re forced into an adventure.

Here are some examples:

• Harry Potter lives with the Dursleys. Hagrid comes to take him to Hogwarts.
• Frodo Baggins lives with Bilbo in Hobbiton. Bilbo sets off on a journey leaving the ring to Frodo.
• Barbie lives in Barbieland. But when she starts behaving strangely, Weird Barbie sends her to the real world.  

This same basic template can be found across countless books, movies, and TV shows — and it tends to follow the same 12 steps.

A hero is called to an adventure. They experience tests, allies, and enemies. They reach a low point before finding a solution and returning back to their original lives as a hero.

How these popular story structures can support business storytelling

We’re not suggesting that you go and write a whole novel or screenplay about your organization. But there are a few things we can learn from these storytelling structures.

First, storytelling is not just a talent people are born with or without. There are structures you can follow and techniques you can learn. It’s perfectly possible for your internal communications team to tell compelling corporate stories.

Second, structures like the hero’s journey lend themselves beautifully to storytelling in corporate communications. Challenges intrigue your audience and get them to empathize with the hero. But the hero always achieves their goal. So success is another important and inspiring part of the story. 

By incorporating key story elements — compelling characters, emotional ups and downs, and a popular story structure — into your internal communications, you can create messages that engage your employees. You make your messages more memorable and create a sense of connection between employees and your organizational values.

How to supercharge engagement with internal communication storytelling

There are lots of ways to boost employee engagement with your internal communications.

You can give employees a voice with communication tools that support bottom-up communication. You can celebrate achievements and recognize hard work.

Simply giving employees the right information improves their motivation and morale. Employees who receive enough information to do their jobs well are 2.8 times more likely to feel engaged in their work.

Business storytelling is another strategy to add to your list. And however you choose to use storytelling for business, here are some tips that will help you make your stories more engaging for employees.

1. Make it easy 

Many organizations use outdated internal communication software that makes it hard to share stories. Some are still using email newsletters or paper memos as their only channels of internal communication. So storytellers find it hard to get their stories seen.

You can make it easy for everyone to tell corporate stories by assessing your internal communication tech and — if it isn’t streamlined and user-friendly — consider other internal communication software providers.

2. Share corporate stories as they happen

The more relevant a story, the more impact it tends to have. Workers like to see authentic stories that are happening in real-time, not stories about an event or accomplishment that happened weeks ago.  

Share corporate stories as they happen and employees are more inclined to respond to them in the moment. They’ll then amplify the story by sharing or commenting on it.

3. Mix it up

When storytelling for internal communications, you can get creative. You can use stories to convey all sorts of information. Here are a few ideas.

• Share a customer success story. Share a case study explaining a customer pain point, describing how a frontline team member supported the customer, and the outcome your customer achieved. Use quotes from the customer and a video or photos, so employees can put a face to the name.
• Share the story of your organization. Tell the story of how your company came to be. This type of story works really well during the onboarding process. Be authentic. Share the challenges founders faced, how they overcame them, and what their plans are for the future.
• Paint a picture. The characters in your stories don’t have to be real. You can use imagined characters to paint a picture for employees. For example, when explaining how a new process will benefit customers, create a customer character — let’s call her Sarah — and describe the process from her point of view.
• Celebrate an employee milestone. Rather than simply recognizing an employee for their hard work, describe the journey they’ve taken within the company. Start with their nervous first days and lead on to their current successes.

There are countless ways to weave stories into your internal communications. So don’t be afraid to mix it up and try new things.

4. Bring stories to town hall meetings

Whether you conduct town hall meetings in person — or involve remote and frontline workers by live streaming — starting with a story is a great way to build rapport.

When leaders tell stories — any stories — they come across as more human. This makes it easier for employees to trust the organization’s leadership and makes them more likely to contribute to the meeting with their own questions and comments.

According to Ally Bunin, Global Head of Internal Communications Stories at Russell Reynolds Associates:

“Starting with a story is the best way to open a town hall. We encourage our team to share a personal story, even if it's not related to the topic of the town hall meeting. A story makes them more relatable, and it's so important to be a human first.”

5. Be authentic

Stories are compelling because — sometimes — things go wrong for the hero. So don’t gloss over the failures or challenges involved in your stories, even those that come from senior leaders.

Stories told with honesty and authenticity are much more engaging for employees. Therefore, leaders should aim to tell their own stories, rather than relying on polished scripts.

Even if the business is struggling right now and you’re sharing bad news, you’ll make a better impact with a sincere story than with an airbrushed version of events.

The more open you are in your storytelling for internal communications, the more inclined your workers are to believe in what you say. And they’ll not shy away from lending their support.

6. Avoid information overload

When marketing to customers, a company takes steps to ensure that its messages are relevant to each segment of the audience. You should try to do the same for employees.

Corporate stories only resonate with employees when they’re relevant to them and their roles. So —as part of your internal communications strategy — be sure to segment your audience and personalize messages for each sector of your workforce.

This helps to avoid information overload. And because employees come to expect relevant internal communication messages, they’re less likely to switch off from your communication channels.

7. Use the power of repetition

While you want to avoid information overload, you need to make your most important stories stand out and sink in.

Stories tied to your mission, brand, values, and identity should stick in the hearts and minds of employees. To achieve this, you need to repeat those stories often.  

Take inspiration from Howard Schultz, the former CEO of Starbucks. Schultz often recited an anecdote about his travels to Milan. It was in Italy that he discovered brewed espresso for the first time and became convinced that coffee shops could be big business in the US.

Schultz shared this story at many different times, events, and locations. He did this to inspire workers, to show his human side, and to emphasize that the Starbucks brand is about more than just selling coffee. It’s about delivering an experience.

Search for Howard Schultz and his name is now synonymous with this story. Repetition has helped him to create a company legend that has engaged and motivated Starbucks employees for years.

Internal communication storytelling for your organization

Company storytelling is a powerful way to improve your internal communications.

Company stories are engaging. They prompt emotion in employees, which makes them feel more bonded to your organization. And while the corporate world tends towards numbers and charts, there’s scientific proof that stories live longer in the memory than even the most impressive stats.

These storytelling benefits can help you achieve your internal communication goals. You can encourage more employees to use your intranet or employee app. You can get more employees to read and engage with your content. You can ensure that important messages are being read and remembered.

In today’s modern workplace — with the help of internal communication tech tools, like Blink — it’s easier than ever to use storytelling for business. You don’t have to rely on edited corporate announcements that receive little engagement.

Instead, you can create and curate stories from across the organization. You can tell stories using engaging multimedia content, like video or live stream. Employees can comment on news feed stories — and create their own content, too. 

What’s more, because Blink is a mobile-first employee app, you can put business stories at the fingertips of every employee, whether they work in the office or on the frontline of your organization.

Find out all the ways Blink can transform internal communications at your organization. Schedule your free app demo today.

The workplace is evolving — and so is the way we communicate.

Gone are the days when communication flowed in just one direction, from the boardroom to the break room. Today, the most successful organizations view internal communications as a conversation — not a broadcast.

Consider this: Companies with highly engaged employees are 21% more profitable. And what’s one of the biggest drivers of engagement? Employees who feel heard.

That’s where two-way communication comes in. It’s not just a strategy; it’s the key to creating a thriving, connected workplace. Let’s explore what two-way communication really means — and why it’s the backbone of modern employee engagement.

What is two-way internal communications?

Traditionally, employee communications were one way. Leadership would put out a message, which would then be cascaded downward to managers and employees.

A top-down approach established the C-suite as the primary source of internal communication. It also made it difficult for employees to speak up and be heard.

Two-way communication is different. It incorporates three types of communication:

• Top-down communication
• Bottom-up communication
• Peer-to-peer communication

With channels that support these three types of communication, information moves in all directions. Leaders still share company updates — but this multi-pronged approach gives employees the chance to contribute to the company conversation, too.

They can respond to employee surveys, comment on posts in the company news feed, ask questions in town hall meetings, and send instant messages to peers and managers. Information is shared quickly and openly, just as it is on the social media platforms we’ve all grown accustomed to.

In a culture of two-way communication, employees are no longer just passive consumers of internal communications, but active participants in it. And the benefits this can bring to any organization are substantial.

Why does two-way communication matter?

Poor communication is bad for the employee experience: You’re unlikely to foster a positive employee experience without an effective internal communications strategy.

And poor communication isn’t just bad for culture — it’s bad for business, costing an estimated $15,000 per employee per year on loss of time, productivity, and profit.

Adopting two-way communication is a meaningful way to improve communications at your organization — and it comes with a host of business benefits. Here are all the reasons two-way communication lies at the foundation of any modern workplace.

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#1. Better engagement with internal communications

Imagine a conversation with the chattiest person you know. They’re talking nonstop and you struggle to get a word in edgeways. Because you don’t get a chance to speak, you disengage and stop really listening to what is being said.

It’s the same in company-wide conversations. When employees are allowed an active role in communications, they engage more with your message. They’re a lot less likely to ignore your internal content — and a lot more likely to read your comms and take the desired action.

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#2. Better overall employee engagement

Two-way communication doesn’t just improve engagement with internal messages. It enhances employee engagement across the board.

We know that highly engaged employees are 3x more likely to say they feel heard at their workplace than their highly disengaged counterparts. When employees know that their thoughts and opinions matter to leadership, you improve their satisfaction, motivation, and sense of belonging.

#3. Creating a feedback loop

When you facilitate two-way communication, you get constant feedback from employees. Employee comments, questions, and survey responses help you build a picture of what works — and what doesn’t — in regards to your internal communications.

You’ll develop a better understanding of which messages are cutting through and which are creating employee uncertainty. This knowledge helps you to craft better, more effective employee communications going forward.

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#4. Fostering a culture of transparency and trust

No matter the content controls you put in place, opening up your communications to employees requires transparency and trust on the part of your leadership team. 

Leaders must be willing to share information on company goals and challenges. They also need to be happy to field employee questions in response to that information.

When leaders demonstrate this level of transparency and trust, employees are more likely to follow suit. You create a company culture in which open communication is valued — and where employees feel comfortable sharing their opinions and concerns.

#5. Promoting inclusion

According to The Workforce Institute, 83% of UK employees say people at their organization are not heard fairly or equally — and 46% say that underrepresented voices are undervalued.

Adopting a policy of two-way communication gives space to previously unheard voices. With the right ethos — and the right internal communications platform — you ensure that all employees are empowered to speak up and be heard.

This leads to greater mutual understanding. It also helps you to create a more inclusive workplace, where everyone feels valued.

#6. Creating coworker connection

Peer-to-peer connection is another beneficial result of two-way communication in the workplace. Over internal communication channels, employees get the chance to build meaningful relationships with coworkers.

This is particularly important for remote and frontline employees, who may spend the majority of their days working alone. Two-way communication channels prevent isolation and disconnection and promote a sense of belonging.

#7. Boosting employee productivity

74% of employees say they are more effective at their jobs when they feel heard.

In a culture of two-way communication, employees get information on policies, tasks, and expectations. But they also get the chance to clarify any uncertainty. With a clear idea of their role and responsibilities, employees are more efficient and less likely to make mistakes.

It’s also easier for coworkers to collaborate with one another. Whether they’re based in the same office — or in completely different locations — employees can share their knowledge and insights, granting a further boost to workforce productivity.

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#8. Reducing employee churn

Research shows that 1 in 3 employees would rather quit or switch teams than voice their true concerns to management. This makes open, trusting, two-way communication channels a crucial part of employee retention.

When employees feel that they can voice their concerns with managers, managers get a chance to respond. They can make changes to the employee experience and encourage employees to stay.

How can you foster two-way communication in your workplace?

Two-way communication requires effective internal communication tools and channels — and this is where a modern employee experience platform (like Blink) can help.

Whether you’re reexamining your current employee communications platform and exploring alternatives, start by looking at solutions that give employees a voice.

A great way to power two-way communication is by starting to use interactive channels like:

• A news feed
• Instant messaging
• Employee surveys
• Digital forms
• Modern intranet

Your platform should make it easy for leadership to share company updates. And for employees to share their thoughts and questions with coworkers, managers, and the C-suite.

By embracing these technologies, internal comms teams can create an inclusive environment where every voice is heard and every employee feels connected.

Blink. And see how you can facilitate two-way communication in your workplace.

Team chat apps play a pivotal role in organizing, securing, and making workplace communications accessible. 

Blink’s audience often includes remote, frontline, and hybrid teams that rely on dependable messaging to stay aligned.

For small and medium businesses, Blink suggests choosing a team chat app that's easy to use, well-organized, and available on all devices, particularly if the business doesn't have an IT team.

In this Blink guide to the best team chat apps, we review eight leading options for hybrid teams and affordable choices for startups and SMBs. We evaluate each team chat platform based on ease of setup, support levels, and total cost.

If your business is a remote startup, operates a small office, or needs to keep hybrid employees connected, this Blink overview will help you choose a team chat app that fits your needs.

Why team chat apps matter for SMBs and agile teams

Team chat apps play a pivotal role in organizing, securing, and making workplace communications accessible. 

Blink’s audience often includes remote, frontline, and hybrid teams that rely on dependable messaging to stay aligned.

For small and medium businesses, Blink suggests choosing a team chat app that's easy to use, well-organized, and available on all devices, particularly if the business doesn't have an IT team.

In this Blink guide to the best team chat apps, we review eight leading options for hybrid teams and affordable choices for startups and SMBs. We evaluate each team chat platform based on ease of setup, support levels, and total cost.

If your business is a remote startup, operates a small office, or needs to keep hybrid employees connected, this Blink overview will help you choose a team chat app that fits your needs.

Highlights 

• The best team chat apps organize, secure, and make workplace communications accessible in frontline, remote, hybrid, and work environments.
• Top chat apps for 2025 include Blink, Slack, Microsoft Teams, Zulip, Discord, WhatsApp, Google Chat, and Element, each designed for different business needs, from affordable team chat apps for startups and SMBs to work chat platforms that are easy to set up without IT support. 
• Key team chat app features to consider include instant text or group messaging, voice and video calls, file sharing/storage, chat history and search, workflow automation, analytics, and insights, language and accessibility support, and security. 
• To find the best team chat apps for a small business and easy team chat apps for hybrid teams without IT support, test a free trial period, and assess how it improves your team’s connectivity and productivity. 

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What is a team chat app? 

A team chat app is a digital platform that enables quick, real-time communication between employees across locations and departments. These apps are essential for maintaining coordination, sharing updates, and ensuring accountability, especially in remote, hybrid, and frontline work environments.

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Blink, a leading employee communication platform, defines team chat apps as:

“Tools that combine instant messaging, collaboration, and productivity features into a single accessible workspace. Allowing teams to connect without the delays of email or the complexity of multiple disconnected systems.”

Choosing the right team chat app for your business depends on how your team communicates, your company size, the tools you already use, and the level of IT support available.

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For small and medium-sized businesses (SMBs), Blink offers an all-in-one solution that simplifies communication, integrates with existing workflows, and keeps teams connected wherever they work.

How to choose the best team chat app

Most team chat apps focus on real-time communication, collaboration, and organization, along with a host of extras, some you'll need, others you won't.  

But some features are crucial for every business, such as: 

1. Real-time messaging

• One-to-one and group chats so team members can communicate 
• Typing indicators, read receipts, and message reactions to increase engagement
• Threaded and channel conversations for organized discussions

2. File sharing and storage

• Uploading and sharing documents, images, videos, or links in chat is essential 
• Preview and version control for shared files and tracking updates

3. Channels and topics

• Public channels for open chat and private channels for specific teams or projects
• Topic-or hashtag-based organization for easy navigation and search

4. Voice and video calls

• One-click voice or video calls for meetings or quick check-ins
• Screen sharing and virtual whiteboards

5. Notifications and mentions

• Customizable alerts for separating communications
• @Mentions and tagging to alert people and groups

6. Integrations

• Integration with tools like Google Drive, Trello, Asana, Slack, Zoom, and GitHub
• Automation to handle repetitive tasks like reminders and updates

7. Search and history

• Full-text search for files, messages, and channels
• Search filters for searching by user, date, or keyword

8. User management 

• Admin roles, moderation controls, and security access levels for protecting sensitive data
• Team invite, guest access, and user status alerts (online/offline/away)

9. Cross-platform availability

• Desktop, web, and mobile apps to ensure accessibility everywhere
• Synchronization across devices so users can seamlessly continue conversations.left off

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The 8 best team chat apps

1. Blink
2. Slack 
3. Microsoft Teams
4. Zulip 
5. Discord
6. WhatsApp 
7. Google Chat 
8. Element 

Blink

Startups and SMBs often need affordable team chat apps that are easy to set up without IT support.

Blink, an off-the-shelf, all-in-one solution, is designed with simplicity in mind, making it a perfect fit for mobile-first or frontline teams. It's customizable to fit your team perfectly, ensuring a seamless and intuitive experience. 

Described as an "employee experience platform" that combines chat, news feeds, and workplace tools into one app. Blink enables direct and group messaging, file sharing, and voice or video calls, without a complex setup. 

Digital Project Manager described Blink`s interface as intuitive:

• Blink’s interface is intuitive and built for teams that “aren’t particularly tech-savvy.” Perfect for easy team chat apps for hybrid teams without IT support

Best suited for:

• Startups and SMBs that want an affordable chat tool that does more than messaging, like polls, shift management, and document sharing
• Small businesses seeking a lightweight internal hub (chat + company news) instead of an entire enterprise stack
• Frontline and distributed teams that need quick, mobile-friendly communication

Blink pros:

• It offers more than chat, with features like absence tracking and polls, making it a complete communication platform rather than just a chat app
• Setup is minimal and user-friendly; you can be up and running within hours
• Blink supports images, GIFs, videos, PDFs, and spreadsheets within chat
• A value-for-money team chat app for startups and SMBs

Blink cons:

• Pricing and scalability details aren't as transparent as some other platforms
• It doesn't support advanced chat features (such as bots or extensive APIs)
• Fewer integration and automation options compared to Slack or Teams

Blink pricing: Blink's Business plan starts at $4.50 per user/month for up to 1,000 users.

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Slack

Described as "where work happens," Slack is the most used app in the workplace (Source: Mio). It combines chat, channels, integrations, and file sharing into one streamlined workspace.

Slack serves a wide range of businesses, from small startups to global organizations, and offers thousands of third-party integrations, smooth onboarding, and real-time communication features.

Best suited for:

• Hybrid and remote teams that need synchronous and asynchronous collaboration
• Startups and SMBs that want a flexible, easy-to-adopt chat platform
• Teams that rely on integrations and automation

Slack pros:

• The free tier provides what many startups need, keeping costs low during those expensive first few years
• According to Social Intents, Slack works best for small, flexible teams because it prioritizes chat
• Slack integrates with over 2,600 apps, including Google Drive, Notion, Asana, and Zoom

Slack cons:

• Without guidance, channels can become noisy and unstructured, something Wired notes as a common growing pain. 
• Pricing can surge when you add users or need advanced features such as security and compliance controls
• Teams already using Microsoft 365 may find Slack less seamless in comparison

Slack pricing: Free tier available. The Pro plan is $7.25 per user/month (billed annually).

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Microsoft Teams

Microsoft Teams gives you file sharing, video meetings, chat, and collaboration under one roof, fully integrated with the Microsoft 365 ecosystem. 

Microsoft built Teams for hybrid work, combining chat and productivity tools into a single, secure space.

Best suited for:

• Teams that need chat, meetings, and document collaboration in one platform
• Businesses with compliance or governance requirements
• Organizations already using Microsoft 365 or Office
• Small businesses that want scalability built in

Microsoft Teams pros:

• Microsoft positions Teams to "empower employees to meet, chat, call, and collaborate from anywhere" 
• Sharing files and working together on documents is easy because it works well with OneDrive and SharePoint
• Microsoft`s Teams Essentials plan was designed for small businesses

Microsoft Teams cons:

• Setup is more complex than other chat tools, especially if you're not already in the Microsoft ecosystem
• If you're not a Microsoft user, licensing and configuration can be frustrating 
• For some startups, the complete feature set might be overkill

Microsoft Teams pricing: The Essentials plan is $4 per user/month (annual). Microsoft 365 Business Basic is $6 per user/month (annual). Microsoft 365 Business Standard is $12.50 per user/month (annual).

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Zulip

Zulip takes a different approach to chat by blending the immediacy of real-time messaging with the organization of threaded conversations.

By grouping messages into streams and topics instead of endless chat scrolls (🥱), Zulip makes it easier to catch up without losing context.

Best suited for:

• Businesses seeking an open-source or self-hosted solution
• Organizations that rely on asynchronous communication
• Teams with multiple ongoing discussions

Zulip pros:

• According to Wikipedia, Zulip's threading system reduces noise and makes conversations easier to navigate 
• Like Slack, this interface offers integrations and notifications, but in a more organized way
• It's open source, giving you complete control over hosting, data, and customization

Zulip cons:

• Zulip protects your data while it's being sent and stored, but the messages themselves aren't fully end-to-end encrypted (only push notifications are)
• Fewer plugins and integration options in comparison to heavier commercial apps
• Reports are that the UI can feel less intuitive for non-technical users
• For simple chat needs, the format is pretty complex

Zulip pricing: Open-source self-hosted version remains free. The Cloud plan is $6.67 per user/month (annual) or $8 monthly. 

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Discord

Created for gaming, Discord has evolved into a powerful communication tool for creative and hybrid business teams by combining text channels, voice chat, video calls, and community-style engagement on a single platform.

Best suited for:

• Budget-conscious organizations that need robust features at low or no cost
• Startups and creative teams that love informal, real-time collaboration
• An easy team chat app for hybrid teams without IT support
• Hybrid teams that frequently use voice and video
• Team chat apps for small businesses

Discord pros:

• Zapier said its flexibility and community-style setup make it appealing for small, fast-moving teams
• Discord offers always-on voice channels, thread-based chat, and strong media sharing
• Its free tier is generous and can handle most small business communication needs

Discord cons:

• Employee engagement platform, HubEngage said, "Discord lacks the enterprise-grade governance and compliance features in tools like Teams or Slack"
• Productivity tool integrations are improving, but they're not as good as those in popular work chat apps
• The platform's laid-back vibe and game-like design might not suit every workplace

Discord pricing: Nitro Basic costs $2.99/month. Full Nitro costs $9.99/month (US).

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WhatsApp

Besides the 2 billion WhatsApp users, many small businesses also use WhatsApp Business for staff chats, GPS location, file sharing, and quick customer interactions. 

Best suited for:

• Businesses that need to combine internal chat with customer communication
• Small teams or micro-businesses with minimal onboarding needs
• Teams that rely on mobile messaging for quick coordination

WhatsApp pros:

• WhatsApp Business offers quick replies, automated greetings, and product catalogs
• Setup is pretty easy: verify your phone number, and start messaging! 🥳
• Most of us know the interface, so adoption's a breeze

WhatsApp cons:

• AI-powered customer service provider, Cuedesk, advises that using WhatsApp for internal business chat could lead to problems with data control
• The app doesn't suit large-scale internal communication
• It lacks channels, user roles, and admin controls

WhatsApp pricing: The Business App is Free. The Business Platform (API) uses a per-message pricing model.

Google Chat

Google Chat is a perfect match for Google Workspace users, as it integrates with Gmail, Drive, and Docs, making it easy for Google users to chat and collaborate.

Best suited for:

• Small businesses that need minimal IT setup or training
• Teams already using Google Workspace

Google Chat pros:

• Google says Chat is a secure, integrated way to “collaborate in the flow of work”
• You can organize topics, assign tasks, and share files in one place
• Easy setup for businesses already using Gmail and Drive

Google Chat cons:

• Fewer features than Slack or Teams in terms of integrations and automation
• Anyone outside the Google ecosystem may find limited value in using it

Google Chat pricing: Business Starter is $7/user/month (annual), Business Standard is $14/user/month (annual), Business Plus is $22/user/month (annual)

Element

Element built its open-source, enterprise-grade chat platform on the Matrix protocol.

It's secure, private, and supports self-hosting, making it unique among popular chat apps.

Element suits:

• Businesses with the technical capability to manage setup and maintenance
• Teams that require secure, end-to-end encrypted communication
• Organizations that prioritize data control and self-hosting

Element pros:

• Element's system is decentralized and shared, so no single server stores your data
• You can self-host, use the cloud, or integrate Element into existing infrastructure
• It's both mobile-friendly and compliant with strict security standards
• Offers full end-to-end encryption (E2EE)

Element cons:

• Self-hosting or advanced deployment may be too complex for teams without IT resources
• For quick, non-technical adoption, it's less plug-and-play than tools like Blink or WhatsApp
• The integration ecosystem is smaller than mainstream options

Element pricing: $5–$10 per user/month, depending on the hosting plan.

Quick recap of our best team chat apps 

• Blink and WhatsApp are budget-friendly team chat apps for startups and SMBs with mobile-first teams that want simplicity and affordability
• Slack offers the best mix of ease, integrations, and scalability for growing SMBs
• Microsoft Teams delivers collaboration for businesses already using Microsoft 365
• Zulip and Element provide teams with security, privacy, and self-hosting options
• Discord shines as a platform for creative, hybrid teams that value flexibility and real-time communication
• Google Chat is ideal for Google Workspace users who prefer work chat platforms that are easy to set up without IT support

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Which team chat app should you choose?

When choosing a team chat app, test a free plan or trial period while assessing your team’s connectivity, sense of community, and productivity.

If you need additional functionality, consider a paid plan, as saving a few dollars on a free option is rarely worth the loss of your team’s time and efficiency.

The best team chat app connects, focuses, and engages your workforce, avoiding unnecessary technical complexity or friction.

Blink meets 95% of workforces where they are by providing fast, innovative solutions to modern-day communication requirements. 

Ready to collaborate on a whole new level? 

Blink. And connect with your team today.

Most intranet comparisons are written by people who've never had to get a nurse, a warehouse picker, or a hotel housekeeper to download an app. Blink. has. We've onboarded 87% of a 10,000-person workforce in 10 days, and we've watched the platforms that look great in a demo fall apart the moment they meet someone without a corporate email address. That's the lens this guide is written through.

Most intranet software was built for people who sit at desks all day. That's a problem when roughly 80% of the global workforce doesn't have a desk, a laptop, or a corporate email address (Emergence Capital, The Rise of the Deskless Workforce). This guide compares 15 intranet software providers for 2026, covering features, pricing, strengths, and where each platform falls short. Whether you're replacing SharePoint, consolidating tools, or reaching workers who've never had an intranet before, you'll find your shortlist here.

Last updated: May 2026.

The short answer

For organizations with significant frontline or deskless populations, the realistic shortlist is Blink., Staffbase, or Firstup, with Simpplr a strong choice if your workforce is mostly desk-based and you want AI-native search. SharePoint and Microsoft Viva remain the default if you're deeply standardized on Microsoft 365 and have IT capacity to configure them. Everything else fits a more specific use case.

Quick comparison: top intranet software at a glance

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What is intranet software?

Intranet software is a private digital platform that connects employees within an organization to company news, documents, tools, and each other. Unlike the public internet, an intranet is accessible only to authorized workers and serves as a central hub for internal communication, knowledge sharing, and day-to-day workflows.

Modern intranet platforms have moved far beyond the static page repositories of the early 2000s. Today's best intranet software includes AI-powered search, personalized content feeds, mobile apps, employee recognition, surveys, and integrations with tools like Microsoft 365, Google Workspace, and HR systems. For a deeper look at what these platforms should do for distributed teams, see our guide to internal communication tools.

For organizations with frontline and deskless workers, mobile-first intranet software has become essential. See our complete guide to team communication tools for deskless teams for the wider category.

Which intranet platforms actually work for your team?

Not all intranet software serves the same audience. The biggest split in this market is between desk-first platforms (built for knowledge workers with laptops and corporate email) and whole-workforce platforms (built to reach every employee, including those on the shop floor, behind the wheel, or on a ward).

If your organization has a significant frontline or deskless population, this distinction matters more than any feature checklist. A platform that scores perfectly on Gartner's criteria but requires a corporate email to log in will fail for the workers who don't have one. For more on closing that gap, see frontline digital inclusion.

Here's how each platform stacks up.

1. Blink.

Best for: Organizations with frontline and deskless workers who need a mobile-first intranet. Works across SMB and enterprise.

Blink. was built from the ground up for workers who don't sit at desks. The mobile app is the primary experience, not an afterthought, and employees can join via phone number or QR code with no corporate email required. The platform combines a news feed, team chat, a searchable Hub, surveys, recognition, and digital forms in a single app.

Key strengths:

• Mobile-first architecture with offline access
• No email or IT setup needed for workers to join
• 87% adoption at JD Sports in 10 days, 20,000+ active employees at easyJet (Blink. customer stories)
• Native integrations with Microsoft 365, Salesforce, and major scheduling and HR systems (Blink. integrations)
• AI assistant on the Pro tier
• Recognized in Gartner's Market Guide for Employee Communications Applications

Where it's limited:

• Less suited for organizations that want a traditional document-heavy desktop intranet
• Pure knowledge management is not the lead use case

Pricing: Core at $3.75 per user per month (annual), Pro at $5.00 per user per month, Enterprise custom. Free trial across all tiers (Blink. pricing).

For head-to-head comparisons, see Blink. vs Microsoft Teams and Beekeeper vs Blink..

2. Simpplr

Best for: Desk-based organizations wanting an AI-powered intranet.

Simpplr has positioned itself as the AI-native intranet, earning Leader status across Gartner, Forrester, G2, and IDC reports. The platform focuses on personalized content delivery and automated governance for knowledge workers. Strong search capabilities and clean design make it popular with IT and comms teams at mid-to-large enterprises.

Key strengths:

• Leader across all four major analyst reports
• AI-powered search and content recommendations
• Clean, consumer-grade interface
• Strong governance and content lifecycle management

Where it's limited:

• Primarily designed for desk-based workers with corporate email
• Limited frontline-specific features (no QR-code sign-up, no offline mode)
• Rising fast in AI search visibility, which is making them more visible in buyer research

Pricing: Custom.

See Simpplr alternatives for competitive context.

3. Staffbase

Best for: Enterprise internal communications teams.

Staffbase is built for internal comms professionals who need to create, publish, and measure content across channels. The platform includes a branded mobile app, email newsletters, digital signage integration, and detailed analytics. Strong adoption in large European enterprises.

Key strengths:

• Purpose-built for IC teams with editorial workflows
• Branded mobile app with push notifications
• Email newsletter builder (no separate ESP needed)
• Detailed content performance analytics

Where it's limited:

• High complexity for smaller organizations
• Frontline features require additional configuration
• Pricing can be steep for mid-market

Pricing: Custom.

See Staffbase alternatives.

4. Workvivo (by Zoom)

Best for: Building company culture and social engagement.

Acquired by Zoom in 2023, Workvivo uses a social-media-style feed to drive engagement. The platform is strong on peer recognition, social features, and community building. Popular with organizations that prioritize culture and employee voice.

Key strengths:

• Social feed that feels familiar
• Strong recognition and shout-out features
• Zoom integration for video
• Mobile experience available for desk and frontline workers

Where it's limited:

• Mobile reviews on Google Play have flagged frontline usability issues
• Less focused on operational comms (shift scheduling, forms, workflows)
• Post-acquisition integration with Zoom's broader suite is still evolving

Pricing: Custom.

See top Workvivo alternatives.

5. Unily

Best for: Complex global enterprises with sophisticated requirements.

Unily serves some of the world's largest organizations. The platform offers deep customization, multi-language support, and enterprise-grade security. Strong on governance and compliance for regulated industries.

Key strengths:

• Handles complex, multi-region deployments
• Deep Microsoft 365 integration
• Advanced personalization and targeting
• Strong governance and compliance features

Where it's limited:

• Expensive and complex to implement
• Primarily desktop-oriented, mobile is a secondary experience
• Overkill for mid-market organizations

Pricing: Custom.

See Unily alternatives.

6. LumApps (with Beekeeper)

Best for: Organizations deeply embedded in Google Workspace or Microsoft 365 that also want frontline reach.

LumApps integrates natively with both Google Workspace and Microsoft 365. In July 2025, LumApps acquired Beekeeper in a deal valuing the combined company at more than $1 billion, backed by Bridgepoint, with a 12 to 24 month integration roadmap to deliver a combined "AI Employee Hub" (LumApps press release).

Key strengths:

• Deep Google Workspace and Microsoft 365 integration
• AI-powered content targeting
• Added Beekeeper's frontline features post-acquisition
• Strong in knowledge management and document search

Where it's limited:

• Beekeeper integration is still maturing, two-product complexity remains
• Less intuitive for non-technical users
• Frontline features are inherited, not native

Pricing: Custom.

See LumApps alternatives and Beekeeper vs Blink. for the post-acquisition buyer view.

7. Microsoft SharePoint and Viva

Best for: Organizations already committed to the Microsoft 365 ecosystem.

SharePoint remains the most widely deployed intranet platform globally, largely because it's bundled with Microsoft 365 licenses. Viva adds employee experience features (engagement surveys, learning, insights) on top. The combination is powerful for desk-based teams but requires significant IT investment to configure and maintain.

Key strengths:

• Included with existing Microsoft 365 licenses (no additional cost for basic functionality)
• Deep integration with Teams, Outlook, and the Microsoft ecosystem
• Massive partner ecosystem for customization
• Viva adds engagement, learning, and analytics layers

Where it's limited:

• Not designed for frontline workers, requires corporate email and Microsoft 365 license
• Heavy IT administration and governance overhead
• Mobile experience is functional but not mobile-first
• Configuration complexity means most deployments take 6 to 12 months

Pricing: Included with Microsoft 365 Business plans (from $6 per user per month). Viva suite is additional (Microsoft 365 pricing).

See SharePoint alternatives.

8. Interact

Best for: Mid-market organizations wanting an enterprise-grade intranet.

Interact offers a well-rounded intranet platform with strong content management, people directories, and analytics. Popular with mid-market organizations that want enterprise features without enterprise complexity.

Key strengths:

• Good balance of features and usability
• Strong people directory and org chart
• Content targeting and personalization
• Integrates with Microsoft 365 and Google Workspace

Where it's limited:

• Mobile app is secondary to the desktop experience
• Less suited for large frontline populations
• Fewer AI features than newer competitors

Pricing: Custom.

See Interact alternatives.

9. Igloo

Best for: Knowledge management and document collaboration.

Igloo focuses on bringing together knowledge, documents, and conversations in a single platform. Strong for organizations where information findability is the primary challenge.

Key strengths:

• Document management and search
• Customizable digital workplace channels
• Good integration with existing file storage (SharePoint, Google Drive)

Where it's limited:

• UI feels dated compared to newer platforms
• Limited frontline and mobile capabilities
• Smaller market presence means fewer third-party integrations

Pricing: Custom.

10. Haiilo

Best for: Employee advocacy and social amplification.

Haiilo (formerly Smarp) combines an internal intranet with employee advocacy tools, enabling workers to share approved content on their personal social media channels. Strong with marketing and employer branding teams.

Key strengths:

• Built-in employee advocacy platform
• Content creation and curation tools
• Analytics for both internal engagement and social reach
• Multi-language support

Where it's limited:

• Advocacy features may be unnecessary for organizations focused purely on internal comms
• Less robust for operational workflows and frontline use cases

Pricing: Custom.

See Haiilo alternatives.

11. Firstup

Best for: Intelligent, personalized content delivery at scale across desk and frontline.

Firstup (formerly SocialChorus + Dynamic Signal) uses AI to deliver the right content to the right employee at the right time. The platform supports email, mobile app, SMS, and digital signage channels, making it viable for reaching workers across multiple touchpoints.

Key strengths:

• AI-powered content delivery and personalization
• Multi-channel reach (app, email, SMS, signage)
• Analytics and engagement measurement
• Designed to reach both desk and frontline workers

Where it's limited:

• More of a content delivery platform than a full intranet
• Less strong on two-way communication and collaboration

Pricing: Custom.

See Firstup alternatives.

12. Happeo

Best for: Google Workspace users wanting a social intranet.

Happeo is built specifically for organizations using Google Workspace. It adds an intranet, social feed, and knowledge base on top of Google's productivity tools.

Key strengths:

• Native Google Workspace integration
• Social channels for team and topic-based communication
• Clean, modern interface
• Pages and knowledge base features

Where it's limited:

• Google Workspace only (no Microsoft support)
• Desktop-first experience
• Smaller feature set than enterprise alternatives

Pricing: Public pricing typically starts in the $5 per user per month range. See Happeo alternatives.

13. Jostle

Best for: Simple, clean internal communications.

Jostle focuses on simplicity, offering a clean intranet experience for organizations that want to communicate without complexity. Refreshingly straightforward in a market full of feature bloat.

Key strengths:

• Very easy to set up and use
• Clean interface with low learning curve
• Good for organizations under 1,000 employees
• Transparent published pricing

Where it's limited:

• Limited customization and advanced features
• Not suited for complex enterprise requirements
• Basic mobile experience

Pricing: Public pricing typically starts in the $5 per user per month range. See Jostle alternatives.

14. MangoApps

Best for: Mid-market organizations wanting an all-in-one digital workplace.

MangoApps combines intranet, messaging, training, and workflow features in a single platform. Good value for organizations that want multiple capabilities without buying separate tools.

Key strengths:

• All-in-one platform (intranet + chat + training + workflows)
• Competitive pricing for mid-market
• Customizable modules
• Basic frontline features included

Where it's limited:

• Jack-of-all-trades means no single feature is best-in-class
• UI can feel cluttered with all modules activated
• Less polished than specialist platforms

Pricing: Public pricing typically starts in the $4 per user per month range. See MangoApps alternatives.

15. Axero

Best for: Knowledge sharing and community-driven organizations.

Axero focuses on creating internal communities and knowledge-sharing spaces. Good for organizations where peer-to-peer knowledge transfer is the primary goal.

Key strengths:

• Community and forum features
• Knowledge base and wiki capabilities
• Customizable spaces for teams and projects
• Competitive pricing

Where it's limited:

• Primarily desktop-oriented
• Less focused on news delivery and top-down communications
• Limited frontline and mobile capabilities

Pricing: Custom.

Why intranet software matters for frontline workers

Roughly 80% of the global workforce is deskless (Emergence Capital), yet most enterprise communication technology still targets the desk-based minority. That gap is why most intranet deployments fail to reach the people who need them most: the warehouse workers, nurses, retail associates, drivers, and hotel staff who keep organizations running but rarely touch a laptop.

Frontline disengagement has a measurable cost. Gallup's State of the Global Workplace consistently finds that disengaged workers leave at materially higher rates than engaged ones (Gallup State of the Global Workplace).

Modern mobile-first intranet platforms are closing this gap. At JD Sports, 87% of frontline workers adopted Blink. within 10 days. At easyJet, 20,000+ employees are active users. Stagecoach reported a 26% reduction in driver turnover after giving frontline staff access to a mobile intranet (Blink. customer stories). For more on the engagement levers, see our guide to deskless worker communication.

How to evaluate intranet software for your organization

Start with your workforce profile. What percentage of your employees are desk-based vs. frontline? If more than 30% of your workforce doesn't have a corporate email address, eliminate any platform that requires one.

Define your primary use case. Are you solving for internal communications, knowledge management, employee engagement, or all three? Platforms like Staffbase excel at comms, Igloo at knowledge, Workvivo at engagement. Blink. combines comms, engagement, and operational tools for frontline-heavy teams.

Test the mobile experience yourself. Download the app. Try to complete common tasks (read a news post, find a document, submit a form) on your phone. If it feels clunky, your frontline workers won't use it. Look for platforms where mobile is the primary experience, not a scaled-down desktop version.

Ask about time-to-value. Enterprise intranet deployments can take 6 to 12 months. Some mobile-first platforms can onboard teams in days.

Calculate total cost of ownership. The license fee is just the start. Factor in implementation costs, IT administration time, training, and the opportunity cost of low adoption. A cheaper platform with 20% adoption costs more per engaged user than an expensive one with 90%.

Learn the difference between internet, intranet, and extranet. And discover how to use each for your business.

Internet, intranet, extranet — the words sound similar but these terms refer to very different types of networks.

These networks have very different security implications and business uses. So before you share essential company documents on any of them, it’s important to know the difference.

Understanding how to use the internet, intranet, and extranet helps to keep your resources secure and in the right place.

What’s the difference between an intranet and the internet?

An intranet is a local, private network that only people within an organization can access. It’s a restricted network mainly used to share files and information securely within an organization. 

The internet is a global collection of computer networks known as the World Wide Web. This network is accessible to anyone.

What is the difference between the internet and intranet?

The internet and the intranet are both online networks. Their core framework is provided by internet protocol and World Wide Web standards.

The main difference between the intranet and the internet comes down to access.

The internet is a global collection of computer networks. It’s an open network, accessible to anyone with a device and an internet connection.

In contrast, the intranet is a closed, online network, only accessible to company employees. Employees use some form of login to access the company intranet. 

What’s the difference between an extranet and an intranet?

As explained above, an intranet is a local network that only the employees of an organization get to access. And the internet is an open network that anyone can access.  

Extranets fall somewhere in the middle. They allow for some connections outside of the company but, like intranets, they’re not available to the public. 

Extranets are a way to give third-parties — including vendors, suppliers, partners, and customers — access to restricted information.

Internet vs intranet vs extranet: what’s the difference?

These three network types support a range of business activities. The information you decide to put on each of these networks depends upon the level of security required.   

Information you share on the internet is suitable for public consumption. Highly confidential information is best reserved for your intranet. And less sensitive data can be shared with trusted third-parties on an extranet. 

Why do companies use an intranet?

Intranets have come a long way since the days when they lived on a server in the office. Many organizations have now moved beyond a traditional intranet. They’ve replaced clunky, outdated, desktop-based systems with a modern alternative.

Now, companies use intranets to share internal communications, support collaboration, and offer easy access to workplace resources. 

Intranets are helping to streamline the work of HR teams and improve employee engagement. They’re also helping organizations to share information securely with remote teams and frontline workers. 

For example, employees may need to access customer order details, review financial reports, or collaborate on new product development. In all these cases, an intranet supports productivity while keeping sensitive data secure.

Here’s a look at some of the ways a modern employee intranet can benefit your company:

• Streamlined knowledge management. Companies can securely store and share important documents. Everyone — including remote and frontline workers — has the information they need to get their work done.
  
  
• Network security. The best intranet software and web servers offer excellent levels of security. An internet firewall, data encryption, secure login protocols, and private servers protect intranet connections. So only approved personnel can access the network and its data.
  
  
• Effective internal communications and collaboration. With a secure intranet, you make sure all workers receive company-wide updates. You give them the opportunity to communicate and collaborate with one another, too.
  
  
• Improved employee engagement. The best intranet software supports employee engagement. It features employee feedback, recognition, analytics, and two-way communication tools.

Modern company intranet solutions, like Blink, keep employees connected. You can even track user activity and use workforce insights to measure employee engagement.

Read more: How to set up your employee intranet

Why do companies use an extranet?

An extranet is a platform via which you can share resources and collaborate with partners. So companies use extranets to give trusted customers, partners, and vendors access to sensitive information. 

For example, if you have a customer who places regular orders with your business, they could use your secure extranet to update orders, process invoices, and message your team. It’s a reliable way to streamline your interactions while keeping data secure.

Some specific use cases for an extranet platform include:

• Sharing financial data with your auditors and key stakeholders
• Providing customer support via a help desk
• Sharing access to key software with external partners
• Collaborating on product development with engineering teams

In all these cases, an extranet solution supports productivity and helps you stay aligned with your partners.

What is an internet-hosted platform used for?

Aside from the obvious day-to-day usage of the internet for browsing and email, many companies depend on the internet for vital employee functions.

For example, many businesses rely on cloud-based software to run their business and manage employees. That software often requires an internet connection.

Additionally, frontline teams may access a specific web portal to communicate with vendors and customers. They may also rely on the internet to access critical business information, such as customer databases or product manuals.

Here are some specific examples of when a company might use an internet solution:

• Providing customer support via live chat or phone calls
• Hosting virtual meetings and webinars with employees, partners, and clients
• Delivering training materials to remote teams or workers in the field
• Collaborating on projects with teammates and vendors across multiple locations

In all these cases, having reliable access to the internet can help your team stay connected and productive.

Intranets and extranets: which is right for my organization?

Intranets and extranets are part of many company workflows. But which solution is right for your organization?

If you’re looking for a platform that lets you securely share information with customers or vendors, an extranet is probably the best choice.

Extranet software allows you to collaborate with multiple external partners across different locations. And it’s ideal when you want to improve outbound or customer-facing comms.

However, if you need a way to share information internally with your workforce, an intranet is a better fit. This closed network offers the best level of security for sensitive company data.

An intranet can also support your wider organizational goals. It can act as an employee engagement tool, using comms and connection to drive employee engagement and retention. It can support workplace productivity, collaboration, and efficiency, too.

Intranets and extranets are both communication and collaboration tools. But they’re designed for very different groups of people. It may be that you need one or both of these solutions to meet your business goals.

Have you considered a mobile app?

Mobile employee apps are a kind of modern intranet, available on both desktop and mobile devices.

These apps are well-suited to frontline organizations, where workers don’t always sit behind a desk and don’t necessarily have a company email address. 

That’s because, when you use an app, frontline workers can access all modern intranet features on the go, from their personal smartphones.

They can take part in real-time communication, get critical company comms, access workplace resources, and use a variety of workplace software — all via a user-friendly interface.

Just bear in mind — some desktop intranets come with a mobile app. But unless you choose a mobile-first intranet, the mobile experience often lags behind that of the desktop version.

Mobile-first intranets offer exactly the same features and functionality on mobile devices as they do on desktops. So both frontline and office-based employees enjoy the same, great digital employee experience.

With a mobile-first employee app, you improve internal communication, employee productivity, and engagement for the whole organization, not just your employees based at HQ.  

Read more about the features and uses of Blink’s employee app.

Final thoughts: internet, intranet and extranet — what’s the difference?

You may use the internet, intranet, and extranet for company comms and operations. But think carefully about which information you put on each of these networks.

Use the internet when you want to share information with everyone. Use an extranet for collaboration with partners, customers, suppliers, and vendors.

And use an intranet as your secure digital workspace. This is a platform where employees can access resources, connect with one another, and follow company news. And where your comms and HR teams can easily and efficiently give workers all the information and resources they need.

How can Blink help?

Blink’s employee app is the ultimate employee network solution. With this cloud-based software platform, you can securely manage a range of business functions.

Communications, collaboration, HR functions, workplace resources — our super-app gives employees secure, mobile access to everything they need for their day-to-day work. 

In doing so, it helps frontline organizations improve employee productivity, retention, and engagement.

To learn more about how a modern intranet solution can support your digital workforce, explore Blink today.

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Employee experience (EX) is how your organization makes workers feel at every stage of the employee journey. EX impacts employee engagement, employee productivity, and retention — which means that building a consistently positive employee experience makes a big difference to your business.

Positive EX is particularly important for frontline employees. These people are the face of your organization. The frontline experience directly affects product quality and customer satisfaction.

But the frontline employee experience is falling short: 

• A recent Quinyx report found that 1 in 2 frontline workers have thought about quitting their jobs in the past year due to low pay, stress, and irregular working hours. 
• O.C. Tanner research reveals that 2 in 5 frontline employees say they’re viewed as inferior by employees in the office, and more than a third say their work is not valued as highly as office work.  
• Frontline employees are hard to reach. Working in isolation, away from HQ, they often feel disconnected from company culture and comms — and don’t get access to the same tech tools as their desk-based peers. 

The demands of shift work. A sense of inequality. A feeling of disconnection. There are lots of barriers getting in the way of a positive frontline employee experience. To overcome these barriers, you need a targeted approach that keeps frontline needs front of mind. 

The good news is that there are actionable steps you can begin taking today to create a positive employee experience across your frontline — ultimately helping your organization boost employee engagement, productivity, and retention. 

8 steps to building a positive employee experience for your frontline workforce

To create a positive employee experience for frontline workers, consider these eight areas of opportunity:

• Develop an employee experience strategy
• Create a positive company culture
• Give employees development and growth opportunities
• Establish effective communication channels
• Recognize employee achievements
• Improve the physical and digital work environment
• Hone onboarding and offboarding 
• Ask for employee feedback

Let’s take a closer look at each of these actions. 

Step 1: Develop an employee experience strategy

Gallup looked at companies with a strong workplace culture to find out what they had in common. They found that companies with the best culture were committed to developing a positive employee experience across the whole employee life cycle.

In the most successful organizations, employee experience and employee engagement sit at the center of company strategy, informing how they hire, onboard, and develop talent. It also informs how they motivate their teams, set goals, and communicate to their employees.

Achieving this holistic approach is easier when you have a thoughtfully crafted employee experience strategy — one that tackles all five stages of the employee lifecycle:

• Attraction
• Recruitment
• Onboarding
• Development
• Separation

To create a strategy suited to each of these employee journey stages, use employee feedback to help you uncover weaknesses at each stage. You can then set EX goals that align with organizational goals — and develop initiatives that will help you achieve them. 

Step 2: Create a more positive company culture

A positive company culture supports a positive employee experience. So what can you do to improve the culture within your organization?

Define core values and incorporate them into the workplace

When you get clear on your company’s core values, you unite employees behind one definitive version of company culture and establish how people should work together and the goals you’re all working towards.

Once you’ve defined your values, think about how you’ll express them across every stage of your employee journey. Also, weave them into your internal communications regularly to reinforce their importance.

Foster a supportive and inclusive environment

Employees who feel that they belong at an organization are 5.3 times more likely to feel empowered to perform their best work. So to build a positive and productive workplace culture, you need to ensure that everyone feels supported and included.

That might mean taking an in-depth look at your diversity, equity, and inclusion policies and how they are lived across the employee journey. It might mean working to create a culture of psychological safety and open communication, where everyone feels able to share their ideas and concerns.

For frontline teams, it could mean ensuring employees get opportunities to build relationships with co-workers — and that they get access to the same tools and resources as their desk-based peers.

Promote wellbeing and work-life balance

Another characteristic of strong and resilient workplace cultures is an emphasis on wellbeing in work and in life. Companies that show concern for the holistic wellbeing of employees — caring about them as people, not just workers — are more likely to create a more engaging employee experience.

Gym memberships, mental health support, financial planning, and volunteer days can all improve the physical and mental wellbeing of employees. For many employees, work-life balance is another key factor — and there are various strategies you can use to bring flexibility to frontline work. 

You can share frontline worker shifts at least two weeks in advance, giving them more time to plan their out-of-work lives. You can give them access to shift-swapping tools so they can exchange shifts with co-workers without manager involvement.

Or follow the example of the Principality Building Society, which made the decision to shut their branches half an hour before the end of retail employee shifts. This allows employees to finish tasks and leave on time, without having to serve customers for those last minutes of the day.  

Step 3: Give employees development and growth opportunities

Frontline workers are often overlooked when it comes to training and career progression. McKinsey research shows that 65% of frontline workers are unaware or unsure of how to achieve advancement. Only 32% say that they receive education or training in the workplace.

But training and development can have a big impact on the employee experience. McKinsey also revealed that frontline employees rank job growth or promotion above pay and benefits. In fact, it’s their top priority in the workplace.  

Make it easy for frontline employees to access development resources by choosing training programs that can be accessed via mobile devices. Micro-learning features are also a good idea, allowing employees to complete short lessons, fitting learning around their busy schedules.

Communication is key, too. The connection between a frontline role and opportunities elsewhere in the organization isn’t always clear. Managers need to make employees aware — very early in the employee journey — of the career progression options available to them.

Step 4: Establish effective communication channels

Good internal communication is the foundation of employee engagement and any successful employee experience strategy. But frontline employees are more likely to miss out on vital and culture-building communications if they’re put on a noticeboard or sent via email.

Frontline workers need communication channels that they can access on the go, on their smartphones. They need streamlined channels, so they know exactly where to find the information they’re looking for. To ensure engagement, they should also only receive content that is relevant to them.

Communication channels should allow frontline workers to connect with co-workers, too. The 32,000 frontline care workers at Elara Caring, working alone in clients’ homes, often felt isolated and lonely. This harmed employee satisfaction.

Now, with the help of Blink, the team can communicate easily over a dedicated company app. This means more knowledge sharing, stronger co-worker relationships, and a more positive employee experience.

Step 5: Recognize employee achievements

Employees experience more job satisfaction when they receive recognition from managers and peers. The act of giving recognition is also good for staff morale.

You can recognize an employee on their birthday or a work anniversary. You can highlight project success or how an employee has demonstrated company values.

But giving rewards and recognition to frontline workers requires more intention: Because frontline employees don’t work in the office, there’s less opportunity for informal thanks.

This is where digital recognition tools can help. By sharing praise and rewards on your digital communication channels, you make recognition a more visible part of company culture — even for your frontline. So you get to boost employee productivity, motivation, and satisfaction across the board.

Step 6: Improve the physical and digital work environment

Design a safe and comfortable workplace

The physical work environment has a big impact on employee wellbeing and productivity. You need to ensure the workplace is safe and comfortable and doesn’t put undue physical strain on your workers.

To improve frontline workplace safety and comfort, you should:

• Provide the necessary personal protective equipment
• Conduct regular mandatory training so everyone knows safety protocols
• Provide channels where employees can communicate safety concerns quickly 
• Run regular safety audits

A well-designed work environment prevents accidents and injuries, reduces stress, and improves job satisfaction. 

Use tools to streamline processes and improve efficiency

Only 10% of frontline workers say they have high access to the tools, tech, and opportunities they need to connect and advance in their workplace. But the digital employee experience is crucial to your overall EX.

Give employees too many tools — or tools that add friction to their workday — and you risk creating frustration and disengagement. Avoid using any tech tools and you’re left with inefficient paper processes. Either way, you end up harming employee satisfaction.  

When choosing tools for a frontline workforce, look for:

• Mobile-first tools, that don’t require a company email address and are available on employee smartphones
• A tool that brings all company software into one hub, so employees don’t have to remember lots of logins and passwords

The best employee apps are built with the frontline in mind. They’re intuitive to use and offer a host of useful features. They allow workers to chat with co-workers, get company updates, select their benefits, view pay slips, complete the onboarding process, and sign up for shifts — all via their mobile device.

Step 7: Hone onboarding and offboarding

To build a better employee experience for your frontline, you need to consider every stage of the employee journey:

Craft an effective onboarding process for new employees

Onboarding is a process that should start before an employee’s first day at your organization and last for at least three months. It should incorporate regular recognition and two-way feedback, along with goal setting, team building, and skills development.

For frontline employees, it makes sense to make onboarding resources available via smartphone. That way, they can read FAQs, complete mandatory training, and learn about company policies at a time and place that suits them.

Conduct exit interviews

Exit interviews are another integral part of any employee experience strategy.

First, because when you treat employees fairly and positively even as they leave your organization, you show other employees that you value the person, not just the worker.

Second, because exit interviews can reveal areas for employee experience improvement. Whether it’s progression opportunities, pay and benefits, company culture, or internal communication, finding out what prompted an employee to leave can give you lots of food for thought.

Step 8: Ask for employee feedback        

Offboarding feedback is important. But don’t wait until employees are leaving your organization to ask what they think of their employee experience. Schedule regular employee surveys to get feedback and learn t how they think and feel about your organization.

Use employee surveys

You can use quarterly employee experience surveys to assess employee sentiment. By asking the same employee survey questions every quarter, you can benchmark your performance and see which of your employee experience initiatives are making the most difference. You can then update goals in your employee experience strategy.

You can also use pulse surveys to get a snapshot of your employee experience at any given moment. This helps to ensure any employee experience issues are identified and dealt with promptly.

For either type of survey, be sure to ask demographic questions. These allow you to segment survey responses by employee journey stage, department, or team — revealing more detailed insights without compromising employee anonymity.

Follow survey best practices

To get the most from your employee surveys, follow survey best practices by:

• Allowing employees to respond to surveys anonymously. That way, you get honest and valuable answers.
• Sending employee surveys in a format that’s accessible to everyone. Mobile-first survey software ensures every member of staff — whether they’re working in the office, at home, or on the frontline of your organization — gets to give their opinion.
• Developing a survey communication strategy. Keep employees in the loop, thanking them for their feedback and clearly communicating how you plan to act upon it. This ensures ongoing engagement with the feedback process.

The role of technology in the frontline employee experience

The digital employee experience is a big part of the employee experience. But it’s particularly important for frontline workers who don’t spend their days at a desk.

With the right technology, you connect everyone — including hard-to-reach frontline employees — to internal communication, co-workers, and vital workplace resources. This helps improve EX, boosting employee productivity and retention in the process.

Many workplace tech tools are designed for office staff. They work beautifully for your team at HQ. But don’t provide the same features and level of functionality for your frontline workers.

To prevent tech from widening the gap between the frontline and desk-based worker experience, you need tech tools and employee experience software with the following features:

• An easy-to-use, intuitive interface with a minimal learning curve
• A mobile-first design, so all features are accessible via an employee’s smartphone
• Single sign-on security, so employees can log into all workplace software with one set of login details
• No email required — some frontline workers don’t have a company email address so it’s important that workplace tech works without them

Blink’s employee app ticks all these boxes and more.

It provides a news feed, group chat, and 1:1 messaging for easy communication. It gives managers EX-boosting tools, like recognition and employee surveys. Blink also integrates with other workplace tech, creating a one-stop shop for your frontline team.  

But don’t take our word for it. Here’s what Lorna Murphy, Operations and HR Manager at transit company Abellio had to say about the Blink experience:

“Using Blink, Abellio bus drivers can access a system of simple pathways that makes it easy for them to report issues, start a conversation with management or colleagues, or go about their day-to-day tasks such as checking shifts and accessing payslips, reconnecting them back to the organization they work for via one simple, easy-to-use app.”

Use Blink to create a positive employee experience across your frontline. Schedule your personalized demo today.