Internet vs Intranet vs Extranet

Satnavs. Facial recognition. The Cloud. FinTech.

We slip words like these into conversations with ease. New technology has become part of our bread-and-butter vocabulary, without quotation (or question) marks.

Healthtech, on the other hand – that feels a bit more niche. Or it did, until Covid-19 made us sit up and pay attention. 

24 months into the pandemic, nobody needs a lecture on the importance of healthtech; it’s staring us in the face. But health tech didn’t emerge on-the-fly in response to the Covid crisis. It’s been around for a long time.

And it’s big business. In 2017, Forbes valued the digital healthcare industry at an astounding $25 billion globally. They believe that number will skyrocket above $379 billion by 2024. 

We all know that healthtech helps predict the spread of diseases, track pandemic outbreaks, and contain them. But there are other new developments in the future of healthcare that will change the way we live.

What is healthtech?

Right now, healthtech (also known as digital health) is the fastest-growing verticle in healthcare. It refers to any product or service that's enabled, or revolutionized by, technology. So far, so Sci-Fi. But healthtech is all around us already...

Wearables

Yep, you’ve already got this one. Fitness trackers (like FitBits) are health wearables. We like knowing we've put in my 10.000 steps. But other types of knowledge about what’s happening in our bodies can be more vital. For some people, it’s their heart rate; for others, their blood pressure, or their oxygen supply. 

Continuously measuring these things makes a huge difference for people with chronic conditions. And these wearables don’t just make the invisible visible; they also act as a kind of coach. They empower wearers to become active participants in managing their health condition. Immediate feedback from a wearable can change habits; habits can change health; and health saves lives. 

Wearables are particularly relevant in the time of Covid-19. But they will continue to be so well beyond it, as part of a bigger drive towards preventative or pro-active health care. 

3D-printed prototypes

3D-printing technology still sounds far-fetched. But it’s here, and it’s a quiet revolution in healthcare. Technology like this can create everything from personalized prosthetics to bio-tissues and blood vessels, at a fraction of the past cost. It transforms organ transplants and tissue repair. It can even produce realistic skin grafts for burn victims. 

In 2020, researchers at the Rensselaer Polytechnic Institute in Troy, New York, managed to develop a method for printing 3D-print living skin, along with blood vessels.

Blockchain for electronic healthcare records

Blockchain and the future of healthcare? Not obvious at first. But think of electronic health records, and how important it is to keep those accurate and safe. 

Blockchain technology can play a key role in ensuring that medical records are 100% accurate. It also makes them significantly harder to hack. Conflicting information is automatically detected, thanks to a decentralised network of computers. And blockchain not only helps prevent data breaches; it also cuts costs. 

So it’s no wonder that many health and pharmaceutical companies are investing in blockchain technology.  A recent report put the blockchain health market at $890.5 million by 2023.

Artificial Intelligence

Artificial Intelligence (AI) is a key driver in health tech. We already see it in chatbots and virtual health assistants that act as diagnostic tools, and even as therapists. 

But the real power of AI becomes clear in areas like precision medicine. In the past, many cancer patients received cookie-cutter treatments with high failure rates. Because of AI, we now have more personalised treatments, based on individual genetics and lifestyle factors, amongst other things.

AI also plays a big role in the discovery of new drugs and the development of vaccines. That’s a Bigger Deal Than Ever Before in the Covid pandemic. 

And finally, two of the things AI is exceptionally good at is Pattern Recognition and optical character recognition. That means it can analyse large amounts of cancer images that help recognise and diagnose cancer. One famous example of this is Google’s DeepMind, which created an AI for breast cancer analysis. The algorithm outperformed human radiologists on pre-selected data sets to identify breast cancer, on average by 11.5%.

The market value of AI for future of healthcare worldwide? $34 billion by 2025.

VR/AR

Most of us are already familiar with this technology. Immersing yourself in a simulated environment is fun. But it can also be a therapeutic tool. For instance, VR environments help train people to deal with mental health triggers safely. Post-Traumatic Stress Disorder (PTSD), Bipolar Disorder. Covid-related Stress and Anxiety are now being treated this way.

The training potential of VR is – well, awesome. Take surgeons, for instance. A recent Harvard Business Review study showed that VR-trained surgeons had a 230% boost in their overall performance.

Compared to their traditionally-trained counterparts, they were both faster and more accurate. At Case Western Reserve University, students learn via a VR-based HoloAnatomy app. This offers detailed and precise experience without the need for real bodies.

Top 4 emerging healthtech trends for 2022

In light of the Covid pandemic and rapid growth in remote work, safeguarding your workers has become a mandatory part of doing business. This means you’re now also looked upon to bring in measures like: 

By making these types of smart technologies accessible to your workforce, you can give way to improved safety standards and early alerts that reduce the risk of contagious threats. Keep track of these trends to keep your employees safe in 2022 and beyond.

identify opportunities to leverage them for your organization going forward. 

Virtual care and remote medicine are on the rise

You drive to the doctor. You sit in a waiting area for ages until your name's called. When your appointment finally happens, it's a few questions, a prescription, and you're sent on your way. You wonder why you spent so long commuting for a matter of minutes.

Sound familiar?

That's why virtual care is replacing minor in-person appointments. The past two years have further accelerated this trend, leading to an increase in virtual visits or telephone consultations. 

According to a recent McKinsey study, the number of people using telehealth rose from 11 to 46% during the pandemic. It further predicts that telehealth would account for $250 billion — 20% of the US healthcare spending in near future.

Virtual care not only reduces the risk of spreading contagious diseases but allows healthcare professionals to fit more consultations into their daily schedules. This is a vital factor for highly populated nations facing a shortage of medical professionals, such as India and China.   

Genomics and gene editing lead to further breakthroughs 

Before you get all excited — no, we haven’t figured out how a spider’s bite can turn a normal kid into spiderman.

But the good news is that there've been significant breakthroughs in gene editing, accelerating the development of different types of "precision medicine."

This means drugs can be tailored to the genetic profile of each patient, enhancing their effectiveness and minimizing side effects.

Precision medicine is already used in many ways, one of which is 'lab on a chip' — a technology that allows fast detection of Covid. It’s a hand-held device that can detect if someone is infected with better accuracy than conventional signals such as fever and coughing. So, it can go a long way in getting our lives back to normal. 

Data and AI drives shift to fairer healthcare insurance and coverage 

With all the strain that the coronavirus pandemic has put on our healthcare resources, you’d think it must have grown the bottom line too. Surprisingly, that’s not the case. In the US, healthcare revenues fell by 50%  as patients avoided surgeries and hospitals. 

But the silver lining in midst of all this is the revelation that people are willing to share their personal data when it’s a matter of their health. This is evident from how much people have engaged with track-and-trace systems. 

The more data people share with health services, mobile apps, and online systems powered by AI, the more accurate picture healthcare providers will have of their well-being, along with a sense of when they should intervene. Not just that, it helps healthcare providers forecast the most efficient way to deliver their services.  

This also matters from a financial perspective because other entities such as insurance companies can use advanced predictive technologies to measure risk and set premiums more accurately. 

AI, IoT, and Smart Cities improve our ability to detect and respond to future outbreaks 

If the pandemic has taught us anything, it’s that we were embarrassingly unprepared to deal with an outbreak. And we should have a collective, predetermined strategy if something similar happens in the future.

A key part of this strategy is the concept of “Smart Cities," powered by artificial intelligence (AI) and the internet of things (IoT). According to Statista, global revenue from smart city projects is estimated to reach $129 billion in 2021. 

The idea of a smart city is based on incorporating digital connectivity and data-driven decision-making at our respective locations. And its applications extend to many areas such as: 

• Energy distribution
• Public transportation networks
• Refuse collection
• Environmental health initiatives

It’s not just the organizations that are becoming health-care oriented, but also city planners and municipal authorities. These government bodies are now allocating resources to develop technologies that can help us predict, detect and prevent pandemics. 

Another major focus is environmental health. Tech-driven initiatives are being put in place to reduce air pollution and build resilience to the effects of climate change, including the rise in sea level and temperature..

Conclusion

Even if most of your workers are remote, don’t think for a second that your health concerns are over. They now require even more attention because you don’t have the luxury of regular, face-to-face contact. It’ll be hard for you to tell when your employees are burning the candle at both ends. So you still need to support the mental health of employees as they perform their duties in the field, or from home. 

That’s where the healthcare technology trends we outlined can help. There are several health apps available for professionals to monitor physical activity, practice meditation, set reminders for breaks, water and exercise, and so on. 

The only way to avoid setbacks that can take you by surprise is to stay on top of the latest trends and innovations. The faster you can respond to relevant changes in your industry, the better for your organization.

Extroverts get a lot of attention and recognition because they’re the squeaky wheels at your company. The valuable contributions of introverts, on the other hand, may get overlooked.

Because those employees are less likely to fight to get noticed. Sound familiar? Then you may have an employee engagement problem on your hands. And that could cost you a lot of money in the long run.

We tend to value extroversion in the workplace because it looks a lot like passion and dedication. Quiet, thoughtful introverts can look less dedicated at first glance, but are often more productive, better risk-takers, and make great leaders.

Ignoring the needs of these high-performing employees when you’re looking at employee engagement activities?

It can mean unintentionally alienating a big portion of your workforce.

That’s an expensive mistake to make when you consider the average cost to rehire is equal to 33% of the annual compensation.

It makes more sense to look at employee engagement strategies that can help introverted employees feel more comfortable, more satisfied, and as a result, more loyal to your company.

Below, we’ve put together a big list of employee engagement strategies designed just for introverts in the workplace. But first, we want to talk about what sets your introverted employees apart and why engaging them matters so much.

What makes introverts in the workplace different?

Instead of talking about ‘energy’, let’s look at the science behind introverts and extroverts. Introverts and extroverts quite literally have different brains. When you look at scans of introverts and extroverts, you’ll see a difference in concentrations of gray matter.

And where there’s more gray matter, there are more of certain kinds of skills. Your classic hand-raising, go-getter extrovert will have more gray matter in the medial orbito-frontal cortex area of the brain. Deep-thinking introverts have more gray matter in the prefrontal cortex.

On top of that, introvert brains and extrovert brains respond differently to dopamine. The chemical that motivates us, makes us more talkative, and keeps us alert, among other functions.

Extroverts have more active dopamine receptors. Introverts respond more readily to a chemical called acetylcholine that makes people feel good when they turn inward.

All of this technical stuff means that your introverted employees have great problem-solving skills, amazing memories, and a knack for planning and then following through on long-term projects. They are energized by thinking, reflecting, and mapping out the future.

By common metrics of employee engagement, they can seem unengaged. But if you shift your employee engagement strategies and corporate communications strategies to include activities and tech tools they’ll like? They will become some of your most engaged employees.

Why is employee engagement important for introverts?

The short answer is that engaged employees stick around. Researchers commonly find that 50% would accept another job offer on the spot if the benefits were right.

What’s surprising isn’t that those employees would be willing to go. But rather than the other half are willing to stay even when given the promise of greater pay somewhere else. That’s employee engagement.

When your workforce (introverts and extroverts alike) feel a connection both to the work they are doing and to your company’s larger goals, they’ll be more likely to stick around through thick and thin. That will save you time and money. They’ll also work harder, be more productive, and more likely to go above and beyond the call of duty.

Here’s how to make sure your introverted employees are just as engaged as the extroverts at your company:

Employee engagement strategies for introverted employees

1. Change your interview process

When your goal is to boost employee engagement in introverts, why not start from day one? In job interviews, many extroverts shine because they’re born to pitch.

Introverts will often perform best in job interviews that feel more like one-on-one conversations. Panel-style interviews, where they feel like a product on display, can be stressful. Unless you’re hiring for a high-stress position, you may end up with a broader pool of great candidates this way.

2. Limit team sizes on group projects

Working with huge teams can be extremely stressful for introverts for a variety of reasons. Two heads may be better than one, but once teams get too large productivity can suffer because there is more back and forth happening than actual work.

Introverts tend to prefer less chaotic work environments, and you can cut down on chaos by following Jeff Bezos’ two pizza rule. If you can’t feed a team with two pizzas, it’s probably too big.

3. Make work more flexible

Extroverts may love the hustle and bustle of your busy workspace, but that same energy can drive your introverts crazy.

Create space for uninterrupted work time by instituting flex work and other policies that allow employees to come in earlier or leave later to take advantage of an emptier office.

Allowing employees to work from home when the mood strikes or to disconnect from the company intranet when they’re heads down on a big project can also boost employee engagement in the long run.

4. Have meeting-free days

Regular meeting-free days also cut down on the kinds of interruptions that can leave introverts feeling disconnected from their work.

When there are regular days or times when no meetings can be scheduled, introverts can comfortably immerse themselves in projects at those times because they know their focus won’t be compromised by yet another meeting.

5. Make meetings introvert-friendly

Don’t spring meetings on your introverts who may benefit from time to prepare for each one.

Make sure introverts get a chance to prepare for each meeting in advance and to give their input after all the extroverts have had their say.

Also, be sure that your meetings are relevant to current projects and have structure. You can bet that it’s your introverted employees who are feeling the most annoyed and uncomfortable when a meeting goes off the rails.

6... (Or just have fewer meetings)

Before you schedule that next meeting, ask yourself whether you really need to pull that employee away from their vital tasks for some face-to-face time?

Could you accomplish the same thing with an employee app like Blink that lets you curate and disseminate information in ways that respect your introverted workforce’s valuable time?

7. Update your communications methods

Just because extroverts are the first ones to stand up to deliver project updates in front of the team doesn’t mean introverts have nothing to say.

An app like Blink can help the introverts at your company have more of a voice without forcing them too far outside of their comfort zones. You could use video as an update tool versus requiring all employees to give in-person presentations.

They can connect with their colleagues for collaboration and mentorship right in the app. And it’s a way to recognize and applaud the contributions of introverts without forcing them into the spotlight.

8. Invest in additional training

One of the biggest challenges deskless workers face is feeling like they don’t have the same resources available to them as employees in a traditional office setting do.

This can make them feel less confident in their work—especially if they are introverted and may not feel like they are able to reach out for help.

By offering ongoing training, you will not only help your introverted, deskless employees feel more confident in their work, but you’ll also show them that you are invested in their success.

9. Brainstorm better

Group brainstorming sessions can feel chaotic to a true introvert because there’s little structure and some voices will always drown out others. Brainstorming sessions are easier on introverts when groups are smaller and there is some structure in place guiding the sessions.

That might mean pre-planning when you’ll discuss what topics or asking people to prepare ideas in advance. That will give the introverts in your company time to reflect on what they want to say and as a result, they’ll be more likely to share their great ideas.

10. Give introverts opportunities to get social

The idea that introverts don’t like people or don’t like having fun is a pervasive myth that has unfortunately caused a lot of harm. Introverts are as friendly and as fun as extroverts—and can party just as hard when they want to.

Give your employees a platform like Blink where they can share social events with coworkers and encourage (but don’t require) people to get to know each other inside and outside of work.

11. Rethink the open office

If you’re in a position to contemplate an office redesign, keep in mind that open office spaces aren’t always the collaboration engines they were meant to be.

Between greetings, noisy colleagues, chit chat, and other interruptions, open offices can be very distracting—and not just for introverts who might not want to stop work to talk about last night’s big game.

If a redesign is out of the question, think about creating ‘quiet zones’ outside of communal areas where introverts can get a break from the noise.

12. Put introverts into leadership positions

You might assume that extroverts are more suited for leadership roles, but consider that many of the world’s most capable leaders (e.g., Barack Obama, Mark Zuckerberg, or Warren Buffet) have been introverts.

Why do introverts make good leaders? They tend to be fiercely dedicated, thoughtful decision-makers, and surprisingly strong-willed. Plus, they’re good listeners.

13. Make space for communication

Be sure that you’re giving introverts space to share their ideas and concerns, whether that’s by asking for their opinions in meetings, holding regular open-door hours, or giving them an employee engagement platform like Blink where they can respond anonymously to company-wide polls.

If you get the sense that your introverted employees don’t feel like they’re being heard, ask them to share their thoughts or feelings in writing at their leisure.

14. The right praise and feedback go a long way

Often, deskless and frontline employees don’t have a supervisor observing their day-to-day performance and as a result, may receive little to no praise or feedback from their manager.

While it’s true that praise and feedback are good for all employees, how you deliver praise and feedback is important too — especially when it comes to your introverted employees.

Introverted employees want to be recognized when they do an outstanding job on something, but likely prefer a personal email from their manager, rather than a company-wide shout out.

15. Realize that introversion is a spectrum

Avoid stereotyping the introverts and the extroverts at your company by acknowledging that each individual will fall somewhere on a spectrum.

That way you avoid making the mistake of leaving introverted workers out of employee engagement activities or not giving extroverted employees time for quiet reflection or uninterrupted work.

Ideally, the employee engagement strategies you put in place should address the needs of all the people who work at your company.

There are so many diverse personality types at every company, and that’s a good thing. Everyone who works with you should feel like they have a role to play, whether it’s the thinker, the communicator, the analyzer, the risk-taker, or the seller.

When you make sure that introverts feel just as comfortable and fulfilled at your company as your extroverted employees, you’ll absolutely reap the benefits. Engaging employees across the board should be your ultimate goal.

Blink is an all-in-one employee engagement platform that can change the way your workforce feels about your company. Try it out today!

Employee engagement is a critical focus for People teams— or any other business leader. Learn what it is, why it’s important, and how to improve it in our complete guide.

Employee engagement is the difference between soaring productivity rates and a sense of stagnation. It’s fifty people applying for a single vacancy, rather than fifty vacancies and one applicant.    

Yet for all its importance, companies frequently misunderstand what employee engagement is and what it looks like. That's why we’re here to help. 

Whether you're looking to better understand the definition and importance of employee engagement, drive employee engagement in your organization, or simply understand examples of employee engagement, this complete guide to employee engagement has something for you.

What is employee engagement? A simple definition

Employee engagement is the ongoing process of ensuring your workforce feels satisfied with their job, aligned with your organization’s values, and supported enough to give 100% during work hours.

Research by SHRM defines the term employee engagement as relating to the level of an employee's commitment and connection to an organization, while Investopedia defines employee engagement as describing the level of enthusiasm and dedication a worker feels toward their job.

At Blink, we believe true employee engagement is a combination of two equally important parts:

• Attitude - the commitment a worker feels toward the company
• Behavior - the effort that an employee is willing to invest in their job

Whichever way you look at it, maintaining employee engagement is a key factor in determining how successful an organization will be. It also provides key insights into employee satisfaction and sentiment, which can help identify areas that may need improvement.

To better illustrate what employee engagement looks like, here are some of the key attitudes and behaviors of engaged vs disengaged employees:

What is employee engagement for employers?

HR is all about people. So it makes sense that, if that is your role, you want the best for your co-workers.

Still, there’s more to it than that.

Employee engagement is important because it affects the performance of your company. Think back to a job you’ve not enjoyed in the past  — did you give as much to that role as you did to the ones you loved?

Now extrapolate this out across an entire company of unhappy, unmotivated workers. In toxic environments, productivity nosedives. Depending on the type of organization you work for, this could mean a lower output rate, poor customer service, an increase in safety incidents, reduced patient satisfaction, missed deadlines, or any other number of issues.

What is employee engagement for employees?

For employees themselves, engagement isn't so much a daily activity they schedule time for. It's a natural byproduct of a strong employee experience.

Engagement is directly correlated to a positive work environment; when people feel respected, appreciated, and valued for their work, they are more likely to be an engaged employee. It's about being part of something bigger than just your job title — it’s that sense of satisfaction and fulfillment when you know you are making a difference.

Different groups of employees have different engagement expectations — and when those expectations match the day-to-day experiences of their roles, employees are more likely to be engaged.

Whether it’s your dispersed, frontline teams or your first-line managers, it’s worth getting to know what your employees expect from their engagement experience.

Why is employee engagement important?

Employee engagement efforts don’t need to be expensive, but they do need to be intentional. Issues created by poor employee engagement practices can cost your company thousands.

These include:

• Reduced productivity: people don’t work well when they’re unhappy. If teams are consistently falling short of productivity targets you know to be reasonable, there’s a good chance they’re unhappy at work
• Absenteeism: unhappy employees stay at home and use more sick days and mental health days than those employees who enjoy their jobs and work environments
• Presenteeism: Between May 2021 and November 2022 alone presenteeism rose by 18%. As the cost of presenteeism has historically been found to significantly outweigh the cost of absenteeism, this is one common challenge for engagement leaders to tackle.
• High employee turnover: if someone is disengaged, it makes them more likely to leave. Replacing employees is super expensive (think six to nine months’ salary, plus up to 213% of the total annual salary depending on the seniority of the position). Along with being a cost drain, the extra workload will put pressure on your other, potentially unhappy, employees while you find a replacement
• Employer brand damage: a stream of employees leaving your organization won’t do your reputation any good. Not only will you end up with a large list of vacancies, but you’ll also struggle to find people to fill them. With more job seekers than ever using online review sites, such as Glassdoor, to screen companies before they apply, a poor reputation for employee engagement has never been so damaging

This creates a cycle that your organization doesn’t want to slip into. Breaking it, or making sure that your company doesn’t start to slip down it, is an essential task that requires time and dedication to tracking — and improving key metrics.

3 core benefits of employee engagement

Gallup provides interesting insights on the benefits of employee engagement. Organizations with highly engaged employees experience:

As you can see in the employee engagement statistics above, there is a vast array of benefits to be gained from increased employee engagement. In the below sections, we’ve found some of the most compelling evidence for three core benefits of employee engagement:

1. Greater discretionary effort
2. Improved job satisfaction
3. Increased employee retention

Greater discretionary effort

Improved discretionary effort offered by engaged individuals is one huge benefit of employee engagement initiatives.

Those with high engagement levels often perform above expectations and develop meaningful relationships with their peers, contributing to improved outcomes for everyone involved. These efforts are what is known as ‘Discretionary Effort’.

The discretionary effort your employees put in directly impacts the success of your business outcomes, whether it’s your overall employee output rates, your patient safety outcomes and satisfaction levels, or a direct increase to your bottom line.

Improved job satisfaction

Employee engagement has the dual benefit of improving both organizational success and job satisfaction on a personal level. 

This is because engagement initiatives themselves provide employees with more development opportunities, better recognition for good work, and better prospects for career growth. When employees reap these benefits offered to them by engagement strategies, they feel like they make a real impact on the success of an organization, and that what they are doing is meaningful. 

Don’t underestimate the historic power of meaningful work on your employee satisfaction levels — nine out of ten employees would take a lower salary for more meaningful work.

Increased employee retention

Employees are more likely to stay with the organization when they are more satisfied and engaged. 

Research by the IJECM (International Journal of Economics, Commerce & Management) found that job satisfaction is a reliable and relevant predictor of employee retention. Highly engaged employees develop a greater sense of attachment to the organization and become more loyal, resulting in up to a 43% difference in employee turnover according to further employee engagement research.  

How to improve employee engagement

There are a number of ways to improve employee engagement, but, at Blink, we like to think of engagement efforts as being split into three key categories:

1. Delivering on the 10  key drivers of employee engagement
2. Identifying the employee engagement strategies and tactics that work for your employees
3. Ensuring the best employee engagement tools and software

Key drivers of employee engagement

In order to improve employee engagement, you must understand what drives it, and focus your efforts there. What core experiences and tools do you need to provide to your workforce in order to boost the overall employee experience and drive engagement?  

Key drivers of employee engagement include but aren’t limited to: 

1. Safe, dedicated working environment
2. Tools and processes
3. Feeling valued and involved
4. Psychological safety
5. Fairness
6. Ownership
7. Autonomy
8. Progression
9. Leadership
10. Work-life balance.

By focusing engagement efforts on enabling these core engagement drivers, you will be much more likely to see significant engagement improvements.

Employee engagement strategies and tactics

An employee engagement strategy is the plan of action you take to bring about an increase in employee engagement levels. On the other hand, tactics are the individual steps and actions that will get you there. In the context of an employee engagement strategy, this means the tactics are the specific engagement actions your teams take to implement the initiatives outlined in the strategy.

Employee engagement strategies combine a number of tactics, such as the use of team-building exercises, offering career growth opportunities, providing more effective recognition for good work and positive behavior changes, or improving your internal communication processes.

In order to effectively craft an engagement strategy, it’s important to have a clear vision of what you want to accomplish, and how you plan to get there.

By having a clearly defined strategy, it is much easier to measure the success or failure of any engagement tactic you try. When you identify which tactics work and which don’t, you can adjust your future strategy accordingly.

Employee engagement tools

Employee engagement tools are products and tech solutions that enable companies to measure, manage, and improve employee engagement levels.

Employee engagement software comes in many forms, from survey software used to collect employee feedback and communication platforms providing a channel for discussion between teams.Engagement analysis tools can also provide insight into how your engagement efforts are faring.

However, if your staff are juggling a number of platforms and tools for different parts of their work, it will be inconvenient and you're not likely to see great engagement results. That's why an all-through-one engagement super-app is the best choice for any business wanting to consolidate engagement efforts.

A super-app brings together all of your employee communications, engagement surveys, recognition programs, and employee rewards into one, central platform. 

This will not only make your life easier but will also ensure a more consistent experience for employees while enabling you to get an aggregated view of their engagement levels with just a few clicks.

Examples of employee engagement in action

How Go North West achieved 96% monthly active engagement app users

The challenge

Like many frontline organizations facing a digital inclusion gap, Go North West faced challenges when it came to digitizing processes and communications in their organization. Historically, their internal comms were split across various channels, such as emails, mail to drivers' home addresses, depot noticeboards, and unregulated social media platforms. 

With so many paper-based operational processes, Go North West faced high levels of non-adherence and inefficiency. On top of this, they were also facing an industry-wise staff shortage in the wake of the Great Resignation and COVID-19, which made growth for the company more difficult to achieve.

The solution

The first solution to the engagement challenges faced by Go North West lay in using Blink’s Hub — the super-app’s central portal for accessing processes, documents, and tools. Go North West could now use this to share duties,schedule, and running boards for easy access and updating.

After this, the company had to ensure critical information such as route diversions could reach all members of staff quickly and efficiently. This was where the team used the Blink Feed — a company-wide, mobile-first communications channel, supplemented with the use of Chats to fulfill shift swaps and fills and ensure smooth service delivery. 

The team at Go North West also needed to streamline how they provided drivers and other members of staff access to critical processes and resources. This was where Blink’s Digital Forms and Custom Apps stepped in to revolutionize how the organization worked. 

By moving to digital processes from outdated paper-based processes, drivers were able to:

• Request annual leave with a few taps from the app, made easier with functionality such as auto-population and validation  
• Access their schedules through one-click access to DAS-Web 
• Submit near-miss reports via a custom app on Blink, allowing them to log incidents quickly and easily, increasing the number of submissions to drive process improvement

The outcome

The outcome of this engagement tech overhaul was a resounding success. Engagement levels, retention, and digitization efforts were all improved. 

What did this look like in terms of engagement? Well, alongside achieving 96% monthly active app users, Go North West also saw:

• 30,000 opens of DAS-Web per month
• 6,000 Chat messages per month
• 98,000 opens of Hub content
• 17 daily app opens per user
• 186 monthly app opens per user

What a result! Widespread success across the operation, with Go North West achieving its goal of higher engagement.

The use of Blink’s engagement super-app has enabled the team to move into a digital-first future and deliver an efficient service that allows them to better serve their employees — and customers. A win-win for everyone.

Want engagement results like these? Book a free Blink demo today.

How to measure employee engagement

Measuring employee engagement should be a continuous process.

It’s not just something you need to focus on when employee morale is down and stop as soon as it reaches manageable levels… it should be a central part of the HR or People team’s day-to-day activities.

So, before implementing any of the below, ask yourself:

• How much time should we dedicate to this a week?
• Who should be in charge of this area?
• Who can manage the on-the-ground responsibilities associated with this?
• Are there any tools (e.g. a new employee super-app) that could help us manage this workload?

In terms of exactly what to measure and how to measure it, there are two key areas you need to focus on:

1. The data that already exists in your company
2. Data that you actively go out and collect.

Measuring employee engagement using existing data

This is data that your HR team won’t have to set up any new processes for; it (should) already be monitored by various departments. The key here is collating it, as there’s a good chance that inter-departmental silos mean that you won’t necessarily be able to access it right away, let alone see the big picture.

We’re talking about:

• Absence rates
• Employee turnover
• Number of complaints to line managers
• Number of complaints to HR
• eNPS scores
• Customer reviews
• Customer retention
• Sales
• Turnover
• Social media engagement

There could be a myriad of reasons why customer satisfaction has dipped, so take a look at it alongside some of the other metrics listed, over an extended period of time.

For example, do eNPS scores dip when employee turnover is highest? Do customers write poorer reviews when absence rates are particularly high? Start to compare ‘result’ metrics (like sales, turnover, customer satisfaction, and customer retention) with employee wellness to see whether you notice any patterns.

From there, measure, measure, measure! Set up dashboards with all your chosen metrics so that you can track and compare them at a glance. You can then monitor employee engagement via its direct consequences — absence rates going down and productivity going up is a sure sign that your efforts are working.

To assess your current data, an engagement analytics tool can help. It will look at the data you already have (like those mentioned above) to identify how engaged your people really are and provide real-time insights into what might need improvement.

All of the above help to paint a picture of where you are with employee engagement, but they aren’t the only weapon in your arsenal. So, once you’ve got those dashboards up and running, move onto…

Measuring employee engagement by collecting new data

What’s the best, most efficient way of understanding your employee engagement levels?

Just ask them.

Regular, anonymous employee engagement surveys are the most efficient way of doing this. You might see these referred to as “pulse” surveys, and they are so much better for measuring engagement than the traditional annual long-answer survey for the following reasons:

Response rates tend to be higher. It’s much easier to encourage employees to complete three quick “rate on a scale” questions with an optional “any further comments” box than three pages of long-answer questions that they don’t have time to do.

You can keep them focused on one single issue each time. This gives your HR team a much better chance of addressing feedback successfully and sharing what they’ve done to address their co-workers’ concerns.

They encourage constructive feedback. The issue with running an annual survey is that employees see it as their single opportunity to get everything off their chests. 

It’s difficult to respond to 12 months of input from an entire company in any meaningful way, particularly if the topics covered range from disagreement with the company’s strategic direction or low staff retention to dissatisfaction with the options offered in the cafeteria.

How to use your employee engagement data

Whether you’ve noticed that your absence rates are soaring way above your industry average or carried out a highly targeted pulse survey, you need to take action from this data. Understanding exactly how to use your employee engagement data is therefore crucial.

Align key stakeholders with a plan of action

First, sit down with all relevant stakeholders and agree on a workable course of action. Involving stakeholders here keeps things grounded — it’s tempting to offer your workforce the moon on a stick when they’re unhappy, but this isn’t realistic. Avoid promising things you can’t deliver on — broken promises won’t be taken well by your employees, no matter how ambitious they are.

If, for example, your employees have stated they want better quality break rooms or equipment, it’s wise to take the time to align with the leadership suite on whether they have the resources to help with this before you promise a tech overhaul or new break room to your workforce.

Track improvements in data with KPIs

Second, it’s super important to track these improvements against realistic employee engagement KPIs. Change in organizations is gradual, so make sure your targets reflect this and avoid the temptation to try and go from 0 to 100 in three months.

If none of your employees are having regular one-to-one contact with their line managers, an example target structure could look like this:

• 3 months in: 20% of all employees having regular catch-ups
• 6 months in: 40% of employees
• 9 months in: 60% of employees
• 12 months in: 80% of employees

You could also consider how you roll this out. It’s much easier to coordinate regular catch-ups for office-based positions, so you could focus on getting a full 100% in the first three months for office-based teams as a quick win. Whilst you do this, you can sort out the infrastructure for deskless and dispersed teams to be able to do this further down the line.

Consider new tech

Finally, think about any tools that might help you meet these targets and/or address employees’ concerns.

There’s now plenty of workplace tech to help with a range of issues, like employee apps to help communication, productivity software to help meet targets, and advanced CRM features that make meeting customer needs much easier for frontline employees.

Check with your leadership team to see what sort of support they could offer here. They’ll be looking for a solid return on investment and plan before giving the green light, so make sure that if you’re making a direct request for new software, you build a solid business case about why you need it.

Download: the essential guide to executive buy-in for frontline employee experience

Communicate your plan of action

The golden rule: never assume that your workforce will notice your efforts to improve things without you communicating it.

Your workforce is busy, and meaningful change takes time — so you’re not going to make everything perfect right away. To really show your employees that you’ve taken their feedback on board, you’ll need to be explicit.

Include announcements about your planned improvements into your internal communications strategy. If you’ve conducted a pulse survey, share the results. This is a gesture of transparency that people will really appreciate—and emphasizes that you’re taking employee feedback seriously.

When announcing any improvement plans, consider:

• The channel that would work best: would more people see it via email, on a noticeboard, or via a mobile-first employee app?
• The frequency of your communication: how frequently should you update your employees on the progress you’re making towards these goals

You could also consider providing updates in person at company meetings, as this adds a welcome personal touch.

Remember the small things alongside big things

Big, organizational changes take time, but there are smaller things you can do for your workforce in the meantime.

Reworking the employee journey so there are more obvious routes for internal promotion takes time. Easier things like upgrading the coffee machine, setting up a couple of lunchtime clubs, or getting a pool table for the break room does not.

Implementing a couple of easy-to-manage changes (either that your workforce has specifically asked for, or just off your own back) emphasizes your commitment to improvement while you’re working towards the more structural stuff. It’s not a substitute, but it is a good reminder to your workforce about what you’re trying to do.

Blink. And your employee engagement strategy takes shape. 

Blink is the all-through-one engagement super-app that your business needs to make sure employee engagement isn’t an extra task on your list, but part of a holistic approach to people management.

Our platform includes all the tools you need for effective employee engagement, from surveys and feedback loops to recognition programs and rewards. We also provide comprehensive reporting dashboards and insights to monitor progress, track performance, identify problem areas and create actionable plans. 

When it comes to employee engagement, Blink is the perfect solution for businesses of all sizes. 

No matter where you are in your engagement journey, we’re here to help you create the best possible experience for your employees and drive maximum success for your business.

Get started with Blink today.

ClearBox validates Blink’s leadership in the future of the intranet market

For the fourth year running, Blink has been recognized as a standout platform in the annual ClearBox intranet market report — and this year’s results come with an even stronger signal.

The ClearBox Consulting Intranet and Employee Experience Platforms Report 2026 confirms what Blink customers already know: the intranet market may be mature, but it hasn’t converged. And Blink continues to lead where it matters most.

In fact, Blink is the only vendor in the entire report to achieve a perfect 5/5 score in any category, earning top marks for Mobile & Frontline Support.

Here’s how ClearBox summed it up:

“Blink is an engaging, social and truly mobile-first platform, ideal for organizations with a high percentage of frontline and deskless employees.”

Let’s break down what the report assessed — and what this year’s findings mean for buyers.

About ClearBox

ClearBox Consulting is an independent intranet and digital workplace consultancy that helps organizations select, design, and evolve the right intranet and employee experience platforms.

Trusted by global brands including Unilever, PlayStation, GlaxoSmithKline, and Bayer, ClearBox is known for its rigorous, vendor-agnostic evaluations and practical buyer guidance.

Each year, ClearBox reviews 20 leading intranet and employee experience platforms, scoring them across eight core criteria and sharing detailed insights into where each vendor truly excels.

What does the ClearBox report assess?

ClearBox evaluates platforms against eight key criteria, including:

• User experience and visual appeal
• Community and engagement
• Publishing and communications management
• Mobile and frontline support
• Governance, administration, and vendor maturity

The research also incorporates customer feedback, pricing considerations, and product roadmaps — giving buyers a clear picture of both current capability and future direction.

You can explore the full findings here: ClearBox Intranet and Employee Experience Platforms Report 2026

Where Blink stands out in 2026

Mobile and frontline support — perfect score, category leadership

Once again, Blink leads the market in mobile and frontline delivery — but this year, the result is definitive.

Blink is the only platform to receive a perfect 5/5 score for Mobile & Frontline Support across the entire vendor landscape.

This isn’t incremental improvement. It’s category leadership in the fastest-growing, most underserved segment of the workforce.

Blink was built mobile-first from day one — not retrofitted for frontline teams later. Employees can access everything they need through a single, secure app, without a company email address or desktop login. Offline access, frontline-native UX, and intuitive navigation ensure that critical information reaches everyone, everywhere.

ClearBox highlights Blink’s structural advantage here, noting that desktop-led intranets consistently under-serve frontline workers — a gap Blink was designed specifically to solve.

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User experience built for adoption — not training

Blink continues to earn top marks for user experience and visual appeal, thanks to its clean, social-style interface that mirrors the consumer apps employees already use.

ClearBox notes:

“Blink delivers an engaging, social experience and practical tools for communication, collaboration and productivity, without overwhelming users with complexity.”

From a feed-first experience and Stories to rich multimedia content and communities, Blink makes communication feel familiar, fast, and engaging — driving adoption without heavy change management.

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What ClearBox is really telling the market in 2026

Beyond individual scores, this year’s report delivers a clear message to buyers: the intranet market is mature, fragmented, and outcome-led.

There is no longer a single “do everything” platform that wins across every category. Instead, vendors lead by solving specific problems for specific audiences.

For Blink, that market context matters.

ClearBox’s findings validate Blink’s long-standing strategy of not chasing feature sprawl, and instead focusing relentlessly on communications effectiveness, frontline reach, and measurable engagement.

Key signals from the report include:

• Internal communications teams are increasingly the primary buyers — not IT
• Mobile and frontline delivery is no longer optional
• Governance, moderation, and trust are critical as platforms become more social
• Buyers want practical AI embedded into real workflows, not hype

Blink aligns with each of these shifts — by design.

Enterprise governance, without killing engagement

As platforms become more social, ClearBox notes that governance and risk management are back in focus — especially for large, complex organizations.

Blink balances engagement with control through:

• Community permissions and moderation tools
• Timed log-outs for frontline safety and compliance
• A relevancy-based, algorithmic feed that balances reach with oversight

The result is social communication that scales inside the enterprise — not in spite of it.

What this means for buyers

If your priorities include:

• Communications effectiveness
• Frontline reach
• Mobile-first delivery
• Governed, measurable engagement

The ClearBox 2026 report shows that Blink consistently outperforms broader, heavier platforms where it counts most.

Blink isn’t trying to be everything to everyone. It’s focused on helping organizations reach 100% of their workforce — and prove the impact of doing so.

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Some more highlights from the ClearBox report

Here’s what else ClearBox had to say about Blink:

“Today, Blink continues to stand out for its mobile-first design and intuitive user experience, making it a strong choice for organizations with frontline workers.”

“The platform’s personalised feed and simple navigation give employees quick access to relevant content.”

“Blink also excels in onboarding and adoption support, offering practical features like QR code access and in-person onboarding events.”

“Overall, Blink is a strong choice for organizations prioritising mobile engagement, particularly those with large frontline populations.”

And here’s what customers interviewed by ClearBox said about their experience with Blink:

“Our users find it easy to use and intuitive, boosting activation and engagement rates.”

“It’s easy to download, the UI is simple and familiar, and it’s been a gamechanger for our company since launch.”

“Blink has completely transformed how we communicate. Our frontline teams finally feel connected and included.”

“Blink makes work feel more connected. It’s like a social hub where everyone — whether in the office, on the frontline, or remote — can share updates, celebrate wins, and find what they need fast.”

“We’ve leaned hard on them to make some changes specifically for us and they have been extremely accommodating to our timelines to make it happen.”

“While they have lots of big clients, they always make you feel like you are their only customer. They are a fantastic bunch!”

“The Blink team has been a true partner from day one. They’re proactive, responsive, and invested in our success.”

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Looking ahead

ClearBox doesn’t just validate Blink’s performance this year — it validates Blink’s direction.

Blink wins when:

• Communications is a strategic function, not a broadcast channel
• Frontline workers are first-class citizens, not an afterthought
• Mobile is the primary experience, not a companion app
• Outcomes matter more than feature checklists

Bottom line: The ClearBox 2026 report confirms that Blink isn’t chasing the past of the intranet market — it’s aligned with its future.

Kristin has quickly settled into life at Blink in just four months. After starting her career in finance, Kristin discovered her passion for working closely with people to achieve shared goals — leading her to a customer success role where she thrives on building new processes and partnerships.

We caught up with her to learn more about her journey, her excitement for upcoming Blink features, and why she loves working at a company that champions both frontline employees and forward-thinking innovation.

Which Blink office do you work out of?

I work at the Boston office 3 days a week. 

What is your position at Blink?

I’m a Customer Success Manager. I work with our existing customers to optimize their use of the Blink platform, ensuring we meet their strategic goals through maximizing the value of their Blink investment.

How long have you been at Blink?

I’ve been here for just over four months, so I’m still relatively new. Before this, I worked in Customer Success at a larger tech company in Boston. It was a similar role, but I enjoy working at a smaller, earlier-stage company because I like having the opportunity to build processes and functions from the ground up — it’s really exciting to me.

I graduated college with a major in Finance and started my career in that field. I enjoyed it and did well, but I realized the part of my job I loved most was interacting with people and working toward shared goals. In Finance, those goals were usually budget-related. I thought, “Okay, I don’t want to become a CFO one day… so, what do I want?” That’s what led me to Customer Success, which is fundamentally about teamwork and collaboration.

What initially attracted you to join Blink?

When I heard about Blink, I was really excited. So many apps target desk-based employees — I’d been working in tech, and everything I worked on was designed for people at their desks. What thrilled me about Blink was that it focuses on frontline, deskless employees. It’s such a cool space in the market, and not many tech companies concentrate on that.

Plus, once I started meeting the Blink team, I could sense a great energy. Everyone was incredibly kind during the interviews, and I knew it would be both an exciting and welcoming place to work.

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

I know I’ve only been here a short while, but I’ve already had the opportunity to collaborate with several teams on enablement for one of our new product offerings: Advanced Employee Intelligence (AEI). AEI is a set of real-time dashboards that customers can use to take action on insights across key areas of the platform. 

From the Customer Success side, we really needed resources to demonstrate its value to our customers. So, I worked with Izzy, Nikita, and Adrienne to develop talk tracks and enablement materials — a really exciting project! We’re already seeing the benefits of it, because now we can discuss AEI much more confidently with customers, watch them adopt it, and help drive their success.

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

I’d describe the Blink team as driven, thoughtful, and team-oriented. Everyone is highly motivated — always pushing to add new product features, improve processes, or try out innovative ideas with customers to enhance employee engagement and communication.

They’re also incredibly thoughtful and team-oriented. From day one, I could tell how welcoming everyone was, eager to help me learn the ropes and teach me everything I needed to know. It’s been great having such a supportive team, especially as I get familiar with the product and start building relationships with my customers. 

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

I’m really excited about our product development. We have a lot of cool features on the way, and there’s a great opportunity to partner with our customers to help them leverage these features to enhance their employee communication and engagement.

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

I think our Voice and Video Calling feature will be really cool. Blink is already a one-stop shop, but I believe this will be a fantastic way to streamline communication for people who need to connect quickly. It’ll be incredibly helpful for real-time collaboration.

Why do you work for Blink?

I work at Blink because there’s an opportunity not only to support Blink’s ongoing success and growth but also to partner with our customers on their own success. That’s what excites me every day: having those calls, collaborating on different initiatives, and seeing firsthand the value Blink brings them. It’s especially rewarding to know we’re making an impact for essential workers or those who, without Blink, might have been overlooked in traditional communication channels.

Is your internal comms tech stack bursting at the seams?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

IT burden

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

Cost overload

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

Employee disengagement

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

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The solution: An all-in-one employee app

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

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

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

One hub for all communications

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

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

Streamlined integrations with existing enterprise tools

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

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

Improved user adoption and engagement

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

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

Reduced costs and complexity

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

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Why Blink? The all-in-one employee app

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

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

Real-time chat and collaboration

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

Social-style news feed and engagement

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

Mobile alerts and push notifications

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

Surveys and pulse checks

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

Video and live updates

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

AI-powered content

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

A wide range of integrations

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

Easy identity management

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

Rock-solid security

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

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

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

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

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

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

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

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