These days, everyone is a digital native. Your deskless workforce is mobile first – and without the right tools, they feel more disconnected than ever. But it doesn’t have to be that way.
The right tools – like a mobile employee engagement app – are both an asset and a necessity. 85% of people who say they have great technology at work also love their jobs.
Mobile-first experiences reduce friction, and employees with fewer frustrations feel like they’re having a greater impact.
Tackle disruption! Companies with engaged employees outperform those without by 202%.
A mobile-first employee app transforms the user experience for your deskless workers. Nothing else reaches and engages them like Blink. O365 and GSuite are great foundations but alone they are not a Digital Workplace. Our employee engagement software can integrate with those tools and so many others.
Engage all your deskless workers with a modern work experience. Blink delivers the digital workplace and eliminates friction.
Your deskless workers run their days with the Blink Feed. It's everything they need to do and everything they want to know.
Interact with employees in their Feed. Share updates, wellness and training. Create polls, surveys and close the feedback loop.
Blink is design focused and enjoyable to use. It's also powerful and enterprise-class. These things are no longer mutually exclusive.
Actions are taken out of non-mobile legacy apps and made mobile first for everyone in a personalized work feed.
Your people can form Teams with anyone wherever they work. Share documents & workflow with partners and customers cross organization.
You don't need to throw out your existing processes, Blink accelerates your existing workflow and amplifies the data you already have.
When workers are surveyed, researchers find that just about half would be willing to accept another job offer if the benefits were right. What’s keeping the other half from doing the same? Engagement. Employees who feel a connection both to their work and your organizational goals will stick around because they want to contribute to making your company successful.
Our employee engagement app is for more than just comms and data management. It can foster that connection across your organization, making everyone more productive and the company itself more profitable.
Make it easy for your employees to love where they work. Give them a tool that shows you value their time and empower everyone to deliver. With an employee engagement platform like Blink, you can turn every employee into a source of competitive advantage.
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Try to find the ‘definition of employee engagement’ online and you’ll get a variety of explanations. This often leads to confusion on the true meaning of what employee engagement really is. But in its simplest terms, employee engagement is the relationship between an organization and its employees
So many reasons! For starters, engaged employees stick around. Engaged employees are loyal employees, which is especially important when you consider that companies spend thousands of dollars each time they need to replace a worker (as much as 213% of an annual salary in some cases).
Engaged employees are 38% more likely to have above average productivity and even a small increase in engagement can increase profits by $2,400 per employee per year.
Engaged employees also make fewer mistakes. This is largely because they can focus on the work in front of them, which means they can offer better customer service and are less likely to have workplace accidents. In industries like healthcare or transportation, employee engagement can literally mean the difference between life and death.
Employee engagement has a significant impact on performance and productivity (engaged workers contribute 202% more), but employee engagement is about more than worker happiness, streamlined internal comms, and pay and benefits.
That’s because what makes employees more engaged is not necessarily happiness or even satisfaction. The key elements of employee engagement lie in the knowledge that employees have an important role to play in an organization. They can see how their contribution fits in, they feel they have a voice, and they are recognized for what they accomplish.
With that in mind, there are many approaches you can take when brainstorming what employee engagement strategies you’d like to put in place. While improving employee engagement will look different for every business, these ideas can help you get started:
The only way to improve employee engagement is to measure and monitor it. But knowing how to measure employee engagement can be difficult. Digital tools can have a significant impact on how work gets done, but one of the problems with traditional intranet platforms is that the built in analytics simply measure how engaged employees were with the intranet not with the company.
When you use an employee communication app like Blink, you get a variety of analytics options that let you track everything from communications flow to trending topics.
Blink’s workforce analytics can help you measure, monitor, and improve employee engagement by giving you deep insights into your company’s internal communications, coworker relationships, and overall employee sentiment. As a result, you’ll have a distinct edge over your competition.
‘Corporate communication’ is a broad phrase covering every type of communication a company engages in, whether internal or external.
Broadly, corporate communication falls into two types:
Internal communication External communication
External communication encompasses every type of communication that goes out to the general public. Ultimately, the point of these communications is to drive revenue, through targeted campaigns, reputation building, and general brand awareness.
Types of external communication include:
Product launch events Press releases/announcements to press Social media channels Television, radio, and online adverts Company newsletters Marketing emails Direct mail campaigns Product brochures
...and basically anything you send out externally to increase public engagement with your company.
Internal communication encompasses everything you send to your workforce. This could either be operational or centered around employee engagement and internal PR.
Operational communications are essential for the smooth running of your organization, like notifications of rota updates, training days or overtime opportunities. Corporate communications centered around employee engagement encourage your workforce to see themselves part of a ‘bigger’ picture and aim to create a stimulated, happy and productive workforce. These include:
Regular employee newsletters Important one-off announcements, like mergers or acquisitions All-hands/department meetings Christmas party invites Recognition of success - internal award ceremonies etc
You will use different channels to manage internal and external corporate communication. Day-to-day internal comms are most easily managed through an intranet site, or corporate communications app.
A corporate communication strategy is a plan of action you create to make sure your communications are working towards useful goals.
It should lay out the frequency of different types of communication, which channels you plan to use for them (email, SMS, corporate communications app), any specific goals you have, and metrics by which you plan to measure success.
This last point - making sure you understand how to measure progress towards your goals - is essential. How else will you know whether your corporate communication strategy is working?
A corporate communication plan can be for internal comms, external comms or both - though in the latter case you might want to divide it into separate external and internal sections to stop your team from being overloaded with info that isn’t directly relevant to their role.
‘Internal communication’ is a broad term that refers to every single type of interaction your organization has with its workforce - whether that’s unveiling the venue for the holiday party, announcing the details of your latest acquisition, or your line managers sharing the next month’s rotas.
‘Internal PR’ is more specific. Consider it similar to external PR - except you’re winning over your workforce, rather than external shareholders. You want your employees on board with key strategic decisions, as they’ll work better and more productively for something they agree with. There might also be times when you’ll have challenging announcements to make (like layoffs, losses or takeovers) where some form of damage limitation is necessary. Your workforce probably won’t ever love receiving bad news, but a clear explanation of circumstances can alleviate some bad feeling and reduce the likelihood of further repercussions.
Intranet software allows organizations to build and run intranets (internal internet sites, accessible only to employees or members of that organization).
You don’t need intranet software to run an intranet - but it helps. Rather than building from scratch, intranet software offers plenty of tools to make it easier for less tech-savvy people to create intranet sites.
Intranet software providers sometimes offer ongoing training resources and implementation support, making it easier to get your intranet up and running.
There is a range of intranet solutions on the market, so make sure you have a clear idea of your business needs before looking for a provider.
An intranet is essentially a single reference point for your entire organization. If set up right, it can contain everything your workforce needs to know to do their jobs correctly - whether that’s an email directory, document storage for equipment manuals or important company news and updates.
Putting all of this on an intranet (as opposed to, say, a noticeboard at work) allows you to reach all employees with updates immediately - and it’s easy to update centrally too.
An intranet can also act as an HR self-service tool - so your workforce can change their details, book leave, file expenses and more without having to go through the HR department. This will cut down the amount of time employees spend on work admin, and save the HR department a lot of money too.
There are various ways you can set up an intranet service. Let’s start with your hosting options:
You can host it on your company’s own server You can host it via a cloud hosting service - so, you pay an external provider to host it on their servers
Each has its own advantages and disadvantages. If you have very specific security requirements, for example, you might want to host it yourself. If you don’t have the expertise in-house or don’t want to spend a large amount of cash upfront, a hosting service could be the way to go.
In terms of the intranet itself, you’ll need to decide whether:
You want to create one yourself using in-house web design and development talent (great if you have both the in-house talent and enough time to spare) You want to outsource to an agency to create one for you (custom-built by experts, though at a hefty price) You want to use intranet software (less customizable, but easiest to set up)
Before setting up your intranet, you should try and gauge how much experience your team has implementing and running new tech projects. One advantage of using intranet software is that your software vendor can provide extensive resources to help with this.
These terms are often used interchangeably, with no real difference between the two.
Where they are used with different meanings, ‘corporate’ intranet solutions tend to be aimed at large, often multinational companies with particularly complex needs. ‘Business’ intranet solutions, on the other hand, are targeted at smaller and medium-sized companies.
A staff intranet is a central access point for all the company info your employees need to do your jobs.
As well as keeping your workforce in the loop about key company updates, a staff intranet provides everyone in your organization with the basic operational knowledge to be able to carry out their job safely and effectively.
Employees being able to access this info is essential in your organization being able to function properly, but the importance of employee intranets extends far beyond basic operational advantages. They’re also essential in creating - and maintaining - a highly engaged workforce.
Offering employees an easy way to access key company info, updates and news stories makes it easier for them to feel like part of something bigger than their immediate role or team.
This is particularly important for remote employees, or any part of the workforce that doesn’t spend a lot of time in the same space - your drivers for example, or your field sales team. As they don’t necessarily feel ‘physically’ part of your main workforce, it’s important to encourage a sense of belonging by other means.
An internet dashboard is an overview of key tasks and metrics, presented in a way that is easy for the user to follow. They’re accessible online (hence the name), and ideally update in real-time so that those that rely on them are kept as up-to-date as possible.
Internet dashboards are a near-universal feature of lots of different types of business software, used across many different departments. An HR dashboard, which your employees could access via intranet or a mobile app, could include rota/shift info for the next month, the amount of PTO left and a list of e-learning courses to be completed.
An internet dashboard for an HR practitioner, on the other hand, might include number of reports open, number of vacancies that need filling or percentage completion of the latest pulse survey.
Whatever you need it for, you should be able to customize your internet dashboard so that it shows the information that’s most useful for you.
It will depend on what sort of organization you are and how your employee relationships work, but the short answer is ‘all key HR/operational information your employees need to do their jobs.’
At a minimum, this should include: Rotas E-payslips Paid time off requests HR self service features (e.g update personal details) Key document storage (e.g instruction manuals, uniform order forms) Workplace directory/instant messaging Reporting (e.g traffic reporting for drivers) Company updates (e.g big news stories, new hires at senior management level)
Having one centrally-accessible bank for all things HR-related means that your employees can spend less time on tedious work admin and more on the task at hand.
If you want to take it one step further, you could include a workplace forum or social media-style newsfeed, perhaps accessible via an app. This adds an interactive element to your intranet, and allows people to promote events they’re involved in (e.g charity bake sales), organize workplace activities or celebrate good work by their colleagues.
As discussed above, a good intranet is essential in creating an engaged, happy - and therefore productive - workforce. Adding interactive elements and encouraging employees to start community building themselves is a great way to take this to the next level.
Put simply, an employee app is a smartphone app designed to help companies communicate more effectively with their workforces.
As well as fulfilling your employees’ basic HR needs (checking on rotas or requesting time off, for example), an employee app offers an intuitive social media-style feed, so that you can keep your colleagues in the loop about important company developments and encourage them to build their own workplace network.
Everything a traditional intranet can do, and more!
An employee app gives your workforce access to all HR self-service functions via their smartphone. Employees can check their shifts, update their details, request time off, inform their line manager of illness, check payslips and do anything else traditional desktop self-service app offers.
It also offers instant messaging, reporting functionalities and key document storage so that everything your workforce needs to carry out their job safely and effectively is in one place.
There’s more to it than that though.
Think of an employee app as your HR system, your intranet and your email newsletter update all rolled into one. It acts as a one-stop shop for company updates, which you can publicise on a social media-style feed.
This feed allows employees to interact with company announcements, but also encourages them to start building their own sense of workplace community - by congratulating colleagues, or publicising employee-led events, for example.
An employee app also allows you to send employees push notifications so that they’re informed in real-time of important updates - whether that’s an important company announcement, a change in next week’s rota or details of the Christmas party.
There is no ‘best’ employee app - there’s only the one that best suits your needs.
To choose the app that is the best fit for your company, it’s important to dedicate enough time to researching what you need, what your budget is and what sort of solutions are out there that might suit you.
Conduct a survey of your workforce to get a general idea of which features your employees want in an app. Sit down with department heads at length and discuss their needs. Divide your findings into an ‘essentials’ and a ‘nice-to-have’ list.
It’s then a case of finding a couple of employee apps that meet these criteria and asking for a demo. Pick a team with representatives from all key user groups to test out potential apps and score them on how well they meet your criteria.
If you’re asking your workforce to download onto their personal smartphones, a one-stop app is easier to get buy-in for than a whole suite of apps.
Other internal comms solutions can require users to download many different apps to perform the same tasks as an all-in-one app. This is fine if you issue all your employees work phones, but an uphill struggle to implement in a Bring Your Own Device workplace.
Having a one-stop employee app brings everyone under the same umbrella. Your internal communications team no longer have to spend time using different channels for different teams, and your remote and non-office teams are no longer at risk of missing important updates if they can’t check their email.
From the point of view of your employees, it’s also much easier to know exactly where to find key company contacts, important paperwork, details of training courses, rotas and HR self-service functions if they’re all under one roof, rather than spread out across multiple apps or systems.
With an employee app, all the information you’d previously send out on paper is accessible via a smartphone. It’s all in one place, so there’s much less risk of employees missing important announcements, or spending disproportionate amounts of time trying to figure out what they need to complete various work admin tasks.
That’s the advantage of digitization. You’ll spend less time updating and re-updating noticeboards, putting posters up around the building or adding notes to payslips - and your internal comms is more effective as a result. It’s a win-win situation.
Given the vast amounts of paper this requires for a large workforce, digitizing your internal communications channels also helps you reduce your organization’s carbon footprint.
Successful employee retention is when employees choose to stay on with their current company, and don’t look for a job elsewhere. In other words, it’s the art of holding on to the people you hire. employee retention is high when the majority of your employees choose to stick around, and turnover is slow.
An employee retention strategy is the policy a company follows to keep their staff, reduce employee turnover and increase employee engagement. It involves attracting, retaining and motivating the right people. A strong retention strategy is crucial to remaining competitive, as are the right collaboration tools for business.
There are many things you can do to retain employees. All of these reflect how much you value them:
Hire the right employees from day one
If you’re hiring anticipating churn down the line, you’ll end up losing employees as quickly as you find them. Why? Because you won’t invest enough time in finding the right ones. Instead, look for employees you want to hold onto for the next five years (and treat them so well that they stay).
Offer competitive salaries
A big paycheck (usually) isn’t the only reason staff stay at a company, but it’s almost always one of them. Financial stability is interdependent to a healthy, happy work life.
Give generous benefits
Childcare vouchers, healthcare cover, flexible working hours, lunch program, personal development funds, cycle to work scheme, gym memberships... You don’t have to blow the budget trying to outdo Google, but there are plenty of ways to make employees feel looked after.
Check in with your staff
Employee engagement surveys are the best way to track engagement and boost motivation. If your employees don’t like they are consulted or listened to, they will eventually leave. These surveys must be quick, easy and – crucially – regular. The bigger the gaps between surveys, the more pent up internal frustrations will become. And once the results are in, be sure concerns are acted upon swiftly to ensure trust isn’t lost.
Make your workplace fun
When colleagues feel like friends, work becomes infinitely more enjoyable. Encourage employee bonding with sports clubs, away days, team building weekends and group meals.
Prioritise orientation and onboarding
Leaving new employees to ‘get on with it’ is a surefire way to guarantee quick turnover: they need to be set up for success and friendly communication from their very first day. One of the easiest way to achieve this is by automating the onboarding process with a smart employee app. New starters will be able to contribute, and intranet features designed to engage long-term employees will do wonders for retention.
Think carefully about exit interviews
Exit interviews are a company’s secret weapon: a chance to ask for a completely honest answer (i.e. without an employee fearing awkwardness or recriminations) where your retention efforts could be improved.
When your staff feel happy, motivated and valued, they perform better. Needless to say, that has lots of advantages for everyone involved. Companies with high employee retention pull in far more revenue than companies without, and tend to have better customer experience and product offering to boot. Plus, staff turnover costs more than just money – it results in a decreased institutional knowledge, too. At the very least, a strong employee retention strategy will:
There are many excellent employee retention software offerings on the market. Blink brings together everything you need from an employee retention tool in one single app.
Employee experience is shorthand for an employee’s perception of the company that employs them. That perception could depend on factors such as their office (or lack thereof), colleagues, work-life balance, the employee retention software a business uses and the perks available. Every business should care about employee experience; therefore, it’s crucial that these factors are carefully considered, and that they contribute to making an employee’s work life more engaging and empowering.
Basic benefits like free coffee and annual leave are a good start – but, if you want to remain competitive, you need to offer more. Stellar employees will expect a company to go above the average to keep them happy and motivated. That doesn’t mean shell out on fancy lunches and big bonuses you can’t afford (although offering a competitive salary is certainly an important factor); instead, it requires treating employees with respect and compassion, and rewarding them in ways that feel meaningful to them.
Here are employee engagement ideas to transform their employee experience:
Start a two-way communication
How do you know whether an employee’s experience is positive or negative? By asking them. Develop a feedback culture where employees are listened to and able to shape the future of the company. When all employees have a voice in decision-making, they will feel far more invested in the long run. The best way to achieve this is a combination of ‘all-hands-on-deck’ meetings, resources for anonymous suggestions, and discrete employee engagement surveys to gather feedback.
Offer awesome perks
Perks are a brilliant way to encourage team bonding and foster goodwill. But while free lunches and Friday beers are fun, they may not necessarily be what your employees care about most. Instead, try to focus on the benefits that would have the most tangible positive impact on your employees’ lives, and tailor them if necessary. For instance, if you have a strong contingent of parents, childcare vouchers, flexible working and healthcare coverage will be most significant.
Invest in growth and development opportunities
Employees should feel like they’re continually learning. Prioritising their growth and development not only improves their experience and sense of ownership, but will make them an even stronger addition to your team. It’s an investment that will pay dividends in value over time. Allocate funds for a personal training budget if they’re available, or encourage them to attend seminars, conferences and training days.
Employees achieve their highest potential when they’re well-equipped: with clear communication, manageable expectations, helpful resources and smart technology. If any of those areas are lacking, their experience will be skewed off-balance; but luckily, technology can cover all bases when it’s leveraged correctly. A corporate communication platform helps to streamline communication and provide collaboration opportunities for companies of any size.
Encourage a healthy work/life balance
Employees can only thrive when they have a high quality of life – in the workplace and out of it. A healthy work-life balance is the single most important driver in job satisfaction: reduces stress, increases motivation and helps employees feel in control. Of course, this is subjective; it can be achieved by anything from encouraging managers to keep an eye on workloads to half days on Fridays. Additional professional development and team building sessions will help them return to work with fresh ideas and renewed commitment.
Whatever you do to encourage employee retention, commit to doing it properly. Initiatives will only have an impact if they are consistently delivered upon, and ‘thank yous’ should be tangible as well as focal. Employees need to know, unreservedly, that their hard work will be rewarded, and that they are heard, understood and appreciated; in other words, you need to walk the walk, not just talk the talk.
Employee engagement is the end goal. Employee experience is the means to that end: it will consider employee engagement at all touch points throughout the employment life cycle. Both require a culture where leaders and managers alike put themselves in the employees' shoes, and a strong internal communications strategy to keep employees aligned.
Yes! With the assistance of an employee experience platform (a bit of planning) you can build surveys which get great completion rates that will allow you to make positive changes based on honest feedback. Using Blink, you can easily create anonymous polls and surveys that make finding and then creating solutions to employee pain points easier.