Workplace communication skills to engage every generation
The workplace communication skills you need to engage your workforce can vary depending their generations. Here are tips to fill any gaps.
Jess DeVore
Published:
September 6, 2023
Last updated:
October 8, 2024
What we'll cover
“I kind of feel that 60 is the new 40,” says Ciarán McKinney, 61-year old manager at Age & Opportunity. Workplace communication skills are shifting as the workforce is slowly shifting as baby boomers continue working past the traditional retirement age.
The trend is mirrored on the other end, too. The teen employment rate in 2021 is the highest it has been in the last 10 years. These new workers are the first generation Z members to enter the workforce, and many are starting as frontline workers.
What does this mean for you?
Generational differences in the workplace affect many industries, but frontline workers are usually the most diverse. Over 33% of frontline workers are over 50, and the low barrier to entry means many frontline workers are among the youngest workers.
Your workforce demographic is more diverse than ever. You have employees belonging to multiple generations with different internal communication styles working together. To get the most out of them, you need to manage them effectively.
Managing a multigenerational workforce takes practice and understanding. You need to understand generational differences in the workplace and approach each generation in a way that suits them.
Generation breakdown – understanding the differences
If you’ve read the classic To Kill a Mockingbird, you might remember Atticus Finch's advice:
“You never really understand a person until you consider things from his point of view... Until you climb inside of his skin and walk around in it.”
Taking Atticus’s advice to heart, you should remember that while you can define a generation by a few key events and common traits, you must view the person as an individual first.
To find common ground with different generations, let’s understand the environment they grew up in.
Baby boomers
Commonly called baby boomers, the generation born between 1946-1964 represents close to 40 million members of the American workforce.
For most of their work-life, they either communicated face-to-face or used emails and phone calls. They might be known as the tech-averse generation, but 52% of baby boomers own a tablet.
Generation X
Generation X includes those born between 1965-1980. It is the second-largest generation in the American workforce (53 million active workers).
They were also the first generation that saw both parents in the workforce as normal. This might have made many Gen Xers independent and self-reliant.
Millennials
Millennials, sometimes referred to as Generation Y, were born between 1981-1996. With 56 million millennials in the American workforce, they are the largest generation at work today. This is true in the UK as well, where roughly 50% of the workforce consists of millennials.
Millennials grew up surrounded by technology. The internet and mobile phones became common during their childhood.
The best way to communicate with them is usually by texting. On average, millennials spend 48 minutes a day texting, higher than any other group surveyed.
But try to avoid phone calls as 75% of millennials find them time-consuming.
Generation Z
The newest addition to the workforce, Gen Z, was born between 1997-2012. They represent a small but growing group.
Gen Z is best known for its passionate beliefs around diversity, climate change, and a desire to change the world.
Here’s what Casey Winch, CEO of Tallo, has to say about that:
“If you’re in the business of recruiting Gen Z, you need a diversity and inclusion strategy, and you need it now.”
Gen Zers came into a world with widespread access to technology. You can call them digital natives. They are likely to possess excellent tech skills and communicate using text messages, instant messaging, and social media.
Effective communication in a multi-generational workforce
Working with a multigenerational workforce doesn’t have to mean struggling to balance everyone’s needs. You can use the range of experiences from different age groups as an advantage.
Some companies have done this effectively.
Pair different generations together intentionally
You can get higher productivity by mixing older and younger generations as teams. It increases the productivity of both older and younger employees.
Riva Precision Jewelry went for this when it faced a skilled labor shortage. It hired young workers who lacked skills and paired them with experienced employees.
This addressed their labor shortage and made both groups happy. Older workers were compensated for their time teaching, and the newer employees gained experience in the industry.
Offer flexibility to older employees
One way companies have stayed engaged with older workers is by offering them a flexible schedule. This can even include working at multiple locations.
Companies like Home Depot and CVS have started implementing snowbird programs that allow older workers to transfer to a warmer store during the winter months. These workers tend to defer retirement since they can fit work into their schedules easily.
“A good number of our pharmacy customers are going to be mature customers, and as part of our focus on diversity, we want a workforce that reflects our customer base,” according to David Casey, CVS’s vice president for workforce strategies.
Find a way to provide coaching to younger workers
The nursing field has struggled with an ageing workforce and retaining new workers. Baptist Health Lexington was no exception.
Managers at the hospital struggled to find time to meet with staff about career concerns, but millennials longed for career mentorship. They hired an on-call career counsellor and saw an 11% decrease in turnover.
The return on investment (ROI) and worker satisfaction encouraged Baptist Health Lexington to keep the change.
Workplace communication skills for every generation
We’ve seen how some frontline companies are crafting policies for a multigenerational workforce, but finding solutions for your workers might take time. There are some general ideas you should keep in mind when managing generational differences in the workplace for your frontline staff.
Keep things conversational, not corporate
Keep the team communication distributed over communication channels by complexity and importance.
If you’re praising someone, do it over the phone. Guiding someone, opt for face to face.
This is especially important as companies adapt to more text-based communication for frontline workers. You can easily approach a coworker in the break room, but a casual conversation on the company's texting app takes practice.
In general, you want a reason to message someone. If you see a coworker you need to speak with commented on a company post, try to initiate a conversation.
Understand that people might take more time to respond to your feedback than you are used to. Some generations are more sensitive about respecting their free time and may wait to reply until they are at work again.
Prioritize flexibility
Jacquelynn Wolff, a Boston resident, received an offer for her dream job. But it was in New York. She didn’t want to leave, so she discussed it with her employer who agreed on remote work.
“It lowered my stress levels instantly. I’m able to work better for my team, too, because I don’t have to worry about adjusting to a new city or a long commute.”
She isn’t alone. Workers worldwide are asking for a flexible work environment.
About half of the global workforce would consider quitting a job if workplace flexibility ends after the pandemic.
But work flexibility might mean different things for different generations. There is no one-size-fits-all solution. Work-life balance varies from person to person.
Ask your employees. Survey them and find what they prefer.
Include everyone and adapt your feedback style
Frontline employees tend to work away from the office. You can’t give feedback to them using a thumbs up or facepalm (not that you should do that with office employees either).
So what’s the best way to congratulate them on a job well done or correct their errors?
That varies with each generation.
"Older generations tend to be more linear and traditional, while younger generations are looser and more spontaneous around time and place," says consulting CEO Tammy Erickson.
Younger generations grew up with likes and shares of social media. They like frequent attention. Sixty-six percent of Gen Z preferred feedback every few weeks.
You can send a shout-out tweet to a millennial and Gen Zer. They may love it. Baby boomers and Gen Xers might not share this response.
Older generations tend to prefer face-to-face meetings. Suggest improvements in one-to-one meetings and congratulate them in front of their colleagues for maximum effect.
Ask your employees how they prefer to learn about their performance. Not every millennial has a Twitter account, and not all baby boomers enjoy phone calls.
6 tips to improve your workplace communication skills to engage every generation
With that in mind, let’s end with a few tips that will enhance multi-generational communication for everyone.
Ask! Survey for group feedback and keep track of what each individual prefers. You may find your workers follow a similar pattern to their generation, or they may surprise you.
Use a multidimensional approach to communications and try to reuse content to suit as many people as possible.
For example, if most of your workforce prefers in-person meetings but others learn better on their own time, record videos of in-person announcements to reshare later.
Pass the tools of internal communications to your employees. Employee-generated content is compelling. You can add personality, create meaningful connections, and put a face to the dry policy updates.
Have a central repository like Blink that can mix rich content like videos and images with conversations and calls. Keeping everything in one, mobile-friendly place makes it easier to reach others and communicate the way that works best for everyone.
Keep channels open for constant feedback about what could be improved. Don’t assume a few changes at the end of the year will be ok going forward. Remind employees to approach you about possible improvements when they can, and make sure you’re available.
Make it human. Let your employees see you at home, record videos on your way in, accept things that are a little messy for the sake of authenticity. Likewise, don’t expect perfection from your employees.
Final thoughts: workplace communication skills for every generation in the workplace
With so many generations at work, you will see generational differences in the workplace. It’s essential to understand and acknowledge them.
Let your frontline employees define themselves. A millennial can excel at soft skills, and a baby boomer can adapt to newer technologies. Effective communication grows from an environment that is open and adaptable.
Offer flexibility and show your workers that you are invested in their continuing careers. Adopt communication tools that cater to all generations and make it easier for everyone to be heard.
Focus on what’s similar instead of different to keep moving forward as a successful frontline team.
“I kind of feel that 60 is the new 40,” says Ciarán McKinney, 61-year old manager at Age & Opportunity. Workplace communication skills are shifting as the workforce is slowly shifting as baby boomers continue working past the traditional retirement age.
The trend is mirrored on the other end, too. The teen employment rate in 2021 is the highest it has been in the last 10 years. These new workers are the first generation Z members to enter the workforce, and many are starting as frontline workers.
What does this mean for you?
Generational differences in the workplace affect many industries, but frontline workers are usually the most diverse. Over 33% of frontline workers are over 50, and the low barrier to entry means many frontline workers are among the youngest workers.
Your workforce demographic is more diverse than ever. You have employees belonging to multiple generations with different internal communication styles working together. To get the most out of them, you need to manage them effectively.
Managing a multigenerational workforce takes practice and understanding. You need to understand generational differences in the workplace and approach each generation in a way that suits them.
Generation breakdown – understanding the differences
If you’ve read the classic To Kill a Mockingbird, you might remember Atticus Finch's advice:
“You never really understand a person until you consider things from his point of view... Until you climb inside of his skin and walk around in it.”
Taking Atticus’s advice to heart, you should remember that while you can define a generation by a few key events and common traits, you must view the person as an individual first.
To find common ground with different generations, let’s understand the environment they grew up in.
Baby boomers
Commonly called baby boomers, the generation born between 1946-1964 represents close to 40 million members of the American workforce.
For most of their work-life, they either communicated face-to-face or used emails and phone calls. They might be known as the tech-averse generation, but 52% of baby boomers own a tablet.
Generation X
Generation X includes those born between 1965-1980. It is the second-largest generation in the American workforce (53 million active workers).
They were also the first generation that saw both parents in the workforce as normal. This might have made many Gen Xers independent and self-reliant.
Millennials
Millennials, sometimes referred to as Generation Y, were born between 1981-1996. With 56 million millennials in the American workforce, they are the largest generation at work today. This is true in the UK as well, where roughly 50% of the workforce consists of millennials.
Millennials grew up surrounded by technology. The internet and mobile phones became common during their childhood.
The best way to communicate with them is usually by texting. On average, millennials spend 48 minutes a day texting, higher than any other group surveyed.
But try to avoid phone calls as 75% of millennials find them time-consuming.
Generation Z
The newest addition to the workforce, Gen Z, was born between 1997-2012. They represent a small but growing group.
Gen Z is best known for its passionate beliefs around diversity, climate change, and a desire to change the world.
Here’s what Casey Winch, CEO of Tallo, has to say about that:
“If you’re in the business of recruiting Gen Z, you need a diversity and inclusion strategy, and you need it now.”
Gen Zers came into a world with widespread access to technology. You can call them digital natives. They are likely to possess excellent tech skills and communicate using text messages, instant messaging, and social media.
Effective communication in a multi-generational workforce
Working with a multigenerational workforce doesn’t have to mean struggling to balance everyone’s needs. You can use the range of experiences from different age groups as an advantage.
Some companies have done this effectively.
Pair different generations together intentionally
You can get higher productivity by mixing older and younger generations as teams. It increases the productivity of both older and younger employees.
Riva Precision Jewelry went for this when it faced a skilled labor shortage. It hired young workers who lacked skills and paired them with experienced employees.
This addressed their labor shortage and made both groups happy. Older workers were compensated for their time teaching, and the newer employees gained experience in the industry.
Offer flexibility to older employees
One way companies have stayed engaged with older workers is by offering them a flexible schedule. This can even include working at multiple locations.
Companies like Home Depot and CVS have started implementing snowbird programs that allow older workers to transfer to a warmer store during the winter months. These workers tend to defer retirement since they can fit work into their schedules easily.
“A good number of our pharmacy customers are going to be mature customers, and as part of our focus on diversity, we want a workforce that reflects our customer base,” according to David Casey, CVS’s vice president for workforce strategies.
Find a way to provide coaching to younger workers
The nursing field has struggled with an ageing workforce and retaining new workers. Baptist Health Lexington was no exception.
Managers at the hospital struggled to find time to meet with staff about career concerns, but millennials longed for career mentorship. They hired an on-call career counsellor and saw an 11% decrease in turnover.
The return on investment (ROI) and worker satisfaction encouraged Baptist Health Lexington to keep the change.
Workplace communication skills for every generation
We’ve seen how some frontline companies are crafting policies for a multigenerational workforce, but finding solutions for your workers might take time. There are some general ideas you should keep in mind when managing generational differences in the workplace for your frontline staff.
Keep things conversational, not corporate
Keep the team communication distributed over communication channels by complexity and importance.
If you’re praising someone, do it over the phone. Guiding someone, opt for face to face.
This is especially important as companies adapt to more text-based communication for frontline workers. You can easily approach a coworker in the break room, but a casual conversation on the company's texting app takes practice.
In general, you want a reason to message someone. If you see a coworker you need to speak with commented on a company post, try to initiate a conversation.
Understand that people might take more time to respond to your feedback than you are used to. Some generations are more sensitive about respecting their free time and may wait to reply until they are at work again.
Prioritize flexibility
Jacquelynn Wolff, a Boston resident, received an offer for her dream job. But it was in New York. She didn’t want to leave, so she discussed it with her employer who agreed on remote work.
“It lowered my stress levels instantly. I’m able to work better for my team, too, because I don’t have to worry about adjusting to a new city or a long commute.”
She isn’t alone. Workers worldwide are asking for a flexible work environment.
About half of the global workforce would consider quitting a job if workplace flexibility ends after the pandemic.
But work flexibility might mean different things for different generations. There is no one-size-fits-all solution. Work-life balance varies from person to person.
Ask your employees. Survey them and find what they prefer.
Include everyone and adapt your feedback style
Frontline employees tend to work away from the office. You can’t give feedback to them using a thumbs up or facepalm (not that you should do that with office employees either).
So what’s the best way to congratulate them on a job well done or correct their errors?
That varies with each generation.
"Older generations tend to be more linear and traditional, while younger generations are looser and more spontaneous around time and place," says consulting CEO Tammy Erickson.
Younger generations grew up with likes and shares of social media. They like frequent attention. Sixty-six percent of Gen Z preferred feedback every few weeks.
You can send a shout-out tweet to a millennial and Gen Zer. They may love it. Baby boomers and Gen Xers might not share this response.
Older generations tend to prefer face-to-face meetings. Suggest improvements in one-to-one meetings and congratulate them in front of their colleagues for maximum effect.
Ask your employees how they prefer to learn about their performance. Not every millennial has a Twitter account, and not all baby boomers enjoy phone calls.
6 tips to improve your workplace communication skills to engage every generation
With that in mind, let’s end with a few tips that will enhance multi-generational communication for everyone.
Ask! Survey for group feedback and keep track of what each individual prefers. You may find your workers follow a similar pattern to their generation, or they may surprise you.
Use a multidimensional approach to communications and try to reuse content to suit as many people as possible.
For example, if most of your workforce prefers in-person meetings but others learn better on their own time, record videos of in-person announcements to reshare later.
Pass the tools of internal communications to your employees. Employee-generated content is compelling. You can add personality, create meaningful connections, and put a face to the dry policy updates.
Have a central repository like Blink that can mix rich content like videos and images with conversations and calls. Keeping everything in one, mobile-friendly place makes it easier to reach others and communicate the way that works best for everyone.
Keep channels open for constant feedback about what could be improved. Don’t assume a few changes at the end of the year will be ok going forward. Remind employees to approach you about possible improvements when they can, and make sure you’re available.
Make it human. Let your employees see you at home, record videos on your way in, accept things that are a little messy for the sake of authenticity. Likewise, don’t expect perfection from your employees.
Final thoughts: workplace communication skills for every generation in the workplace
With so many generations at work, you will see generational differences in the workplace. It’s essential to understand and acknowledge them.
Let your frontline employees define themselves. A millennial can excel at soft skills, and a baby boomer can adapt to newer technologies. Effective communication grows from an environment that is open and adaptable.
Offer flexibility and show your workers that you are invested in their continuing careers. Adopt communication tools that cater to all generations and make it easier for everyone to be heard.
Focus on what’s similar instead of different to keep moving forward as a successful frontline team.
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Mohammad Ramzan is one of Scotland’s longest-serving bus drivers. He began his journey with Tayside Passenger Transport in 1978 and continues to serve the Dundee community with unwavering dedication.
In addition to his regular duties, Mr. Ramzan has played a key role in Xplore Dundee’s “Did It for Me” recruitment campaign, emphasizing the supportive and friendly environment created by his colleagues. He credits this camaraderie for his long-standing tenure with the company.
Mr. Ramzan — most commonly known to his colleagues as Uncle Ramzan — has been a dedicated Xplore Dundee bus driver for over 46 years, and was even awarded the esteemed title of Frontline Employee of the Year at the Scottish Transport Awards 2024.
How has Blink helped in their role?
Blink has empowered Mohammad Ramzan to interact with his colleagues and provide them with additional support.
What do they want to do next?
Despite being past retirement age, Mr. Ramzan would love to continue his service to contribute to the McGill’s Bus Group.
Nominated by: Bethan Dooley, Marketing Team Leader
Employees spend hours on TikTok but avoid the company intranet like the plague. So what’s the deal?
TikTok is built for discovery, connection, and delight. It understands and delivers what audiences want. In. An. Instant.
The average company intranet? Well…safe to say, it’s not quite made it into the user experience big leagues.
Nevertheless, the intranet still plays a central role in many organizations. It’s a way to land messages, boost employee engagement, and improve operational efficiency. But only if employees are actually logging in.
This is where we can take inspiration from TikTok — an app that the average user opens a mindblowing 20 times per day — to create a modern social intranet.
A modern social intranet is a million miles from the dusty old document repository your employees grumble about. Done right, it’s a bustling hub of activity — and a place where your workforce actively chooses to hang out.
Want to know more? Here’s what your intranet can learn from the world’s stickiest social platform.
The problem with most intranet solutions
The average intranet packaged solution is about as far away from TikTok as you can get.
It’s built for desktop, not for mobile devices. The UX is cluttered and dated. Content is stale or irrelevant. Communication is one-way. And frontline workers are often excluded from the experience entirely.
They use workarounds and WhatsApp in its place. And when they do log in, the overriding feeling is one of frustration. This damages the employee experience along with the workplace productivity, internal communication, and employee trust you expect your intranet to support.
But things are changing. Modern social intranets are rewriting the rules. They’re borrowing lessons from social platforms, like TikTok, and applying them to the digital workplace.
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Why TikTok wins (and what that has to do with work)
With two billion users spending an average of 95 minutes a day on the app, TikTok is a master of user engagement. So what makes it so addictive? And how can you bring that same energy to your employee intranet solution?
Let’s take a look.
TikTok tactic #1: Algorithmic personalization
The “For You” feed knows you better than your best friend. It learns what you like and serves it up on repeat. With a never-ending stream of videos — all relevant to you and your viewing preferences — there’s always a good reason to stop by the app.
Applying it to your intranet: Use personalization features to serve employees content that actually matters to them — based on their location, team, role, tenure, or interests. When employees see content and resources that relate to them, they’re more likely to see value in the intranet.
TikTok tactic #2: Short-form, snackable content
The most popular TikTok videos are short and snappy. They start with a killer hook to grab attention. They opt for authenticity over polish. And they feature text or captions that are quick and easy to digest.
Applying it to your intranet: Boost content consumption and move away from text-heavy messages. If you have a lot of information to share, break it up into bite-sized chunks. Include captions or TL;DRs. Use images, videos, and graphics to stop the scroll and help employees digest new information quickly — even in the middle of a busy work day.
TikTok tactic #3: Endless scroll
TikTok’s feed is designed to be frictionless. No clicking through menus. No dead ends. Just one piece of engaging content after another. There’s always something new for users, available just one swipe away.
Applying it to your intranet: The best intranets feature a home feed that invites browsing and discovery. They surface fresh, relevant content — from CEO updates to shift changes to the next team social — and put them where employees are most likely to see them.
TikTok tactic #4: Social interaction
Likes, comments, shares — TikTok is built for interaction, not just passive viewing. Users can respond to content and pass it on. That two-way employee communication builds employee communities and drives engagement.
Applying it to your intranet: Modern social intranet solutions act as a digital water cooler — a place to build connections. So give employees a way to react to what they see, using likes, emoji reactions, comments, and polls. Let them ask questions, offer feedback, cheer each other on, and share knowledge with their co-workers.
TikTok tactic #5: A creator culture
TikTok thrives because anyone and everyone can be a creator. Every day users drive trends and spark conversation. They enjoy a sense of contribution, creativity, and collaboration that keeps those user numbers rocketing upward.
Applying it to your intranet: Build an internal creator culture at your organization and include employees in your content creation engine. Encourage employees to share birthday shout-outs, behind-the-scenes videos, work hacks, and weekly wins. With authentic and diverse intranet content from employees, you make the intranet feel like their space, not just another management tool.
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What the modern social intranet looks like
To harness these tactics for your workplace, you need a different kind of intranet. This is what it should look like.
#1. Mobile-first and frontline-friendly
For too long, frontline employees have been excluded from the company intranet. To give them the same access and user experience as desk-based employees, you need a solution with mobile access built right in. A mobile-first intranet offers the same features and functionality across all devices — and puts company resources into the pocket of every employee.
#2. Rich, multimedia content
When creating intranet content, make like a social media marketer and think about your intranet as more than a content management system. Your intranet should support highly visual, eye-catching content. We’re talking images, videos, graphics, and easy-to-digest formats, like Stories. By ditching text-heavy content, you convey information and engage employees more effectively.
#3. Smart personalization + notifications
On a modern social intranet, personalized experiences come as standard. Employees receive tailored internal comms on custom homepages and can easily adjust their notification preferences. With features like employee journeys, you can also automate content to appear to the right employees at the right time.
#4. Two-way interaction
Social media is built on two-way conversations. A modern intranet solution gives employees the option to like, comment, share, and post emoji reactions to news feed content. Other interactive features include polls, surveys, Q&A events, and instant messaging tools.
#5. Seamless integration
TikTok is super easy to use. Just a few taps and users can be scrolling through the latest content. Your intranet can mirror this experience by integrating with your HR systems, scheduling, payroll, and collaboration tools — enabling employees to do more from one user-friendly dashboard.
Need to address the skeptics? Why this isn’t about dance routines at your desk
Adding a little TikTok spice to your employee intranet doesn’t mean persuading your CEO to jump on a viral video bandwagon. Or allowing your workforce to add unnecessary noise to internal communication channels.
Most organizations aren’t like TikTok — and don’t want to be like TikTok. And that’s 100% okay. Because this isn’t about mimicking the latest social media trends. It’s about leveraging the potential of TikTok design principles:
Design for engagement
Personalize the experience
Remove points of friction
Make it social and visual
By integrating social media-style features into the company intranet you can count on higher employee engagement, better reach, and improved connection across your organization.
It’s easier to reach your whole workforce, including your frontline organization. And when you do, you provide them with relevant and attention-grabbing content that will have them coming back for more.
Your next steps: Modernizing your intranet experience
So what next? How do you go from a clunky old intranet to something worthy of the TikTok era? Here are the key steps involved in upgrading your intranet:
Audit your current intranet solution. What do you feel is working? Which parts of the intranet get the most and least traffic? What needs to be changed?
Talk to employees. What do they want in an intranet solution and how do they feel your current intranet meets their needs?
Partner with internal stakeholders. Get internal communications, HR, and IT on board to reimagine the platform, laying out the intranet features you class as must-haves and nice-to-haves.
Find the right platform. Browse the top intranet software providers and take shortlisted solutions for a test drive, looking for tools that prioritize a digital employee experience, not just storage.
Start small. When rolling out new employee intranet software, pilot each new feature. Or test the platform with a small group of employees before tweaking and launching it to the rest of your workforce.
Make improvements. Like TikTok, use content analytics and user feedback to continuously improve your intranet solution so it meets the needs of employees now and into the future.
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Will you make the social intranet shift?
Today, employees expect consumer-grade tech tools in the digital workspace. By taking inspiration from tools, like TikTok, you can make your intranet — and the overall employee experience — a central part of your digital transformation.
Incorporate the very best social-style design and you create a reliable and engaging source of information and connection. You reduce employee frustration and improve intranet usage stats, too.
Once upon a time, a company intranet that worked off a server in your office was enough to keep internal communication on track. But today, company needs have changed. And so have employee expectations.
We’ve entered the era of the digital workplace. Employees use a variety of different devices. Teams work remotely, across multiple locations. And beyond the world of work, everyone is now accustomed to intuitive, convenient, and personalized digital experiences.
Digital change has come quickly. And workplace software — like the intranet — hasn’t always kept pace. Traditional intranets feel old and clunky today. They’re affecting employee experience (EX) - and they could be doing more harm than good.
Thankfully, a new breed of intranet is now emerging. It’s fresher and more relevant to today’s workforce. It’s also built with digital workplace challenges front of mind.
A modern intranet holds the key to two-way communication and collaboration, better employee engagement, and an enhanced digital employee experience (DEX). And it could be a game changer for your organization.
Here, we’re going to take a look at the changing face of the company intranet and examine the features and benefits of a new and improved modern intranet.
Contents
Intranets: then and now
Why you need a modern intranet
Features of a modern intranet
How modern intranets impact the digital employee experience
Choosing the right modern intranet
Conclusion
Intranets: then and now
The company intranet has come a long way since it was first introduced back in the 1990s. Adapting to advances in technology and changing workplace trends, it’s taken on a variety of different forms over the years.
When talking about the modern intranet, it’s useful to compare the most cutting-edge intranet software to what has come before. So let’s step back in time and revisit each stage of intranet evolution.
Early intranets
Closed private networks were the first intranets to hit the office. They used local servers to host static web pages, meaning only computers based within the same geographical location could access them.
These early intranets provided limited interactivity and functionality. They were a place to share company directories, policies, and other documents. But because the setup and maintenance of early intranets required a lot of technical expertise, information was often outdated and badly organized.
Web-based intranets
As the internet went mainstream, web-based intranets made their way onto the market. These intranets were accessible via standard web browsers and had basic search functions, which helped users find what they were looking for. But these new intranets still had their drawbacks.
Internal communication remained one-way, with information traveling from the top of an organization down. Content was often poorly maintained because updates were complex. And there was very little opportunity for companies to provide personalized employee experiences.
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Social intranets
Social intranets were the first intranets to go mobile. Remote servers meant geography mattered less — and everyone within an organization, regardless of their location, could access the same information.
Inspired by social media platforms, social intranets prioritized communication, with features like user profiles and user-generated content. They were also designed to support team collaboration and productivity, with personnel services and project management tools built in.
Modern intranets
Modern intranets take the social intranet concept to the next level. They are a mobile-first solution with a focus on user experience (UX), designed to meet the expectations of today’s digital workforce.
Content creation is democratized in modern intranets. All members of an organization can access information and tools easily. And team leaders get the analytics and data-driven insights they need to improve employee engagement.
Interested in seeing a modern intranet in action? Preview Blink today with a short 2-minute video.
Why your frontline organization needs a modern intranet
So why should your frontline organization ditch its traditional intranet and adopt a modern software solution instead? There are several very good reasons.
Older intranet software can cause friction and frustration. Perhaps your intranet has become a dumping ground for outdated information. Or it simply fails to provide the intuitive, user-friendly, productivity-boosting features we’ve all come to expect.
We know that traditional intranets fail to live up to employee expectations. 67% of workers say that digital experiences in their personal lives are better than the digital experiences they get at work.
Many traditional intranets are built around the needs of desk-based teams, so they do your frontline workers a disservice. Frontline workers miss out on the communication and resources available to their desk-based peers.
A modern intranet, in contrast, helps you meet all of the following challenges head-on.
1. Employee engagement
According to Gallup’s State of the Workplace Report for 2023, just 23% of employees are engaged at work. But organizations should try to do better. That’s because high levels of employee engagement lead to happier employees, improved productivity, and lower rates of attrition.
Employee engagement is always a challenge. But engaging employees in a frontline organization can be particularly tricky. When your workers are deskless, how do you give them the connection, coaching, and support they need to thrive within your organization?
A modern intranet gives you all of the tools you need to engage your employees, regardless of where they work. You can count on a social feed, a content hub, employee recognition tools, surveys, and more.
With analytics too, you can see what is engaging your employees — and what isn’t — so you can improve your efforts going forward.
2. Communication
Open communication within a workplace is vital. It helps you inform, motivate, and engage your employees, while fostering an inclusive and supportive work environment. It involves top-down, bottom-up, and peer-to-peer communication, so everyone has a voice.
For frontline teams, maintaining open channels of communication within teams who don’t work face-to-face requires tailored solutions.
A modern intranet helps you build internal communication links between every member of your workforce — whether they’re based in the office, on the shop floor, or out in the field.
You don’t need to rely on emails or a company noticeboard. Instead, all types of internal communication are supported via your intranet app.
With better communication, you bring your teams together and you may find it easier to grow your company too. A Forbes study found that companies who involve 75% of their frontline in internal comms, achieved more than 20% growth over a year.
3. Digital access
Older intranet software is built around an outdated version of the workplace. It doesn’t prioritize the mobile experience and instead works best for employees who sit at a desk on a computer for the majority of each working day.
Newer intranets understand that the world of work has changed. Digital tools are a workplace essential. And frontline, hybrid, and remote teams should have equal access to the information and interaction that these tools provide.
That’s why the best modern intranets have a mobile-first design. Employees can access them as easily on a small smartphone screen as on a desktop computer. All workers across an organization are engaged and empowered, so no one misses out.
4. Collaboration
Traditional intranets are known for being slow and difficult to use, with low rates of user adoption. In fact, 57% of employees say they see no purpose in their company intranet.
This impacts collaboration. When employees avoid your intranet — because it isn’t intuitive to use or data is hard to find — knowledge sharing suffers and you risk creating organizational silos.
For frontline teams, this exacerbates an existing risk. Frontline workers spend time away from HQ, working different shift patterns, and managing a high workload. These factors already get in the way of team collaboration.
Luckily, this is another frontline challenge that a modern intranet can solve. The intranet allows people across your organization to share ideas and objectives via an easy-to-use interface.
Everyone can contribute, even those who work remotely, making your organization more productive, more innovative, and better able to solve problems.
Features of a modern intranet
We’ve touched on what makes a modern intranet different from the other intranet software available. But now we’re going to delve into the details. Here are features you can expect from the newest intranets and how they stand to benefit your business.
A central hub
A modern intranet acts as the gateway to your business. It’s the go-to location for company communication and knowledge sharing.
With a single, searchable hub, it’s easy for employees to find what they’re looking for, whether that’s essential documents, a directory of co-workers, or a list of the latest company events.
Importantly, information is stored logically and consistently. And the advanced search functionality of a modern intranet — thanks to keyword suggestions and content tagging — means it’s always clear what information is and isn’t available.
User friendly interfaces
Modern intranets are familiar to their users. That’s partly because they can be customized with employer branding. But it’s also because they have an intuitive, user friendly interface that mirrors many of the digital tools employees already feel comfortable using.
Employees don’t need a company email address to sign in. They can get notifications whenever important information is posted. And it’s easy to download intranet apps from the App Store. This means very little training is required.
Personalized experiences
Personalization makes the modern intranet even more engaging for users. Employees can personalize their dashboard and see content tailored to their role and department.
You can also program your intranet so it presents different information depending on where an employee is at in their career and how much time they’ve spent with the company. Someone who started working for you last week will get different intranet content to someone who has been working for you for years.
Communication tools
Managers can share important news and announcements. Teams can share ideas. An employee can wish a coworker a happy birthday. With a variety of communication tools based within the same intranet software, meaningful communication becomes second nature.
Employees don’t have to switch between different platforms for informal co-worker chat, essential C-suite comms, and knowledge sharing resources. They can easily find communications, and contribute to them too, all within the same interface.
It’s also easy for managers to highlight need-to-know information.Push notifications and mandatory reads ensure essential information never goes unread.
Real-time communication
Asynchronous communication is important for teams who work across different time zones or shift patterns. But real-time communication is also crucial for your organization. It allows employees to communicate as if they were in the same physical location — even when they’re not.
This allows for faster decision-making, improved problem-solving, and better collaboration. It also helps employees to feel more connected to one another — because real-time communication mirrors face-to-face communication in a way that an email thread just can’t.
Employee recognition
Employee recognition isn’t always easy when employees work disparately. Managers have to be intentional about praise and recognition because they get few informal opportunities to show their appreciation.
With built-in employee recognition features, a modern intranet makes it easy for you to motivate and incentivize your team.
Managers are prompted to recognize employee anniversaries and milestones. Peers can celebrate coworker wins. And some intranet software even provides recognition leaderboards and real-life rewards as further incentive for hard work.
Collaboration tools
The modern intranet makes collaboration a priority. It provides features that support collaboration for teams who don’t necessarily work in the same office.
From shared calendars to real-time chat, document sharing to task allocation, a modern intranet helps teams work together, even when they’re physically apart.
Mobile compatibility
Workers no longer have to be chained to their desktop computers in order to get the most from the intranet experience. Modern intranets are mobile responsive. They offer the same user experience and the same great features whichever device employees have access to during their workday.
This means frontline, remote, and hybrid workers enjoy the same intranet experience as their desk-based peers. And you create a joined-up organization in which all workers are treated equally.
Integration capabilities
Modern intranet software integrates with the digital tools and data sources you already use within your organization. It creates a seamless experience for employees.
They don’t need to log in to multiple platforms and deal with repetitive or conflicting information. Everything is available via the same intranet hub.
For your management team, integration makes everything more efficient. You don’t need to duplicate work over different tools, which means you improve data accuracy too.
Feedback functions
Good internal communication goes both ways. And with modern intranet feedback functions, it’s easy to find out what your employees are thinking and feeling at any given moment.
Surveys and forms are delivered in a user friendly format so a higher proportion of your employees is likely to respond. And with accurate insight into employee sentiment, you can create better employee experiences, making informed decisions based on what your workforce really wants and needs.
Security
When you opt for a modern intranet, security comes as standard. The best providers work by recognized cybersecurity guidelines.
They provide data encryption and data backup. Regular penetration testing ensures the system always provides a strong defense against cyber-attack. And access controls mean admin teams can choose with members of your organization can see sensitive information.
Analytics to optimize and measure
The best modern intranets offer analytics too, meaning you get real-time data on employee engagement and the employee experience.
You can track a variety of metrics — things like user activity, co-worker interactions, likes, searches, and downloads. And then you can view these results in a visual, easy-to-digest format.
Along with surveys and feedback forms, intranet analytics gives insight into how employees use the software and how it impacts their overall experience of the workplace. This empowers you to make data-driven improvements.
How modern intranets impact the digital employee experience
The digital employee experience (DEX) is how employees feel about the digital tools they use within the workplace. For optimal DEX, you need digital tools that support and streamline every employee workflow, without creating points of friction.
DEX comes under the umbrella of employee experience (EX). But we’d argue that, in a digital workplace, DEX isn’t just part of the EX picture. It’s integral to it. In fact, we can relate DEX to nearly all of the nine EX elements identified by McKinsey.
an employee’s sense of growth, purpose, and motivation
how employees feel about their productivity and efficiency
The company intranet is inevitably a big part of employees’ digital experience. And when you replace a traditional intranet with modern software, designed to meet the expectations and needs of today’s employees, you impact DEX in all of the following ways.
Enhanced communication
These days, we rely on digital communication tools to connect frontline, hybrid, and remote working teams. It’s important to EX that teams get the same level of connection and knowledge sharing, and the same sense of belonging, that they’d get working face-to-face.
Modern intranet software is built with team communication at its core. It understands that, in a digital workplace, informal water cooler chats aren’t always possible.
So it provides teams with communication tools that create a sense of physical togetherness, even when teams work disparately.
With Blink Chat, for example, employees can message each other in real-time. They can chat one-on-one or set up Group Chats for multiple team members. Within chats, employees can send messages, send documents, and even start online voice or video meetings, straight from the app.
But the modern intranet doesn’t just facilitate peer-to-peer communication. It also gives managers the communication tools they need to enhance the employee experience.
This is where the Blink Feed comes in. Via a familiar, social media-style feed, leadership can post company-wide communications. They can guide company culture and broadcast important news, motivating and informing employees in the process.
Employee techquity
Employee techquity is achieved when frontline workers have equal access to the digital tools, resources, and people they need to succeed. Older intranet systems tend to leave frontline and remote workers behind. They fail to address many of the key challenges faced by frontline teams.
This means frontline and remote employees miss out on the opportunities afforded to desk-based staff. They find it harder to advance in their careers, they don’t always have access to the same tools, tech, and training, and they can end up feeling disconnected from company HQ.
A modern, mobile-first intranet helps to create a fairer working environment. All employees get to use exactly the same functions and features, whether they access the platform via a desktop computer or a smartphone device.
A modern intranet is easy to use, so frontline workers can dip into internal comms during a busy work day. It also acknowledges the fact that many frontline workers don’t have a company email address, so provides alternative login methods.
By providing an equal digital experience for all workers within your organization, everyone gets the tools they need to do their job — and everyone enjoys a sense of connection and belonging.
Employees enjoy a better workplace experience when they feel they’re working to the best of their ability.
In a digital workplace, this means having the right information, along with the right collaboration and productivity tools. And this is another area of DEX that a modern intranet can help with.
A modern intranet acts as a content hub for your organization. But unlike old intranet software, this new style of content management system is well-organized and user friendly. It’s easy to find and read policy documents and to collaborate on files with co-workers.
Just take a look at the Blink Hub. It’s a content management system that puts policies, training materials, and manuals in one convenient, easy-to-access location.
A drag-and-drop interface makes it easy to add content. And because the Blink Hub is available via desktop and mobile apps, every member of your organization can access it.
A modern intranet can also provide self-service functions, another big plus for the digital employee experience.
When employees can book shifts, request annual leave, register for a training course, and access pay stubs all from the same platform, work admin becomes much less of a headache.
Employee engagement
Engaged workers feel emotionally connected to their work and co-workers. They feel aligned with company values and empowered to work productively.
A poor digital employee experience gets in the way of engagement. But there are lots of ways that a positive DEX — supported by a modern intranet — can enhance it.
The social features of a cutting-edge intranet — like social feeds, discussion forums, and employee profiles — help employees build meaningful connections with people at all levels of your organization.
Employee recognition and reward functions within the intranet also boost engagement. Employees understand their goals and how these goals relate to the overarching company mission. A culture of recognition and rewards — made easy with intranet tools — then incentivizes them to meet their objectives.
Another way that your intranet can improve employee engagement is with employee personalization.
Workers get to personalize the platform dashboard to make it more relevant and engaging. Admins can adapt content too, tailoring it to the needs of workers at each stage in the employee lifecycle.
Analytics and feedback
Modern intranets make it easy for you to gather information on the digital employee experience. You can launch surveys, send out forms, and dive into the analytics provided by your platform.
This is a huge bonus to your DEX strategy. Because you don’t need to stab in the dark. You have all the data you need to make targeted EX improvements.
View data on employee engagement, satisfaction, and retention. See what content performs best to improve your content management strategy. Understand how your teams interact, identifying co-worker relationships that need a little TLC.
A tool like Blink Analytics allows you to really drill down into the data. You can segment it based on team or location. So you understand exactly how your digital workplace is working for each member of your organization.
Simplicity
Some organizations have approached the challenge of digital transformation by acquiring tech tools for every business function. But this isn’t an effective way of doing things.
Gartner research shows that application sprawl (when workers are expected to use multiple digital tools) turns up the volume without improving communication.
Simplifying and streamlining the technology you use can therefore have a huge impact on the digital employee experience.
When workers have a single, go-to platform, there’s less friction. Employees aren’t constantly pinged with notifications from multiple apps. They don’t have to familiarize themselves with different interfaces. And it’s easy to find the information and tools they need.
Choosing the right modern intranet
We’ve covered all of the reasons that a modern intranet might benefit your organization. But with numerous intranet options out there, how do you choose the right one for your business?
Let’s take a look at a couple of questions you can ask when looking for intranet software that meets the needs of your organization and employees.
Is the software built to scale?
An intranet is a big investment of time and money. It also quickly becomes a central part of your company operations. So you don’t want to be changing it in a hurry.
When choosing an intranet, look for a solution that can grow with your business. Consider whether an intranet contender will continue to meet your needs if you experience a period of rapid growth and need to take on lots more staff.
Scalable intranets offer bespoke pricing for enterprise clients (per-user pricing can become unaffordable as your team grows). They’re also cloud-based, so you don’t have to rely on on-premise infrastructure when you need to expand capability.
Some other considerations to bear in mind? You need access controls suited to large teams, the option to create communication channels for each team or department, and the right level of security and support for a bigger organization.
Is mobile access a priority?
If you have any workers who don’t spend their workday sitting behind a desk, then a mobile-first intranet is the only logical choice.
On-premise solutions aren’t always accessible via mobile devices. You may even find that remote desk workers, using a laptop or desktop computer, have to jump through VPN hoops to access intranet content.
A mobile-first intranet is designed to work well — and provide the same features — over any device and from any location. So it’s particularly useful for frontline teams who need to access internal info on the go, using their smartphone.
Does the solution provide analytics?
The best intranet solutions give you the analytics and reporting features you need to measure the success of your new platform.
They provide data on employee engagement, content performance, user behavior, employee retention, and employee satisfaction. With real insight, you can identify areas for improvement and make targeted changes.
Only shortlist solutions that offer robust analytics functions. They should be able to provide data on a wide range of metrics, allow you to segment data by a variety of user groups, and provide real-time data. They should also present all data in a visual, easy to understand way.
Does the intranet integrate with your existing technology?
One of the key benefits of a modern intranet is its simplicity. It brings all of the communication and collaboration tools your digital workplace needs into the same platform.
The ideal intranet will meet your business needs in terms of two-way communication, content management, and collaboration. But it should also integrate with any of the tech tools you already use.
You need to know that any payroll, project management, or customer service software can integrate seamlessly with your intranet. And that these tools will continue to work just as well as before.
A new intranet shouldn’t negatively impact the adoption of your current tools. Instead, streamlining your digital tools should actually improve uptake.
Is the intranet user friendly?
An intranet only benefits your company (in all of the ways listed above) if your employees actually use it. So you need a solution that is intuitive and easy to learn, even if your team isn’t super tech-savvy.
Look for an intranet with a user friendly interface. It should feel familiar even if you’ve never used it before. Also, ensure it includes all of the self-service and search functions that make life easy for your teams.
User friendliness is particularly important for frontline teams. Working away from a desk, often with limited time for company comms, your intranet needs to be so easy and engaging that these remote, time-poor workers choose to open the app and check in.
When conducting your software search, it can be helpful to look at adoption and intranet usage stats. If other organizations, with a similar structure to yours, have managed to persuade their workers to use a particular intranet solution, then the platform will probably work well for you too.
Ever since its introduction in the 1990s, the intranet has been an integral part of company operations. But today, organizations are moving away from older intranet versions to embrace a newer, slicker, more effective modern intranet.
A modern intranet supports the creation of a truly digital workplace. It gives frontline, remote, and office-based teams everything they need to work happily and productively. Because it provides a beautiful interface, designed to meet the needs of digital workers, employees actually enjoy using it too.
Choose the right modern intranet and you’ll improve the way your teams communicate and collaborate. You’ll improve DEX and employee engagement, so employee retention gets easier.
You’ll also avoid some of the pitfalls of digital transformation, preventing application sprawl by making all tech tools available via the same user friendly dashboard.
For frontline organizations, the modern intranet really comes into its own. Mobile-first, intuitive design with a real-time communication focus, ensures everyone – whether they work on the frontline or in an office – has access to the tools and information they need.
If you’re ready to benefit your employees and your organization by adopting a cutting-edge intranet solution, take a look at Blink —– a platform designed specifically for frontline teams. Blink does everything a modern intranet does, and more.
Employees get a social feed and a content hub. They can access self-service functions, make their voice heard via company-wide surveys, and receive recognition for a job well done.
As an organization, you can count on analytics and top-notch security. Blink also integrates with many of the most popular workplace apps out there, so it fits seamlessly into your workflow.
Blink has all the tools you need to make your frontline organization more connected, collaborative, and successful. So why not book a demo to see Blink in action?
Alisha McGuire has been working in Respiratory Care at Children’s of Alabama since graduating from the UAB Respiratory Therapy Program in January of 2006.
Alisha’s leadership abilities and her commitment to our patients were evident from the beginning. She eagerly and consistently assumed the role of leading her night shift colleagues. She rapidly gained a reputation as a go-to resource person for respiratory therapists, nurses, and physicians. While Alisha initially worked primarily in acute care, she took the initiative to orient in multiple areas, including critical care units. Her skills are diverse and she is able to function competently in any unit in the hospital.
When the Lead Respiratory Therapist role was created in 2016, it was obvious that Alisha would be one of the first ones selected. Her job performance was always rock solid and I was never concerned about anything on night shift when Alisha was on duty. Her leadership was a contributing factor to the early success of both our Asthma Care Pathway and our Bronchiolitis Care Pathway. Her commitment to excellence has helped to ensure the ongoing success of both of these pathways which have so positively impacted the lives of patients with these respiratory diseases.
Alisha was promoted to Respiratory Care Coordinator in 2018. She has excelled as a leader in this role. One of her first projects was working with Dr. Alishlash to help develop the Acute Chest Syndrome (ACS) protocol. Dr. Alishlash recognized Alisha, in an email to her managers, for her hard work in helping the protocol become a success. Overall length of stay has decreased for patients admitted with ACS.
We have faced many challenges over the years, none so great as the COVID-19 pandemic. Alisha’s leadership throughout the pandemic served to help her colleagues remain informed and steer a steady course amid the ever-evolving guidelines. Alisha addressed the staffing challenges created by the pandemic by willingly working extra shifts on days, nights, weekends, and holidays. She has always simply taken the bull by the horns to get the job done and her can-do attitude is consistently inspiring. Alisha has been impacting the lives of those we serve for over 18 years now. She deserves to be recognized for her consistently stellar performance.
How has Blink helped in her role?
Blink has helped with communicating news about special events to the team.
What does she want to do next?
Alisha wants to continue her career at Children’s of Alabama and to utilize her clinical and leadership skills to provide high quality, compassionate care and to be an advocate for those we serve.
Nominated by: Robert W. Park, Director, Respiratory Care
Welcome to the February 2026 edition of the Quarterly Unlock — your inside look at what’s new in Blink and how it helps teams move faster, communicate more clearly, and unlock more value across the employee experience.
As organizations scale, systems multiply and communication noise increases. Blink should get smarter, more connected, and easier to manage — without adding complexity.
Here’s what’s new.
#1. Smarter, more relevant communication
When employees see too much content, important updates get buried. When connectivity drops, access disappears. When engagement dips, comms teams feel it first.
This quarter, we’re making sure the right people see the right content at the right time — wherever they are.
Smart Feed
We’re introducing a recommended Feed experience that prioritizes relevance — not just publish time.
Surface the most important content first
Reduce manual pinning and featuring
Adapt the Feed as organizations grow
Improve visibility without extra admin effort
Instead of a strictly chronological stream, Blink becomes intelligent — helping important messages cut through the noise. Designed for large organizations and high-volume Feeds, Smart Feed is built to evolve alongside your communication goals.
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Offline Mode
Frontline work doesn’t always come with reliable signal. Now, Blink doesn’t require it.
Save hub content and Feed posts for offline access on mobile
Access saved items centrally
Automatically sync updates when reconnected
Retain control over sensitive hub items with protected content settings
The result? Critical documents and updates remain accessible — even in low-signal environments like aviation, healthcare, logistics, manufacturing, and field operations.
Email delivery of Feed posts
Multi-channel delivery — without duplicating work. Admins can now send a published Feed post as an email to:
Everyone in a group
Or only those who haven’t read it
Each email includes a preview and a direct CTA back into Blink — helping re-engage inactive users and strengthen visibility for critical communications.
For most customers, this feature will be included at no additional cost. For large enterprises with high-volume usage, it may be considered on a case-by-case basis.
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#2. Deeper interoperability across enterprise systems
Employees rely on multiple systems to get work done. But switching between them slows everything down.
This release brings core HR workflows into Blink — turning it from a communication tool into an action hub.
Actionable Workday Nudges
Managers can now approve or deny leave requests directly inside the Blink Feed.
Faster leave request approval turnaround
Reduced friction for frontline managers
Less logging in and navigating systems for employees
Improved visibility into HR processes
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Workday Digests
Daily or weekly summaries highlight open Workday tasks that require attention. Instead of relying on employees to monitor their HR inbox, Blink brings reminders into their everyday workflow — reducing missed deadlines and improving task completion.
SAP SuccessFactors daily Digest
For customers using SAP SuccessFactors, Blink now delivers a configurable daily digest when new tasks are waiting.
Task count surfaced directly in the Feed
Link-through to complete tasks in SuccessFactors
Custom branding supported
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#3. Safer, more confident Communities at scale
As Communities grow, governance becomes critical.
This quarter introduces new controls that allow organizations to scale engagement — without sacrificing oversight.
Request to join a Community
Community admins can now require approval before new members join.
Communities can be set to Open or Closed
Admins receive join requests and approve on web or mobile
Settings take effect immediately
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Request to create a Community
Employees can suggest new Communities — subject to admin approval — supporting organic growth while preventing uncontrolled group sprawl.
Automated Keyword Blocking
Organizations can now define an organization-wide keyword blocklist that prevents specific words or phrases from being sent in chats and comments.
Immediate, private feedback to users
Managed via moderation tools
Works across web, iOS, and Android
This privacy-conscious safety layer helps reduce compliance risk and maintain professional standards — particularly in regulated industries.
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What this Unlock means for your team
For employees
A more relevant Feed
Reliable access to content
Critical updates delivered more consistently
For leaders and comms teams
Greater confidence that key messages are seen
Intelligent distribution at scale
Safer, better-governed Communities
For IT and operations
Stronger integration with enterprise systems
Reduced context switching
More control as usage scales
If you’re a customer, reach out to your customer success manager to discuss participation and enablement options.
If you’re exploring Blink, book a demo to see how the February 2026 Unlock brings communication and action into one seamless experience.
Out of date, out of sync, out of tune. A corporate soundtrack of forgotten logins, stale pages, and “Is anyone actually using this?”
This year, Blink is changing the track. We’ve been recognized in the 2025 Gartner® Magic Quadrant™ for Intranet Packaged Solutions — not just anywhere in the grid, but as a Challenger.
For us, this isn’t just a placement. It’s a remix. For the industry. For the intranet. For every employee who’s ever thought, “Why is this so hard to use?”
Why the Gartner Magic Quadrant matters
If you’re in HR, comms, IT, or procurement, you already know the Gartner Magic Quadrant™ - to us, it’s one of the most influential industry reports in technology.
Every year, Gartner independently evaluates vendors on Ability to Execute and Completeness of Vision - then categorizes them as Leaders, Challengers, Visionaries, or Niche Players.
This Quadrant has become the go-to reference for organizations choosing their next digital workplace partner.
We’re proud to debut as a Challenger. But more than that, we see it as a validation that the world is ready for a more human way to work.
Why Blink? Why now?
We built Blink on a simple belief: Work should feel connected.
In a world overflowing with tools but starved of real connection, we’re creating an intranet that people actually want to use. One that unites the CEO’s town hall with the shop floor shift briefing. One that gets frontline and office workers on the same wavelength.
Why we believe Blink was recognized
🎧 Sales and customer alignment: We deeply understand buyer pain points, backed by strategic partnerships with industry leaders like Workday.
🎧 Financial and product strength: Robust growth, an agile roadmap with continuous innovation, and a reliable product strategy built for the future keep Blink ahead of the curve.
🎧 We go beyond software: With specialized onboarding teams, strategic rollout support, and a dedication to long-term success, we’re not just a platform — we’re a true partner.
🎧 From mobile to total experience: Our platform empowers every kind of worker with personalized microapps, powerful social features, and communications that actually cut through.
Challenger energy: More than a position - a mindset
For us, being a Challenger isn’t just about where we land on the grid. It’s about how we move through the world.
We don’t believe “good enough” intranets should do the trick. We don’t do stale or static. We remix the intranet into something dynamic, modern, and centered on people.
Because what good is an intranet that no one uses?
We’re obsessed with adoption: ensuring employees actually engage, communicate, and thrive on the platform. That’s why Blink is designed with every kind of worker at heart, driven by a people-first approach to innovation.
That’s what it means to challenge the status quo. That’s what it means to Blink.
What’s the rest of the market saying?
The intranet packaged solutions (IPS) market is evolving rapidly, moving from static, web-only sites to dynamic, multichannel platforms that are central to the digital workplace.
What used to be dusty web-only portals are now vibrant, multi-channel hubs that power communication, engagement, knowledge, and culture. Today’s IPS offerings go far beyond document repositories - they’re incorporating AI assistants and supporting integrations with Workday, ServiceNow, Microsoft 365, and other leading business systems.
As Gartner puts it, intranets are once again a priority investment as organizations transform their digital workplace, reduce IT complexity, and seek consistent, people-first employee experiences.
Intranets are no longer just “nice to have” - they’re necessary parts of a modern business infrastructure. They’re becoming critical hubs for productivity, connection, and culture across both office-based and deskless workforces.
This isn’t evolution - it’s inflection. And Blink is leading the remix.
Spinning the future of work
For us, being named a Challenger is a milestone. But it’s also just the intro track.
We’re already dropping new hits:
Broadcast-quality live streaming that gives every employee a front row seat
Blink Assist, our AI-powered copilot for content creation and communication
Analytics that actually matter, surfacing predictive insights into how people engage
“Save for later” offline access, so work doesn’t have to stop when the WiFi does
Modern social features like Stories that drive adoption and give Instagram a run for its money
Our vision is simple: The future of work should feel intuitive, inspiring, and essential - not invisible. Blink exists to unlock that.
This isn’t just recognition - it’s our statement
We’re not here to play quietly. We’re here to remix the intranet.
Named top Challenger by Gartner, chosen every day by the world’s most ambitious organizations, and powered by a people-first mission - this is only the beginning.
