What is the "Frontline Connection Gap"?

Is your comms still cutting it — or has your strategy fallen behind the times?

Any comms strategy worth its salt is totally up to date — because internal comms trends and employee expectations evolve fast.

What worked even a year ago might already feel tired to employees. That means your messages land with less impact, and the engagement you were counting on slips away.

So how can you tell if your internal communication strategy is still working — or whether it’s time for a refresh?

Start by watching for these tell-tale signs that your approach needs a glow-up in 2025 and beyond.

6 signs you need to upgrade your internal communication plan

#1. You’re still broadcasting, not conversing

Top-down comms were once the norm. But employees are no longer happy to be the passive recipients of company news. Why? We can point the finger firmly in the direction of social media.

Thanks to the likes of Facebook, Instagram, and TikTok, we’ve been publishing our own content for decades. We’ve also been interacting with big brands and celebrities who were once completely off-limits.

Employees expect a similar experience in the workplace. To the point that top-down communication now feels like a form of gatekeeping.

When you broadcast information instead of starting a conversation with your workforce, they’re left thinking: What have they got to hide? Are they scared of employee feedback? Is the organization simply uninterested in what we think? 

This lack of trust and transparency harms the employee experience. And if this sounds familiar, you need to flip the script.

How? With a culture of two-way communication — and the communication tools that can facilitate it. Think interactive news feeds, polls, surveys, and leader Q&As.

The C-suite still shares essential information. But employees can reply, react, and respond to messages. They can share their ideas via polls and surveys. They can spark conversations with co-workers and managers.

You make employee communications more interactive, improving comms engagement in the process.

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#2. Your engagement metrics are mysterious… or missing entirely

You can’t fix what you can’t measure.

If you don’t know who’s opening your messages, which channels are driving the most engagement, or how comms are actually landing across your workforce, you’re working in the dark. And you’ll struggle to make targeted internal comms improvements.

Modern communication tools give you easy access to reliable internal communications metrics. You can:

• Get real-time data on reach, employee sentiment, employee engagement, and more
• Draw links between your comms performance and company KPIs, like customer experience, employee retention, and business revenue
• Segment your data to shine a spotlight on the departments, teams, and locations where comms aren’t cutting through

With the effective tools for analytics and reporting, you can put data at the center of your internal communications plan. Which means less instinct, more insight — and meaningful comms improvements.

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#3. Everything sounds like it was written by legal

You know the tone. Overly polished, overly cautious, super-jargony corporate speak. The kind of language that makes every internal message feel like you’re wading through a set of terms and conditions.

This type of language is completely forgettable. It’s unlikely to spark interest, engagement, or interaction — particularly with younger generations within your workforce. And it takes longer for even your smartest employees to read.

So is your comms TOV giving more corporate robot than relatable human? Try reading your messages out loud. If it doesn’t feel like something you’d actually say to someone face-to-face, it’s probably way too formal for your internal communication channels.

To fix it, you can humanize your comms in the following ways:

• Use plain language — no long and complicated words, confusing acronyms, or corporate jargon
• Use a conversational tone — writing more or less as you speak
• Break up long blocks of text — this makes messages less overwhelming and easier to scan and read
• Show a bit of personality — empathy, gentle humor, and the odd personal anecdote go a long way

Above all, remember that the role of comms isn’t just to inform employees — it’s to connect with them. And it’s much easier to do that when you sound real and relatable.

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#4. Frontline workers feel left out

Frontline communication is too often an afterthought. And it’s harming the frontline employee experience.

Most legacy internal communication tools were designed for desk-based workers, so they don’t translate to a mobile format. They also require a corporate email address — something many frontline employees simply don’t have.

You can survey your frontline workers to find out what they think of your comms. And — if they’re feeling left out of the company conversation — this is another sure-fire sign your comms strategy needs some TLC.

The golden rule? If it doesn’t work well on mobile, it doesn’t work for everyone.

So in 2025, you need to go beyond paper memos, personal messaging apps, and word-of-mouth information to embrace mobile-first communication tools, suited to frontline workers.

These tools provide an exceptional experience on desktops and smartphones. And they give all employees easy and intuitive access to company comms, culture, and connection.

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#5. Your comms channels are working against you

Got a strategy that starts and ends with email? Or SharePoint? Or — on the flip side — so many channels that no one knows where to look?

Both extremes create issues. A one-channel approach makes it hard to reach everyone. But piling on too many platforms without a clear strategy leads to confusion, noise, and missed messages.

Different employees prefer different communication styles. Gen Z might favor short, social-style updates. Other generations may be happy with email. But when there’s no central system or channel clarity, employees are left asking: “Wait — where was that shared?”

Worse still, your internal communications team ends up unsure where to publish updates, and messages get scattered across tools. The result? Diluted impact, clutter, and poor reach.

The fix? Create a unified company communications hub that serves as a single source of truth and supports a mix of clearly defined channels — with audience segmentation baked in.

That might include:

• Instant messaging for real-time collaboration
• A news feed for top-down updates
• Communities for employee-generated content and co-worker conversation
• A content hub or resource center for evergreen info
• Targeted notifications based on role, location, or department

This structure reinforces important messages, helps employees find what they need, and keeps your comms ecosystem organized, strategic, and effective.

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#6. You’re still treating comms like a service, not a strategy

Your internal comms team deserves a seat at the strategy table. But in many organizations, this still simply isn’t the case.

27% of internal comms professionals surveyed by Gallagher said they lacked leadership buy-in and were left out of decision-making. Many comms teams are still treated like a message delivery service, rather than a strategic partner.

This is one of the biggest comms mistakes you can make. Because when internal communications are involved in corporate strategy from the outset, they can:

• Drive alignment across the entire company
• Improve change communications
• Super-charge company culture
• Connect boardroom and breakroom like never before

With top-level insight and input, your comms team finds it easier to achieve the metrics laid out in your internal comms plan — and achieve metrics relating to wider business performance. We’re talking productivity, employee retention, and employee engagement.

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How does your comms strategy stack up?

If you’ve identified one or more of these internal communications issues, rest assured that you’re not alone — and you’re not stuck.

Every one of these challenges is fixable. In fact, just recognizing the gaps in your strategy is the first step toward building a smarter, more effective communications plan.

What next? Upgrade your internal communications strategy and tools to reflect the needs and expectations of the modern workforce.

A modern comms plan is flexible, human, and data-driven. It supports the sharing of relevant, personalized communications to every member of your workforce. It meets employees where they are — over mobile-first tools and a rich mix of communication channels.

Most of all, an up-to-date strategy recognizes that modern internal comms is not just a service but a vital part of your corporate culture, change initiatives, and employee experience.

‍Blink. And give your internal comms strategy the makeover it needs.

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

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

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

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

Why is employee motivation important?

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

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

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

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

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

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

Key factors in employee motivation 

There are two types of motivation — extrinsic and intrinsic.

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

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

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

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

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

Feeling valued

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

Making progress

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

A sense of purpose

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

A positive company culture

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

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

12 ways to motivate employees

To motivate your employees, you need to:

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

Highlight values and purpose

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

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

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

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

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

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

Communicate transparently

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

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

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

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

Give employees the resources they need

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

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

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

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

Use the right technology

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

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

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

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

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

Provide opportunities for professional development

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

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

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

Develop employee career paths

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

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

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

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

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

Support employee wellbeing

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

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

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

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

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

Encourage teamwork and collaboration

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

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

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

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

Read more: 8 benefits of collaboration in the workplace

Support employees to build workplace friendships

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

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

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

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

Recognize employee contributions

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

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

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

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

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

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

Ask employees for their thoughts and feedback

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

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

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

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

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

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

Treat everyone fairly and equitably

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

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

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

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

Using an employee super-app to create a motivated workforce

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

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

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

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

Social features

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

A resource library

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

Recognition features

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

Survey tools

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

A digital hub

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

Effective communication

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

Analytics

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

In summary

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

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

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

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

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

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

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The average person will work 35 hours per week. That adds up to 84,365 hours over their lifetime. Yet just over one-third of employees (34%) are engaged, and 16% are actively disengaged in their work and workplace.

If you’re reading this, the chances are you want to make sure your employees don’t feel like they are wasting a large portion of their life at work. We’ll do our best to help you do just that.

In this handy guide, we’ll break down the key steps you need to take when creating an employee engagement strategy.

From understanding why your organization truly needs an employee engagement strategy, to the actionable steps you can take to create your own strategy, we’ll cover everything you need to know right here.

Why you need an employee engagement strategy

Creating an employee engagement strategy can seem daunting, but it’s important for any business. Having a strategic approach to your employees’ happiness and engagement will help you retain top talent, keep them motivated and productive, and ultimately grow your business.

Effective employee engagement strategies will outline exactly how you are going to improve employee engagement within your organization, allowing all team members to stay on the same page when it comes to their roles and responsibilities.

In short: by creating an employee engagement strategy, you can strategically work to improve your employee engagement. And with improved levels of engagement, come a number of organizational benefits, including: 

• Higher Productivity: Employee engagement is closely linked with productivity. Engaged employees are more motivated to do their best work and achieve their goals. In fact, research has shown that engaged employees are up to 202% more productive than disengaged employees.
• Reduced Staff Turnover: Low employee retention is costly and disruptive for any business, and one of the most decisive factors for employee retention is employee engagement. Engaged employees are less likely to leave their job, which reduces the need for costly and disruptive staff turnover.
• Improved Morale: A happy workforce is a productive workforce. When employees feel engaged and valued, they are more likely to be happy at work and less likely to experience stress or burnout. As such, a staff engagement strategy can motivate employees and improve morale, job satisfaction and overall company culture.
• Greater Loyalty: An engaged employee is more likely to be loyal to their company, in fact 90% of workers said they are more likely to stay at a company that takes and acts on feedback: AKA one that engages them. They are less likely to look for jobs elsewhere and are more likely to recommend their company to others. Therefore, the right employee engagement strategies can drive your staff retention rates and encourage employees to stay with your company for longer.

Employee engagement strategies & business types

What your employee engagement strategy needs to consist of will change depending on your business type. For example, a software company will need to focus on ways to motivate and engage product designers and developers in order to compete for top talent in a competitive Silicon Valley environment. A healthcare organization, on the other hand, will need to come up with innovative ways to engage their nursing and medical staff to combat physician burnout and the growing nursing shortage.

What's important is that you provide your workforce with strategies that are designed for them specifically. Ultimately, your strategy will depend on the type of employees you have, the unique challenges facing those teams in your market, their day-to-day tasks, and how your organization operates as a whole.

Employee engagement for the frontline

Creating an employee engagement strategy can be especially important for frontline organizations. With 80% of the global workforce working on the frontline, it’s important to have strategies in place that will help keep these workers engaged, productive and motivated.

Additionally, employees in frontline positions often have more direct contact with customers and are more likely to represent the company to the public. As such, it is important for these employees to be engaged and motivated, so they can provide positive customer service experiences.

Frontline staff engagement strategies might involve providing employees with accessible digital tools for employee engagement, offering transparent and frequent communication, or emphasizing the importance of customer feedback.

Remember: whatever strategies you use, it’s important to tailor them specifically to your industry, business type and workforce.

How to create your employee engagement strategy

In order to have engaged employees, you need a plan in place, outcomes in mind, a clear outline of responsibilities and a culture that takes participation seriously. You also need a toolset available that is able to execute your plan, close distances, track results and simplify operations. 

To make this a little easier to understand, we've broken the process down into 7 simple steps.

1. Define - Your purpose, values & mission

Defining your own purpose, company core values, and mission statement is a crucial step in creating your employee engagement strategy. In fact, when teams know your goals and expectations of them, they are 2.8 times more likely to be engaged in their roles, according to research from Quantum Workplace.

By clearly articulating what you stand for as an organization, you can align your staff with these values and give them a reason to be invested in the success of your business in the long-term.

To ensure that all employees are on the same page here, you should provide an easy-to-access Hub containing all company policy and procedure documents, along with a thorough onboarding process for new hires.

2. Listen - Conversations and research

Direct, two-way conversations and further research into your employees’ needs and wants will help you to create a more personalized engagement strategy, making this a core step in the strategic process. One way to do this is through pulse surveys.

Pulse Surveys are short, regular surveys that ask employees about their engagement levels and how they feel about their work. This can help you to identify any areas where your employees may be struggling, and can help to ensure that your employee engagement strategy is constantly evolving.

Whether it’s through surveys, focus groups, one-on-one interviews or anonymous staff feedback tools, gathering data and hearing directly from your employees can give you valuable insights into what they need from an engagement strategy, and help you identify your organisation's key engagement drivers, in order for staff to stay engaged at work.

3. Review - Analyze and plan

Once you have gathered data from your employees, it’s time to analyze this information and determine what action needs to be taken. You may find that certain areas of your workplace are in need of improvement, or perhaps a company-wide change is necessary to boost employee engagement.

Whatever the results of your employee research, it’s crucial to identify specific targets and actions that will make your plan a success. What’s working, what's not? Are there specific issues that need to be addressed? What are your engagement goals as a business leader?

Key goals for your employee engagement strategy could include:

• Lower staff absenteeism
• Better employee retention rates and lower turnover
• Improved productivity
• Enhanced employee motivation and happiness 
• Increased customer satisfaction 
• More positive organizational culture.

By reviewing and analyzing the data you have gathered, you can gain a clear understanding of how to better engage employees in order to achieve these goals. This will help you to build a more effective employee engagement strategy that your employees want to respond positively to.

4. Commit - Actions speak louder than words

Strategy is important, but actions always speak louder than words. Employee engagement strategies that work, only work if you plan to back them up with core actions, processes and real change.

Below, we have outlined some key ways to commit to your employee engagement strategy. By truly committing to all of these actions, you can bring your employee engagement strategy to life and start seeing real results.

Tools & technology

Digital tools are essential for any organization looking to boost engagement. By providing your employees with the right tools, you can make it easier for them to connect with each other and with your company. This can help to improve communication and collaboration within your team, leading to higher job satisfaction, and a more engaged workforce.

There are a variety of different digital tools that you can use to engage your employees, including great employee engagement apps, online chat software and team collaboration tools.

It’s also important to consider using technology with frontline-specific features in deskless organizations. With 52% of frontline workers claiming they would leave their job over tech tools, better digital commitments are clearly needed here. By providing your employees with tools fit-for-purpose on the frontline, you can ensure that your employees feel supported and engaged no matter where they are in the organization.

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Recruitment 

Assuming that you have already begun the process of gathering data and analyzing it, you should now begin to take actions across the board in order to improve employee engagement. One way to do this is through better recruitment practices.

People who match your ideals and company culture, who will add value, and who are onboarding engagement are more likely to be engaged employees. Therefore, it is important to take care in the recruitment process, and to ensure that you are hiring people who will be a good fit for your company. You can use interviews, personality tests and job simulations to get to know a candidate better, and to see how they would fit into your team.

It is also important to provide a thorough onboarding process for new hires in order to establish a culture of engagement from day one. This can help them to feel welcome and comfortable in their new role, and can help them to learn about your company policies and procedures.

Communication

Regular communication is key to keeping employees engaged. Employees need to feel like they are part of the bigger picture, and that their voice is heard. By establishing a regular communication schedule – whether it be through Secure Chats, email, newsletters, team meetings or other methods – you can ensure that your employees are kept in the loop.

It’s also important to have a clear internal communications strategy in place. This should outline who is responsible for communicating with whom, and what methods will be used. This will help to ensure that everyone is on the same page, and that important messages don’t get missed.

It’s important to tailor communications to the needs of your employees. For example, if most of your employees are frontline workers who don’t have access to a computer, you may need to adjust your communications methods so that they can be accessed on mobile devices – think mobile employee engagement apps. You may also need to consider using different methods for different departments or locations within your company.

Surveys

Although surveys are important when drafting your strategy, it’s also important to gather feedback from your employees on a more regular basis if you want to walk the walk of employee engagement. By conducting regular Employee Surveys, you can get a sense of how your employees are feeling at any given time – and if things need to change.

An employee engagement survey can help you to gather valuable data and feedback from your employees, which you can use to improve your strategy. You may want to consider including questions about work-life balance, employee engagement initiatives, training and development, and other areas.

Frequent surveys are a great way to get ongoing feedback from your employees and to see how they feel about various aspects of their job or the company as a whole. You can also use surveys to measure the success of your employee engagement strategies, obtaining valuable insight into what is working and what needs to be changed or improved.

Managers

“Leadership has an important role to play when it comes to employee engagement, and this is especially important given nearly half (45%) of workers say leadership is “minimally” or “not at all” committed to improving company culture. In fact, 78% of employees confirmed that any change to culture needs to be driven by the CEO.” — Jeff Cates, CEO of Achievers.

For business leaders, mid-level management is often the first step towards employee engagement. By ensuring managers are supported from the top level, given the budget, training, tools and support they need, you can set them up for success as well as help to create a culture of engagement across your entire organization.

Effective managers have many important roles when it comes to employee engagement. They are responsible for setting expectations, holding people accountable, and providing feedback. They are also responsible for coaching and mentoring their team members, as well as helping to resolve any issues or conflicts that may arise.

5. Measure - Analyze and report

To measure the impact and see if their employee engagement activities and strategy is working, businesses should use employee engagement analytics via the right tools, at the right time.

It’s important to use analytics at different points throughout your engagement strategy, as this will help you to gain valuable insight and data that can be used to adjust what is working and improve the areas that need improvement. For example, you may want to analyze employee satisfaction levels before implementing a new training program, or track engagement levels over time to see if your initiatives are working.

There are many different types of analytics tools that you can use to analyze and report this data, for example Blink's Frontline Intelligence tool. Our powerful analytics offer insight into the people and relationships that make your organization tick. 

By analyzing data from people, places, and things on a regular basis, you can gain real-time intelligence into your employee engagement strategy that you can use to better support and understand your workforce.

6. Reward - recognition & progression

When used effectively, recognition can be an extremely powerful tool for improving employee engagement. Employees need to feel appreciated for their efforts, and recognition is one of the best ways to show your most engaged employees that you appreciate them.

However, simply giving employees a pat on the back isn’t enough – recognition needs to be meaningful, memorable and measurable. By taking the time to recognize employees in a meaningful way, you can show them that you truly value their contributions, and make them want to engage and contribute more.

There are many different ways to recognize employees, and it’s important to find what works best for your organization. Some popular methods of recognition include offering Kudos or Employee Recognition, awards ceremonies, Feed shout-outs, gift cards or vouchers, and thank-you notes.

It's also crucial that you back up recognition with opportunities for growth and career development. This may include promotions, opportunities to learn new skills, a stronger compensation and benefits package, or simply more responsibility. By providing employees with opportunities for growth and progression within the organization, you are helping them feel valued and motivated to continue performing well.

7. Repeat - Regular check-ins and adjustments

To truly maximize the impact of your employee engagement strategy, it’s important to take a regular and systematic approach. This means that you should regularly check in on key metrics, analyze the data you gather, and make any necessary adjustments based on what you find.

Stay on top of your engagement. Track key metrics such as employee satisfaction and engagement levels, and conduct regular check-ins to analyze the data you gather. This will help you make any necessary adjustments to your strategy in a timely and effective manner, ensuring that your employees are engaged and motivated at all times.

Final Thoughts

At Blink, we provide the all-in-one solution to employee engagement. Designed for the frontline, our easy-to-access, intuitive employee engagement app delivers real-time data and communications, actionable insights and intelligent recommendations.

Inspiring engagement in your employees has never been easier. With our powerful analytics tools and customizable recognition programs, you can gain valuable insight into your workforce and take the steps needed to boost engagement levels across the board.

Whether you’re looking for a way to track employee performance, improve communication and feedback, or simply create a more positive work environment, Blink has everything you need.

Get started today

Let’s create digital experiences your people will actually enjoy

It takes seven clicks to find your schedule. The training video won’t load on mobile. Your last question to HR? Still sitting in an unread inbox. Welcome to your Monday.

Now flip that:

You open one app. Your schedule’s there. So is your manager’s announcement. You give quick feedback on your shift — and get a response before lunch.

That’s the difference good digital design makes.

In 2025, the user experience employees have with workplace tech is the employee experience.

We use communication tools to message teammates, take training, request time off, and recognize each other. When those tools work well, they reduce friction and boost morale. When they don’t, it shows — in employee engagement, retention, and productivity.

This is why digital design deserves a seat at the employee experience strategy table.

What is employee experience design, anyway?

Employee experience (EX) design means applying a thoughtful, human-first design approach to every moment that shapes someone’s experience at work — physical, digital, and cultural.

That includes onboarding and learning, the work environment, feedback loops, employee recognition, collaboration tools and technologies, and even how values show up day to day.

Think of it like UX — but for your people.

At each moment in the employee journey, ask:

• Who’s the end user here? A new hire? A frontline shift worker? An overwhelmed manager?
• Where does this moment fit in the bigger picture? Is it part of onboarding, communication, or recognition?
• What are they feeling — and what do they need right now? Confidence? Clarity? Connection?
• How can we make this interaction seamless and satisfying? Whether it’s tech, a conversation, or a checklist.
• And how will we know it’s working? What data or feedback loops will tell us?

The goal isn’t just to “optimize” moments — it’s to make them feel intuitive, personal, and friction-free.

By carefully crafting experiences, both big and small, you help your people feel valued and give employee satisfaction a boost.

And because tech tools are a huge part of today’s workplace experience, digital employee experience (DEX) design forms a big part of the picture.

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What good EX feels like: 5 signs you’re doing it right

When we’re talking about tech tools, good EX looks something like this.

Effortless

People find what they need fast. There’s no need to dig through resources or ping the IT team for help. Systems are designed to be intuitive and free from points of friction.

‍Example: A restaurant worker views their upcoming shift schedule via a dashboard on the employee app. They don’t have to message their line managers or co-workers to get the latest info.

Personal

Content and tools are personalized to each employee. Employees enjoy experiences that are tailored to their roles, locations, and interests.

Example: Your HR department lead sees a dashboard built for their role, with shortcuts to key tools, relevant company news, and the latest workforce insights.

Connected

Everyone feels part of the same conversation and nobody feels left out. All employees have equitable access to company tech tools.

‍Example: A warehouse employee doesn’t need to use a communal computer in the break room. Thanks to a mobile-first platform, they can access resources and catch up on company news using their smartphone.

Dependable

Resources are always relevant and up-to-date. Messages are consistent. Tech tools have all the functionality employees need.

Example: Employees use a streamlined selection of tech tools — so messages and experiences are consistent across every touchpoint.

Empowering

Employees can take action, voice opinions through easy feedback channels, or get support in just a couple of clicks.

Example: A retail worker submits feedback via their smartphone, then views updates on workplace improvements over on the company news feed. 

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Barriers to good EX — where it breaks down

So now we know what good EX looks like, time to find out why many organizations struggle to turn their EX ambitions into a reality as part of their digital transformation. Here’s a roundup of the usual suspects.

A fragmented tech stack

“Which tool do we use for that, again?”

A cluttered and disconnected tech stack is overwhelming for employees. They spend their time switching between tabs. They struggle to remember which app performs which task. And that’s before we even get started on all those login details.

If your tech tools aren’t working together, smoothly and efficiently, you’re creating a scattered (and suboptimal) experience for employees.

Over-reliance on email or manager cascade

Email isn’t the best communication channel for every employee. Frontline workers, for example, are unlikely to check their inbox during the work day.

Putting managers in charge of relaying key messages is no better. It’s a sure fire route to an overstretched management team — and inconsistent messaging.

These methods of workplace communication don’t fit the world of fast-paced, modern work we now operate in. And they do nothing for EX.

Top-down comms that don’t invite feedback or interaction

If employees can’t respond, react, chat, or ask questions, you’re not communicating — you’re broadcasting. And this kills employee engagement.

You need tools that allow employee communications to move in all directions, with an interactive news feed, surveys, digital forms, and instant messaging functions.

Intranets that miss the mark

The company intranet is still the backbone of digital employee experience in many organizations. But legacy intranets are often clunky and outdated — and a real drain on EX.

Unless your intranet platform meets the needs of a tech-savvy and highly connected workforce, it’s falling short. You need a modern social intranet that provides an engaging, consumer-grade experience for employees.

Frontline employees excluded at key moments

Are your frontline workers always the last to know company news? And the least likely to use workplace tech?

You can’t make big improvements to EX unless you take the whole organization with you. That includes those hard-to-reach employees working on the frontline of your business.

For that, you need mobile-first tools that provide the same features and functionality across both mobile and desktop versions.

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Designing digital experiences your workforce will love

Digital employee experience in need of a reboot? Then here are a couple of guiding principles to bear in mind.

Build with empathy

Of course, the best tech tools support operational efficiency and productivity. But to achieve good EX, you need to move beyond business goals to really empathize with your end users.

That starts with an EX audit. Learn how employees are feeling at each digital and in-person interaction and find out how you can make their journey as smooth and stress-free as possible.

To get reliable data, speak to employees — run focus groups, conduct interviews, and embark on listening tours. Seek employee feedback on touchpoints throughout the working day and the employee life cycle.

Design together

When it comes to employee experience management, a cross-functional team works best. To create a joined up employee experience — and an integrated selection of tech tools — you need stakeholders working together.

The C-suite, HR, internal communications, IT, operations, frontline, and office-based employees should all get a say in what the digital employee experience will look like.

Map user journeys

Frontline employees vs. office-based staff. Hourly vs. salaried workers. New hires vs. long-time leaders.

Each employee persona has different needs — and your tools should reflect that. Aim to provide personalized experiences for employees in different roles, departments, and locations.

With an employee experience tool like Blink, you can create personalized user journeys, segmenting your workforce so they get a tailored experience across the whole platform. This can lead to a massive uptick in employee engagement — as well as employee retention.

Prioritize mobile-first design

Don’t shrink a desktop tool to fit a smartphone screen. Instead, opt for software that’s been designed with the mobile experience front of mind.

An employee app like Blink makes it easy for you to reach your workforce — who, let’s be honest, already live on their phones. It’s also an excellent way to reach frontline employees.

By taking your tech tools mobile, you create an equitable experience for all employees, no matter where or how they access your software.

Make feedback loops part of the design, not an afterthought

The best experiences evolve with employees. So treat EX as an ongoing exercise in empathy. 

Use data and employee feedback to iterate and improve systems. Continually reassess how employees use your tech tools — and how you can make experiences even better.

To make this process as easy as possible, embed feedback loops into your tech tools. Ask for employee feedback, right within your software. And ensure leaders have access to the data and analytics they need to make meaningful EX improvements.

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Upgrade EX to get more from your digital tools — and your workforce

The right tech tools don’t just support EX — they help shape it.

They determine whether employees spend their days in a state of friction-free flow. Or whether frustration and stress color the workplace experience.

A modern intranet. An employee app. An internal comms platform. A dedicated employee experience tool. Whichever platforms you’re using, look at them from the employee perspective.

Tailor tools to their needs. Personalize experiences for each employee. Prioritize interaction, feedback, and mobile-first design to elevate and streamline EX.

In doing so, you’ll delight employees, earning their trust and driving engagement, so you get the very best from your workforce.

Blink. And design an employee experience that works for everyone.

Blink honored with ClearBox Choice award

On May 7, Blink was named one of six ClearBox Choice award recipients — a recognition reserved for platforms that truly stand out in a strong, competitive market. ClearBox’s 2025 Intranet and Employee Experience Platforms report evaluated 20 solutions and honored Blink for its deep commitment to frontline workers and clear mobile-first design.

ClearBox’s recognition speaks volumes:

“Blink impresses us with their dedication to frontline workers. The vendor not only offers a mobile experience that clearly understands this audience’s needs, but they deliver boots-on-the-ground service that’s rare in this industry.”

Blink’s continued recognition highlights our commitment to frontline-first design and ease of use, setting us apart in a crowded field.

Blink receives top marks again from ClearBox

For the third year in a row, Blink has earned a top spot in ClearBox’s annual review of the intranet market. This prestigious report evaluates the leading modern intranet and employee experience solutions, recognizing standout platforms that excel in key areas.

Here’s what ClearBox had to say about Blink:

“Blink is a frontline-focused, mobile-first product that understands its target audience perfectly. The interface is reminiscent of social media tools (in a good way), so it’s instantly familiar and quick to adopt.”

Let’s dive into the report’s findings and see how Blink performed.

About ClearBox

ClearBox Consulting is an independent intranet consultancy that provides unbiased advice to help organizations find the right intranet solution. With a client roster that includes companies like Unilever, PlayStation, GlaxoSmithKline, and Bayer, ClearBox is a trusted name in the industry.

Each year, ClearBox evaluates 20 leading intranet vendors, assessing them across eight key criteria and providing detailed insights and recommendations.

About Blink

Every year, ClearBox compares 20 leading intranet vendors and their products, scoring them on eight criteria. It then releases a report to detail its findings. As part of the report, ClearBox highlights standout intranet vendors, giving them a ClearBox Choice Award. In 2024, Blink was among the award-winners for the second year running.

What does the report assess?

ClearBox evaluates every product against eight criteria. Criteria include user experience and visual appeal, community and engagement, publishing and communications management, and mobile and frontline support.

The organization also seeks customer opinions on the product and customer support from the vendor. It looks at information on pricing and each vendor’s development roadmap too.  

You can take a look at the full report here: The 2025 ClearBox Intranet Report

Where does Blink stand out?

Blink continues to lead the way in two crucial areas:

Mobile and frontline support

Like with the 2024 report, Blink was the only software provider to score maximum points for this criterion.

Blink is designed from the ground up with frontline workers in mind. ClearBox praises Blink’s approach, stating:

“The focus Blink places on the deskless audience is among the best we’ve seen in this report and makes a compelling choice for organizations with a frontline-heavy workforce.”

Unlike other platforms that require additional purchases for full mobile functionality, Blink provides an all-in-one mobile-first solution. Employees can easily access everything they need via a smartphone — without requiring a company email or desktop login. This ensures that frontline workers remain connected, engaged, and informed, no matter where they are.

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User experience and visual appeal

Blink once again earns top marks for its user-friendly interface and social media-inspired design. ClearBox highlights:

“Blink is a mobile-first solution that offers an easy-to-use interface on all device types. There is a good range of practical tools that complement the excellent social and communication features too.”

Blink’s platform is designed to be as intuitive as the consumer apps employees already use. The simple, visually appealing layout ensures quick adoption and ongoing engagement. Features like an interactive company news feed, multimedia content sharing, and Stories create a seamless and engaging user experience.

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Blink’s Total Cost of Ownership (TCO) rating

In this year’s report, ClearBox introduced an indicative “Total Cost of Ownership” (TCO) score, evaluating not just licensing costs but also set-up effort and ongoing administrative needs.

Blink stands out in two key quadrants:

• Turnkey: A good value, easy-to-manage platform with minimal administrative burden.
• Optimized: A comprehensive solution with robust out-of-the-box capabilities, requiring little ongoing maintenance.

This recognition confirms that Blink is both a powerful and cost-effective choice for organizations looking to improve employee experience without adding unnecessary complexity.

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Some more highlights from the ClearBox report

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

“Blink offers organizations alternatives to shadow technology like WhatsApp, while also offering an effective desktop experience that helps bring employees together.”

“The user experience across all device types is excellent and works particularly well for the community, social and communication focus of the platform.”

“It offers a good companion to desktop platforms too, meaning desk workers and frontline workers can be served by products that best suit their needs without clashing.”

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

“[Blink] really connects the workforce and helps you bring creative content to your frontline.”

“Blink has provided a reliable and dynamic communications platform with a diverse range of useful functionality backed up with outstanding customer support.”

“[Blink] are experts in what they do.”

“Our Blink partners have been fantastic and very supportive.”

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Why choose Blink?

Organizations across all industries or scopes — especially those with frontline employees — continue to turn to Blink as their employee experience platform of choice. Blink balances simplicity with robust functionality, ensuring that both frontline and desk-based employees can stay connected and engaged.

ClearBox sums it up best:

“Organizations of any size that have frontline workers or want to address community needs will find something to like about Blink.”

A paltry 36% of US employees are engaged in their work, as per data from Gallup. On top of that, 11.5 million workers left their jobs in the time period between April and June of 2021.  

It’s no secret that engaged employees are less likely to skip work and are much more productive. They are also more likely to stay with their organization. 

So with roughly 2% of the entire US workforce quitting on a monthly basis, you can’t afford to ignore the employee engagement challenges in your company. Identifying employee engagement barriers in the workplace and addressing them should be your top priority. 

But what should you look for? What might be the issues in your organization hurting employee experience and retention?

This post will help you understand what those barriers are, and what you can do about them.

Let’s begin.

Employee engagement challenges that can make or break your business

A study shows that a highly engaged workforce can reduce a company’s turnover rate by 25 to 59%. And it all starts with identifying the barriers to high employee engagement. These are:

1. Excessive red tape

How many procedures and rules should an employee follow to get basic tasks done in your workplace? If there are too many, it will negatively impact employee engagement. 

According to the Employee Outlook Survey from the CIPD, unnecessary rules and procedures are the biggest hurdles to employee productivity. 

Your work environment is supposed to provide a smooth work experience where employees can get things done easily with minimum stress. This will require simplifying your work processes wherever possible.

How to overcome this employee engagement barrier?

• See which admin tasks are taking the most time for both the admins and workers. Then reduce the number of sign-offs required to approve these tasks.

• Implement a tool that can automate common workflows. With Blink’s micro apps, for instance, admins can create and share digital forms, collect data, and automate key workflows. 

2. Line managers and supervisors with poor communication skills

If there’s anyone in the ​​position to bring the skills and focus of team members into alignment with the goals of the organization, it’s the middle manager. 

In factories and other similar establishments, for example, line managers form a pivotal link between frontline staff and senior leaders. Yet they are often ill-equipped to engage their teams. 

The Management Empowerment Report reveals that just one-third of front-line managers received specific training to support employees. Most have been chosen for the role because they were good workers, not because they were good managers. 

Inspiration and transparency in communication are critical improvements a leader can make towards solving employee engagement challenges. 

How to overcome this employee engagement barrier?

• Open channels of two-way communication among the line managers and their teams. 

• Provide managers with resources and tools to collect staff input with methods such as internal surveys and quizzes.    

• Support with adequate employee engagement training for managers on how to engage and communicate with their teams. 

3. Lack of one-on-one time

Only 21% of millennials and 18% of non-millennials meet with managers on a weekly basis. Most say they meet less than once a month. 

One-on-ones are essential for managers to get to know employees on a personal level and discuss their needs, concerns, and growth opportunities. They could be considered a key driver of employee engagement.

Not just that.

Without frequent one-on-one meetings, a manager’s ability to communicate effectively with employees about projects and performance is limited. And what suffers as a result? Employee engagement.  

So, to avoid barriers to good employee relations, you must make sure that the managers in your company meet regularly with the staff. 

How to overcome this employee engagement barrier?

• Direct managers to schedule regular one-to-one meetings with their team members. And make it a key performance indicator that determines their progress in the managerial role.  

• Train managers to create an agenda in advance and approach these meetings as a consultant, not an authoritarian. Instead of just discussing technical details of the job, managers should help workers prioritize tasks and understand the big picture. 

4. Shortage of growth opportunities

A study by BlessingWhite found a lack of growth opportunities to be the most common reason employees leave their jobs. If you’re serious about removing employee engagement barriers, increasing development opportunities is a must.

Failing to consider workers’ career pro­gres­sion will trigger the feeling that they are stuck in a dead-end job. And sooner or later, they’ll jump ship to discover better oppor­tu­ni­ties.

In contrast, employers that encourage workers to learn new skills don’t just retain them longer, but also stand to gain from the new insights employees bring to the table. 

How to overcome this employee engagement barrier?

• Have a professional reinvestment budget. Allocate sufficient resources to invest in each employee’s professional growth plan. Case in point: Jake Goldman, from 10up. In his words: 

“We provide a dedicated budget accrued at $3,000 per worker per year. And we give managers and employees several ways to use these resources, from self-coaching and online classes to attending and speaking at professional events worldwide.” 

• Start by outlining a path for growth that will keep employees engaged and help you retain top talent. Plus, offer support and training in the form of stipends or bursaries to help employees get there. 

5. Not enough transparency

Research shows the majority of employees (75%) care about the performance of their employer, but only 23% feel they have insight into how well the business operates. 

Transparency in the workplace refers to a genuine, two-way openness of communication between the workers and the management. And lack of transparency is an employee engagement barrier that can undermine the trust between employees and managers. 

So it’s essential to show your employees the bigger picture — how their work is tied to the goals of the company as a whole. It leads to a high level of communication and trust, which in turn fuels employee productivity and engagement. 

How to overcome this employee engagement barrier?

• Make sure workers are being kept in the loop about small or large matters concerning the organization. 

• Regarding the decision for which the stakes are high, make it a point to explain the “why” behind them. This is a better approach than just laying down the new rules. 

• Regularly share business performance reports with the employees, regardless of whether it’s struggling or doing great.  

Lack of reward and recognition

According to an Indeed survey, 30% of people who quit their job within the first six months would have stayed longer if they were recognized more for their contributions.

Employee reward and recognition are at the heart of impactful employee engagement strategies and high levels of retention. On the other hand, not having an employ­ee recog­ni­tion pro­gram in place will leave workers demotivated and dissatisfied with the organization. 

How to overcome this employee engagement barrier?

• Recognizing your employees doesn’t have to cost the world. Often a simple (and free) thank you can have a massive impact on engagement. Other ways to recognize your employees without breaking the bank can include a free celebration lunch or a monetary bonus for the employee of the month.

• Make sure you celebrate big and small wins with your team, especially when they exceed expectations. Get creative and make the culture of encouragement and appreciation a central part of your organization. 

6. Employees feeling unheard

A study found that 82% of employees have ideas to boost business performance. But more than one-third of employees struggle to get these inputs to the upper management. 

This is one of the most critical employee engagement challenges because if employees are to be engaged with their work, they need to feel heard. 

A 2020 employee experience study found that organizations that act on feedback have double the engagement score of those that don’t. And this kind of engagement is possible only when senior managers listen to workers’ thoughts and opinions. 

How to overcome this employee engagement barrier?

• Transparent,  one-to-one meetings can help workers feel heard, along with anonymous question and answer sessions and employee feedback forms. 

• Adopt a communication or employee engagement tool that creates multiple channels between managers and workers. Blink, for instance, also lets managers create polls and surveys that can be used to find out what workers really think. 

Wrapping up: 6 little-known employee engagement challenges

High employee engagement is a big advantage that can help you stay ahead of the competition. But as you can see, accomplishing the same remains a challenge for many organizations. 

But that’s not to say it’s impossible.

Top workplaces have been successful at reducing employee engagement challenges with communication and alignment. And there’s no reason you can’t do the same.

These tips and best practices for employee engagement we have shared will go a long way in overcoming employee engagement barriers and creating a workplace where workers feel more included, engaged, and valued.

And while you work on implementing these strategies, an employee communication app can be a huge asset. Request a free Blink demo today!