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 (more on the top 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 (more on intranet industry solutions) 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.
All your answers about employee engagement answered. Email firstname.lastname@example.org if you have any others.
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
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.
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.
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.