A little bit about us.
Promises Behavioral Health supports people with mental health and addiction issues.
- Eight facilities across the United States
- 750 employees
- Staff who work in residential environments (but some in corporate environments, too).
- A 70% average engagement rate on Blink.
Our pain points.
Until recently, we communicated through email. This was to share patient information and… not much else. There was little in the way of engaging employees, celebrating achievements or keeping in touch.
We carried out an employee survey and it confirmed our suspicions. People felt like they had what they needed to do their job, but not much beyond that. They didn’t feel connected to the facility or the larger organization.
That had to change.
This is how we use Blink.
Blink supports multi-directional communication: top down, side to side, bottom up. No one else offers this in the same way – other internal communications platforms, email or otherwise.
This allows our sister facilities to connect; people at those facilities to get to know each other; and for corporate staff to help each other out. We also use Blink to engage people and boost morale with posts about birthdays, work anniversaries, press releases, welcoming new staff….
Our Covid-19 response.
We had to put out a lot of information about how people should respond and plan their days. Blink enabled us to do that easily.
We were able to share policy updates as they came out: I call this small bites in real time. Before, we would have had to wait and release all that information in one email or newsletter.
Blink has helped us make staff feel secure. We can show them we’re still expanding and hiring at a time of great uncertainty. And that, even though many businesses are hurting financially, we’re moving forward.
What I love most about Blink is…
Its ease of use! We have people in our organization who are tech-savvy, and others who prefer to stick with a notebook and pen. But everybody’s been able to use Blink with confidence!
When it comes to admin on other platforms, you need an advanced degree to figure out how to run the program. But Blink is so intuitive that all I have to do is perform a small demo with anybody who is new to it. There’s no need for anything more extensive. Everything is right where you expect it to be.
Not everyone feels confident enough to post to the whole company. So, I like how Blink gives you the option to limit feed posts. You can open something up or lock it down as much as you want to.
My tips for employee engagement.
Firstly, leadership should be posting quality content frequently. Yes, people want to see what other employees and their peers are posting. But it’s leadership that inspires people the most.
Secondly, balance critical information with morale boosters. Policy changes are important, but you also need things to uplift. On the other hand, if you only have the morale boosters, people start to see it as optional fluff. So aim for a balance: “This is information that you need, and this is information that you want.”
Thirdly, get frequent feedback. Is there content that they’re not seeing but want to see? Is there anything that they are finding super-helpful? You can do that through a survey or poll, or by looking at the analytics in Blink to see what posts are doing well.
What’s next for Promises?
The pandemic highlighted the need for internal communication in social care. Company culture, and the way organizations work and communicate, are shifting.
I believe we’re seeing long-term changes emerge, especially in terms of quality and the frequency of communication. Technology will continue to evolve; we need to move along with it. For Promises, Blink was the essential first step to make that happen.