Blink vs. Workplace by Meta: comparison for 2025

Internal communication isn’t just about messages — it’s about impact

Too often, internal comms teams focus on sending the right messages through the right channels. But what if that’s not enough?

With workplace expectations evolving — especially among Gen Z and Millennial employees — internal communications leaders need to do more than inform. They need to engage. Influence. Inspire action.

That’s where the 3 C’s of internal communication come in: Curiosity, courage, and catalyst.

“We know that with younger generations, it’s so much more important for them to feel that they are a part of things. Old fogies like myself, you just get your head down, do the work, hope that you get a paycheck… It’s so different these days.”

This framework, developed by author and keynote speaker Shola Kaye, transforms internal comms teams from messengers into strategic influencers. In a recent podcast, the Blink team sat down with Shola to explore the 3 C’s — why they matter and how comms leaders can put them into action.

Let’s break it down.

Curiosity: Don’t make assumptions right off the bat

The first C you need in your internal communications toolkit is curiosity.

Curiosity prevents us from making assumptions, which get in the way of empathy. By being curious, we get to know and understand the people around us.

“If you want to engage people, you’ve got to really know who you’re speaking to. What is on their minds? Where are they coming from? Because otherwise, how will you know how to pitch your content?”

That means listening before you speak. And creating a company culture of psychological safety where employees feel confident that their thoughts and opinions will be taken on board.

Why it matters:

Too often, comms teams assume they know what employees want or need — but a strong company culture of employee engagement starts with listening.

It’s also worth remembering that internal comms trends and employee expectations are always evolving. What worked last year might not work today. So it pays to stay curious, listening to the voices of your target audience on a continuous basis. 

How to apply it:

• Use pulse surveys and real-time employee feedback loops. Uncover what’s resonating and implement two-way communication practices. Be sure to acknowledge and act upon employee input or employees will start to doubt the process.

• Let employees shape your internal communication strategy. Ask them: What’s missing? What do they need? How do they like to receive company communications? You can then craft more effective and engaging messages.

• Create conversational hooks. Ask informal questions. For example: What did you do on the weekend? What’s a great movie you watched recently? This creates conversational hooks, which lead to connection, trust, and collaboration within the workplace.

• Go beyond small talk. Ask “big talk” questions. Instead of simply asking “How are you?” try asking, “How are you feeling about these changes?” These deeper-level questions encourage meaningful dialogue and bottom-up communication.

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Courage: Own your voice so people can’t help but listen

Internal communications teams are the unsung heroes of the workplace. It takes real courage to be the voice of a company — sharing tough news, listening to hard feedback, and taking bold risks to build a better employee experience.

“To be empathetic, you’ve got to open yourself up to what is going on for someone else. That can press buttons. It can be triggering. It can be exhausting. So it takes some courage to develop empathy and this level of communication in the workplace.”

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Courage means having difficult conversations in the knowledge that you’ll come out the other side “stronger, better, more confident at communication.” It means taking your comms beyond the internal communication tools, styles, and channels you’ve used traditionally to deliver something more engaging and authentic.

Why it matters:

Internal comms teams often walk a tightrope between corporate messaging and employee advocacy.

But great communicators don’t just share what’s safe — they push for transparency, honesty, and authenticity. They speak in an open, human way that sets the tone for the whole organization.

How to apply it:

• Advocate for direct, no-BS communication. Employees respect transparency over corporate jargon so don’t be afraid to speak honestly, as long as you approach tricky subjects with tact and sensitivity.

• Take a stand on employee well-being and inclusion. Don’t sit on the fence. If it matters to your workforce, it should matter to senior management. Clearly communicate your business goals and what your company stands for.

• Encourage business leaders to be real and visible. Align your internal communication plan to where senior leaders are on the “audacity scale.” For one C-suite member, that might mean recording a video message or running a listening tour, while the more gregarious may be happy to run a Q&A session with employees.

• Be open to new channels and formats. For comms leaders, courage can mean experimenting with new internal communication channels and formats. Video updates. Mobile-first and social tools. Insta-grade storytelling. You don’t always know how these changes will go down with employees. But the reward may be worth the risk.

Catalyst: Make change happen

Being a catalyst for change is easier than you might think. Asking the right questions at the right time — and directing employees toward the collaboration tools and resources they need — can be all it takes.

However, to be an effective catalyst, inspiring others to do and be more, you need to put the other C’s — curiosity and courage — into action first. 

“If we’re being empathetic and truly listening to others, we start to learn what they need to grow, to move forward… So then we can step into this role of catalyst to help facilitate that growth.”

Why it matters:

Internal comms isn’t just about informing employees. Done right, your internal communication strategy can inspire action. It can cultivate a motivated and engaged workforce. It can drive cultural change.

Effective communications help employees feel more connected and valued — and engaged in the company’s mission. And when employees understand how they contribute to organizational goals, they become more invested in their own growth and development, too.

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How to apply it:

• Turn communication into action. Don’t just inform. Invite employees to share ideas in town hall meetings or employee surveys. Provide clear steps and resources that make it easy for them to shape company culture.

• Set an inspiring example. Leverage storytelling to highlight employee success stories, frontline employee contributions, and company impact. Show, don’t tell — using formats like short videos, photos, and quotes — how individuals are driving change.

• Amplify unheard voices. Actively seek out perspectives from underrepresented teams, then amplify their contributions and elevate them as internal influencers so they reach a wider audience.

• Champion new digital tools. Be the change you want to see. Advocate for technology that makes internal communication more accessible and inclusive. Think mobile-first apps, AI-powered chat tools, and one-stop digital hubs. 

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Put the three C’s into action for next-level internal comms

Curiosity, courage, catalyst — three simple words that provide a blueprint for next-level internal communications. The 3 C’s can help you take your internal communications strategy from a function to a force for connection and change.

By staying curious, you uncover what truly matters to your workforce, across all generations. By leading with courage, you create space for honest, impactful conversations. And by stepping up as a catalyst, you empower employees to shape their futures — and that of the organization.

If you’re exploring alternatives to All Gravy, you’re likely looking for a platform that offers more flexibility, deeper integrations, or broader functionality for workforce engagement and management. All Gravy is known for its financial wellness and shift management tools, but it may not provide the full set of capabilities needed for growing organizations.

This guide reviews the best All Gravy alternatives in 2025—starting with Blink, our top recommendation—and includes pricing, reviews, and pros and cons for each.

What to look for in an All Gravy alternative

Before making a decision, it’s important to assess which features matter most to your organization.

• Comprehensive Communication Tools – Look for platforms that combine messaging, news feeds, and surveys in one place to reduce tool fatigue.
• Integrations – Seamless connections to HRIS, payroll, scheduling, and collaboration tools save time and reduce manual work.
• Ease of Use – A clean, mobile-first design ensures both frontline and desk-based staff can use the platform without lengthy training.
• Scalability – Choose a solution that can grow with your business without requiring a platform switch in a few years.
• Analytics & Insights – Data-driven decision-making starts with robust reporting on engagement, adoption, and performance.

The 10 top All Gravy alternatives in 2025

#1. Blink – The #1 alternative to All Gravy

Blink is an all-in-one employee engagement, communication, and productivity platform designed for both frontline and office-based teams. It replaces multiple disconnected apps by bringing secure messaging, company news, task management, surveys, file access, and HR integrations together in one easy-to-use interface.

Its mobile-first design ensures high adoption rates, while advanced analytics give leaders actionable insights into engagement trends. Blink integrates with major tools like Workday, UKG, Microsoft 365, and Google Workspace, meaning it fits seamlessly into existing workflows. Organizations praise Blink for its intuitive user experience, enterprise-grade security, and rapid onboarding process.

• Pricing: Custom pricing; free trial available.
• G2 Rating: 4.7/5
• Gartner Rating: 4.8/5
• Pros: Unified platform, strong integrations, excellent adoption rates.
• Cons: Requires initial change management for teams moving from multiple apps.

Start your free trial of Blink today.

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#2. Connecteam

Connecteam offers a modular platform that combines chat, scheduling, onboarding, task tracking, and time management. Its mobile app is designed for easy navigation, making it a good choice for organizations that want a straightforward, customizable tool. The built-in training and knowledge base features help teams onboard quickly, while its scheduling tools ensure shift coordination without external apps.

• Pricing: Free plan for up to 10 users; paid plans from $29/month for 30 users.
  
• G2 Rating: 4.4/5
  
• Gartner Rating: 4.5/5
  
• Pros: Affordable, modular design, strong scheduling features.
  
• Cons: Limited advanced analytics compared to enterprise-focused platforms.
  

#3. Workvivo

Workvivo focuses on employee connection and culture-building through a social-media-like interface. Employees can post updates, recognize peers, share wins, and engage with company news in a familiar, engaging way. Workvivo integrates with productivity tools like Slack, Zoom, and Teams, and offers a customizable interface for branding.

• Pricing: Custom pricing based on company size.
  
• G2 Rating: 4.7/5
  
• Gartner Rating: 4.6/5
  
• Pros: Strong focus on culture, intuitive social-style interface.
  
• Cons: Less suited for task or operations-heavy use cases.
  

#4. Leapsome

Leapsome blends engagement, performance management, and learning into a single platform. It enables continuous feedback loops, performance reviews, 1:1 meetings, and learning paths to help employees grow. While it’s less operations-focused than All Gravy, it’s a strong choice for organizations prioritizing employee development.

• Pricing: From $8/user/month.
  
• G2 Rating: 4.8/5
  
• Gartner Rating: 4.6/5
  
• Pros: Excellent for performance and development, customizable workflows.
  
• Cons: Not designed for frontline scheduling or shift management.
  

#5. Dayforce

Dayforce is a full HCM solution covering payroll, workforce management, benefits, and employee engagement. It goes far beyond All Gravy’s scope, offering compliance features and deep analytics. The unified approach makes it ideal for organizations wanting HR, scheduling, and payroll under one roof.

• Pricing: Custom pricing.
  
• G2 Rating: 4.2/5
  
• Gartner Rating: 4.3/5
  
• Pros: Comprehensive HCM suite, strong compliance features.
  
• Cons: Steeper learning curve for smaller teams.

#6. Staffbase

Staffbase is an internal communications platform that supports branded employee apps, intranets, and targeted messaging. It excels at reaching distributed teams with segmented communications and integrates with enterprise systems for analytics. While less focused on shift management, it offers superior content distribution capabilities compared to All Gravy.

• Pricing: Custom pricing
  
• G2 Rating: 4.6/5
  
• Gartner Rating: 4.5/5
  
• Pros: Strong branding/customization, segmented targeting
  
• Cons: Limited in task or HR management functions
  

#7. Beekeeper

Beekeeper is built for frontline workers, offering secure messaging, document sharing, and workflow automation. Its integrations with scheduling and HR platforms make it a practical alternative for shift-based teams. Compared to All Gravy, it offers broader communication features but fewer financial wellness tools.

• Pricing: Custom pricing
  
• G2 Rating: 4.4/5
  
• Gartner Rating: 4.3/5
  
• Pros: Designed for frontline teams, good integration options
  
• Cons: Smaller app marketplace than some competitors
  

#8. Monday.com

Monday.com is a highly flexible work management tool with modules for projects, tasks, CRM, and operations. It can be customized for shift management, though it’s not a native feature. The platform’s visual boards and automation features make it ideal for cross-functional visibility.

• Pricing: From $9/user/month
  
• G2 Rating: 4.7/5
  
• Gartner Rating: 4.4/5
  
• Pros: Highly customizable, broad use cases
  
• Cons: Requires setup to suit shift-based teams
  

#9. LumApps

LumApps is a digital workplace and intranet platform with strong personalization and knowledge management tools. It integrates with Google Workspace and Microsoft 365 for seamless document access and collaboration. While not built for shift scheduling, its focus on personalized content delivery helps keep employees informed.

• Pricing: Custom pricing
  
• G2 Rating: 4.3/5
  
• Gartner Rating: 4.4/5
  
• Pros: Excellent personalization, robust content management
  
• Cons: No built-in shift management
  

#10. Zoho People

Zoho People offers HR management tools for leave, attendance, onboarding, and performance. It integrates with payroll systems and supports custom workflows. While less engagement-focused than Blink, it’s a cost-effective way to centralize HR operations.

• Pricing: From $1.50/user/month
  
• G2 Rating: 4.4/5
  
• Gartner Rating: 4.3/5
  
• Pros: Affordable, broad HR features
  
• Cons: Lacks rich employee engagement tools

Final thoughts

While All Gravy offers solid functionality for financial wellness and scheduling, it may not meet the full range of communication, engagement, and operational needs for every organization. Blink leads this list for its ability to centralize tools, improve adoption, and deliver measurable results—backed by excellent user reviews and enterprise-ready features.

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Why teams choose Blink over All Gravy

All Gravy is focused on flexible and gig-style workforce management, which is a narrower use case than full employee communication and engagement. Blink is built to be the single, mobile-first home for your entire frontline workforce — no corporate email required — and is used daily by teams at McDonald's, Domino's, and Chick-fil-A. See how Blink compares.

Gen Z. Digital natives. Zoomers.

Whatever you want to call them, they’re making waves in the workplace.

This cohort of employees, born between 1997 and 2012, now makes up 18% of the workforce. And by 2030 — as more Boomers and Gen Xers retire — that figure is expected to rise to 30%.

When it comes to engaging Gen Z at work, it’s not a case of business as usual. Zoomers, some of whom have been working for a decade now, are bringing fresh energy — and expectations — to the workplace. And internal communications is one area where this shift is becoming increasingly evident.  

Gen Z prefers mobile-first, fast-moving, and highly visual employee communications. They value transparency and authenticity, which means traditional, top-down communications will feel increasingly dated and ineffective.

So how do you get Gen Z to take notice of your internal communications? You learn to speak their language.

Here’s how to craft effective communication that is sure to inspire the interest and loyalty of your Zoomer workforce.

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Understanding Gen Z’s digital DNA

Start by getting to know the communication habits and preferences of your Gen Z employees.

Zoomers are digital natives, used to frequently switching between devices and platforms. They tend to look for answers online first — before they send an email or talk to a coworker face-to-face.

This generation also grew up in the era of social media, where communication is instant, interactive, and highly visual. They’ve known nothing else.

So long-winded emails and PDFs don’t just fall flat — they tend to get ignored. Zoomers expect short-form, snackable content that gets straight to the point. And they like having the opportunity to add their voices to the conversation, too.

Authenticity, inclusivity, and relatability are other Gen Z communication must-haves for your internal communications strategy. Corporate-speak and overly polished messaging simply don’t resonate. Zoomers are more likely to believe in your messaging when it acknowledges challenges and complexities, not just successes.

Key takeaway: Internal communication efforts should be concise, visual, and real to match Gen Z’s digital communication style.

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Crafting messages that stick

Once you’ve gotten to grips with what Gen Z expects from your internal communications plan, it’s time to create messages that grab their attention and stick in their memory. To do that, get creative and try to include at least one of these guiding internal comms principles in your messages.

Tell a story

Stories spark an emotional connection between your organization and employees. They highlight real people and create a positive culture. And they take an audience on a journey — usually from a problem or conflict toward a resolution.

So use real employee experiences, personal anecdotes, customer stories, and behind-the-scenes content to make your messages more engaging for Gen Z workers.

Make it visual

Traditionally, internal communications have been text-based. But that isn’t how Zoomers like to get their information. Incorporate GIFs, emojis, memes, and videos to catch the eye and cut through the noise of internal comms.

With these visual assets, you say more with less, which leans into Gen Z’s preference for concise and straight-to-the-point messaging.

Use humor and personality

Gen Z appreciates informality and wit. So don’t be afraid to show some humor and personality in your employee communications. It’s a way to humanize your brand voice and make messaging more relatable.

Just be sure to strike the right balance: Keep humor inclusive, relevant, and aligned with your company culture. And, of course, when addressing serious or sensitive topics, it’s best to avoid humor altogether.

Leverage interactivity

Posting creative, eye-catching content isn’t enough. Interactivity is another important part of the picture. Polls, quizzes, and reaction buttons ensure high levels of employee engagement and facilitate conversations with two-way communications.

But you can take it even further. By responding to comments and acting upon employee feedback, you show that business leaders genuinely care about the employee experience — helping you foster an even more engaged workforce.

Key takeaway: Think social media, not corporate memo. Make your messages fun and visual — and encourage employee participation, too.

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Borrowing from social media

Love it or loathe it, social media should be your main inspiration for your internal communication strategy in 2025. Digital platforms like TikTok and Instagram are expert at generating engagement and keeping users coming back for more. And they set the standard for how Gen Z consumes content.

So play by the social media rule book, creating fast, visual, and interactive content that wouldn’t look out of place on your employees’ favorite feed. To do that, incorporate the following.

User-generated content (UGC)

For the ultimate in authenticity, encourage employees to create and share their own workplace stories. Facilitate peer communication and recognition posts. Launch a content challenge where employees share content around a particular theme. Encourage employees to film their own day-in-the-life videos.

There are so many options to incorporate UGC into your internal communications strategy — you just need to guide employee content creators in the right direction.

Mobile-first design

Where do Gen Z turn first when they’re seeking information and connection? You guessed it. Their smartphones. Your internal communication platform should mimic the accessibility and ease of use of mobile social media apps. And the mobile experience should match the experience employees are getting on desktop. This ensures that office-based staff, remote workers, and frontline employees get the same seamless user experience.

Ephemeral content

Limited-time posts — like the ones you get on Instagram Stories and Snapchat Snaps — drive authenticity. Because when a post is here today and gone tomorrow, there’s no need for it to be perfect. Ephemeral content also boosts internal comms engagement because it produces a sense of urgency. Employees check in with your platform regularly for fear of missing out. 

Algorithm-style recommendations

Think back to the last time you scrolled social media. Chances are you saw a news feed filled with content from your favorite people and about your favorite topics. Gen Z employees are used to getting tailored experiences like these. So your internal communications tools should be capable of personalization. When employees see messages that relate directly to them, their roles, location, and interests, they’re more likely to take notice.

Key takeaway: Take inspiration from social media to draw Gen Z employees to your internal communication channels — and keep them there.

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Turning employees into influencers

Research shows that Gen Z tends toward being skeptical and mistrustful — particularly when it comes to traditional authority figures. In the workplace, they’re more likely to trust their peers over corporate messaging. 

Harness the power of peer trust by turning employees into internal comms influencers. Look at your internal communication channels to identify internal content creators who naturally engage their colleagues. Then, give them the time and resources they need to share internal messages.

Over the long term, these influencers can become trusted voices on your intranet or employee app and play a critical role in your company culture.

Key takeaway: Empower employees to be the voice of your internal communications — because Gen Z is more likely to engage with their peers than the C-suite.

Avoiding the “cringe factor”

Like seeing their dad break out his best dance moves at a wedding, “cringey” content will have Gen Z employees backing away from the internal comms dance floor.

Forced trends, outdated slang, and overuse of emojis or GIFs won’t win Zoomers over. They can spot inauthenticity from a mile away. Corporate messaging that tries too hard to be “cool” without understanding the cultural context will likely backfire.

Before jumping on a viral meme or social media trend, ask yourself:

• Does this align with our brand voice and company values?
• Does it make sense in the context of the message?
• Will our employees actually find it relevant and engaging?

If you answer no to any of these questions, let it go.

And — instead of imitating Gen Z’s language or recycling viral posts — focus on what makes their favorite content work. Adopt the principles behind trending content, making your messages short, dynamic, and community-driven, and your content is much more likely to resonate.

Key takeaway: Put your twist on it. Avoid the “cringe factor” by keeping your brand voice and company values front of mind.

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Keeping up with trends

Staying relevant doesn’t mean blindly chasing every online trend — but it does mean keeping an eye on how communication is evolving beyond your internal communication platform.

Social media trends shift rapidly. And internal communications teams need an agile approach to stay relevant. Here’s how:

• Take stock: Regularly audit content formats and messaging styles to ensure they align with Gen Z’s preferences away from work. Use analytics to gain valuable insights about which content formats and messaging styles are resonating most with your target audience.

• Experiment: Stay creative. Test new content formats with a small group of employees before rolling them out to a wider audience. Gather feedback from employees, measure engagement, and update your strategy as required.

• Assess your tech: Regularly assess whether your internal communication tools are up to the task. Your  internal communications app should mirror the social media experience, offering similar features and functionality. Because, if your platform feels outdated, employee engagement will suffer.

Key takeaway: Keep testing, iterating, and adapting — because Gen Z communication platforms and preferences evolve at lightning speed.

Can your internal communications plan keep up with Gen Z?

Gen Z is reshaping modern workplace communication, demanding fast, interactive, and authentic messaging — delivered straight to their smartphones.

By embracing social media-inspired strategies, fostering two-way interaction, and adopting the trends that align with what your entire organization cares about most, you can design an internal comms strategy that truly speaks their language and build a strong culture of transparency.

And the best part? These changes don’t just benefit Zoomers. In a world where more and more people expect information to be concise, engaging, and mobile-friendly, this style of communication improves the experience for every generation in your workforce.

‍Blink. And craft an internal communication strategy that works for everyone.

Ineffective communication costs companies $15,000 per employee per year. That’s because effective internal communications do so much good for your business.

They keep employees engaged and in sync with company values. Your teams find it easier to solve problems, make decisions, and collaborate. All of this boosts customer satisfaction and your bottom line.

It’s clear. Strong internal communication is a business essential. But how do you know if you’re doing a good enough job?

This is where internal communications metrics and KPIs come in. By tracking metrics and KPIs, you get a ton of useful data, that you can then use to judge the success of your internal communication strategy.

To get you started, we’ve created this list of 12 internal communications metrics and KPIs. Use them to understand and assess your internal comms performance. Then, find ways to improve it.

Why track internal communications metrics and KPIs?

We know that internal communications can make or break a business. So you need to approach company comms with strategy.

That’s the first step. The second is working out whether your chosen strategy is making a difference. And for this, you need internal communications metrics and KPIs.

These metrics help you to track your performance over time. They help you put your efforts in the right places and get the best possible results.

By gathering and analyzing comms data you get to:

• Assess the effectiveness of your internal communication strategy, identifying successes and areas for improvement
• Make data-based decisions — which tend to be wiser than those you make with your gut
• Find employee groups that you’re failing to reach and messages that you’re failing to land
• Justify internal communications investment

Getting started with communication metrics

Before we get to our list of communication KPIs and metrics, let’s cover some basics. Here are a few things to consider before you start measuring your internal comms performance.

Choose measurable, relevant metrics

You need a clear plan for gathering and measuring data. So before you commit to tracking a metric, make sure the data is accessible. Metrics should also be relevant to your internal communication goals — and overall company goals, too.  

Use qualitative and quantitative data

To get a full picture of your internal communication performance, you need both concrete numbers and in-depth detail. For this, you need to gather both qualitative and quantitative data.

Set goals and a schedule

Record internal communications metrics before you make any updates to your comms strategy. Set measurable goals. Then schedule your next metric check for 90 days, six months, or a year from now.

Involve your organization

When the whole company gets behind an initiative, it’s easier to see it through. So involve employees, managers, and leaders. Share internal metrics with them. Give updates, take action, and communicate results.

Be open to change

Internal communication trends and technologies evolve. So do your business goals. So be prepared to update your communication metrics and strategies to keep them relevant.

12 internal communication KPIs and metrics to track

So, let’s dive in. Here’s our list of internal communication KPIs and metrics. You may like to measure some or all these metrics to gauge your internal comms progress.

Employee engagement  

Internal communication and employee engagement are closely linked. Strong internal comms support engagement by:  

• Aligning employees behind your business values and goals
• Helping employees build strong workplace relationships
• Making employee voices heard
• Recognizing employees

Where there’s good communication, employees become more engaged with their work and your organization. This prompts a positive cycle because engaged employees are more likely to read and act upon your comms.  

Because there’s such a strong link between engagement and comms, employee engagement rates are a really good indicator of comms success. So to find out how successful your communication strategy is, you can use employee engagement KPIs.

You can gather this data with the help of employee surveys. You can also look at employee retention, absenteeism, and internal promotion rates.

Message open rates

If you send messages via an internal communication tool, you should be able to track your open rates. This communication metric tells you how many employees read your emails, newsletters, and announcements.

If you find that lots of messages go unopened and unread, there are several ways you can improve things. 

You could vary the time of day you send messages. Or the frequency with which you send messages. You could switch up your subject lines. Or try segmenting your employee mailing list so employees receive personalized communications. 

Some experimentation could reveal an internal comms style that better suits your staff.

Message open rates can also reveal whether one communication channel outperforms another. If this is the case, it makes sense to focus on that communication channel as a way to better reach employees.

Message and feedback response time

When your workers respond quickly to internal messages, you learn three things.

First, it’s easy for employees to access the message and therefore the communication channel.

Second, employees are engaged and want to respond to messages promptly.

And third, the meaning of your messages is getting through. 

So track employee response time for your internal communications and feedback requests. If you find that it’s taking a while for employees to read and respond to messages, you might like to consider:

• Streamlining communication channels so employees don’t waste time switching between them
• Setting clear and fair expectations for message response times
• Encouraging managers and leaders to lead by example
• Seeking feedback from employees to find out what’s preventing a speedy response

Communication tool adoption

Internal communication tools are an investment. So you want to be sure that your chosen communication software is proving a hit with employees.

Adoption rates show you how many workers are using a new communication tool. High adoption rates are great for proving a return on investment (ROI) and the tool’s usability.

Low adoption rates suggest resistance among the workforce to using your chosen tool. If this is the case, you could try one of the following ideas. 

Software training  — so all employees understand how to use your communication tool and what they stand to gain by using it

Software ambassadors — give software training to a group of employee ambassadors who then support their peers in using your intranet or app

If your chosen tool isn’t intuitive to use or doesn’t suit all members of your workforce, you may also have to go back to the drawing board to reconsider the tools you use.

Content consumption metrics

It’s important that employees engage with essential content, like company policies and training documents.

To find out how employees interact with this content, you can use content consumption metrics. We’re talking page views, page engagement, content downloads, and message shares.

If you’re getting high rates for all these metrics, your content is easy for employees to access and understand.

Low rates suggest you should assess the clarity and layout of your internal content. It should be easy for employees to read, digest, and act upon the information you’ve provided. That might mean:

• Writing useful, descriptive headlines
• Using simple language
• Breaking longer content down into manageable sections
• Making use of images and videos to make your content more engaging

This internal communication KPI also shows you something else. The pages that are most useful and effective. You may like to use these pages as a best practice template moving forward.

Employee sentiment analysis

Employee sentiment analysis tells you how employees feel about your organization. It’s the general mood or vibe that currently represents your workforce. And it’s based upon the content of the posts they write, the messages they send, and the feedback they give.  

You can manually assess employee sentiment. But by far the easiest way to summarize the thoughts of your staff is with the help of a sentiment analysis tool.

Some tools scan content for keywords. They then compare the number of negative and positive keywords.

Other tools are more advanced and more accurate. Thanks to AI and natural language processing (NLP), they have a better understanding of human language. This means they’re better at summarizing the emotion behind a piece of writing.

Blink communication software has powerful analytics that allow you to analyze employee sentiment. You can also track communication flow, to find both positive and negative company relationships.

Leadership visibility

To ensure engagement with internal communication channels, all members of staff must be seen to use them — including your leaders.

You can measure leadership visibility through a combination of qualitative and quantitative data:

• How often leaders send out messages
• The number of opens, likes, and shares leadership messages receive
• The sentiment of employee responses to leadership messages
• The consistency of messaging in leadership communication

If you’re embracing a two-way communication style within your organization (which we believe every company should), leadership involvement is an important part of the picture.

Profile completion

If you use a modern intranet or an employee app, employees can usually set up profiles. Other employees then search these profiles to find team members and learn more about them.

Employee profiles support stronger workplace relationships, information sharing, and collaboration. So they’re a really important part of your internal comms strategy.

But they’re only useful when employees take the time to complete their profiles. So this is another great internal metric to track.

What percentage of employees have a completed profile? What percentage of each profile is complete? Which fields do employees tend to leave blank?

Find answers to these questions. Then, by either motivating employees or reconfiguring your profile pages, you can improve completion and communication.

Employee advocacy score

Employee advocates are happy to recommend your company as a place to work. They’re also happy to recommend your products or services.

They’re more likely to do this if your company has a culture of good communication and clear messaging. So another of the internal communications metrics to add to your list is an employee advocacy score.

You can calculate your employee advocacy score using a variety of different metrics:

• Surveys asking employees whether they’d recommend your products/services/work culture
• The number of quality employee referrals for roles within the company
• How often employees repost company content on social media or internal newsfeed channels

If lots of employees are promoting organizational messages and values externally, this is a clear sign that your internal communication strategy is working well.

Employee turnover

Engaged employees are less likely to leave their jobs. And we know that good, two-way internal communication is one piece of the employee retention puzzle.

That’s because, with effective internal comms, you can:

• Create a sense of belonging
• Help employees find purpose in their work
• Give employees the information and resources they need to fulfill their roles

So include employee turnover rate as one of your internal communications KPIs. While it doesn’t give the full picture, you can view it alongside other internal metrics to see whether your comms strategy is making a difference. 

Employee satisfaction rates

Poor workplace communication causes stress and harms staff satisfaction. The opposite is also true. Companies with honest feedback, personal openness, and mutual respect enjoy higher levels of employee emotional wellbeing.

This means you’re unlikely to achieve high rates of employee satisfaction without effective internal communication.

To discover how satisfied employees feel, anonymous surveys are a useful tool. It means employees can give honest and useful feedback. It’s also worth keeping your question simple and concise, like this one: 

Overall, how satisfied do you feel with your job at [company name]? 

Send out your staff satisfaction survey on a quarterly, six-monthly, or annual basis to track your progress over time.

Customer satisfaction rates and sales

Employee satisfaction is directly linked to customer satisfaction and a company’s financial performance.

According to Gallup, happy and engaged employees help their company improve customer relationships and achieve organic growth. Highly engaged businesses see a 10% improvement in customer ratings and an 18% improvement in sales.

Surveying customers and tracking business revenue are other useful ways to assess the wider impact of your internal communications strategy.

How the right internal comms tools can help

To make the most impact, you’ll have to dig down into the data.

You can segment your communication metrics for different communication channels, departments, and employee devices. You can even segment them according to the employee life cycle stage.  

When you understand your internal metrics on this level, it’s easier to find root causes and make impactful comms improvements.

But to make data collection and segmentation quick and easy, you need the right internal communication tools. Internal communication software, suited to your organization:

• Makes internal communication more engaging and effective
• Ensures the right people are getting the right comms
• Ensures that everyone has access to company comms — not just those with a company computer or email address
• Provides actionable data that helps you measure the success of your internal communication strategy and make improvements

So, as well as choosing an internal communication software that your employees are excited to use, you need to find a tool with robust analytics features.

Use Blink’s super app for internal communication and you tick all the boxes, particularly if you run a frontline organization.

With Blink, you can send internal communications to every employee smartphone. You can also use analytics functions to track employee engagement, improve your content, and build stronger workplace relationships.

Internal comms teams: It’s time to start thinking like social media managers

In today’s workplace, grabbing attention and building a sense of community is more challenging than ever. As Instagram has demonstrated, there’s immense power in blending visuals, brevity, and engagement-driven features to keep audiences captivated.

Why not apply the same principles to your internal communications plan?

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By embracing an Instagram-inspired approach, internal comms teams can turn traditionally static and monotonous updates into dynamic, employee-centric experiences, ultimately boosting engagement, experience, and retention.

And when we think about the newest generation of workers, a modern employee experience isn’t just nice to have — it’s a key differentiator: 70% of Gen Z employees would leave their job for better workplace technology.

Let’s dive into how you can create an Instagram-worthy internal comms strategy that truly resonates with — and retains — employees.

#1. #PicsOrItDidntHappen: Lead with visual storytelling

You know that old adage that “a picture is worth a thousand words”?

In a corporate environment, where text-heavy comms are the norm and often leave employees feeling uninspired, it might be worth even more. On Instagram, visuals do the talking. They capture attention, convey emotion, and get users to linger. Imagine applying the same idea to your internal comms.

From photos of team achievements to video messages from leadership, visually rich content invites more interaction and gives employees quick ways to engage with company updates. Incorporate more images, infographics, and videos to help distill complex messages, celebrate moments, and build a visually engaging narrative.

Try a “day in the life” photo series from different teams, or showcase milestones with celebratory visuals. This not only humanizes the workplace but also helps employees feel more connected to their colleagues across the organization.

#2. #StorySawItFirst: Share the moments that matter

Stories — on Instagram, Facebook, and beyond — have changed how we consume content by making it quick, timely, and interactive. For internal comms, a similar approach keeps messaging fresh and to the point.

Consider launching an internal Stories feature, with short-form, time-sensitive updates. Whether you use video, images, or brief text, these snippets can recap highlights, recognize employees, or celebrate accomplishments in a way that’s easy to digest.

Launch a weekly Story roundup that features key updates and celebrates wins from across the company. These updates create anticipation and encourage employees to check back regularly for new content.

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#3. #POV: Embrace user-generated content

One of the reasons Instagram is so successful is because it breaks down the barrier between creators and consumers: All users have the power to create, post, and engage with content.

Bringing this into the workplace by encouraging employee-generated content (EGC) adds authenticity and makes employees feel like co-owners of the company’s story.

Consider how your team could prioritize EGC and what makes most sense for your organization. Maybe it’s creating a designated space where employees can post daily photos from their workday, or coming up with an internal hashtag campaign where employees can share short stories that showcase daily victories or moments of pride.

We’ve seen firsthand the power of EGC on building trust on external channels: Content shared by employees receives 8x more engagement than content shared on brand channels. Imagine the impact this boost could have on your internal comms strategy.

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#4. #ForYouPage: Personalize your comms approach

If you spend enough time on social media platforms, then you’re deeply familiar with the omniscient algorithm — an underlying intelligence that recognizes which content you watch with most and, with increasing accuracy, serves it up to your news feed to create a more individualized and engaging experience.

Internal comms can take the same data-backed approach by using insights from their employee platform to segment audiences, gauging content effectiveness through metrics like engagement rates, and then tailoring content based on individual preferences

By surfacing hyper-relevant information to the right people — like recommended News Feed content based on team, or custom updates to specific departments and regions — you can make internal updates feel more targeted, help employees feel seen and understood, and prevent information overload.

#5. #SlowYourScroll: Prioritize mobile-friendly content

Instagram is all about mobile-first, short-form content. It’s what makes the platform so easy to navigate and what keeps people coming back for more.

When it comes to modern internal comms, employees are similarly craving updates and content that are quick to access and even quicker to digest, wherever they are.

As you plan out your content strategy, ensure all internal messages are mobile-friendly, concisely written, and formatted for on-the-go reading. For example, consider formatting key announcements as brief bullet-point highlights — we’re talking 200 characters or less — with a link to read more.

By keeping updates short and to the point, complemented with visuals whenever possible, employees can stay informed without dedicating a large amount of time — helping to ensure key messages don’t get lost in the shuffle.

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#6. #Influenced: Embrace the internal influencer

Influencers drive engagement on Instagram by speaking from an authentic, relatable perspective. By empowering internal champions, you can build similar trust and encourage peer-to-peer communication within the company.

Identify influential voices within the organization who can serve as communication champions and lead the charge for two-way communications. This might be leaders, long-term employees, or team leads who can add a personal, credible touch to internal updates and culture-building efforts.

Have these champions share company updates, promote engagement, or even host takeovers of internal channels to drive excitement and reach. Their familiar faces make messages feel more personal and authentic.

#7. #HighlightsReel: Spotlight employee achievements

On Instagram, highlights create a curated space for special moments. In internal comms, a similar approach can spotlight achievements and milestones in a meaningful way. And this small effort can have a big impact on retention: 79% of employees who quit their job cite a lack of appreciation as a key reason for leaving.

Create a virtual “highlight reel” to celebrate employee achievements, team milestones, and other noteworthy moments. This can be part of a monthly or quarterly roundup, creating a sense of shared success and recognition.

These small moments of celebration and success spotlights help employees feel valued and recognized within the larger internal community — and may even result in them staying longer at your organization.

#8. #LetsExplore: Make content easily discoverable

The Explore tab on Instagram allows users to stumble upon new and interesting content. Internal comms can take a similar approach by reimagining the outdated intranets of yore and making helpful resources easy to find and share.

Organize information in a way that allows employees to quickly discover and revisit updates, whether through tagging, keyword searches, or categories. A content hub can help employees catch up on past announcements or discover useful resources.

Create a centralized digital home for all internal updates, organized by topics like announcements, team wins, and resources. This lets employees browse based on their current needs or catch up if they missed a recent announcement.

Think beyond traditional communication channels

As employee communications move into the future, embracing creativity and interactivity — much like social media platforms we all know and use in our personal lives — can reshape the employee experience and build a more connected, motivated workforce.

By incorporating Instagram-inspired features into content strategies, internal comms teams can create a consumer-grade workplace experience that feels inherently familiar to employees, breaking down barriers for adoption and engagement.

Experiment with these tactics, prioritize authenticity, and watch as your employees become more empowered, creative, and excited to contribute to the company culture.

Blink. And design an internal comms strategy that gives Instagram a run for its money.

Missed our Winter 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 Spring 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 new features are designed to reshape how employees connect with their organizations and with each other.

From reimagining our Hub experience and to powering event management, these updates are built to create a more curated and connected digital workplace.

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#1. A new digital era of event management

We’re excited to introduce a smarter way to plan, promote, and manage company events — so you can keep employees informed and excited, whether they’re in the office or on the go.

With a dedicated events homepage, format-inclusive setup (in-person, virtual, and hybrid), and calendar integration, hosting employee events for your organization has never been easier.

What’s new:

• Effortless setup: Create an event in just three steps using the web-based event wizard.
• Target the right audience: Choose which users and groups can discover and engage with your event.
• Planned promotions: Schedule event reminders and promotions using the post planner.
• Smart RSVPs: See who’s attending, undecided, or declining — and send reminders with a shareable link.
• Easy editing: Hosts can update details and manage attendees with flexible permissions.
• Alias support: Choose to host events under an alias for a consistent brand experience.

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#2. Smarter folder sharing in the Hub

We’re upgrading folder permissions in the Hub to give you more flexibility — without the workaround. It’s a small but mighty update that will make managing shared content simpler and smarter.

What’s new:

• Custom permissions for child folders: Set unique access rules without duplicating parent folders.
• Cleaner structure: Organize content your way, with better control over who sees what.

#3. A new page change log to track updates

We’re adding a change log to pages in the Hub, making it easier than ever to track edits, stay aligned, and maintain trust in your shared content.

Whether you’re managing shift protocols or company-wide announcements, the new page change log will help you keep your information up to date — and your teams on the same page.

What’s new:

• Full edit history: See who made what change and when, with clear timestamps and author details.
• Built-in transparency: Empower teams to confidently collaborate, knowing there’s a reliable audit trail.
• Content you can trust: Perfect for policy updates, team documentation, and any page that will be regularly changed or updated.

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#4. A richer page editing experience

We’re upgrading the editing experience in our app to help you create more beautiful, engaging pages — perfect for everything from team wikis to onboarding docs. And we’re excited to roll out even more formatting options and editing tools soon.

Whether you’re building a company knowledge base or crafting the perfect announcement, pages will now be easier to customize (and better-looking) than ever.

What’s new:

• Content organization: Add and format tables effortlessly
• Visual components: Embed images and videos directly into your pages
• Ultimate ease of use: Enjoy a smoother, more intuitive drag-and-drop experience

#5. A more curated Communities experience

We’re expanding the power of Communities with new controls that help you shape more intentional spaces — so the right people see (and join) the right Communities, every time.

From social groups to ERGs, these updates will give you the flexibility to support meaningful, relevant communities across your organization — while keeping the experience simple, engaging, and fun.

What’s new:

• Flexible visibility: Control who can discover or access each Community without making it strictly private.

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#6. A refreshed mobile navigation to find what you need faster

We’re streamlining mobile navigation to help users get where they’re going — quicker and with less tapping. This simple change will make a big difference in how employees move through Blink on the go.

What’s new:

• Cleaner layout: Now featuring four primary buttons — Feed, Chats, Groups, and Hub — plus a “More” menu for everything else. (For example, the new event management feature will live under the “More” menu!)
• Smarter structure: Groups are front and center, giving employees faster access to the people and spaces they care about most.

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