What’s new in Blink: Stories, Communities, and more

By now, you’ve probably heard the news that Workplace from Meta is shutting down. The platform will be read-only starting September 2025 and will cease entirely from May 2026.

If you’re one of thousands of Workplace customers working out what to do next, we know there’s a lot of work to be done. Looking at alternatives to Workplace takes time and energy you hadn’t planned on spending, and planning a successful migration journey doesn’t happen overnight.

But there’s a silver lining to this news: This is a timely opportunity to find a platform for workplace communication, connection, and employee engagement that works better for your workforce.

Blink is making it easy for customers to make the switch from Workplace. Our secure and scalable Workplace alternative provides two-way communication tools, a company news feed, a centralized resource hub, surveys, recognition, analytics, and more — everything you need to upgrade the employee experience at your organization.

But don’t just take our word for it. According to G2 reviews from real users, Blink is one of the best employee intranet software providers and outranks Workplace across several critical areas, making it a top alternative.

Let’s take a closer look.

A comparison of Blink and Workplace from Meta using G2 ratings

G2 ratings are generated from verified customer reviews, which means they’re a reliable way to compare software platforms and providers. Here’s how Blink and Workplace measure up across seven fundamental software performance criteria:

1. Meets business requirements

When ranking and rating software products, G2 asks users whether the product meets their business requirements. Platforms with higher scores advertise their features accurately and address user pain points comprehensively.

As an all-in-one solution for boosting employee engagement, workforce experience, and overall productivity, Blink has the edge over Meta.

G2 scores:

• Blink: 9.2
• Workplace from Meta: 8.4

2. Ease of use

Blink is easier to use than Workplace. This is perhaps because our intranet has been built with frontline organizations front of mind. 

We know that frontline employees will only open and use an employee app if it fits seamlessly into their work day. So we made our platform as intuitive as possible for both desk-based and deskless workers, incorporating single sign-on technology and a user-friendly interface — where every tool, resource, and chat is easy to find.

G2 scores:

• Blink: 9.3
• Workplace from Meta: 8.8

3. Ease of setup

A good G2 ease of setup score shows that users enjoy a streamlined onboarding experience. It indicates that the product and its team offer good levels of support, easy implementation, and all the documentation new customers need.

This is another area where Blink outperforms Workplace. With dedicated customer support and easy integrations, it’s quick and simple to get started with Blink.

G2 scores:

• Blink: 9.0
• Workplace from Meta: 8.6

4. Ease of admin

We’ve already seen that end users find it easy to use Blink. But what about the people within your organization who are responsible for managing the social intranet?

Blink again scores more highly than Workplace from Meta when it comes to ease of admin. Communications, HR, IT, and other leaders across the business find it easy to upload content and update platform information independently, without having to contact Blink support.

G2 scores:

• Blink: 9.0
• Workplace from Meta: 8.3

5. Quality of support

To rate platform providers on this criteria, G2 asks users: Is the support team able to answer your questions or support cases quickly and effectively? Here at Blink, we prioritize the customer experience and pride ourselves on fast and effective customer support.

G2 scores:

• Blink: 9.2
• Workplace from Meta: 8.2

6. Has the product been a good partner in doing business?

The best workplace experience vendors serve as not just a platform but a partner, helping their customers to achieve their business goals.

At Blink, workplace communication, employee experience, and employee engagement are our bread and butter. Unlike the big tech companies, like Meta and Zoom, our team isn’t divided between many different and competing projects.

We focus solely on the Blink platform and we care about customer success. So we work to maximize adoption, engagement, and the value organizations get from our employee app.  

G2 scores:

• Blink: 9.4
• Workplace from Meta: 8.3

7. Product direction

Lastly, G2 asks users whether they think the product is moving in the right direction and whether recent product roadmap decisions have been positive for them.

Here at Blink, we don’t wait for ratings from G2 or similar review sites to inform our product roadmap. Our product and customer success teams are in constant collaboration with our customers, searching for ways to make our platform work better for them. This helps keep our customers ahead of the curve and helps them achieve organizational goals.

G2 scores:

• Blink: 9.8
• Workplace from Meta: 7.5

Blink makes Workplace migration easy

When looking at Workplace alternatives, think Blink. Our modern intranet platform consistently outperforms Workplace from Meta across several critical G2 measures, as determined by verified platform users.

Blink also provides a familiar experience for Workplace users. Key Blink features include:

• News feed and chats, with multimedia content
• A knowledge library
• Teams and communities
• Employee surveys and recognition
• Easy integration with the software you already use

Our user-friendly employee app with single sign-on authentication makes it easy for leaders to engage and communicate with their teams, from the office to the frontline. Powerful analytics help you determine what’s working and what isn’t, and our always-on customer support will ensure you’re maximizing every aspect of the platform.

Our expert team of migration specialists is ready to help your organization transition from Workplace to a new and improved employee engagement platform.

Find out how you can upgrade from Workplace to Blink. Speak to one of our migration experts today.

Change is the only constant? It’s a phrase we hear a lot these days. But it’s definitely true of business. And it’s also true of internal communications.

As new generations enter the workforce, as technology advances, and as employee expectations shift, internal communication trends are liable to change.

Keeping up with those trends is essential if you want to maintain an engaged and productive workforce. Because internal communications is how you keep employees in the loop, connect them to company culture, and inspire them to go all in for your organization.  

So, as we approach the halfway point of 2025, we thought it a good time to recap the internal comms trends we’ve seen developing over recent months.

The latest internal communication trends

The five internal comms trends we’ll be looking at include:

1. Ask questions
2. Focus on employee-generated content (everyone is an internal communicator)
3. Prioritize mobile-first communication
4. More visual, conversational, and authentic content
5. Focus on employee wellbeing and mental health

Let’s take a look at these in more detail.

1. Ask questions

Employees want more than company updates — they want a voice within their organization. And while companies have traditionally focused on delivering top-down messages, there’s now increasing focus on two-way communication and interaction. 

Whether it’s regular pulse surveys, leader Q&As, listening tours, or a good old-fashioned suggestion box, more and more organizations are seeing the value of regularly checking in with their workforce.

They’re giving employees the opportunity to be heard. Asking them questions and seeking their feedback on everything from the employee experience, workplace changes, ideas for innovation, and even the quality of internal comms itself.

It’s certainly a rising priority, with some organizations, including financial tech company Intuit, even employing a dedicated Head of Employee Listening. 

So how do you make a success of employee voice initiatives? Here are a few ideas:

• Start by asking the right survey questions. Align questions with your KPIs. Base questions around areas that you’re prepared to take action on. Word your questions neutrally and don’t overwhelm employees with too many survey questions.
  
  
• Create a culture of psychological safety. You’re unlikely to get valuable feedback if employees don’t feel comfortable sharing their honest opinions. So train your managers in active listening and empathy. Champion open communication across your whole organization. And consider giving employees the option to give feedback anonymously.
  
  
• Close the feedback loop. Only 58% of organizations take action to improve after receiving employee feedback. This leads to a loss of faith in the feedback process. So close that loop. Thank employees for their input, tell them about your findings, and clarify what you plan to do next.
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• Seek feedback regularly. The yearly employee engagement survey doesn’t cut it in a rapidly changing workplace. You’re more likely to miss vital insights relating to the employee experience and retention. Quarterly surveys, supplemented with short pulse surveys and increased leadership visibility can give you a consistent and cohesive view of what is happening with your workforce.

2. Focus on employee-generated content (everyone is an internal communicator)

Next on our list of internal communication trends? It’s EGC — or employee generated content. 

Traditionally, creating internal communications content has fallen to marketing and communications teams. And while there's certainly still a place for that, internal communications professionals are increasingly taking on the role of curator. They’re enlisting the help of employees in the content creation process.

EGC is any content created by employees. It’s a way to share real, human stories from across your organization. And it can fit into any content category — videos, pictures, stories, blogs, a comment on a news feed post.

EGC is useful for a number of reasons:

• It brings employees into the company conversation
• It helps you publish authentic, relatable content
• It creates a sense of community, trust, and belonging
• It improves employee engagement with internal comms

Ultimately, EGC helps to improve company culture, employee satisfaction, and retention, while reducing content production costs.

There’s an added benefit. You can use EGC on your internal communication channels and externally too. Share employee success stories on your website and social media channels and you build your employer brand, which makes talent acquisition that bit easier.

So how do you make EGC part of your internal comms ecosystem? 

Recognition and incentives for contributors encourage more employees to take on the role of content creator. A short EGC playbook tells employees what to include and what to avoid in their content. You can also use internal communication tools with permissions and content moderation features so you can always be sure that EGC aligns with company values.

3. Choosing mobile-first communication

A surefire way to improve comms engagement in 2025? Mobile-first communication tools.

Just 52% of internal communicators are confident they have the right tools for reaching all employees, regardless of their location or work type. 

They’re struggling to provide an equitable comms experience for a dispersed workforce, with the hybrid and frontline experience lagging behind that of desk-based staff.

Another revealing stat. Only 45% of comms pros say their comms tools provide a good user experience for employees.

They’re competing with the engaging, customer-grade experiences employees enjoy on popular messaging apps away from work. Clunky, desktop-only communication tech pales in comparison.

There’s another challenge looming. The number of digital natives within your workforce is growing. By 2030, Gen Z is predicted to make up 30% of the US workforce.

This is a generation that leans toward mobile-first, real-time messaging tools. In fact, Gen Z workers actively dislike emails, with 40% of them saying that email restricts their ability to show their personalities at work.

To provide an internal comms experience that aligns with the needs and expectations of an increasingly dispersed and tech-savvy workforce, many comms teams are enlisting the help of mobile-first employee communication and experience tools, in the form of an employee app.

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An app makes internal comms available to every employee smartphone. It makes it easier for your teams to connect, collaborate, access workplace resources, and stay up-to-date with the latest company news, no matter where they work. And it supports a more engaging comms experience.

4. More visual, conversational, and authentic content

What do TikTok and internal communications have in common? Much more than they did a couple of years ago.

The “TikTokification” of internal comms is in full swing, with communicators taking inspiration from social media’s engaging, multimedia, mobile-first content.

We’re talking short-form videos, an interactive news feed, co-worker communities, and snackable, personalized messages. Employees have the opportunity to respond to content too, sharing, reacting, and commenting in a way that keeps the conversation flowing.

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There’s research to support this shift — and to prove that a social-media-style approach doesn’t just suit the younger members of your workforce. For example, we know that 83% of people, a huge majority, prefer watching videos over reading or listening to instructional content.

Interactive, multimedia messages are more engaging. Which means workers are more likely to tune into your employee communication channels and act upon your content. This approach can also revolutionize frontline comms, helping you reach workers who don’t always have the time to read a long email or policy document. 

The good news? You don’t need a lot of fancy equipment to incorporate this internal communication trend into your way of working. Smartphones and a comms tool with modern social features are all you need to create Insta-worthy internal communications.

5. Focus on employee wellbeing and mental health

Just last year, “wellbeing and mental health” was the 9^th most communicated-about topic on internal communication channels. This year, it’s risen to 5^th.

This, unfortunately, is a fair reflection of how the workforce is feeling. 53% of workers in the UK say that the demands of their jobs cause them excessive stress. In the US, 76% of workers report at least one symptom of a mental health condition — burnout, depression, or anxiety.

Despite this epidemic, just 55% of workers say that their organization genuinely prioritizes wellbeing. This is despite 81% saying that they look for mental health support when choosing where to work. 

The takeaway? We need to do better.

Caring, empathetic communication helps keep your employees healthy, happy, and motivated. And you get the best results when your words reflect concrete action on employee mental health across your organization.

At Hilton Hotels, an employer renowned for its mental health and wellbeing support, they’ve made it easier, cheaper, and faster for employees to access their employee assistance program (EAP) and rolled out an education curriculum on topics like resilience, stress management, and grief.

At Safeguard Global, they discovered that workers were stressed and struggling with high winter heating bills. So the company stepped in and helped out with a monthly stipend, relieving their workforce of a major worry. 

Clear communication about the mental health and wellbeing support you have on offer is vital. And internal comms can help in other ways, too. Because a positive workplace culture (which comms can help build) has a positive impact on employee wellbeing. 

When your company culture incorporates appreciation, a sense of purpose, and opportunities for growth, the odds of employees experiencing mental health challenges decrease by up to 87%.

Ensure that everyone — including hard-to-reach hybrid, WFH, and frontline employees — experiences the same access to company culture and wellbeing support, and you experience these benefits across the board.

Put these internal communication trends into practice for a happier, healthier workforce 

In 2025, we’ve moved way beyond the desktop-based intranets and top-down, text-based comms of old.

Today, employees want a voice. They want authentic, mobile-first, social-media-style communications that they can engage with on the go. And they want employers to tackle the topics that matter most, with mental health and wellbeing top of the agenda.

Organizations that embrace these internal comms trends stand to improve company culture and the employee experience. They can count on better engagement with company messages and better staff retention.

The C-suite has an important part to play. Internal communicators who have collaborative relationships with leaders are more likely to meet or exceed their success indicators. 

Work together with your comms team and you can implement the communication tools, strategies, and cultural change you need to take your communications to the next level.

Blink. And upgrade internal comms with a modern, mobile-first employee app. 

Meet Isobel Sanders (fondly known in the office as Izzy), our business intelligence lead in the London office. After being a frontline employee in previous roles, such as retail and hospitality, Isobel was extremely interested in the work that Blink was doing and knew she wanted to be along for the ride!

Izzy has been with Blink for a year and a half where she helped launch Advanced Employee Intelligence, and has also worked on internal business analysis across various topics across the business. This includes marketing analytics, creating a customer health score, sales pipeline coverage, implementation tracking, and more. 

“Blink is a collaborative, challenging and fun work environment, where there is not just one direction to go in, but many different ones” says Izzy.  

We sat down and asked her some burning questions about what it's like working at Blink, what she's proud of, and things she's looking forward to most during her time at Blink.

So…over to the interview…

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

One project that stands out during my time at Blink is the development of customer-facing analytics. I helped create a dashboard that is seamlessly integrated into Blink's platform. What started as an internal tool quickly evolved into a product in its own right, showcasing how our work directly enhances the company's value proposition. I am excited to transform the frontline worker experience, an area that's often ignored.

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

Recently, I helped Blink launch an initiative called Advanced Employee Intelligence. Advanced Employee Intelligence allows us to influence all levels of the business, whether it's helping the internal comms team optimize the feed experience, connecting employees with their colleagues through channels or allowing employees to easily find what they need through hub analytics. We can also go above and beyond Blink usage and provide AI driven sentiment insights and turnover statistics, while retaining anonymity to create a culture of trust.This initiative promises to leverage data in unprecedented ways, offering insights that not only benefit our customers but also enhance their overall organizational effectiveness.

What are you excited about for the future of Blink?

Looking ahead, I'm enthusiastic about Blink's potential to revolutionize the frontline worker experience. By harnessing data insights, I aim to reduce turnover and foster a sense of belonging among employees, making an impact on workplace dynamics.

Why Blink?

Blink is not just the product itself, but the endless possibilities it presents. As a data person, I enjoy having access to a wide-ranging product. Blink doesn't offer a single path; instead, it encourages exploration and innovation across multiple fronts.

Working at Blink is about being part of a transformative journey. Every day, I strive to redefine how technology can enrich the lives of frontline workers, making work not only efficient but also meaningful.

You can join Isobel at Blink, where data meets purpose, and together, we shape the future of the frontline. Search for opportunities on our careers page: https://www.joinblink.com/careers

13 ways to quickly improve internal communications

Internal communications joins the dots. It connects every member of an organization and helps keep everyone up to speed. But it’s not without its challenges.

Comms leaders have to quiet the noise while amplifying key messages. They need to share updates consistently. And find tech tools that make communication engaging for employees. 

In frontline organizations, there are additional communication challenges to tackle.

Frontline teams often work disparately. Employees can’t rely on in-person meetings for the latest updates. Nor do they have access to a desktop computer or even a company email address.

Finding reliable ways to reach these employees – that go beyond a messy noticeboard – is vital for business success.

With these challenges in mind, we’re going to look at the ways comms leaders can quickly and effectively improve internal communications. Let’s dive right in.

Why is it important to improve your internal comms?

Poor internal communication harms your business and its bottom line. When leaders, teams, and individuals fail to communicate well, every area of operations is affected.

Poor communication also has an effect on employees. Staff want to feel part of the organization they work for, and the first step to achieving that is keeping them in the loop.  

Ultimately, when you improve internal communication, you:

• Boost workplace trust. Over 40% of workers say that poor communication is reducing the trust they have in leadership and their teams. This is making them more stressed and less loyal to their organization.
  
  
• Engage employees. Informed employees are 2.8 times more likely to be engaged. Employee engagement is linked to higher productivity, profitability, and employee retention rates.
  
  
• Get better at what you do. When you improve internal communication, you improve decision-making, teamwork, and collaboration. Everyone pulls in the same direction, which spells bigger and better business results.

The benefit of good internal communication in frontline organizations is even more pronounced.

Safety concerns. Equipment failures. Product or service updates. A shift you need to cover. Inclement weather. These critical communications need to travel between frontline staff and managers quickly and reliably. It’s how you limit downtime and ensure the very best customer service.

But if your communication culture, communication skills, or communication tools are lacking, you’ll find it hard to connect the various teams that make up your organization.

13 ideas to quickly improve internal communication

With so much to be gained from good internal communications, time is of the essence. Every day you continue doing things the old way, you’re missing out.

So here are some internal communication ideas that you can put in place quickly, for maximum impact. Weave these ideas into your internal communication strategy and start making improvements right away.

1. Start with the leadership team

Leaders set the tone of an organization. So if your leadership team isn’t sold on your bid to improve internal communication, your employees won’t be either.

It’s up to leaders to drive comms throughout the company. It’s also on them to engage with comms. That way, employees see that your internal communication channels are a valued resource for people at all levels – and they’re much more likely to engage with them, too.

To prove to your workforce that it isn’t one rule for them – and another for their managers – get the leadership team on board right at the start. Involve leaders in the launch of your internal communications plan and encourage them to be positive promoters of it.

2. Ask questions & launch surveys

To avoid time-consuming missteps, get employee insight early on in the process. Employee input informs your strategy and improves your chances of getting things right the first time.

You can get input by asking informal questions and launching surveys. Find out what employees want from internal communications – and what aspects of current comms they struggle with.

With Blink’s super-app, you can launch surveys that reach your whole workforce. A user-friendly interface makes it easy for employees to respond. And a clear dashboard helps you to draw conclusions from their answers.

Surveys help you make informed internal communication decisions. But there’s another benefit, too. By involving employees in this part of the process, you set an important precedent.

You show employees that you value their input – and that their voices are heard. This raises trust in the process. It also helps employees see what they stand to gain by engaging with internal communications going forward. 

3. Streamline your communication channels

Well-established companies often have history with lots of different internal communication tools. In frontline organizations, there tends to be a mix of tech solutions and old-school communication channels – like posters and notice boards.

If you’ve inherited a complicated system of communication channels, it’s worth stepping back and assessing their impact on company communication.  

Is a noticeboard crammed with memos an efficient and reliable way to communicate with your teams? Are multiple communication channels helping you to clarify the message – or are they muddying it?

Less is usually more. So streamlining your comms channels is a great way to improve internal communication. Employees are much more likely to engage with a single source of reliable info.  

That’s exactly what happened at Domino’s. The pizza delivery company was using word of mouth, posters, and WhatsApp groups to communicate with its frontline. But by switching to Blink, Domino’s put all internal communication in one place and now everyone gets the same need-to-know updates.

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4. Personalize your comms

Think of all the marketing emails that land in your inbox every day. The ones that personalize their message stand out. They’re much more likely to resonate. The rest is like white noise. It becomes very easy to ignore stuff that doesn’t feel relevant to you. 

The same goes for company comms. When you make your message more relevant to your audience, they sit up and take notice. When employees are inundated with comms that have nothing to do with their role, they tend to start ignoring the noise - and before you know it even the most relevant and critical messages are missed. 

You can quickly make a change by segmenting your audience. Divide your organization by department, team, location, and stage in the employee life cycle.

Then, craft personalized comms. And only send mass communications when they really are relevant to the whole organization. Intentional, personalized communication is much harder to ignore.

5. Run company-wide stand ups

A standup meeting is a short but regular opportunity for teams to share progress and identify blockers. It’s a way to get everyone on the same page and clarify what they should be doing.

A company-wide standup is the easiest way to communicate your current priorities and action plan to everyone. But you can also run stand ups within teams, departments, or locations.

Of course, if you’re a frontline organization, getting everyone together for this type of meeting isn’t always practical. Employees work different shifts and in different locations, or maybe even work on the road.

But don’t dismiss the idea of company stand ups outright. Create stand ups for different shift swaps, or locations, or smaller groups of people. And for the times you can’t be together in real life, tech can help.

Employees can join a meeting via video conference. Or you can record your company-wide stand ups and post them as video content to your primary internal communication channel.

6. Implement an employee app

In today’s technological world, you can find incredible tools designed to improve internal communication, fast.

An employee app is a great example. It works well because you meet employees where they already spend their time – on their smartphones. And because it incorporates features that employees are familiar with, like instant messaging, group chats, and a newsfeed.

Take Stagecoach, a UK-based bus company. When Stagecoach implemented an employee app, 84% of their workforce started using it within just one week. Because they chose a communication tool that employees could use intuitively, they got better and faster uptake.

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An employee app also streamlines your employee communications because employees can access everything via a single, user-friendly interface. And it provides channels for both top-down and bottom-up comms. Anyone can read and share information.

Blink’s employee app ticks all these boxes. Designed for frontline organizations, it helps bridge the gap between your frontline and desk-based teams. 

7. Reward & recognize your employees

Another way to quickly improve internal communication is by rewarding and recognizing employees. Shout out those employees who hit their goals or reach a personal milestone. Highlight the times when a member of staff goes above and beyond.

A culture of recognition helps to build engagement. It also boosts morale and encourages other employees to do their best work.

Using internal communication channels in this positive way encourages employees to communicate more frequently, too. When an employee feels acknowledged, they’re more likely to acknowledge others, share successes, and communicate constructively with peers.

You can put the wheels in motion by encouraging managers to send regular messages of acknowledgment. But to amplify the effect, go further. 

Build recognition into your internal comms strategy by using Blink’s recognition feature. Via the app, you can send messages of public praise with the power to inspire everyone.

8. Conduct regular 121 meetings 

If your managers only run 121 meetings with employees once or twice a year, this is an area ripe for improvement.

A lot can happen over the space of a year or six months. Internal communication might be missed or misinterpreted. Regular 121s are an opportunity to realign goals and understanding.

Regular 121s help you to:

• Build a personal connection with employees
• Address concerns in real-time
• Improve employee engagement

It also makes the act of discussion and feedback more familiar. Employees get used to sitting down and sharing their work experiences with managers. So managers are much more likely to get candid (and therefore useful) insight from their staff.  

Advise your managers on how often they should conduct 121s. Monthly, bi-weekly, or even weekly sessions create an open feedback loop.

Also, remember that a public communication forum can never replace 121s. While employees are often happy to share some ideas publicly, they also need the opportunity to share their thoughts privately and confidentially.

9. Encourage content creation

Leave content creation to management and you run into two key problems:

1. Your internal communication is unengaging because there’s lots of top-down communication but not enough bottom-up or peer-to-peer communication.

2. Managers find it hard to balance content creation alongside their usual workload. This means more managerial stress and/or less quality content.

There’s a quick and easy solution. Give everyone a turn at content creation. Use guidelines and templates if you think they’re needed. Then, let employees start threads, post blogs, upload videos, and recognize their peers.

In doing so, you strengthen your company network. Employees build new relationships. They find people with whom they have things in common. They chat about non-work-related topics.

This type of water cooler chat may seem irrelevant to your business objectives. But trust us when we say it’s hugely important to the quality of communication that takes place within your organization.

This is particularly true in frontline firms where workers don’t always get the opportunity for informal chats with co-workers.

When employees build trusting relationships with co-workers, they don’t just find it easier to chat about their latest vacation or the boxset they’re currently binging. They find it easier to communicate and collaborate on workplace topics, too.

10. Take a data-driven approach to internal communications

How do you measure the success of an internal communications initiative? You need reliable, accessible data you can track over time.

This is another reason why having the right communication tech is vital. Pick communication tools with analytics built in and it’s easy to view and act upon insights.

You can see which type of content your employees do and don’t interact with. You can see which posts get the most comments and likes. This helps you to hone your internal communication going forward.

Similarly, analytics functions help you to see the bigger impact that your communication strategy is having. Perhaps it’s helping you to reduce staff turnover or increase staff satisfaction.

When you have access to the data, it’s easy to demonstrate the value and effectiveness of internal communication improvements. You’ll also find it easier to make informed, targeted changes that make your initiative even more successful.

11. Be consistent

Good internal communication is all about consistency. You can’t promise employees a weekly update or a monthly webinar and then fail to deliver.

They’ll stop seeing your communication as reliable and trustworthy – and they’ll stop checking in for new content. This is the point at which the wheels fall off your strategy and you have a much harder job pushing that new initiative uphill. 

To show employees that your new internal communication strategy is here to stay, make sure it’s sustainable.

At the outset, you may like to err on the side of caution, only committing to a content schedule you know is manageable for the people delivering it. You can always add more items to your content calendar once it’s up and running.

Also, as we mentioned earlier, enlisting the support of employees in content creation helps to create an internal communications ecosystem that doesn’t rely on a handful of time-stretched managers. With all hands on deck, it’s much easier to create and post content consistently.

12. Be transparent

Internal communication is most successful when communication is transparent. That means:

• Including everyone in communications
• Creating an open connection between leadership and employees
• Clearly communicating business changes and decision-making processes
• Acknowledging both successes and mistakes

Transparent communication is important because it helps to build trust between all members of your organization. It prevents secondary channels of communication – in the form of rumors and speculation – from emerging. And it helps to boost employee engagement. 

If you don’t already have a culture of open communication, getting there is likely to take time. You need to develop communication skills throughout your organization and set new norms of behavior.

However, one of the things you can do to improve internal communication quickly is to involve employees in your internal communication strategy. Be open about the changes you’re trying to implement – and why.

When employees feel like part of the process, they’re much more likely to feel invested in its outcome.  

13. Report back on changes you are making

So you’re planning to make big changes to the way you communicate internally. Don’t forget to involve employees from the beginning and throughout the process.

After launching employee surveys and conducting 121s, communicate your findings. Let workers know what you’ve learned, what changes you plan to make, and what you hope to gain.

This shows that you’re committed to transparent communication, not just paying lip service. And that you’re putting employees at the center of decision-making.

Take this tack and employee engagement, morale, trust, and the success of your internal communication strategy all stand to benefit.

Final thoughts

Improving internal communications takes time and strategy. It’s a long-term commitment. But there are quick wins to be had.

Gather insights. Involve all members of your organization. Find the right tools. Start fostering a culture of open, honest communication, right now, today.

By doing so, you’ll create change in the here and now. And lay the groundwork for future internal comms improvements, too.

It’s well worth the investment, particularly for frontline organizations. With strong internal communication, you build teams who are more connected, informed, and engaged - which leads to widespread benefits for your employees, customers, and business.

Want to make internal communication a priority for 2024? Then put internal comms in the palm of every employee with Blink’s employee app.

Our mobile-first app supports two-way communication, critical messages, employee recognition, and workforce surveys. It also integrates with the business tools you already use. So employees can access all resources from one user-friendly interface.

Accessed via mobile or desktop and with speedy, sky-high adoption rates, Blink provides a quick and easy way to improve your internal communications in 2024.

If you’re new to mobile workforce management, you’re not alone. 

Before the pandemic, just 6% of the employed workforce worked from home. Now, 74% of US companies are either operating on a hybrid working model or plan to do so in the future. Businesses that previously did not need mobile workforce management strategies are now rapidly trying to figure out what works when your team is scattered across multiple locations. 

If that’s you, don’t panic. With the right tools and approach, it’s possible to run an effective mobile workplace, without compromising on productivity. Here’s how. 

What is mobile workforce management?

IBM defines a mobile workforce as “a group of employees that isn’t bound by a central physical location. Instead, the employees are connected by various types of mobile technology: computers, smartphones and other mobile devices.”

This includes – but isn’t limited to – remote desk-based teams who might have worked in a centralized office pre-pandemic. It could also include: 

• Community healthcare teams who visit outpatients during working hours
• Drivers – whether for public transport, taxi or private logistics fleets
• Traveling sales teams, who spend part of their time visiting clients, conferences and trade shows
• Teams of engineers, tradespeople or contractors who attend different clients each day 

Mobile workforce management is simply the process of managing these teams so that they’re as effective, efficient and engaged as possible. The three ‘e’s, if you like. 

The differences between the mobile and the standard workforce

Traditionally, a ‘standard workforce’ is based on physical location. You might have an office HQ that your employees commute to each day or a manufacturing plant that needs to be manned 24/7, for example. 

Thanks to the wave of remote and mobile working brought on by COVID-19, things aren’t as clean-cut as they once were. Mobile workforce management is now a major consideration for desk-based teams as well as more traditionally mobile workforces. 

In terms of how you approach managing your teams, this means: 

• You’ll need to use mobile workforce management software to run your team effectively
• You’ll need to be mindful of differences across time zones when scheduling calls or arranging deadlines

The principles of good management still hold. A transparent and fair approach to managing your team is still a great foundation to work from – you just might have to incorporate a couple of extra tools for maximum effect!

The benefits of mobile workforce management

The benefits of a strong management strategy remain the same across both mobile and traditional workforces: 

• Increased productivity: teams get more done in the same amount of time
• Improved visibility: managers provide insights into how your business works day to day
• Improved customer experience: good managerial support allows your employees to offer a great customer experience through building skills and retaining talent
• Improved employee engagement: employees feel supported by management and engage more with the business as a result

Mobile workforce management specifically – when done right – offers two key benefits besides. 

Firstly, you’re no longer bound by geographic location when hiring. This opens up a vastly wider talent pool that you can draw from – especially useful at a time when competition for new employees is at an all-time high. 

Secondly, flexible working is a hugely attractive benefit to offer new and existing employees. Nearly all (97%) respondents in Buffer’s 2022 State of Remote Work survey said they wanted to work remotely at least part of the time for the rest of their career. 

Source: buffer.com

Trends and challenges shaping mobile workforce management 

Some of your employees are onsite. Some of them are remote or on the move. How do you collaborate in such a seemingly fragmented team? 

This has been one of the major issues about mobile workforce management in the post-COVID era. Whilst the majority of businesses want to implement some sort of hybrid working arrangement, 63% of employees say that their company has not made any major changes to make this easier. 

If your working model has changed, your processes need to change too. 

One trend that’s becoming increasingly popular is a remote-first approach to work. This means that you run your entire team as if fully remote, by having all meetings via video conferencing software, for example.

The result is that everyone feels included and can interact on the same level – you remove the awkward atmosphere created by having some people meeting in person with others phoning in via a conferencing system. 

Manage your mobile workforce

Getting started on mobile workforce management? Here are some tips. 

Use the right software

Mobile workforce management is 100% reliant on using technology to communicate and collaborate, so having the right tools can make all the difference! An employee app to help you get messages across is essential, and you should also invest in a strong project management tool (e.g. Trello, Asana, Basecamp) at a minimum.

There are many different types of mobile workforce management software that you can use to make managing your teams easier. We’ve included a guide at the end of this article to help you get started. 

Check in…but don’t micromanage

Daily check-ins are a must when your team is on the move or scattered across different locations. It’s all too easy for these to slip into micromanagement if you frame them wrong. 

By all means ask for updates, but avoid listing ‘must-do’ tasks or demanding constant micro-updates on progress. Instead, ask if there’s anything you could be doing to support your employee, or if there’s anything they need assistance with. Check-ins are as much about offering support as they are about task updates. 

Constant communication, not necessarily on topic

How much of your traditional office chat was work based? Inane office chatter – pets, the kids, weather, vacation plans – actually serves a valuable purpose in team bonding and making social connections across the company. 

Use channels on your messaging app to provide a virtual space for this. You’ll find your team works better together as a result. Your remote and mobile workers start to feel more like a part of the wider organization, and engage more as a result. 

Mobile workforce management software

Employee apps and mobile intranet (e.g. Blink)

Mobile-first employee experience apps are vital for day-to-day communication between team members as well as employee recognition, networking and engagement. ‘Mobile first’ is a must here – if your employees don’t have 24/7 access to a desktop, you need to be able to spread key messages via smartphone. 

Project management tools (e.g. Trello, Asana, Basecamp)

Provide a single point of reference for tasks and deadlines with an online project management tool. Choose from a variety of project views to suit your team, with automated notifications and reminders when a deadline is approaching. 

Remote collaboration tools (e.g. Google Docs, Miro, Microsoft Teams)

Unlock your team’s creativity with a range of collaboration tools. Video conferencing is an absolute must-have, as is some form of collaborative document tool – Google Docs is by far the most intuitive here. For visual projects, virtual whiteboard tools are a particularly handy tool for online collaboration. 

Mobile scheduling tool (e.g. Deputy, RotaCloud, Blink)

If your teams work in shifts, rota management is a must. Mobile rota management and scheduling apps save you hours by automating this process, and your employees will get instant updates if the rota changes. Eliminate misunderstandings and never be accidentally short staffed again!

Performance management software (e.g. Engagedly, Reviewsnap, Talent Guard) 

Performance management is as important in a mobile setting as it is in a traditional work environment. Give your managers the tools to give feedback, run appraisals, manage employee goals and more with an extensive performance management solution. 

A few final thoughts on mobile workforce management

Mobile workforce management doesn’t have to be a huge departure from your existing management strategy. Open communication, respect and approachability will get you some of the way there on their own.  

It does, however, mean that you need to support employees across more than one different location though. And this means that finding the tech that works for you is essential in keeping everything running smoothly. 

Spend time thinking about your requirements here, and don’t rush into any purchases, no matter how urgent they may seem. Being locked into an unsuitable contract will cause a lot more damage in the long term than waiting to find the right software for you. 

Blink is an employee app that helps you manage your mobile workforce. Book your free demo here.

Why ditching the PDF could be the best thing your comms team ever does

The dreaded PDF.

A multi-page document posted on the company intranet. No summary. No design flair. And zero chance everyone will actually read the thing — especially if you have any number of frontline employees. 

Dense blocks of text feel uninspiring and overwhelming in a world where real-time news, multimedia content, and bite-sized morsels of information are now the norm.

So why are so many internal communication messages still stuck in 2005?

“Please see the attached document” may have worked once upon a time. But for today’s workforce — used to scrolling and skimming — this kind of internal communication simply doesn’t cut it.

Let’s take a look at why static comms still linger — and how to move beyond them to deliver social-style communications your workforce will love.

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The PDF problem — and why it persists

Overreliance on PDFs is a tell-tale sign that your internal comms strategy needs a makeover. While the PDF was once the preferred format for read-only updates, in 2025, it’s something of a relic.

Here’s why:

• It’s slow, clunky, and hard to read (especially on mobile). Ever tried to read a PDF on a smartphone screen? It’s a miserable experience. Pinching. Zooming. Scrolling from side to side. Endless downloads clogging up your device storage. Even on desktop, downloading a PDF is a process. And reading lots of long-winded text requires a lot of time and concentration — neither of which is easy to come by in the middle of a busy work day.
  
  
• It doesn’t engage employees. People don’t tend to consume information in document form these days. They prefer feeds, stories, swipes, and reactions. They don’t read studiously through a text. They expect key messages to jump out at them. And PDFs definitely don’t meet the 8-second comms rule — they consistently fail to grab and hold employee attention.
  
  
• There’s no way to measure impact. PDFs are a one-way street. You send it out and hope it lands — but you never really know. Sure, you can track email metrics like open rates. But you can’t be sure that employees are actually reading the attached doc from beginning to end. It's hard to get a good sense of employee feedback. So you have lots of unanswered questions. Who read it? Did you grab their attention? Did they understand the information shared?

The charge sheet is pretty conclusive. PDFs aren’t fit for a modern communication strategy. And they’re especially frustrating for frontline workers. So why are some companies still using them?

It often comes down to habit — and a feeling that PDFs are an “official” form of communication. Some organizations have always done comms this way and no one has challenged the process yet.

Workplace tech is sometimes also to blame. Many legacy tools still default to static formats. So it’s easier to create a PDF than to explore modern internal communication channels.

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What “modern comms” actually looks like

Modern comms are dynamic, snackable, and social. They split an extended message (that would once have been presented as a PDF) into smaller, bite-sized morsels that are easy — and even fun! —to digest.

If you’re itching to ditch the document in favor of something that meets your audiences where they are, you’ll need help from all the following:

• News-feed-style content. Just like LinkedIn or Instagram, your company updates should flow like a content feed. Think attention-grabbing headlines, snappy captions, and plenty of images.
  
  
• Short-form video. The most popular form of content in recent years, short-form video deserves a place within your internal communication strategy. A quick 60-second vertical video from your CEO will make a much bigger impact than a 4-page memo.
  
  
• Real-time updates, not quarterly announcements. Because you share rolling company news with your workforce, there’s no need for lengthy quarterly updates. You can make your messages short and snappy, so it’s easy for employees to engage with them during a busy work day.
  
  
• Comments, likes, and quick polls to boost interaction. Top-down business communication is out. Two-way communication is in. Modern comms gives employees the chance to like, share, and comment on content — and even respond to polls — so they’re always part of the company conversation.

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Benefits of a modern internal comms strategy

Creating Insta-worthy internal comms isn’t about replacing PDFs with pretty pictures or chasing the latest comms trends. It’s about improving internal communication, meeting employees where they are, and delivering real business value.

Here’s what a modern internal communications strategy can do for your business.

Better reach, better recall

When messages are delivered in an engaging and accessible format, employees remember them. They’re also more likely to be hanging out on your internal comms channels in the first place, so reach improves too.

Faster adoption of updates

Need to roll out a new process? Launch a policy update? Shift a deadline?

Because modern comms are more likely to land, employees see and understand what’s happening within the workplace. Everyone pulls in the same direction, and behavior change and adoption of new policies get easier. 

More authentic connection to your workforce

Today’s workforce craves transparency and authenticity. They want to hear from leaders who sound like real people. And they want to see what their peers are up to, too.

Modern comms make that happen. It gives leaders a way to show up in a relatable way — via short-form videos, comments, and emojis. It gives employees space to voice their own perspectives and connect with one another.

A stronger sense of culture

With video, images, graphics, and interactive internal content, it’s easy to showcase company culture — and help employees feel part of it too.

Recognizing wins. Sparking conversation. Sharing behind-the-scenes moments. Modern comms is great at all of the above. So you make employees feel seen, celebrated, and part of something bigger. You create a shared sense of community — something a PDF could never do.

Measurable results

Unlike a PDF delivered via email, it’s easy to track the impact of modern comms delivered over a modern comms platform.

You can view analytics that tell you how many people are logging in, liking, clicking, and responding. You get the insight you need to hone your internal communication plan and double down on the content your workforce likes best.

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Practical shifts you can make now

The best internal communication tools give you everything you need to deliver a modern comms strategy. But if you’re not ready for a total platform overhaul, there are still things you can do to modernize your employee communications.

Start small and build momentum with the following ideas.

Turn long-form PDFs into bite-sized posts

Break that 6-page deck into a series of short news feed posts. Lead with a headline. Include a key takeaway. Add a graphic or visual. End with a call to action. Use bullet points, simple language, and short paragraphs that make it easy for employees to digest content on the go.

Introduce Stories and visual formats for leadership comms

Video is even easier to consume than short-form text — and it’s great for employee engagement too. A quick Story from your CEO or a candid photo from a site visit helps to humanize your leadership and build trust with employees.

Encourage employee-generated content

Employees are often experts in social media-style comms. And with the right guardrails in place, an internal creator culture can work wonders for your modern comms strategy. Give people a way to share their wins, co-worker shoutouts, and day-in-the-life content — and your feed will be filled with authentic, culture-building content, sure to engage your workforce. 

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Ready to put your PDFs out to pasture?

PDFs had their moment. They were useful when all we knew were static, desktop-based systems. But — in 2025 — they’re no longer an effective way to share information with your workforce.

Your people are busy. They’re mobile. They’re social media savvy. Frontline employees, in particular, need mobile-first comms that fit seamlessly into a jam-packed work day. If you want their attention and their trust, you have to meet all employees where they are, with content that actually connects.

That means rethinking formats, making your messages more fun and engaging — and producing content that feels less like a boring homework assignment. So bring in visuals. Spark a dialogue. And make life easy for employees with short, snappy snippets of content.

So next time you’re about to hit “Save as PDF,” pause. Could it be a feed post? A 30-second video? A quick poll? If the answer’s yes — skip the static doc and go modern. Your employees (and their attention spans) will thank you. Blink makes it easy.

‍Blink. And give your people the modern comms employee experience they deserve.