The great notification detox: Unlocking guided attention

What makes him awesome?

Fernando has been with Holcim since October 2022. Until earlier this year, Fernando's position was a RMX driver at the Bannock location in Denver. The summer of 2024 proved a challenge for staffing levels, and Fernando stepped in across a multitude of environments to keep the business marching forward. Fernando was task-trained, cross-trained, and utilized as an instrumental resource for operating skid steers, front end loaders, water trucks, shovels, and concrete batch plants across the Denver metro.  

Plant managers as well as plant operators have welcomed Fernando’s support from operations in Aurora, Castle Rock, Centennial, Denver, Franktown, and Littleton, comprising seven ready-mix plants and both central and dry batch facilities. While every site was different, it was Fernando's attitude and willingness to learn that strengthened our teams’ ability to have a successful year in concrete production. We thank Fernando for being such a valuable member of the Denver RMX business.

How has Blink helped in his role?

Were it not for the Blink platform, I’m not sure Fernando would have the same level of peer recognition that Blink offers. In order to appreciate the opportunities within our business, sometimes allowing others to understand what is available is as simple as sharing a story of success!

What does he want to do next?

Fernando has recently transitioned from a driver to a plant operator at the Bannock RMX plant, and continues to develop his production skills to sharpen our business’s performance within a very competitive market. I look forward to seeing his continued growth within the organization.

Nominated by: Michael Galbraith, Operations Manager

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Missed our Spring 2025 release? Catch up on the details here!

At Blink, we’re continuously evolving our employee experience platform to meet the dynamic needs of organizations and their diverse teams. Our Summer 2025 product release showcases the newest features that will soon be coming to the Blink platform.

Staying true to our commitment to exceptional employee experiences — whether in the field or at the desk — we’re thrilled to introduce our latest innovations. These updates are about more than shiny features. They’re about helping you build the kind of employee experience your people deserve: personal, powerful, and actually easy to use.

From streaming that stops the scroll to governance that keeps content clean, our Summer 2025 release is all about creating smoother, smarter communication — for everyone.

#1. Live streaming: A better way to broadcast

All eyes on your next big announcement. Blink Live now delivers a high-end, broadcast-quality experience — straight to the devices your people already use.

Whether it’s a town hall or training, your live streams just got a serious glow-up.

What’s new:

• Instant replay with DVR mode: Viewers can rewind in real time — no more “Wait, what did they say?”
• Auto on-demand playback: Every live stream is automatically saved, so people can catch up on their own time.
• Captions for accessibility: Every word, loud and clear — and readable.
• Preview studio for presenters: Test your mic. Fix your lighting. Go live with confidence.
• Coming soon: Streaming on mobile — because your frontline deserves a front-row seat.

This isn’t just another video tool. Blink Live is built for scale, mobile, and moments that matter.

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#2. “Save for later” mode: Access your Hub, no WiFi needed

No signal? No problem. With new “Save for later” functionality in the Hub, employees can now save posts and resources for later — perfect for planes, underground tunnels, or dodgy breakroom Wi-Fi.

Everything syncs automatically when employees are back online. It’s a seamless experience that keeps everyone in the loop — no matter where work happens.

What’s new:

• Save any post to view offline — perfect for on-the-go teams
• Automatic syncing when connection is restored
• Built-in functionality, no extra tools or downloads required

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#3. Review cycles: Enhanced content governance

Good governance shouldn’t slow you down. This release brings built-in review cycles and post approvals to the Hub — so your comms stay compliant, on-brand, and typo-free.

It’s easier than ever to manage content at scale — without needing extra tools or workarounds.

What’s new:

• Set custom review and approval workflows directly in the Hub
• Assign reviewers and approvers by team or content type
• Track post status in real time — draft, in review, or approved

#4. Translations & localizations: Speak their language

Whether you’re global or just growing, Blink now supports seamless translations and localized experiences across the platform.

From Hub posts to notifications, your people will see content in the language that works best for them — automatically.

This is more than a translation tool. It’s a step toward a more inclusive employee experience.

What’s new:

• Automatically deliver content in your employees’ preferred language
• Support for global teams with localized experiences across the platform
• Built-in translation tools — no copy/paste or third-party apps needed

#5. Post approvals: Open the feed, keep the control

The best content often comes from the frontlines — but without controls in place, organizations often lock down the Feed to avoid risk.

Post Approvals let you safely open up content creation to a wider audience. When enabled, user-generated posts require approval before they go live. Group Admins and Org Admins can review posts for quality, tone, and relevance — so you can encourage participation without compromising your message.

It’s moderation without micromanagement.

What’s new:

• Control content at the group level by enabling “Requires Approval” in the Admin Panel
• User-generated posts are held for review when targeting approval-enabled groups
• Group Admins or Org Admins approve posts, depending on the audience
• No edits after submission — approved or declined posts are final (for now!)

#6. Ghostwriters: Your voice, their words

Sometimes, the person with the message isn’t the one with the time to write it. Enter Ghostwriters — a smarter way to keep leadership visible, consistent, and active on the Feed.

Now, trusted users (like your comms team) can post and comment on behalf of others — say, your CEO, a store director, or anyone else who needs a hand shaping their message. It’s transparent, trackable, and totally above board — everyone involved gets notified and stays in the loop.

It’s like sharing a voice — not a password.

What’s new:

• Assign trusted users to post or comment on behalf of others — like execs or team leads
• Posts appear as the original author, with their name and profile photo
• Authors and ghostwriters are notified, and ghostwriters can only post where they have access
• Setup is simple via the Admin Portal under “Publishing Profiles”

#7. Voice notes: A new era of workplace communication

Not everything needs to be typed. Sometimes, the fastest way to explain, empathize, or just say thanks is with your actual voice.

Voice Notes let your team send audio messages in chats and channels — perfect for fast updates, shift changes, or a quick “you’ve got this” before a big day. They’re human, easy to use, and ideal for mobile-first teams who work with their hands, not keyboards.

Now your comms can sound a little more like… you.

What’s new:

• Record and send voice messages in chats or channels (mobile only)
• Listen on mobile or web with full playback controls
• Pause, scrub, reply, forward, or report — just like a regular message
• Messages can be up to 15 minutes long

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Blink. And see how these new features can upgrade your employee experience.

Unmotivated workers do the bare minimum. They can drag other team members down with them. They’re also more likely to be looking for a job elsewhere.

Given that only 23% of global employees feel engaged at work, improving employee motivation is a critical business priority. You need to employ strategies known to boost motivation and inspire better employee productivity. 

In this article, we list a range of employee motivation ideas that will help you get the most from your workforce. We’ll be looking at the following:

• Why is employee motivation important?
• Key factors in employee motivation
• 12 ways to motivate employees
• Using an employee super-app to create a motivated workforce

Why is employee motivation important?

Motivated employees tend to enjoy work. They have a sense of purpose and accomplishment. They also approach work with energy and drive.

But employee motivation isn’t just good for employees. It benefits your business, too. Here’s how:

Increased employee productivity. Motivated employees work harder. They’re more efficient and focused. They’re also more likely to take the initiative, going beyond their basic responsibilities.

Better quality of work. A motivated workforce doesn’t just produce more work. It produces better work. Workers are committed to quality. This results in fewer errors, fewer missed deadlines, and fewer workplace safety incidents.

Higher retention rate. Engaged employees are loyal to your organization. So they’re less likely to look for another job. With a motivated workforce, your organization experiences higher levels of employee retention and less absenteeism.

More profit. Gallup research on employee engagement shows that employee morale impacts a range of business outcomes. It leads to a 23% increase in profitability and a 10% increase in customer loyalty.

Key factors in employee motivation 

There are two types of motivation — extrinsic and intrinsic.

Extrinsic motivation is all about the carrot and the stick. You create extrinsic motivation with external rewards and penalties. Rewards might include an employee’s salary, bonuses, rewards, and praise. Penalties might include a poor performance review or a manager reprimand.

Intrinsic motivation comes from within. Employees are motivated to do their best work because they find it personally rewarding. This type of motivation relies on drivers like interest, purpose, pride, and curiosity.

When you have high levels of employee engagement within a workplace, you tend to get high levels of intrinsic motivation. Employees feel invested in their work and the company. So they’re driven to bring their A-game without needing constant carrot-and-stick encouragement.

As an employer, it may seem that you have more control over extrinsic motivation. You can raise someone’s salary, provide bonuses, and praise a job well done. All of these things help to motivate an employee.

But the fact is, you can influence levels of intrinsic motivation, too. Here are some of the things that prompt intrinsic motivation in your employees. 

Feeling valued

When employees feel you care about them, their wellbeing, and their lives beyond work, they’re more likely to bring their all. That means giving employee recognition where it’s due, treating people fairly, and valuing their input, too.

Making progress

Employees like to know where they’re heading — and where they’re at right now. That requires regular, positive feedback and constructive criticism. Training, development, and clear career pathing are also important.

A sense of purpose

Every job has its boring bits — the tasks that an employee is never going to be excited about doing. But when employees understand how their work contributes to organizational success and wider society, finding that motivation gets easier.

A positive company culture

Motivation is contagious. And it spreads more easily in organizations where there’s good communication and a sense of belonging. When they’re part of an open and supportive company culture, employees are more invested in company success.

The ideas we’ve included below incorporate all of the above. They also provide ways to inspire both intrinsic and extrinsic motivation in your workforce. 

12 ways to motivate employees

To motivate your employees, you need to:

• Highlight values and purpose
• Communicate transparently
• Give employees the resources they need
• Use the right technology
• Provide opportunities for professional development
• Develop employee career paths
• Support employee wellbeing
• Encourage teamwork and collaboration
• Support employees to build workplace friendships
• Recognize employee contributions
• Ask employees for their thoughts and feedback
• Treat everyone equitably

Highlight values and purpose

According to Gartner research, shared purpose is one of five primary things motivating employees to stay in their jobs right now. It helps them feel invested in their work and your organization.

Shared purpose helps employees feel part of something bigger than themselves. So work becomes about more than just a paycheck.

You can support purpose in the workplace, by crafting clear company values and communicating these values regularly.

Start during onboarding. Introduce new hires to your company’s vision, mission, and values from day one. Explain how their role contributes to your goals and social impact.

Be consistent. Regularly reinforce your company's vision and mission in all employee communications. Make purpose a recurring theme in meetings, updates, and internal messaging.

Build a values-based culture: Create an environment where company values are lived and breathed daily. Take concrete action based on your values. That way, employees are more likely to believe in them.

Communicate transparently

Employee communication is another important element of employee motivation. Open and transparent communication builds trust. And employees who get enough information to do their jobs well are 2.8 times more likely to be engaged.

But while 87% of business leaders think their internal communications are “highly effective”, only 63% of employees agree. So what does effective communication look like?

Effective communication is a two-way conversation, where both leaders and employees get to share ideas, concerns, and feedback. It’s keeping employees up-to-date with key company developments, and it’s ensuring that you have clear channels of communication to reach all employees.  

For remote and frontline teams, this means choosing streamlined, digital communication channels. You need internal communication tools you can use to relay messages quickly and reliably, bypassing paper memos and an employee’s already overflowing email inbox. 

Give employees the resources they need

Imagine you’re setting out on a long hike. You’re excited and determined to reach the endpoint.

But you’re given a pair of ill-fitting hiking boots to wear. And a mile or so into the walk, you realize that the map you’re following isn’t 100% accurate. You decide to call the hike organizer for directions. But the number’s engaged and you fail to get through.

It’s likely that at this point in the hike, your motivation has started to dip. You feel thwarted and discouraged. You’re tempted to turn back. What felt like a promising journey now feels like an uphill struggle. 

That’s why it’s important to give employees the resources they need. They need the right tech, training, support, and information to do their jobs well. Without it, morale takes a hit.

Use the right technology

Technology is increasingly important to the employee experience. Done right, it makes life easier for employees. Done wrong, it causes friction and frustration, which harms employee motivation.

A concerning 83% of HR leaders say they don’t have the right technology at work. This is contributing to stress, burnout, and low morale. Similarly, only 10% of frontline workers say they have access to the tools, tech, and opportunities they need to connect and advance in the workplace.

All workers — those in the office, those working remotely, and those on your company’s front lines — need access to high-quality, user-friendly tech that makes their jobs easier, not harder.

That might mean using a mobile-first employee app to give frontline employees the resources and co-worker connection they crave. Or it might mean implementing a social intranet that supports workplace communication and collaboration.

You can also use tech tools that have a direct impact on employee motivation. Employee engagement tools help organizations to improve and track staff morale.   

Provide opportunities for professional development

According to O.C. Tanner research, organizations have five times greater odds of achieving employee fulfillment when they support professional development. A comprehensive training program improves your workplace retention rate, too.  

O.C. Tanner also found that organizations are more likely to make a success of skills-building initiatives when they:

• Empower employees to make their own training decisions. Supporting employees to choose training paths that align with their career goals and interests improves engagement with the learning process.
  
  
• Give employees time during work to complete training. Allocate dedicated time for training so employees don’t experience stress, trying to juggle learning with daily tasks and out-of-work responsibilities.
  
  
• Provide or reimburse hobby classes as well as work-related learning. Reimbursement for hobby classes improves the odds that a skill-building program will improve retention by 119%.

Develop employee career paths

Training is important. But unless employees can put those newfound skills to use within your organization, they’re going to become frustrated. That’s why every employee should have a clear progression path within your organization.

Sit down with employees to find out where their ambitions lie. And — as we mentioned above — personalize a training program to support their career goals.

Also, try to be realistic and open with workers about when a promotion is likely. This will depend on their current skill set and your organizational needs. If an upward move isn’t available for the foreseeable, there are other things you can do to keep staff motivated.

A lateral move helps employees to develop skills in another area of the business. You give them a new challenge and support them to become well-rounded members of your organization.

Similarly, stretch assignments are a great way to grow employee skills. They encourage workers to move beyond their comfort zone, take on new responsibilities, and prepare for higher-level roles.

Support employee wellbeing

In its State of the Global Workplace Report for 2024, Gallup talks a lot about employee wellbeing. It reveals that to improve employee lives and organizational performance, employers need to do the following:

• Make support for employee wellbeing visible and consistent
• Assign employee wellbeing counselors or coaches
• Emphasize wellbeing at work and in life
• Go beyond physical health to provide mental health and holistic support

Employee wellbeing goes beyond the odd mindfulness session. It requires a company-wide approach and a real understanding of what your employees might be struggling with.

Starbucks is a great example. They’ve been helping employees with the astronomical cost of housing. They offer a Tenancy Deposit Loan Scheme that they’ve named Home Sweet Loan. Employees can access an interest-free loan to pay the rental deposit when moving into a new home.

Starbucks is making it easier for employees to find and secure housing. This is good for their baristas. But it’s good for business, too. Because when employees aren’t worried about the roof over their heads, they’re more motivated and focused at work.

Encourage teamwork and collaboration

A 2022 Corel report reveals that 41% of employees have left their jobs or would consider leaving their jobs due to poor collaboration at work.

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Collaboration is a great way to engage employees. It helps to create a sense of belonging. It makes work more efficient because teams share knowledge and resources freely. Plus, employees motivate one another when they work together.

You can support collaboration by supporting employees to build positive workplace relationships (more on this in a moment). Praising teams, rather than individuals, for their successes is also a good idea.

For teams who work disparately, the right intranet or app is an important part of the puzzle. You need tools that support employees to collaborate in real-time and access shared resources.

Read more: 8 benefits of collaboration in the workplace

Support employees to build workplace friendships

Water cooler chat may feel like an unnecessary part of the work day. But giving employees the time, space, and, in some cases, the tech they need to develop workplace friendships is incredibly important to engagement.

Employees who feel that they belong within an organization are 5.3 times more likely to feel empowered to perform their best work. And those with a best friend at work are more productive, happier to innovate, and happier to share ideas.

So schedule social events. Allow time at the beginning or end of meetings for informal conversation. If your team works remotely or you have frontline workers, be intentional about creating these opportunities for connection.

That might mean letting employees create shared interest groups on the company intranet. How about a book club? Or a running club? Maintaining a news feed where employees can post, comment, and like, helps remote and frontline workers to build connections, too.

Recognize employee contributions

Employee recognition and rewards are another important pillar of employee morale. When employees feel their hard work is appreciated, they’re more likely to maintain their motivation.  

They’re also more likely to stay working for your company. According to recent Gallup and Workhuman research, a 10,000-person organization can save up to $16.1 million a year in reduced employee turnover costs by making recognition an important part of company culture.

Timely and relevant recognition from managers is essential. But peer-to-peer recognition can be just as valuable and it has a surprising benefit. 75% of employees say that giving recognition makes them want to stay at their current organization longer.

Blink’s employee recognition feature makes it easy to give every employee the appreciation they deserve. You can create personalized recognition posts in seconds. Then, share praise with the individual or publish it on the company news feed for everyone to see and celebrate.

If you want to offer employee rewards as part of your recognition program, be sure to find out what employees are excited by. You may think that cash bonuses and company merchandise are great incentives. But it may be that employees would prefer something else, like extra paid time off.

Read more: 6 amazing employee appreciation ideas that your staff will love

Ask employees for their thoughts and feedback

Employees are more motivated when they feel listened to. When an employer seeks their input and insight, it makes them feel valued, which contributes to employee morale.

Ask for employee input on key decisions. Taking everyone’s opinions into account when implementing change helps to ensure buy-in.

Also, get employee feedback on a range of issues, on a regular basis. Use surveys to ask workers about the employee experience, workplace satisfaction, or workplace rewards. Their answers will help you to develop a more motivating environment for employees going forward.

Just remember that feedback is a multi-stage process that requires effective communication. You need to:

• Ask for employee feedback
• Thank employees for their feedback
• Tell employees what their feedback has revealed and what you plan to do about it
• Keep employees in the loop, informing them how your plans are going

Closing the feedback loop like this keeps employees invested in the feedback process. It shows them that you’re really listening to what they have to say.

Treat everyone fairly and equitably

Fairness is crucial to employee motivation. When employees feel that they aren’t being treated fairly or equitably, motivation takes a dive.

So all employees must be given equal access to training and career progression opportunities. Everyone should have the option to give feedback and build workplace friendships. They should get the resources and recognition they need to feel valued.  

Pay also comes into the equation. You can prevent resentment and employee churn by offering employees a fair salary. Conduct a pay equity audit. Also, regularly check to see how your wages match up with market trends and the cost of living.

But bear in mind that engaged employees look for a 31% pay increase to consider taking a job with another organization. So you don’t necessarily have to match competitors like-for-like if you provide non-monetary benefits and a company culture employees enjoy being part of.

Using an employee super-app to create a motivated workforce

Having the right tech on your team makes it easier to boost employee motivation. 

An employee super-app is particularly useful for remote and frontline employees who may feel disconnected from motivators like co-worker support, feedback opportunities, and company resources.

An employee app helps you to create an equitable experience for all members of staff, no matter where they work. It also allows you to put motivation-boosting features into the palm of every employee’s hand. 

Take a look at these employee app features, sure to improve employee motivation. 

Social features

Social features like a company news feed help to include everyone in your company culture and support workplace connections.

A resource library

A resource library gives all employees, no matter where they work, access to essential workplace resources. You can populate your library with how-to guides, company policies, and FAQs.

Recognition features

Built-in recognition features make it easy to show appreciation for employees and encourage peer-to-peer recognition, too.

Survey tools

The best employee super apps make it easy for managers to request feedback — and for employees to provide it.

A digital hub

By integrating with all of the digitals you use, you can give employees access to professional development, wellbeing, and collaboration tools, all in the same place.

Effective communication

With a news feed, group messaging, and 1:1 chats, it’s easy for every member of your organization to take part in the company conversation and for leaders to amplify company culture.  

Analytics

Analytics help you to track motivation and engagement. This allows you to make data-backed improvements to your engagement initiatives.  

In summary

Find ways to motivate your employees and you create a happier, more engaged, more productive workforce. You improve employee loyalty and talent retention. You also achieve better business results. 

There are lots of different things you can do to motivate your workforce. But all actions center around four key pillars:

• Help employees find meaning in their work
• Show employees that you value them as people as well as workers
• Support employees to make progress in their careers
• Build a positive company culture

It’s easier to do all these things when you have the right tech tools. An employee super-app brings your organization together and helps you establish a positive company culture.

It also gives employees all the communication, resources, and digital tools they need to excel in their roles. They experience more flow and less friction, which makes for improved employee motivation.

Find out what an employee app could do for your organization. Schedule a free Blink demo today.

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Is your internal comms tech stack bursting at the seams?

Technology should make work easier. The right internal communications tech has the power to transform the employee experience and get everyone pulling in the same direction.

But when your internal comms tech stack is bursting with tools — all pinging, updating, and overlapping — things get messy.

With different tools for communication, collaboration, engagement, and more, employees get a fragmented digital experience.

And for the IT team behind the scenes? It’s a constant juggling act of integrations, logins, security, support tickets, and updates — plus eye-watering costs for all those subscriptions.

Of course, each one of those digital tools serves a purpose. But used together, they can create friction, silos, and a digital employee experience that doesn’t live up to expectations.

Overwhelmed by your tech stack? There’s a better way.

Let’s explore how to consolidate your tools without compromise — and why a single, mobile employee app can simplify your stack, save your budget, and elevate the experience for everyone.

The current state of internal comms tech: A tool for every need

Internal communication teams wear a lot of hats. They’re responsible for amplifying company culture, keeping track of employee sentiment, sharing essential company updates, and boosting employee engagement.

To tick all those boxes, many organizations end up with a patchwork of internal communications platforms. A survey tool here. A chat app there. A weakness in one tool is fixed by bringing another software solution into the mix.

In any given organization, there are often separate tools for:

• Real-time chat and collaboration
• Social media-style engagement
• Critical communications
• Employee surveys and feedback
• Employee training
• Virtual meetings and town halls
• AI content support
• Employee journeys
• Peer recognition
• Task management

Before you know it, these tools are fighting for employee attention. They’re adding to the noise and making it harder for comms teams to cut through with vital messages. Maintaining multiple, overlapping solutions is also costly — and it creates a real headache for CIOs and IT teams.

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The CIO’s challenge: Complexity, cost, and employee fatigue

If you’re managing a complicated internal comms tech stack, you’re probably experiencing one, if not all, of the following challenges.

IT burden

Managing integrations, security, compliance, and maintenance for multiple tools puts a strain on your IT team. Help desk tickets mount up because users struggle to learn each new platform and remember all those login details. For companies with high employee turnover rates, onboarding and offboarding staff across different platforms takes up a huge amount of time.

Cost overload

A bloated internal comms tech stack eats into your budget. When different tools cover similar ground, you pay multiple times for the same features, many of which aren’t even used by your comms team or employees. Costs mount up, draining resources that could be better used elsewhere.

Employee disengagement

App overload kills engagement. Employees bounce between platforms. They miss messages. Some tune out completely. You get poor usage and adoption rates — and a tech ROI that simply doesn’t add up. Despite (on paper) covering all the bases, your internal communication tools don’t provide the seamless digital experience employees have come to expect.

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The solution: An all-in-one employee app

With new and improved internal comms tech tools on the market, it doesn’t have to be this way. You don’t need to make do with a hotchpotch of platforms, each fulfilling a slightly different internal comms function.

Instead, you can consolidate all internal communications and workplace tech into one software solution. And you can do this without compromising on security, functionality, or the employee experience. 

With a unified employee app, you have one platform, one login, and one powerful digital workplace for all your internal communication needs. Here’s what consolidation can do for your organization. 

One hub for all communications

The best employee communications apps bring all comms under one digital roof. So everyone can stop toggling between tabs! 

Employees can access a news feed, instant messaging, alerts, surveys, and videos from the same dashboard. Comms teams can unify their messaging across integrated communication channels. IT teams have just one comms platform to manage and maintain.

Streamlined integrations with existing enterprise tools

The right employee app acts as a hub for all workplace tech. It offers seamless integrations with tools like Workday, ServiceNow, and Microsoft 365. 

Your team doesn’t need to spend time creating and customizing integrations from scratch. And with one command center, it’s easy to maintain, secure, and scale your tech ecosystem. 

Improved user adoption and engagement

Fewer internal communication tools means less friction and high levels of user adoption. What’s more, with single sign-on (SSO) and deep integrations, users can access all workplace tools via one central, user-friendly dashboard. 

Everything from HRIS tools to L&D programs to pay stubs is right at employee fingertips. So adoption of other workplace tech improves too. And — if you pick a mobile-first solution — you improve uptake among frontline employees, which means better comms engagement across your entire workforce.

Reduced costs and complexity

By eliminating redundant software and establishing a single employee app you reduce costs and complexity. Your budget goes further — and your IT team is less stretched, so they can focus on value-add activities instead of tackling endless support tickets.

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Why Blink? The all-in-one employee app

Blink was built as an all-in-one workplace solution — everything your workforce needs in one intuitive platform designed for easy use on mobile devices.

Wondering whether our employee app is the answer to a sprawling internal comms tech stack? Take a look at what Blink can bring to your organization.

Real-time chat and collaboration

Blink makes a great alternative to Slack and Microsoft Teams, particularly if your organization has a lot of frontline workers. As a mobile-first solution, Blink gives all employees easy mobile access to secure chat and collaboration tools via both desktop and smartphone apps.

Social-style news feed and engagement

Workplace from Meta will soon be defunct. But your workforce can still enjoy an engaging social-media-style experience with Blink. You get a news feed and other modern social features, like Stories, Communities, live streaming, and user profiles.

Mobile alerts and push notifications

Say goodbye to a tangled web of email and SMS communication (which most employees ignore anyway). With Blink, you can use mobile-first alerts and push notifications to share critical updates with your workforce.

Surveys and pulse checks

Surveys and polls are another built-in Blink feature, so you don’t need a third-party tool to find out what your workforce is thinking and feeling. Your comms team can seek regular feedback from employees and view survey data alongside platform usage stats.

Video and live updates

Blink offers integration with Zoom. But you can also use native tools for video and live updates. Users can video call from within chat. Leaders can use the live stream feature to host company-wide meetings from the news feed, giving employees the option to comment and interact during the event. 

AI-powered content

Another big benefit of Blink is its built-in AI functionality. Users don’t have to switch between ChatGPT and your employee communications platform. Instead, they can keep their data safe and sound by getting Blink to create, improve, or summarize content, right within the feed.

A wide range of integrations

Blink’s App Marketplace contains integrations with many of the most popular workplace tools. You can set up integrations with your learning and development, project management, CRM, payroll, HR software, employee scheduling, time tracking, and more. One app, one seamless experience: Get one-click access to what you need, when you need it.

Easy identity management

Another way Blink eases the load of your IT team is with user management tools. Rather than using another external identity management provider like Okta, you can use Blink to automate user administration, assigning permissions based on groups, job roles, location, and more. You can use single sign-on right in the app, reducing the number of accounts and login details you’re responsible for.

Rock-solid security

Blink can handle authentication, including secondary biometric authentication, for you. You can also fence particular functions, controlling the areas that workers can access in integrated tools. Blink gives you everything you need to keep company data safe on employee devices.

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Simplify, save, and strengthen employee experience with an employee app

Lately, the internal comms text stack has become a little… unwieldy. In many organizations, a complex network of tools is harming the employee experience, complicating internal communications, and stretching IT teams to the limit.

But with the help of an employee app, you can fix all that. 

Employees get a dynamic digital workplace, where they can access multi-media company news and time-sensitive critical updates. It’s easier than ever for them to connect with co-workers, launch video calls, and respond to surveys.

Your internal comms team has tools to share information and gather feedback on employee experience. They can unify their messaging and keep a close watch on employee engagement figures across all workplace software. 

And last but by no means least, an employee app brings benefits for your IT team too. Streamlining your tech stack reduces tickets and software maintenance tasks. It frees up your budget while bringing comms clarity to your entire organization. 

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‍Blink. And create a streamlined digital experience for every worker and every team.

Get ready for this week’s Life at Blink spotlight! We’re thrilled to introduce a pivotal member of our Boston team — George Monk! As an Account Executive, George has been with Blink for nearly four years, making a significant impact from both sides of the Atlantic. Starting out in our London office, George was Blink’s first US SDR, pioneering our efforts to connect with U.S. businesses. Dive in to learn more about George, his journey, and what makes Blink such a unique place to work!

What initially attracted you to join Blink?

When I first joined Blink, I wasn’t sure what to expect. The idea of joining a startup initially made me hesitant because I was concerned about potential lack of structure and training programs. But eventually, I told myself, "Why not give it a shot and embrace the challenge?"

Blink was actually my first job right out of university, where I studied chemistry. It’s funny because, during my time at university, I had no idea what my career path would look like. I knew I was interested in joining the private sector, but my vision for the future was still blurry. It wasn’t until I joined Blink that I found a direction that truly resonated with me, and I'm glad I took that leap of faith.

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

I'm particularly proud of what we've achieved in the EMS sector, working with paramedics, EMTs, and medical technicians. It’s an area where Blink has really made an impact, especially with the younger workforce, who are typically between 18 and 25 and are very receptive to using our platform. When I first joined, our presence in the EMS industry was minimal — we were just starting to break into the market. But now, we're leading the charge. We've partnered with over 20 agencies, and Blink is becoming a household name in the industry. It’s been incredibly rewarding to watch that growth and know that we've made a real difference in helping these critical workers stay connected and informed.

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

If I had to describe Blink's company culture in three words, I’d say it's high-achieving, fun, and inclusive. We’re all about pushing ourselves to deliver the best results, but we also know how to enjoy the process along the way. There’s a strong sense of camaraderie, and despite how driven everyone is, it’s still an incredibly supportive and inclusive environment. 

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

I'm really excited about Blink's future, especially as we focus on expanding our presence in the US. Bringing more household names and big brands onboard is something that really energizes me. We're making a significant impact, and I can't wait to see how we continue to grow in the American market. It’s thrilling to think about how far we’ve come and how much potential there still is to grow. 

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

A recent initiative that I find really exciting is the opportunity we have to help thousands of customers who’ve been left behind by the closure of Meta's Workplace. Being able to migrate them over to Blink is a huge opportunity not just for those businesses but for us as well. Meta announced they’d be closing in May, so it’s been a major focus for us since then. With the official discontinuation happening in August next year, I imagine we’ll continue helping with these migrations for months to come. It’s incredibly rewarding to know we’re stepping in to provide a solution when these companies need it most.

Why do you work for Blink?

I have the luxury of coming to work every day and genuinely enjoying it. I love the people I work with, and I love the diversity of our customers. Getting to work with companies from so many different industries keeps things exciting and fulfilling.

Say hello to Jackson Mannix — Boston-based Commercial Account Executive, former SDR trail-blazer, and resident champion of all things frontline.

Since joining Blink in late 2022, Jackson has helped shape our SDR program from the ground up, pushed the Southeast market into high gear, and kept the competitive-but-collaborative spirit of our culture alive and buzzing.

This week, he sat down with us to talk startup chaos (the good kind!), scaling a sales engine, and why empowering frontline workers still gets him out of bed every morning. Let’s dive in!

Which Blink office do you work out of?

I work out of our Boston office.

What is your position at Blink?

I’m a Commercial Account Executive covering the U.S. Southeast. I joined Blink in fall 2022 as an SDR.

How long have you been at Blink?

Just over two and a half years.

What initially attracted you to join Blink?

Back then I wasn’t sure which kind of company I wanted to join. I’d spent about six months bartending and serving at a local Boston bar, figuring out my next step. I knew I wanted to get into software sales — I just didn’t know where or how. More importantly, I wanted to work with people who were invested in my growth and who valued the traits I bring to the table.

While job-hunting, I tapped my network and discovered Blink. At that point, Blink didn’t have a Boston presence, but the passion I saw for Blink was contagious. The idea of helping frontline workers, not just businesses, struck a chord. Yes, we deliver huge value to organizations and improve their bottom line — but we also make life less stressful for hourly employees who are raising families and juggling enough already.

Having lived that hourly-wage reality myself, I immediately saw the impact Blink could have. We’re creating real, global change by improving work for people who often get overlooked. That combination of purpose, growth, and the chance to help build something from the ground up drew me in.

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

The evolution of our SDR program, hands down. I spent more than two years as an SDR, so it was a true career commitment. The first 4-6 months were pure learning, then — right as I hit my stride — Amanda (our Global Sales Development Director) arrived. Working closely with her and the senior SDRs, we overhauled training, processes, and feedback loops.

Seeing that transformation — from the scrappy early days to today’s structured program — has been incredible. We have a new cohort of SDRs coming in now, and they’ll benefit from a playbook built on both our successes — and our mistakes. Every miscue was a lesson that made the program stronger. I’m proud that leadership trusted me to shape the day-to-day work, give candid feedback, and help steer where the team is going.

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

Competitive, collaborative and chaotic.

Blink is competitive in the best way: We all push each other — within and across teams — to set a high bar, but never with the hope that someone else falls short. I want to beat my number, but I still want the person next to me to smash theirs, too.

That healthy drive dovetails with a spirit of collaboration that’s almost startling. From day one, people leap in to share decks, brainstorm talk tracks, or hop on a call when something goes sideways. That help hasn’t slowed for me two-and-a-half years later.

“Chaotic” sounds negative, but it’s a positive here. Priorities shift fast, new projects hit your desk with immediate urgency, and if you thrive in that kind of pressure-makes-diamonds environment — learning from the inevitable missteps and bouncing back stronger — Blink is your playground.

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

Landing big global logos will always be a thrill, but what really excites me now is cracking new verticals where we’ve barely scratched the surface.

Billions of frontline workers still lack a modern comms tool, and some operate in highly specific or newly burgeoning industries. Every so often a niche customer pops up — maybe a specialty manufacturer or seasonal service — who shows us Blink can solve problems we didn’t know existed in that space. One unexpected win like that can inspire product tweaks and reshape how we go to market.

The “green grass” feels endless, and the idea that next quarter’s most interesting deal might come from a sector we’ve never targeted keeps the future wide open.

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

I’m loving the new podcast studio. We upgraded from a basic setup to a full broadcast-quality room, and the content now coming out — clean visuals, tight edits, professional sound — has lifted our thought leadership game. Podcasts may feel crowded, but they work because people already consume information that way. Watching customers plan their own internal podcasts after seeing what we’ve built is proof we’re practicing what we preach. It’s cool to see us invest in a channel, nail the execution, and then hand clients a real-world example they can replicate for their own teams.

Why do you work for Blink?

I believe in our mission and in the people delivering it. Over the past two-and-a-half years, Blink has celebrated my wins loudly and stood by me during the lows.

When a deal closes, teammates are first to cheer; when I hit a rough patch, my teammates and leadership step in without hesitation. Amanda, for instance, showed incredible compassion when I was dealing with serious personal challenges, and the business made sure I felt heard and valued, not just judged by a number.

That genuine, reciprocal support is powerful. It’s why I log in every morning ready to push harder, and why I see a long runway for myself here.