Access & activation Communications Personalized experience Connected work Insights & intelligence Home The personalized mission control for every employee’s workday. Hub A centralized knowledge base for all your policies, links, and documents. Single sign-on Secure, one-click access to all your essential work tools. Events Organize and promote company events to drive attendance and awareness. [View all features](/content/blink-features/index.html) Connect the whole organization. Secure chat Real-time messaging that keeps your entire team safely connected. Voice & Video calling High-quality calling built specifically for your workplace colleagues. Live Streaming Broadcast all-hands and town halls directly to every mobile device. Blink Assist (AI) Your AI co-pilot for drafting posts and summarizing complex updates. [View all features](/content/blink-features/index.html) Connect the whole organization. Stories Modern, social-first updates that make company news feel engaging. Recognition Celebrate wins with public awards and peer-to-peer "thank yous." Communities Build belonging with discoverable, interest-based social groups. Employee Journeys Automate key milestones from day-one onboarding to work anniversaries. [View all features](/content/blink-features/index.html) Connect the whole organization. Digital forms Replace paper trails with mobile-friendly forms and instant data. Integrations Connect your tech stack to automate workflows and sync user data. Manager-led activation Empower local leaders to drive fast and effective app adoption. [View all features](/content/blink-features/index.html) Connect the whole organization. Surveys Capture real-time employee sentiment through pulse checks and deep-dives. Basic analytics ... [View all features](/content/blink-features/index.html) Connect the whole organization. SMB Explore how Blink can work for your company and role Enterprise Explore how Blink can work for your company and role Franchises Explore how Blink can work for your company and role Nonprofit Explore how Blink can work for your company and role [View all features](/content/intelligence/8-features-every-modern-intranet-platform-should-have#/index.html) Connect the whole organization. [View all features](/content/blink-features/index.html) Connect the whole organization. [View all features](/content/blink-features/index.html) Connect the whole organization. [View all features](/content/blink-features/index.html) Connect the whole organization. [View all features](/content/blink-features/index.html) Connect the whole organization. Product [Product overview](/content/product/product-overview/index.html) [Modern social](/content/use-cases/modern-social/index.html) [Employee engagement](/content/product/employee-engagement/index.html) [Internal communications](/content/product/internal-communication/index.html) [Digital access](/content/product/digital-access/index.html) [Analytics](/content/product/analytics/index.html) [Employee app](/content/use-cases/employee-app/index.html) [Modern intranet](/content/use-cases/modern-intranet/index.html) [Employee retention](/content/use-cases/employee-retention/index.html) [Employee experience](/content/use-cases/employee-experience/index.html) [Employee communications](/content/use-cases/employee-communications/index.html) [AI for frontline work](/content/product/frontline-ai/index.html) Features [Stories](/content/features/stories/index.html) [Blink Assist](/content/features/blink-assist/index.html) [Communities](/content/features/communities/index.html) [Hub](/content/features/content-hub/index.html) [Digital forms](/content/features/digital-forms/index.html) [Employee journeys](/content/features/employee-journeys/index.html) [Events](/content/features/events/index.html) [Live streaming](/content/features/live-streaming/index.html) [Manager-led activation\\ [News feed\\ [Recognition\\ [Chat\\ [Single sign-on\\ [Surveys\\ [Integrations\\ [Voice and video calling](/content/features/voice-video-calling/index.html) Product [Modern intranet](/content/use-cases/modern-intranet/index.html) [Product overview](/content/product/product-overview/index.html) [Modern social](/content/use-cases/modern-social/index.html) [Employee engagement](/content/product/employee-engagement/index.html) [Internal communications](/content/product/internal-communication/index.html) [Digital access](/content/product/digital-access/index.html) [Analytics](/content/product/analytics/index.html) [Employee app](/content/use-cases/employee-app/index.html) Features [Stories](/content/features/stories/index.html) [Events](/content/features/events/index.html) [Manager-led activation](/content/features/manager-led-activation/index.html) [News feed](/content/features/news-feed/index.html) [Recognition](/content/features/recognition/index.html) [Chat](/content/features/chat/index.html) [Single sign-on](/content/features/single-sign-on/index.html) [Surveys](/content/features/surveys/index.html) [Integrations](/content/features/integrations/index.html) [Live streaming](/content/features/live-streaming/index.html) [Voice and video calling](/content/features/voice-video-calling/index.html) A single source of truth for your workforce. Reach every employee instantly. Keeping your team motivated. Digitize processes and automate workflows. Real-time messaging that keeps your entire team safely connected. High-quality calling built specifically for your workplace colleagues. Broadcast all-hands and town halls directly to every mobile device. Your AI co-pilot for drafting posts and summarizing complex updates. Modern, social-first updates that make company news feel engaging. Celebrate wins with public awards and peer-to-peer "thank yous." Build belonging with discoverable, interest-based social groups. Automate key milestones from day-one onboarding to work anniversaries. Replace paper trails with mobile-friendly forms and instant data. Connect your tech stack to automate workflows and sync user data. Empower local leaders to drive fast and effective app adoption. Capture real-time employee sentiment through pulse checks and deep-dives. ... Explore how Blink can work for your company and role Explore how Blink can work for your company and role A single soExplore how Blink can work for your company and roleurce of truth for your workforce. Explore how Blink can work for your company and role Intranet 7 min read # 8 Must-Have Features in a Modern Intranet Platform Is your intranet stuck in the past? These 8 features separate modern intranet platforms from outdated tools. Includes mobile, AI, and UX essentials. Jess DeVore Published: January 8, 2026 Last updated: January 8, 2026 What we'll cover [Is your employee intranet actually working for your team — or is it just taking up space?](/content/intelligence/8-features-every-modern-intranet-platform-should-have#is-your-employee-intranet-actually-working-for-your-team-or-is-it-just-taking-up-space/index.html) [8 must-have modern intranet features](/content/intelligence/8-features-every-modern-intranet-platform-should-have#8-must-have-modern-intranet-features/index.html) [Making work easy and enjoyable with a modern intranet app](/content/intelligence/8-features-every-modern-intranet-platform-should-have#making-work-easy-and-enjoyable-with-a-modern-intranet-app/index.html) ## Is your employee intranet actually working for your team — or is it just taking up space? Today’s workforce is mobile, distributed, and digitally savvy. They manage their finances, shopping, and social lives through beautifully designed apps — and they expect workplace tools to keep pace. When an intranet doesn’t, [employees steer clear](/content/intelligence/7-reasons-your-employees-hate-your-intranet-and-how-to-win-them-back/index.html). That’s why clunky, desktop-first platforms are quietly being replaced by [modern intranets](/content/intelligence/modern-intranets-why-you-need-one-and-what-they-look-like/index.html) and employee apps designed for how people actually work in 2026 — not how they used to. Simply put: Most intranets don’t fail because they’re missing features. They fail because no one actually wants to use them. A modern intranet needs to be more than a static homepage or a document dumping ground. It’s a living, breathing hub that helps employees do their best work. It connects people, information, and tools — all in one place. And crucially? It’s designed around how employees actually work now, not how they used to. So what separates a truly modern intranet from versions that have come before? Meet the eight features you’ll find on any cutting-edge intranet platform. ## 8 must-have modern intranet features Whether you’re planning to [update an outdated intranet](/content/intelligence/not-your-parents-intranet/index.html) or find a completely new solution, here are the must-have intranet features you need — and why they matter. ### 1\. A mobile-first experience Let’s start with a non-negotiable. A modern intranet should be mobile-first. It should be designed for mobile devices as a priority, not retrofitted later as part of a clumsy glow-up. Because shrinking a desktop intranet down to fit a teensy smartphone screen just doesn’t cut it for user experience. A modern intranet app features: - **Full functionality** — not a slimmed-down version of your desktop platform - **Intuitive navigation** via a user-friendly dashboard - **Easy access**, even for employees without a corporate email address - **A consistent experience** across both mobile and desktop #### What makes this a modern intranet must-have? Work doesn’t just happen at a desk. Employees are on shop floors, hospital wards, construction sites, and warehouses. Even desk-based employees are increasingly hybrid, remote, or on the move. If your [company intranet](/content/intelligence/company-intranet-what-is-it-and-ideas-to-improve-it/index.html) only works well on desktop, you’re excluding a huge chunk of your workforce. A mobile-first intranet app closes communication gaps, puts resources within easy reach, and creates an equitable digital employee experience for everyone. So it’s easy to check policy updates, swap shifts, and even submit a safety report — all via smartphone and all in the flow of work. ### 2\. A central hub for information One of the central promises of any intranet is simple: a single source of truth. That means: - Policies, handbooks, and standard operating procedures all living in one place - A clear structure and ownership for every piece of content - Content management tools — so it’s easy for admins to see what needs updating when #### What makes this a modern intranet must-have? Many organizations still have information scattered across [Microsoft 365 SharePoint sites](/content/intelligence/the-hidden-it-tax-of-sharepoint/index.html), email attachments, shared drives, and unofficial WhatsApp chats. Employees aren’t sure where to look for resources or, when they do lay their hands on the right document, whether the information it contains is up to date. A [central hub](/content/features/content-hub/index.html) makes information reliable and easy to find. Employees spend less time digging around for documents and resources, so productivity and collaboration improve. ### 3\. Powerful search and discovery Even the best content is useless if no one can find it. So modern intranets treat search functions as a core feature, not an afterthought. They provide a fast, intuitive experience — with filters, tags, and clear navigation. They surface the _right_ content, not just the most recent. #### What makes this a modern intranet must-have? Advanced search functionality saves time, reduces queries to managers, and helps employees find the answers they need in seconds. This is particularly useful for busy frontline teams who don’t have time to hunt for the information they need. ### 4\. Built-in communication tools A modern intranet mobile app goes beyond storage. It acts as a communication hub, bringing together knowledge, company news, _and_ collaboration tools. We’re talking: - A social-media-style [**news feed**](/content/features/news-feed/index.html) for company updates and culture building - [**Chat tools**](/content/features/chat/index.html) for quick team messaging - [**Live streams**](/content/features/live-streaming/index.html) and [**video conferencing**](/content/features/voice-video-calling/index.html) for real-time social collaboration - [**Employee surveys and polls**](/content/features/surveys/index.html) to give everyone a voice Employees get [two-way communication channels](/content/intelligence/two-way-internal-communications/index.html), easy access to workplace updates, and a cohesive intranet experience. #### What makes this a modern intranet must-have? With fewer tools and tabs, it’s easy for employees to get up to speed. People are also more likely to act on your comms — they can click on a link within a message and head straight to the intranet resources it relates to. With built-in tools, employee communication becomes more streamlined, effective, and engaging. And your intranet becomes _the_ go-to place for company comms. ### 5\. Easy access to other systems Are there barriers between your intranet and the other digital workplace systems you use? Then you’re adding friction to the work day — and missing out on another essential modern intranet feature. The [best intranets](/content/intelligence/top-intranet-software-providers/index.html) act as a digital front door for your organization. From one simple dashboard and a single set of login details, employees can access all the tools they need to do their work well. No juggling passwords or hopping between tabs. They can check a payslip in the HR system, complete an online training module, view inventory information — all in a couple of clicks, right from your intranet platform. #### What makes this a modern intranet must-have? When your intranet acts as a [digital hub](/content/product/digital-access/index.html), providing [single sign-on](/content/features/single-sign-on/index.html) and deep [integrations](/content/features/integrations/index.html) with your existing systems, work flows more smoothly. Employees spend less time navigating tools and more time actually using them. The payoff is less frustration, fewer support requests, and higher adoption of the software you’ve already invested in. ### 6\. Social and engagement features Work isn’t just about tasks and to-do lists. It’s about people — and your intranet should reflect that. It needs social features that feel natural and intuitive. A news feed where employees can react, comment, and start new conversations. Quick-fire polls. Communities of coworkers. Short-form video stories. Public recognition that makes great work visible. This [modern social](/content/use-cases/modern-social/index.html) experience mimics the apps employees love to use away from work. And — done well — it doesn’t add to the noise. With smart targeting and personalization, employees see relevant, engaging content every time they log in. #### What makes this a modern intranet must-have? Employees want to feel seen, heard, and connected. Social and engagement features give them a shared space to interact — a [digital water cooler](/content/intelligence/meet-your-newest-digital-water-cooler-your-employee-intranet/index.html) where people can gather, no matter their location, shift, or time zone. This is great for building company culture and improving employee engagement. It’s particularly useful for dispersed teams who don’t always get to see their coworkers face to face. ### 7\. Simple administration and governance Modern should never mean hard to manage. Behind every great intranet experience is a setup that’s easy to run — _without_ constant IT involvement. That means: - Simple publishing workflows - Clear permissions and controls - Easy audience targeting - Straightforward governance for content creation #### What makes this a modern intranet must-have? When administration is too complex, content delivery slows down. Pages go stale. Updates get stuck in approval loops. Before long, people stop trusting the intranet. And once you’ve lost that trust, it’s very hard to get employees back onto the platform. The best intranet sites give comms, HR, and operations teams the confidence to manage their piece of the intranet independently. That agility keeps information fresh, accurate, and timely. ### 8\. Analytics that show what’s working Last on our list of must-have modern intranet features it’s [analytics](/content/product/analytics/index.html). Because it’s no longer enough to publish content and hope for the best. Internal teams need data that helps them understand: - Who’s logging in? - What content is being read? - Where engagement is high (or low) - How adoption changes over time The best employee intranets provide clear, actionable insights. They present data clearly and allow you to drill down into that data to reveal trends and causes. #### What makes this a modern intranet must-have? Employee expectations and needs are liable to change. So, to keep pace, you need tounderstand the intranet experience inside out. With access to usage, reach, and engagement data, you can continuously improve your intranet. You can make it more relevant, more engaging, and more valuable over time. So employees consistently get value from the platform and actually enjoy logging in each day. ## Making work easy and enjoyable with a modern intranet app When all the right pieces come together, your [intranet becomes an employee magnet](/content/intelligence/make-your-intranet-an-employee-magnet/index.html). It also makes work a whole lot easier. Employees don’t waste time hunting for answers or switching between tools. People communicate and work together easily. Culture shows up in everyday moments — not just leadership announcements. That’s the difference between an intranet people avoid and one they rely on. Between a platform you’re simply paying for and one that actually gets used. If your intranet still feels like a filing cabinet — or if it’s missing _any_ of the modern intranet features we’ve covered above — it’s time for an upgrade. ### Frequently asked questions #1\. Are intranets still a thing? Yes, intranets are still a thing. But not in their traditional form. Desktop-only intranets are a thing of the past. In their place, organizations are using modern intranets and intranet apps. These are mobile-first hubs that connect people, tools, and information — and better meet the needs of today’s workforce. #2\. What is a modern intranet platform? A modern intranet platform is a digital hub. It combines internal communication, knowledge, access to tools, and engagement features in a mobile-first, user-friendly interface. #3\. What are mobile intranet apps? Intranet apps are mobile versions of mobile intranet platforms. They allow employees — especially frontline and deskless workers — to access information, communication, and tools from their smartphones. #4\. What are the top features to look for in a modern intranet platform? Key features of a modern intranet include mobile-first design, a central content hub, strong search, built-in communication tools, integrations, social media-style tools, easy administration, and useful analytics. #5\. How do you migrate from a traditional intranet to a modern employee intranet platform? Start by auditing your existing intranet content and getting to know employee intranet needs. Then, choose a mobile-first platform, prioritize high-value content, and launch with clear communication and training. A good intranet provider will offer support throughout the migration and launch process to ensure high adoption rates. ‍ **Blink. And** [**get a modern intranet app fit for today’s workforce**](/content/demo/index.html) **.** ## Is your employee intranet actually working for your team — or is it just taking up space? Simply put: Most intranets don’t fail because they’re missing features. They fail because no one actually wants to use them. A modern intranet needs to be more than a static homepage or a document dumping ground. It’s a living, breathing hub that helps employees do their best work. It connects people, information, and tools — all in one place. And crucially? It’s designed around how employees actually work now, not how they used to. So what separates a truly modern intranet from versions that have come before? Meet the eight features you’ll find on any cutting-edge intranet platform. ## 8 must-have modern intranet features ### 1\. A mobile-first experience Let’s start with a non-negotiable. A modern intranet should be mobile-first. A modern intranet app features: #### What makes this a modern intranet must-have? ### 2\. A central hub for information One of the central promises of any intranet is simple: a single source of truth. That means: #### What makes this a modern intranet must-have? Employees aren’t sure where to look for resources or, when they do lay their hands on the right document, whether the information it contains is up to date. ### 3\. Powerful search and discovery Even the best content is useless if no one can find it. So modern intranets treat search functions as a core feature, not an afterthought. They provide a fast, intuitive experience — with filters, tags, and clear navigation. They surface the _right_ content, not just the most recent. #### What makes this a modern intranet must-have? ### 4\. Built-in communication tools A modern intranet mobile app goes beyond storage. It acts as a communication hub, bringing together knowledge, company news, _and_ collaboration tools. We’re talking: #### What makes this a modern intranet must-have? With built-in tools, employee communication becomes more streamlined, effective, and engaging. And your intranet becomes _the_ go-to place for company comms. ### 5\. Easy access to other systems #### What makes this a modern intranet must-have? The payoff is less frustration, fewer support requests, and higher adoption of the software you’ve already invested in. ### 6\. Social and engagement features #### What makes this a modern intranet must-have? ### 7\. Simple administration and governance Modern should never mean hard to manage. Behind every great intranet experience is a setup that’s easy to run — _without_ constant IT involvement. That means: - Simple publishing workflows - Clear permissions and controls - Easy audience targeting - Straightforward governance for content creation #### What makes this a modern intranet must-have? ### 8\. Analytics that show what’s working - Who’s logging in? - What content is being read? - Where engagement is high (or low) - How adoption changes over time #### What makes this a modern intranet must-have? Employee expectations and needs are liable to change. So, to keep pace, you need tounderstand the intranet experience inside out. ## Making work easy and enjoyable with a modern intranet app That’s the difference between an intranet people avoid and one they rely on. Between a platform you’re simply paying for and one that actually gets used. If your intranet still feels like a filing cabinet — or if it’s missing _any_ of the modern intranet features we’ve covered above — it’s time for an upgrade. ### Frequently asked questions #1\. Are intranets still a thing? #2\. What is a modern intranet platform? #3\. What are mobile intranet apps? #4\. What are the top features to look for in a modern intranet platform? #5\. How do you migrate from a traditional intranet to a modern employee intranet platform? A good intranet provider will offer support throughout the migration and launch process to ensure high adoption rates. ‍ **Blink. And** [**get a modern intranet app fit for today’s workforce**](/content/demo/index.html) **.** What we'll cover [Is your employee intranet actually working for your team — or is it just taking up space?](/content/intelligence/8-features-every-modern-intranet-platform-should-have#is-your-employee-intranet-actually-working-for-your-team-or-is-it-just-taking-up-space-2/index.html) [8 must-have modern intranet features](/content/intelligence/8-features-every-modern-intranet-platform-should-have#8-must-have-modern-intranet-features-2/index.html) [Making work easy and enjoyable with a modern intranet app](/content/intelligence/8-features-every-modern-intranet-platform-should-have#making-work-easy-and-enjoyable-with-a-modern-intranet-app-2/index.html) ### Start your free trial today See how Blink helps frontline teams stay connected, informed, and engaged. [Try Blink](https://app.joinblink.com/#/start-trial/start) [Facebook icon](/content/intelligence/8-features-every-modern-intranet-platform-should-have#/index.html) [LinkedIn icon](/content/intelligence/8-features-every-modern-intranet-platform-should-have#/index.html) What to read next? \\ The hidden IT tax of SharePoint](/content/intelligence/the-hidden-it-tax-of-sharepoint/index.html) \\ 7 reasons employees aren’t using your employee intranet](/content/intelligence/reasons-employees-arent-using-your-employee-intranet/index.html) \\ 20 best productivity apps for 2025](/content/intelligence/best-productivity-apps/index.html) ### Related Blogs [Previous slide](/content/intelligence/8-features-every-modern-intranet-platform-should-have#/index.html)[Next slide](/content/intelligence/8-features-every-modern-intranet-platform-should-have#/index.html) [Roundup\\ \\ September 6, 2023\\ \\ **Employee experience vs. employee engagement: What’s the connection?** \\ One drives the other. Here’s how to get both right.\\ \\ \\ \\ Jess DeVore\\ \\ 14 min read](/content/intelligence/employee-experience-vs-employee-engagement/index.html) ## Employee engagement and employee experience are two of the most discussed topics in HR. But the relationship between them — how one leads to the other, and what that means for your strategy — doesn’t always get the same amount of attention. It’s less a case of [employee experience](/content/intelligence/what-is-employee-engagement/index.html) _vs._ [employee engagement](/content/intelligence/employee-experience/index.html) and more a case of employee engagement _and_ employee experience. The two aren’t competing concepts. They’re cause and effect. When employees enjoy a positive workplace experience — with the tools, information, relationships, and support they need to do their jobs well — engagement follows naturally. That being said, there are a few key differences between these terms. Let’s start by taking a closer look. ## Employee experience vs. employee engagement: What’s the difference? ### A definition of employee engagement Employee engagement is the degree to which employees feel invested in their work, committed to your organization, and motivated to bring their A-game. Engaged employees don’t just show up. They take initiative. They bring discretionary effort — the work they do above and beyond their job description, because they genuinely care about the outcome. They advocate for their organization and are significantly less likely to leave. Employee engagement is measured by: - How actively employees participate in organizational activities, communications, and initiatives - Employee productivity and performance - Employee satisfaction and sentiment - Employee retention rates This has a big impact on your business. Organizations with higher levels of engagement [consistently outperform](https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx) those without — in terms of customer satisfaction, productivity, retention, and profitability. ### A definition of employee experience Employee experience (EX) is the sum of every interaction an employee has with your organization, from first contact during recruitment through to their final day. It’s formed from company culture, workplace communication, career progression opportunities, employee benefits, well-being support, and the tech tools employees use every day. The interactions that create a sense of belonging, flow, and purpose contribute to a strong employee experience. Those that add confusion or frustration do the opposite. Every touchpoint is an opportunity to bolster — or erode — a positive experience. The good news? You can actively design an employee experience that works for your organization through a process of [employee experience management](/content/intelligence/employee-experience-management/index.html). By understanding what employees need from your workplace and systematically improving the moments that matter, organizations can shape an experience that consistently supports engagement. ## Employee engagement and employee experience: What’s the connection? Employee engagement and employee experience may be two separate concepts. But they’re closely related. Employee experience lays the foundations for employee engagement. An employee experience manager develops an [employee experience strategy](/content/intelligence/employee-experience-strategy/index.html). They design employee journeys that meet employee needs. Employee engagement then improves. Here’s how that could play out: You launch a regular leadership Q&A → Employees feel heard and informed → Trust and company loyalty improve You train managers to deliver regular employee recognition → Employees feel valued → Motivation and discretionary effort improve You replace your clunky intranet with a new employee app → All employees access the same up-to-date content hub → Employees feel empowered and performance improves Ultimately, you can’t engage employees who don’t have the tools to do their jobs. You can’t build commitment from employees who feel disconnected from leadership and culture. You can’t retain employees who don’t feel recognized, developed, or heard. [Engagement activities](/content/intelligence/employee-engagement-ideas/index.html) are unlikely to land unless there’s a solid commitment to employee experience supporting them. ## Employee engagement and experience in action Japanese ramen bar Tonkotsu has 16 restaurants across the UK and 245 frontline employees. Back in 2018, the organization had an employee experience problem. - Only 10% of staff had access to the resources and documents they needed - Communication took place over WhatsApp, and employees routinely received work messages on their days off - With no shared communication channels, building a strong company culture across multiple sites was impossible Co-founder Emma Reynolds recognized the frustration this was causing and set out to fix it. Tonkotsu partnered with [Blink](/content/site-root.html) and launched its mobile-first employee app across the workforce. That meant: - **A content hub:** Employees had easy mobile access to relevant documents like updated menus and food safety regulations. - **Instant messaging:** With private and group chat tools, managers could coordinate teams and shifts without resorting to WhatsApp. Intelligent “do not disturb” functions kept work messages to working hours. - **A news feed:** The company could share interactive content, recognizing employee achievements and sharing restaurant updates across sites. The result? Tonkotsu successfully improved its employee experience. By improving internal communications, processes, and company culture, employees felt more valued and empowered. Engagement followed. 99% of employees are now active Blink users, and performance and company connection have improved significantly. [Read the full Blink & Tonkotsu case study](/content/case-studies/tonkotsu?_gl=1*1kjdbwf*_gcl_au*OTA1ODI0ODAzLjE3NzY5MzczNDA./index.html) ## Employee experience vs. employee engagement: Who, how, what? | | Employee experience | Employee engagement | | --- | --- | --- | | Who’s responsible for it? | Every leader in the organization. EX needs to be driven from the top down. Some organizations have dedicated employee experience managers; others distribute the responsibility across HR, IT, and comms. | HR, internal comms, and line managers are the primary drivers of employee engagement. | | How to improve it? | Through employee experience design. Developing effective tools, communication channels, and processes that support employees through every workday and across every life cycle stage. | With a strong experience foundation in place, HR, comms, and line managers can reinforce a culture of connection, recognition, and two-way dialogue, both through standard workplace practices and standalone engagement activities. | | What’s the end goal? | Fewer points of friction and a consistently positive experience for employees across the organization and at every phase of their journey. | More engagement, participation, and commitment, leading to better performance, lower attrition rates, and stronger commercial results. | ## The relationship between employee experience and employee engagement across the employee lifecycle At each key moment in the [employee lifecycle](/content/intelligence/build-employee-engagement-at-every-lifecycle/index.html), there’s an opportunity to build a stronger experience and deepen engagement. Here’s what that looks like in practice. ### Attraction and recruitment The recruitment process is the first experience candidates have with your company. A chaotic, uncommunicative, or disrespectful process creates an experience problem before employment has even begun. Keep candidates informed at every stage. Provide honest timelines. Treat unsuccessful applicants with care — they may be right for a future role, and they’ll talk about their experience regardless. When your process is straightforward and transparent, more top talent makes it to the offer stage — and new hires arrive on day one already engaged. ### Onboarding The first 90 days of employment are the most important for long-term engagement and retention. [69% of employees](https://www.octanner.com/en-gb/ebooks/an-onboarding-checklist-for-success) are more likely to stay with a company for at least three years after a great onboarding experience. A strong onboarding experience: - Gives new hires immediate access to the tools, information, and people they need - Sets clear expectations about role, culture, and progression - Creates open channels for questions and feedback from day one - Is consistent regardless of role, location, or manager You can tell if your onboarding experience is having the desired effect on employee engagement by looking for a few key signals. Is your new hire asking questions? Taking the initiative? Connecting with colleagues? These early behaviors are strong predictors of engagement and long-term retention. ### Performance reviews When performance reviews are done well, they build trust, clarify direction, and give employees a tangible sense of progress. When done poorly, employees leave deflated and uncertain. To ensure a positive employee experience, reviews need to be structured and fair. Managers should give sensitive, specific, and actionable feedback. They should also take employee career goals and training needs into account. ### Organizational change Engagement relies heavily on clarity, autonomy, and the belief that effort leads to meaningful outcomes. Poor change management undermines all the above. When change is communicated badly, employees experience uncertainty and anxiety. EX managers can play a critical role here: ensuring [change communications](/content/intelligence/communicating-change/index.html) are timely and transparent, explaining what’s changing and why, and providing a clear channel for employee questions. Organizations that involve employees in change — rather than announcing it at them — consistently see higher engagement through transition periods. ### Personal life events Illness, parental leave, bereavement, and returns to work after extended absence are pivotal moments in employee experience. How an organization responds in these moments has a lasting impact on trust, loyalty, and engagement. In the best organizations, these moments are designed deliberately — with clear return-to-work processes, structured support, and genuine check-ins. Employees who feel cared for at challenging points in their lives are significantly more likely to feel connected to — and engaged with — your organization. ### Exit The exit interview is a great opportunity for honest feedback. Departing employees can tell you what contributed to their decision to leave and what would have made them stay. Plan this experience as carefully as the ones that come before it. A thoughtfully conducted exit interview can surface EX improvements that benefit every employee who follows. Engaging employees at this point in the employee lifecycle also protects your employer brand and increases the likelihood of future referrals or returns. Don’t forget: Employees can continue to advocate for — or against — your organization long after they’ve left. So it’s important to make their final experience a good one. ## The relationship between employee experience and engagement in day-to-day work The lifecycle moments above matter enormously. But employee experience and engagement are also built into the daily rhythm of work. ### Tech tools Today’s employees expect workplace technology that works as intuitively as the apps they use in their personal lives. When it doesn’t, the experience impact is significant. [Over half of workers (56%)](https://www.forbes.com/sites/bryanrobinson/2025/10/04/digital-tool-fatigue-eroding-mental-health-and-career-productivity/) say tool fatigue — caused by toggling, alerts, and redundant platforms —negatively affects their work each week. And [27% of workers](https://www.ivanti.com/resources/research-reports/2025-digital-employee-experience-report) say they regularly use unauthorized tech out of frustration with their employer-provided tools. The most common [digital employee experience](/content/intelligence/digital-employee-experience/index.html) issues include: - **Fragmented access**— multiple logins and passwords to access workplace systems - **Poor mobile experience**— tools designed for desktop use that are difficult or impossible to navigate on smartphone - **Information silos**— updates, policies, resources, and conversations scattered across different platforms with no single source of truth - **Notification overload**— too many channels competing for attention - **A lack of personalization**— tools that don’t fit employee workflows When you address these issues, and implement tech tools that genuinely work for employees, engagement (with both your software ecosystem and the wider organization) follows. ### Internal communications The quality of internal communication is one of the biggest factors in employee experience. Good internal communication is timely, two-way, targeted, and accessible on the devices employees actually use. The best messages are engaging — using video, images, and interactive formats that invite comments, reactions, and shares rather than passive receipt. So are your internal comms up to scratch? From an experience perspective, ask these questions: Are communication channels easy to use? Do they reach every employee, including those without desktop access? Do they support two-way dialogue or only top-down broadcasting? And from an engagement perspective: Are employees using the channels provided? Are they raising issues, sharing feedback, and connecting with colleagues? What opinions and feelings are being expressed on internal comms channels? **Read more:** [**11 intranet content ideas to boost employee engagement**](/content/intelligence/intranet-content-ideas-to-boost-employee-engagement/index.html) ### Recognition When employee recognition hits the mark, employees are more engaged and [45% less likely](https://www.gallup.com/analytics/472658/workplace-recognition-research.aspx) to leave their roles within two years. So incorporate regular, timely, and authentic recognition into the employee experience. Deliver it over the channels employees already use, so staff are more likely to actually see it. Encourage peer-to-peer recognition, too. Good EX design makes it easy for anyone in the organization to recognize anyone else — in just a few taps. ### Employee feedback The feedback experience tells employees whether their voice genuinely matters — and that belief is a major [driver of engagement](/content/intelligence/drivers-of-employee-engagement/index.html). If surveys are long and cumbersome, if feedback is collected but never visibly acted on, if feedback channels are inaccessible to frontline workers, you send a clear signal: Speaking up simply isn’t worth the effort. To craft an effective feedback experience, send out quarterly engagement surveys, pulse surveys, and quick-fire polls. Also, be sure to close the feedback loop — tell employees what you’ve learned and what you’re going to do next, then keep them updated on progress. When employees see their input lead to visible change, they’re far more likely to keep contributing, sharing ideas, and engaging with your organization. ## Driving frontline employee experience and engagement Frontline employees represent the majority of the global workforce. They’re also the employee group most likely to report poor employee experience and low levels of engagement. ### The specific challenges frontline employees face Frontline workers don’t typically sit at a desk. When they do get access to a desktop computer, it’s usually a shared portal in the break room with a queue forming behind them. Few frontline workers have a corporate email address, and — working in industries like retail, transit, hospitality, or healthcare — they rarely interact directly with senior leadership or office staff. This means frontline workers are more likely to feel isolated from company culture, less likely to receive consistent recognition, and less likely to have the tools and information they need. In organizations with both frontline and desk-based employees, a gap emerges. [Almost half (49%)](https://fortune.com/2024/10/29/gen-z-burnout-frontline-customer-service-workers/) of frontline workers say that there are two separate cultures at play: “One for the frontline and one for everyone else.” This experience gap is a significant driver of frontline attrition and — among those who stay — low levels of engagement. ### What good frontline EX and engagement looks like Closing this gap and [building a better frontline employee experience](/content/intelligence/building-a-better-frontline-employee-experience/index.html) requires tools and strategies built specifically for the realities of deskless work: **Mobile-first communication.** Updates, recognition, and resources delivered to employee smartphones — no memo boards, no word-of-mouth, no corporate email required. **Clear, relevant communication.** Frontline workers won’t stop to read a lengthy PDF on a shift. They need succinct, multimedia content targeted to their roles. **Two-way channels.** Chat tools, polls, and feedback mechanisms that work on mobile give frontline workers the same ability to contribute as their desk-based co-workers. **Streamlined admin.** Shift swapping, leave requests, payslip access — all manageable from the same app, without logging into a separate system. **Co-worker connection.** Frontline work can be lonely. Access to workplace communities and instant messaging helps deskless workers connect, collaborate, and experience a real sense of belonging. When organizations get frontline employee experience right, the impact is huge. Employees get equal access to updates, tools, resources, and development opportunities. They can chat with co-workers and managers and feel part of company culture. This improves engagement and retention in frontline teams. ## How to improve employee experience at your organization Not sure where to start? Here's a practical process for identifying EX issues and addressing them systematically: **Audit your current experience.** Gather available data — engagement survey results, attrition rates, platform analytics, HR query volumes. Talk to employees across roles and locations. Identify the employee experiences that are creating the most friction. **Define your goals.** Set specific, measurable EX objectives tied to business outcomes — reducing 90-day attrition, improving survey response rates, reducing avoidable HR tickets. **Prioritize high-impact moments.** Design employee experience initiatives, focusing first on moments that have the most significant impact on engagement — onboarding, daily communication quality, recognition, and manager enablement. **Invest in the right technology.** A mobile-first [employee experience platform](/content/intelligence/employee-experience-software/index.html) that reaches every employee — including those without a desk — helps you make EX improvements at scale. **Close feedback loops.** Gather employee feedback continuously, act on it visibly, and communicate what you've done. You’ll make employees a valuable source of EX insight. **Measure.** Track behavioral signals, sentiment data, and business outcomes to understand your progress. **Iterate.** Employee experience is never finished. The organizations with the strongest EX are the ones that treat improvement as a continuous discipline, not a one-time project. Once you’ve made employee experience an organizational priority, employee engagement activities stand to make a bigger impact. **Want employee engagement inspiration? Take a look at our article:** [**67 employee engagement ideas that actually work (2026)**](/content/intelligence/employee-engagement-ideas/index.html) ## Key metrics to measure experience and engagement success Employee experience design is the input. Employee engagement is the result. But employee engagement scores aren’t the only way to track the success of your initiatives. We can break KPIs down into three key categories: behavioral signals, sentiment, and business outcomes. ### Behavioral signals Behavioral signals are the observable actions employees take in response to your experience and engagement efforts. Depending on the employee experience changes you’ve been making, this might include: - Platform adoption and active usage rates - Survey response rates - Recognition activity - Content engagement - Community participation and joins - Number of HR and IT tickets - Benefits enrolment - Manager check-in frequency - Internal mobility - Time-to-completion for key workflows - Employee referrals ### Sentiment data Sentiment data reveals the _why_ behind those behavioral signals. It gives you great insight into how employees are feeling about their employee experience. To gather this data, conduct a sentiment analysis of comms channel comments and open-text survey responses. You can also use recordings from any focus groups and one-to-one interviews you’ve conducted, alongside manager feedback. ### Business outcomes This layer of your measurement stack connects experience and engagement to organizational performance. It’s a way to go beyond employee engagement as the definitive KPI, and make the case for ongoing investment in EX and engagement initiatives. Metrics related to business outcomes include: - Employee retention - Absenteeism - Time-to-proficiency for new hires - Customer satisfaction scores - Productivity per employee - Quality / error / defect rates - ROI on employee learning - Revenue and growth Viewed together, these three layers of measurement give organizations a coherent, evidence-based picture of what’s working, what isn’t, and where to focus next. ## Employee experience and engagement software: Tools that support your strategy The right technology makes EX and engagement initiatives scalable, consistent, and measurable. They have a positive impact on your EX and engagement capabilities — and on the digital employee experience, too. But there are lots of software solutions out there, all claiming to provide what you need. So how do you choose the right tools for your organization? First, bear in mind that some software acts as a point solution. It addresses only one aspect of experience or engagement while leaving gaps that require additional tools. Using these tools, you can end up with a chaotic tech stack that undermines the very experience you’re trying to improve. The best employee experience and [employee engagement software](/content/intelligence/employee-engagement-tools/index.html) consolidates multiple capabilities into a single, intuitive platform. When evaluating your options, look for: - **Interactive employee communication channels** — a [news feed](/content/features/news-feed/index.html), [chat](/content/features/chat/index.html), [live Q&As](/content/features/events/index.html), and [community spaces](/content/features/communities/index.html) that support genuine two-way dialogue - **A unified content hub** — searchable, up-to-date, and accessible from any device - **Survey and recognition tools**— built-in and mobile-accessible - **HRIS and systems integrations** — with the [deep connections](/content/features/integrations/index.html) and [single sign-on capability](/content/features/single-sign-on/index.html) that help to streamline workflows - **AI-powered personalization** — so you can automatically deliver the right content to employees at the right time - **Analytics**— real-time visibility into engagement, content performance, and adoption by team and location Most importantly: Employees have to want to use it. That means choosing mobile-first software that offers the same consumer-grade experience as the apps employees use in their personal lives. Because a platform nobody uses will fail to move the dial on either experience or engagement. **Start your search: 15 best employee experience software platforms for 2026** ## Employee experience and employee engagement: Two sides of the same coin Employee experience and employee engagement aren’t separate initiatives. They’re two sides of the same organizational commitment to its people. Get the experience right — the tools, the communication, the recognition, the development, the culture — and engagement follows. Let the experience decline, and no engagement initiative will compensate for it. The organizations that understand this relationship, invest in the infrastructure to support it, and measure it with the rigor it deserves are the ones building workforces that perform and stay. **Blink. And** [**learn how our mobile-first platform supports both EX and engagement.**](/content/site-root.html) [News\\ \\ December 4, 2024\\ \\ **Meet Chris Long Melton** \\ Driving Instructor for Stagecoach\\ \\ \\ \\ Jess DeVore\\ \\ 1 min read](/content/intelligence/chris-long-melton/index.html) ## What makes him awesome? Chris has been with Stagecoach since June 2014, making this year his 10th anniversary! Starting out as a driver, he is based on the Lincoln depot. Chris consistently goes above and beyond in his role, adapting brilliantly to late changes to his working rota and the work contained in it. The nature of the transport industry and staffing needs means no two weeks are the same, as we have to meet demand. Chris is ultra reliable all the time and never balks at extra work. If Chris says he can't do something for us, there is always a very good reason for that. I feel he deserves recognition for all he gives to both the Training Team, and the drivers he is responsible for. ## What does he want to do next? Anything we want him to do, he will turn his hand to it. The sky’s the limit! ### Nominated by: David Earl, Delegated Driving Examiner [Roundup\\ \\ July 22, 2025\\ \\ **10 Best Jostle Alternatives for 2026, Ranked** \\ Looking for Jostle alternatives? Compare 10 employee engagement and intranet platforms on features, G2 ratings, pricing, and deployment ease.\\ \\ \\ \\ Jess DeVore\\ \\ 5 min read](/content/intelligence/jostle-alternatives/index.html) Looking for a Jostle alternative that fits your internal communication or employee experience goals better? Whether you're aiming for a more modern UX, greater mobile accessibility, or better analytics, you've come to the right place. In this guide, we explore the **top 10 alternatives to Jostle**— with detailed comparisons on features, pricing, reviews, and suitability — so you can make the best choice for your organization. ## What to look for in a Jostle alternative Before choosing your next platform, it’s essential to understand what separates the best **Jostle alternatives** from the rest. Whether you're upgrading your [employee intranet](/content/intelligence/meet-your-newest-digital-water-cooler-your-employee-intranet/index.html), switching to a more intuitive [internal communication platform,](/content/intelligence/build-vs-buy-choosing-the-right-internal-communications-platform/index.html) or adopting [employee experience software](/content/intelligence/employee-experience-software/index.html) with better analytics and mobile access — here are the key features to prioritize: ### \#1\. Mobile-first design Look for platforms that prioritize **mobile accessibility**, especially if you have frontline, hybrid, or distributed teams. A Jostle replacement should offer native mobile apps with offline support, push notifications, and responsive design. ### \#2\. Two-way communication Modern comms tools should enableemployee feedback **,** not just top-down broadcasting. Tools with surveys, comments, polls, and chat improve engagement and support a transparent workplace culture. ### \#3\. Targeted messaging & personalization The best Jostle competitors let you segment your workforce and personalize updates by location, department, or role — ensuring that the right message reaches the right employee at the right time. ### \#4\. User-friendly interface A clean, intuitive UI helps boost platform adoption. Look for solutions that are easy to use for both end users and admins, with minimal training required. ### \#5\. Integrated ecosystem Ensure the tool integrates with your existing systems — such as **Microsoft 365**, **Google Workspace**, **HRIS**, **payroll**, or shift scheduling tools — to centralize information and streamline workflows. ### \#6\. Real-time analytics Powerful communication analytics help you measure reach, engagement, and campaign effectiveness. This is a crucial upgrade over Jostle’s limited insight capabilities. ### \#7\. Frontline communication tools If you serve deskless workers, you’ll want features like QR code logins, broadcast alerts, digital forms, and mobile-first feeds. These features make platforms like Blink a better choice for engaging non-desk teams. ### \#8\. Scalability and customization As your company grows, your intranet should grow with you. Choose a platform that supports multilingual content, governance, and custom branding as your workforce evolves. By keeping these capabilities in mind, you'll be better equipped to evaluate not just an intranet replacement — but a platform that powers the entire [employee communication lifecycle.](/content/intelligence/maximize-employee-lifecycle/index.html) ## Top 10 Jostle alternatives ### \#1\. [Blink](/content/site-root.html) (Best overall Jostle alternative) **G2 Rating:** 4.7/5 **Gartner Peer Insights:** 4.8/5 **Pricing:** Free trial available — [Start your free trial](https://app.joinblink.com/) **Overview:** Blink is an employee experience platform that goes beyond traditional intranets by combining communication, engagement, and productivity tools in a single mobile-first interface. It enables two-way communication, real-time targeting, and frontline accessibility that Jostle lacks. **Pros:** - Mobile-first experience designed for frontline, hybrid, and HQ teams - Smart content targeting and audience segmentation - Real-time analytics and engagement insights - Integrates with Microsoft 365, Google Workspace, HRIS, and payroll systems - Fast deployment with a free trial available **Cons:** - Does not offer a desktop-only intranet for organizations without mobile needs ### \#2\. Simpplr **G2 Rating:** 4.5/5 **Gartner Peer Insights:** 4.4/5 **Pricing:** Estimated $8–$12/user/month (custom quotes) **Overview:** Simpplr is a modern intranet platform with AI-powered personalization, search, and structured content experiences. It's designed to support internal comms and knowledge sharing, primarily for desk-based knowledge workers. **Pros:** - Sleek user interface and strong personalization features - Native integrations with Salesforce and Microsoft 365 - Good support for structured org-wide communications **Cons:** - Setup and onboarding can be complex - Lacks flexibility for frontline or mobile-first teams ### \#3\. Staffbase **G2 Rating:** 4.6/5 **Gartner Peer Insights:** 4.3/5 **Pricing:** Custom pricing **Overview:** Staffbase is a communications-first platform with mobile and desktop experiences. It offers a branded app, newsletter tools, and internal comms analytics — with a strong focus on top-down messaging. **Pros:** - Branded employee app for mobile communications - Easy publishing tools and editorial workflows - Excellent for large, distributed enterprises **Cons:** - Limited peer-to-peer or two-way communication features - Advanced features may require paid add-ons or integrations ### \#4\. Workvivo **G2 Rating:** 4.7/5 **Gartner Peer Insights:** 4.5/5 **Pricing:** Custom pricing (~$6–$9/user/month) **Overview:** Workvivo is a social intranet that combines engagement tools like shoutouts, polls, and live streams with content distribution. It’s geared toward companies looking to foster culture and community. **Pros:** - Social-first design boosts engagement - Easy to use with intuitive content tools - Supports recognition, wellness, and culture initiatives **Cons:** - Not ideal for task-oriented communications or operational updates - Can become cluttered in large orgs without moderation ### \#5\. Haiilo (formerly Smarp) **G2 Rating:** 4.4/5 **Gartner Peer Insights:** 4.3/5 **Pricing:** Custom pricing **Overview:** Haiilo focuses on employee communications and advocacy, enabling companies to distribute and amplify internal messages and external content. **Pros:** - Built-in advocacy tools for social sharing - Strong analytics for campaign tracking - Intuitive for content managers **Cons:** - Lacks full intranet or productivity suite features - Not ideal as a standalone hub for internal tools ### \#6\. Unily **G2 Rating:** 4.4/5 **Gartner Peer Insights:** 4.3/5 **Pricing:** Starts around $50,000/year **Overview:** Unily is an enterprise-grade digital workplace platform with a highly customizable intranet, multilingual support, and robust governance capabilities. **Pros:** - Enterprise-ready with deep customization - Excellent integration with Microsoft 365 - Highly secure and scalable **Cons:** - Expensive for mid-sized companies - Implementation can be complex and resource-heavy ### \#7\. MangoApps **G2 Rating:** 4.3/5 **Gartner Peer Insights:** 4.2/5 **Pricing:** Starts at $6/user/month **Overview:** MangoApps offers a modular intranet and collaboration platform where organizations can pick and choose features like messaging, wikis, task tracking, and HR portals. **Pros:** - Flexible modular pricing - Supports multiple use cases beyond communication - Simple UI with broad capabilities **Cons:** - Interface can feel outdated compared to newer tools - Requires configuration and training for full potential ### \#8\. Igloo **G2 Rating:** 4.2/5 **Gartner Peer Insights:** 4.1/5 **Pricing:** $8–$10/user/month **Overview:** Igloo provides a structured intranet ideal for content-heavy orgs with needs around documentation, department pages, and policy hubs. **Pros:** - Strong content management features - Suitable for policy-heavy or regulated industries - Supports team collaboration and forums **Cons:** - Less mobile-friendly than modern alternatives - More of a static portal than a dynamic engagement tool ### \#9\. Happeo **G2 Rating:** 4.6/5 **Gartner Peer Insights:** 4.4/5 **Pricing:** ~$10/user/month (based on org size) **Overview:** Happeo is a social intranet tailored for Google Workspace users. It offers channel-based communication and integration with Google tools like Drive and Calendar. **Pros:** - Deep Google Workspace integration - Quick deployment and low learning curve - Clean, social-style UI **Cons:** - Limited integration support beyond Google ecosystem - Less customizable than enterprise-grade tools ### \#10\. Noodle **G2 Rating:** 4.1/5 **Gartner Peer Insights:** Not listed **Pricing:** Starts at $6/user/month **Overview:** Noodle is a no-frills intranet platform geared toward small businesses. It offers employee directories, file sharing, and discussion forums. **Pros:** - Affordable and simple to use - Good for small, budget-conscious teams - On-premise or cloud deployment options **Cons:** - Dated UI and limited engagement tools - Lacks mobile-first design and integrations ## Final thoughts Jostle has served many organizations well, but its limitations around scalability, two-way engagement, and analytics have prompted many teams to look elsewhere. Platforms like **Blink** offer a more modern, mobile-first experience — giving you the power to connect, engage, and support every employee, no matter where or how they work. [Article\\ \\ June 11, 2025\\ \\ **How to build an internal creator culture** \\ Give your employees the mic — and watch your internal comms come to life.\\ \\ \\ \\ Jess DeVore\\ \\ 7 min read](/content/intelligence/how-to-build-an-internal-creator-culture/index.html) ## Internal communicators, it’s time to share the mic with your employees There are an estimated [50 million content creators](https://sproutsocial.com/insights/creator-economy/) worldwide. Alongside the A-listers and sports stars, there are lots of regular people posting videos, sharing stories, and creating content that connects. The social media giants have tapped into something. They know that people don’t just want to _consume_ content. They want to _contribute_. And in 2025, this creator mindset deserves a place within your [employee communications](/content/intelligence/the-ultimate-guide-on-employee-communication/index.html) strategy. An internal creator culture allows employees to react, comment, and share their own stories — you turn spectators into storytellers. Give the green light to employee-generated content (EGC) and you give your entire workforce a voice while taking engagement on your [internal communication channels](/content/intelligence/internal-communication-channels/index.html) through the roof. {{mobile-stories="/image"}} Want to drive this kind of mindset at _your_ organization? Here, we look at the benefits, risks, and tips you need to know when building an internal creator culture. ## Why internal communications needs creators, not just consumers Your comms pros are great at what they do, right? So what does EGC have that traditional comms doesn’t? ### \#1\. Authenticity Trust in leadership teams is down. In fact, Gen Z and Millennial workers are some of the least trusting in the workplace. [Humanizing your executive communications](/content/intelligence/human-voice-to-executive-communications/index.html) helps. But when someone has their guard up, it’s tough to make a human connection. Real stories from real employees hit different. Like Iman Pabani recently said in [_Fortune_](http://fortune.com/2025/02/14/gen-z-teens-experts-trust-influencers-tiktok/): “Credibility today isn’t about expertise but about who tells the most compelling story.” It’s not always slick and polished. But EGC is genuine. It reflects the real experiences of your workforce. Unscripted moments stick in the mind and spark conversations. {{human-internal-comms="/callouts"}} ### \#2\. Diversity When your internal comms team creates every piece of content, it can start to sound…well, like internal comms. Perspective and tone become repetitive and employees start to switch off. But hand the mic to your employees and you reflect your entire organization — not just the C-suite office. You can create [Insta-worthy internal comms](/content/intelligence/how-to-create-insta-worthy-internal-comms/index.html) that resonate with your digital natives. You can post frontline-focused and relevant content created _by_ frontline employees. You can respond with agility to the latest events and trends. EGC helps you showcase a more diverse range of voices and create a sense of community across your internal communications channels. **In a nutshell?** By sharing diverse and authentic voices, EGC [improves employee communications](/content/intelligence/13-ways-to-quickly-improve-internal-communications/index.html) and [employee engagement](/content/intelligence/12-ideas-to-increase-employee-engagement/index.html). It helps you build connection and trust across your organization — and develop a vibrant company culture. ## Busting the myths about employee-generated content Here at Blink, we’re big champions of EGC. But we know that not every organization approaches this topic with the same level of enthusiasm. Large companies are often a little wary about opening up their comms channels to employees. But their concerns don’t always reflect how EGC works in practice. So — in the hopes of settling a few nerves — here are some common EGC misconceptions and the reality behind them. ### “It’s risky.” Giving employees free rein to post on your internal communications platform can feel risky. But with the right guardrails in place, it’s empowering and effective. Here are some ideas for managing the risks associated with EGC: - Assign moderators to take down any content that fails to meet your creator guidelines - Only allow content online once it’s been approved by your comms team - Make an employee’s content visible to just their team — not the whole organization - Do a trial run to see how EGC fits within your content ecosystem With the right [internal communication tools](/content/intelligence/internal-communication-tools/index.html), there are lots of levers you can pull. You can fine-tune permissions and oversight to minimize the risks of EGC while maximizing the benefits. ### “People won’t participate.” Build it and they will come? But what if they don’t? Many comms pros are worried that they’ll enable and encourage an internal creator culture only for there to be tumbleweed — they’ll find that their employees simply aren’t interested in posting to company channels. If you have an organizational culture of [open communication](/content/intelligence/open-communication-importance/index.html), this is unlikely to be the case. You’ve already created the psychologically safe conditions that make content-sharing feel normal and fun. What’s more, remember that many of your employees are already creating content for their social media profiles. All it takes is a small shift in mindset and easy-to-use digital tools to harness their creative talent for your comms platform. ### “It’s just fluff.” Of course, your employees won’t be posting company news or financial forecasts. But their lighter style of content still brings a ton of value to your organization. Birthday shoutouts make employees feel seen. A behind-the-scenes video instills pride and morale. That “meet my team” post builds bridges between departments. With the help of EGC you can create a [digital water cooler](/content/intelligence/meet-your-newest-digital-water-cooler-your-employee-intranet/index.html) — a place where employees gather, connect, and find enjoyment in their work day. And its impact on your business shouldn’t be underestimated. EGC boosts culture and engagement — and moves the dial on big business metrics like employee satisfaction and retention. It’s not about jumping onto the latest [internal comms trends](/content/intelligence/8-internal-comms-trends-for-2025/index.html) and it’s far from “just fluff.” ## The building blocks of a creator culture Convinced that a creator culture can benefit your business? Here are the four pillars you need to put in place to make it happen: - **Tools.** The best workplace communication tools make life easy for employee content creators. They’re mobile-friendly, so creators can upload photo and video content straight from their smartphones. They provide in-built templates and AI support that guide employees to create the best possible posts. These comms tools also inspire interaction by giving your EGC audience a range of emojis, GIFs, and reactions to choose from. - **Permission.** Beyond the permission settings on your employee communication platform, you should aim for a company culture of psychological safety, where employees know that showing up and sharing is celebrated. That means normalizing imperfect content — the kind filmed on a hand-held smartphone screen. And leading from the top by getting business leaders to post personal or informal content first. - **Inspiration.** Kickstart creativity by showing employee content creators what’s possible on your internal comms platform. Showcase early EGC examples from real employees. Also, create content prompts, asking employees to share their content around a particular theme or hashtag. Give them inspiration and employees are much more likely to get involved. - **Feedback.** Positive reinforcement fuels more great content. So like, comment, and repost EGC on your networks. Encourage employee feedback. Give kudos publicly, celebrating creators and maybe even crowning a Creator of the Month. Also, share content stats, telling employee creators which types of communication are resonating and why — so they can create more of the same. ## How to start small and scale with EGC Still unsure how to get your EGC initiative off the ground? Here are some ideas for getting started. ### Start with a pilot Before you go all in, test the waters. Start an EGC pilot with a small group — how about your frontline employees, remote workers, or a group of culture champions? Give this group a clear brief. Allow them to post and view EGC. Then, after a month or so, dive into the [top metrics](/content/intelligence/12-metrics-kpis-effective-internal-communication/index.html) to gauge effective communication. How has this content performed in terms of likes, shares, and comments? Is this group logging onto the platform more often? Are employee engagement stats improving? If your pilot is a success, you can roll out your EGC initiative to the wider organization. ### Create a series Get the ball rolling and content creation brains ticking by launching a series. How about one of these ideas: - A day in the life (a behind-the-scenes look at employee workdays) - My why (insight into the things employees love about their jobs) - Work hacks (tips on how to bring your A-game and get the most from workplace tools) - Weekly win (one thing that went really well this week) Provide a few strong examples, regularly promote your series across employee communication channels, and keep the momentum going with reminders and reactions. ### Offer incentives When you’re just getting started with EGC, incentives can be useful. Gamification works well. Features like leaderboards, badges, and points for content creation can awaken employees’ sense of competition. Which means lots of great EGC for your news feed. Another idea? Offer tangible rewards, like gift cards, lunch vouchers, and professional opportunities. Perhaps a top content creator could represent their team in a leadership Q&A. But you don’t need to overthink it. Sometimes a few words of appreciation do more than any points system. Thank employees for their content creation efforts and you’ll inspire them to do more. ## Using EGC to elevate employee communications Employee-generated content is a breath of fresh air for your employee communications. It adds authenticity, fosters [two-way communication](/content/intelligence/two-way-internal-communications/index.html), and builds a real sense of community — all things traditional messaging can struggle to deliver. Employees enjoy logging onto your comms platform to see what their peers have shared. And once they’re there, your core messages are more likely to cut through. EGC also works wonders for company culture. A social feed full of real voices and relatable moments helps everyone feel seen, heard, and connected — which means a better [employee experience](/content/intelligence/employee-experience/index.html) and a workplace people genuinely want to be part of. If you’re just getting started with EGC, it needn’t be a mountain to climb. Start small, share content inspiration, and give employees the essential tools they need to be the voice your comms has been missing. **Blink. And build an internal creator culture at your organization.** [Comparison\\ \\ September 6, 2023\\ \\ **Internal vs External Communications: Key Differences** \\ What separates internal from external communications? Learn the key similarities, differences, and how to align both for a stronger brand voice.\\ \\ \\ \\ Jess DeVore\\ \\ 9 min read](/content/intelligence/internal-and-external-communications/index.html) At first glance, it seems that [internal communications](/content/use-cases/internal-communication/index.html) and external communications couldn’t be more different. External communication is all about sharing your brand and its messaging with people outside of your organization. This includes customers, stakeholders, and investors. Internal communication is focused on sharing key company developments with people inside your organization. It gives employees the information they need to do their jobs effectively. Because of this primary difference between internal and external communication, many companies treat these two forms of corporate comms as separate entities. They fail to see how their approach to external comms can inspire a better kind of internal communication. Here, we challenge that thinking. We look at the similarities and differences between internal and external comms — and share some ideas for [improving internal communication](/content/intelligence/how-to-improve-internal-communication/index.html) at your organization. ## Similarities between internal and external communications Let’s start by looking at all the things internal and external business communication have in common. ### Strategic importance Both external and [internal communications](/content/intelligence/internal-communications/index.html) are important to the success of your business. External communication is how you share your brand with customers and stakeholders. It’s how you convince people to trust in your brand and buy your products or services — and it has a clear impact on your bottom line. Internal communication is aimed at your employees. It supports day-to-day operations and helps you build a strong company culture. The link may not be as obvious but internal communication also has a big impact on your company’s profitability. That’s because, when you communicate effectively with employees, you stand to improve productivity, the customer experience, [employee engagement](/content/intelligence/what-is-employee-engagement/index.html), and [employee retention](/content/use-cases/employee-retention/index.html), all of which affect company profits. Therefore, both types of communication are essential to an organization — and both require a detailed schedule and strategy. ### Selling the brand and what it stands for You can use external and internal communication to sell your brand to respective audiences. To your external audience, you sell your external brand image. You show customers and collaborators what makes your brand unique — and why they should pick you over your competitors. To your internal communications audience, you sell your employer brand and company culture. You remind employees why your company is such a great place to work. Comms content differs depending on your audience. But there’s a guiding principle to bear in mind. Selling your brand is easier when you create an emotional connection between your organization and your audience. To do this, creative visuals and persuasive copy can do a lot of the heavy lifting. But you should also communicate a brand purpose that goes beyond increasing profits. You should highlight your company’s social purpose to both internal and external audiences. You can take things further with your internal comms. Clearly communicate your purpose, values, and strategy to employees. This helps your staff find meaning in their work — and understand how their efforts contribute to business goals — which means better motivation. To align employees with your purpose, values, and strategy, focus some of your [internal communications plan](/content/intelligence/engaging-ideas-for-your-internal-communication-plan/index.html) on the following: - **Making your senior execs accessible and accountable.** Holding monthly Q&As is a great way to align your on-the-ground team with long-term strategy goals. It’s also much easier for employees to relate to the humans behind your company than to a faceless corporation. - **Highlighting how your company has made a difference in the world.** Showcase positive customer case studies to show how your company is making a difference in people’s lives. Also, share any company activities that support people or the planet. - **Featuring employee perspectives.** Interview people from different departments and ask them what they do and what they like about their job. This helps people to build a bigger picture of their workplace and understand how everything fits together. ### Two-way conversations In both external and internal communications, communication used to travel one way. A brand and its leaders would speak. Customers and employees would listen. But social media changed things dramatically. It’s now easy for customers to interact with brands, comment on their social posts, ask questions, and post their online reviews. This shift from one-way conversations in external communication has changed expectations around [workplace communications](/content/intelligence/effective-workplace-communication-why-important-and-ways-to-improve-it/index.html) — and many organizations are now adopting a two-way approach as part of their internal comms strategy. Companies are involving employees in the company conversation — whether they work in the office, at home, or on the frontlines of the organization. They’re giving them a voice with the help of [employee surveys](/content/features/surveys/index.html), two-way communication channels, and meetings where their contributions are encouraged. Of course, making the decision to embrace two-way conversations can be a big deal for brands. They have to be prepared to respond to questions and criticism — from customers or employees. So why do it? Involving customers and employees in your communications is good for engagement. It helps to boost trust and loyalty, which benefits both employee and customer attraction and retention. For employees, two-way communication makes them feel valued and respected by your organization. This means they’re more likely to offer their valuable insights and perspectives — and they’re more likely to do their best work. ### The need for engagement Another similarity between internal and external communication is the need for engaging content. This is a given in external communication. Marketing and PR teams are tasked with making a brand stand out from the competition. They employ eye-catching visuals and interactive content to grab and hold customer attention. Typically, internal communication has lagged behind. But with the ["Tiktokification" of internal communications](https://www.forbes.com/councils/forbestechcouncil/2024/09/18/five-ways-tiktok-is-reshaping-workforce-communications/), dry, corporate comms are becoming a thing of the past. Just like customers, employees are more likely to engage with your content when it’s creative, interactive, and visually appealing. This is why many organizations are now posting social-media-style internal content to user-friendly, mobile-first communication channels. ### The need for targeting You maximize the impact of internal and external communications when you personalize content to your audience. Send the same external or internal information to everyone and your recipients will start to switch off from your comms. They assume that your messages are irrelevant to them and stop reading or watching them. So you need to segment your audiences. Then, create targeted content relevant to each group of customers or employees. For internal communications, you can segment employees by role, location, department, tenure, and team to ensure each employee only receives information relevant to them. Of course, there are some messages that all employees need to hear. But with proper segmentation, you don’t give retail staff an in-depth update on your work-from-home policy — or tell office-based staff about the next driver training session. Instead, all comms are appropriate and engaging. ### Measuring success Measurement is another important element of both external and internal communications. If you don’t set and track metrics, you can’t be sure that your communications are effective. So, just as you measure the impact of your external communication campaigns, you can set [internal communication metrics and KPIs](/content/intelligence/12-metrics-kpis-effective-internal-communication/index.html). You can identify your best content and assess levels of engagement, finding ways to hone your comms going forward. Also, in the same way that you’d conduct market research and seek customer reviews, seek feedback from employees. Use surveys to ask them about their [employee experience](/content/intelligence/employee-experience/index.html). Find out what they think about your internal communications. Then, make informed improvements. ## Differences between internal and external communications Internal and external comms clearly have a lot in common — and there are lots of external communication principles that you can apply to your internal messaging. However, there are some key differences between internal and external communication that you should bear in mind. ### Your audience Internal and external communications have different audiences: - Your **external communication audience** includes customers, stakeholders, business partners, investors, and the media. - Your **internal communication audience** includes your organization’s C-suite, managers, and employees. There is, however, some overlap. You need to share external messages with frontline employees so they can relay a consistent message to customers. ### Your communications team Usually, different teams are responsible for external and internal communications. External comms is often run by your PR or marketing teams. You may rely on agency or in-house staff. To communicate effectively with your employees, you need an [internal communications team](/content/intelligence/internal-communications-team/index.html). This is usually an in-house team that has regular contact with: - The leadership team - Marketing and PR - Operations - HR Your internal comms team will work with partners throughout the organization to ensure key messages are communicated consistently and employees have access to the information they need. ### Content The content you share with internal and external audiences is very different. External communication is all about marketing messages, customer support, and building a brand reputation. Examples of external communication content include: - A press release discussing the latest company news - Customer emails detailing a discount - An industry research report - An advertising campaign for a new product Via your internal communication channels, you’ll tend to share business updates, strategy details, operational information, and company culture. Examples of internal communication content include: - Rota changes - Health and safety updates - Details of your next company social - [Recognition](/content/features/recognition/index.html) for employee success The content you serve to your internal and external audiences may differ. But there are still some fundamentals that apply to both. Comms that demonstrate honesty and authenticity are better at building brand trust. So try to [communicate openly](/content/intelligence/open-communication-importance/index.html) across both internal and external communication channels. In internal communications, this means being transparent about company goals and challenges. And it means welcoming questions and ideas from employees. ### Communication goals The goal of external communication is to promote the company. You’re aiming to: - enhance the company’s reputation - generate sales and leads - build relationships with customers and stakeholders Goals for internal communications are different. Across internal comms channels, you’ll share practical and operational information to ensure the smooth running of your organization. But [effective internal communication](/content/intelligence/effective-workplace-communication-why-important-and-ways-to-improve-it/index.html) does more than convey essential, day-to-day guidance for employees. You can use your internal communications to: - share company values, goals, and purpose - strengthen co-worker relationships - recognize and motivate employees - facilitate collaboration Done well, internal communications helps you to build a company culture employees are excited to be part of. This is particularly important for remote, hybrid, and frontline teams. These employees miss out on the camaraderie of the office. It’s easy for them to feel disconnected from the organization and, as a result, less engaged in their work. Internal communications — and co-worker communication channels — provide a vital link to the organization. So use internal communications to improve the employee experience, boost employee engagement, and [reduce employee turnover](/content/intelligence/how-to-reduce-employee-turnover/index.html). Build these goals into your [internal communications strategy](/content/intelligence/internal-communication-strategy/index.html) and you’ll create a happier, more motivated, and more cohesive organization. ### Communication channels You can use some communication channels to speak to external _and_ internal audiences. You might use emails, webinars, conferences, and newsletters to reach employees, customers — and other company stakeholders. However, in general, you use different communication channels for each group. Your external audience gets updates via press releases, your company website, media news, and your social media accounts. You can also grab their attention with marketing campaigns and product launches. Internal communication takes place over internal channels. Offline channels include company meetings and notice boards. But the best internal communications strategies make the most of digital [communication tools](/content/intelligence/internal-communication-tools/index.html). [Modern intranets](/content/use-cases/modern-intranet/index.html) and [employee apps](/content/use-cases/employee-app/index.html) are a one-stop shop. They consolidate your internal communications and give internal comms teams all the tools they need to communicate with staff. Pick a mobile-first solution and employees can access your company comms from their smartphones, which is ideal for frontline and remote workers. You can also find internal communication platforms that provide social-media-style tools. They allow you to post interactive content on the company news feed and give employees the chance to like and comment. Whether your comms team wants to post a company-wide update, send out a survey, celebrate team success, or provide self-serve HR functions, it’s all possible with the right comms platform. ## Finding the right tool to support your internal communications strategy There are lots of similarities between internal and external communications — and lots of ways external comms can inspire more effective and engaging internal messaging. So segment your audience, measure success, embrace two-way conversations, and create interactive, visual content. Don’t underestimate the benefits better internal communications can bring to your organization. It has the power to improve employee engagement, customer experience, company culture, and employee retention. Also, remember that embracing the principles of external communication for your internal comms strategy is easier when you use mobile-first, social-media-style, digital communication tools. [Blink](/content/site-root.html) is an employee super-app, with all the tools you need to deliver relevant and engaging comms to employees. With Blink you can: - Create engaging, two-way communication with [news feed](/content/features/blink-feed/index.html) and [instant messaging](/content/features/chats/index.html) channels - Segment your audience so they only receive relevant communications - Launch a [content and HR hub](/content/features/hub/index.html), giving employees everything they need to do their jobs well - Measure the success of your internal comms with [analytics](/content/product/analytics/index.html) and [employee surveys](/content/features/surveys/index.html) #### Improve internal communications at your organization. [Request a Blink demo to get started today.](/content/demo?_gl=1*1fn5xl7*_gcl_au*MTQ0NDQ5NTYyMS4xNzIwNjA2MjM4/index.html) [News\\ \\ September 24, 2024\\ \\ **Blink announces strategic partnership with Cocentric to strengthen frontline engagement in the UK, EU, and APAC** \\ Collaboration will help build new solutions to break down communication silos across workforces\\ \\ \\ \\ Jess DeVore\\ \\ 2 min read](/content/intelligence/blink-announces-strategic-partnership-with-cocentric-to-strengthen-frontline-engagement/index.html) Blink, the leading mobile-first employee experience platform, today announced a strategic partnership with [Cocentric](https://linktr.ee/Cocentric), a UK-based digital employee experience company, to accelerate the development of tech solutions for frontline employees to help engage workforces across the UK and EU. This collaboration positions Cocentric as Blink’s key European and APAC partner, bringing cutting-edge, multi-platform expertise to organisations seeking seamless, next-generation communication tools. The collaboration will enable organisations to take advantage of Blink’s award-winning platform, which helps companies reduce staff turnover by up to 26% by providing frontline employees with a single, mobile-first tool to stay connected with their team and company updates. Cocentric, known for helping businesses like Rare Restaurants, Populous, and Pizza Pilgrims to transform their employee communications, will build on its expertise to deliver tailored support for Blink’s platform, allowing organisations to easily integrate the app into their existing systems. “At Blink, we are committed to transforming how frontline workers stay connected, regardless of their location,” said Sean Nolan, CEO at Blink. “By partnering with Cocentric, we’re able to leverage their deep knowledge of workplace technology and tailor our approach to the unique needs of UK and EU organisations. Together, we will help companies overcome the complexities of managing distributed teams by integrating Blink’s technology with Cocentric’s expertise.” The partnership will also focus on co-selling initiatives and joint solution development, with Cocentric building specialised subject matter expertise around Blink’s platform. The collaboration will extend beyond standard integrations to include unique technology solutions developed by Cocentric, such as Connect, a synchronisation tool designed to enhance Blink’s user experience by bridging gaps in HR system integration. These solutions are designed to streamline user data management and deliver a more seamless experience for Blink customers. “Cocentric is thrilled to partner with Blink, whose platform has already proven its ability to drive real results in employee engagement,” said Regan Collins, CEO at Cocentric. “Our clients are always looking for ways to create a better working environment for their teams, and with Blink’s app, we can help them deliver improved communication and collaboration at every level. We’re looking forward to offering this solution across the UK and Europe, with integrations that make the process even smoother for businesses.” In addition to building solutions around Blink’s technology, Cocentric will also help to develop tools and integrations within the Microsoft 365 suite that will further enhance Blink’s offering in this space. This will ensure that organisations currently relying on Microsoft technologies can benefit from enhanced employee engagement capabilities without the need to migrate to competing platforms. ‍