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Product overview Modern social Employee engagement Internal communications Digital access Analytics Employee app Modern intranet
Employee retention Employee experience Employee communications AI for frontline work
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[Manager-led activation\ [News feed\ [Recognition\ [Chat\ [Single sign-on\ [Surveys\ [Integrations\ Voice and video calling
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Product overview Modern social Employee engagement Internal communications Digital access Analytics Employee app
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Manager-led activation News feed Recognition Chat Single sign-on Surveys Integrations Live streaming Voice and video calling
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
9 min read
Managing Frontline Employees: 7 Best Practices
First-line managers are stretched thin. These 7 best practices help you lead frontline teams, improve communication, and reduce deskless worker turnover.
Jess DeVore
Published:
September 6, 2023
Last updated:
October 8, 2024
What we'll cover
Understanding the first-line manager role
Common challenges when managing frontline employees
7 best practices when managing frontline employees
Expert tips from frontline managers
Managing frontline employees is an altogether different task than leading a desk-based team.
For one, you’re usually working in shift patterns and you might have insufficient tooling to keep you all connected. This connection gap makes it all the harder to navigate the “ Great attrition” risks and widespread disengagement that most first-line/frontline managers are faced with.
But we don’t need to linger on the reasons why managing the frontline can be hard. Let’s focus instead on how to do it more effectively.
Because if we can empower first-line managers to better manage their teams, we can help reduce attrition, increase engagement, and improve the employee experience for everyone.
In this guide, we'll discussyour role as a frontline manager, the challenges faced by frontline teams and their managers, and the best practice approaches you can adopt when managing frontline employees.
Understanding the first-line manager role
Frontline managers play a pivotal role in any deskless organization and account for roughly 60% of a company’s management ranks. They are responsible for managing the day-to-day activities of their teams and ensuring that their organization's frontline remains strong and efficient.
Ultimately, the role of a first-line leader is to enable frontline workers to do their jobs effectively. This might include setting objectives, delegating tasks, providing feedback on frontline employee performance, and ultimately driving organizational success. But it also means giving positive and constructive feedback: celebrating a job well done and stepping in to rectify when things aren’t going right.
And yet, first-line managers are often “accidental managers”, too. They might have been promoted to a managerial role because of their subject matter expertise and hands-on experience in the business — but they’ve yet to receive any dedicated management or employee engagement training to prepare them for the job. A large proportion (around 40% based on recent Harvard Business Review research) are first- time managers as well, in the very first year of their leadership journey.
Maybe that’s a description that resonates? And if it is, you’ll also be able to appreciate how that makes the role more difficult.
First-line managers: overworked and under-invested in?
First-line managers can be the hardest working and most undervalued level of management — under pressure from all angles and expected to pick up the slack caused by frontline labor shortages.
When an organization propels someone into a leadership role with insufficient training and insufficient support, we can hardly be surprised if they struggle to perform. And many first-line managers do: 60% in fact, over their first two years.
Flipping that figure around and helping first-line managers to perform is relatively easy to achieve.
A frontline manager’s potential can be unlocked by:
- Providing them with tools for proper team-wide communication and workforce management
- Investing in management training (particularly around HR-related topics, such as redundancies and employee relations)
- Investing in employee engagement training to help manage and improve team morale
- Alleviating the strain of manual, repetitive tasks to free up their time to better manage their teams
Doing so is in everyone’s best interests. Frontline employees will receive a better and more fulfilling workplace experience which helps them deliver a better quality of service to customers. The impact of this will be felt on the organization’s bottom line, making frontline manager empowerment a business-critical mission for the C-Suite and other leaders.
If you’re a first-line manager, it’s good to know your worth.
You are in a unique position within the organization — you’re frontline-facing and can act as a touchpoint between frontline workers and your desk-based peers. You can also be the catalyst for better frontline employee engagement and motivation.
Common challenges when managing frontline employees
If you’re facing challenges as a first-line manager, know that you’re not alone.
There are a number of common issues impacting frontline teams, including:
- Poor communication and engagement
- Attrition and turnover
- Labor shortages
- Unstable service levels and disappointed customers
- Lack of useful tooling
- Lack of training for frontline teams
- Lack of training for first-line managers themselves
Attrition, turnover, and the unavoidable staff shortages that follow can seriously impact the quality of service provided by the frontline workforce. Frontline teams increasingly struggle to cover more tasks with fewer resources — and it’s often the first-line manager who is left racing to fill empty shifts, deliver on tasks, or explain the drop in productivity to other senior management.
High turnover rates can also have a detrimental effect on frontline team morale, as new employees come in and existing ones leave at a rapid rate. Open communication between you and your team — which also means providing fit-for-purpose employee engagement tools and solutions, and employee engagement activities — will be key in helping to build trust and loyalty within the organization.
Finally, frontline managers must effectively advocate for their teams when they are not getting adequate support from executives and training from the business. This may involve having difficult conversations with the C-Suite or presenting frontline engagement data that shows the value of investing in frontline teams.
7 best practices when managing frontline employees
1. Thorough onboarding
It’s important to provide all new team members with a detailed onboarding program. You want to create a sense of community for them and ensure that they know any responsibilities and KPI expectations for the role from the get-go.
All frontline employees should receive adequate training for their specific roles and ensure they understand the requirements of their job. This will be a compliance must-do in many frontline organizations, of course, but even if the role is light on health and safety or legal regulations, you’ll want to take the time to outline the responsibilities clearly.
Onboarding can be a time-consuming process but it's an early driver of employee engagement, so explore the tools you have available to help lighten the load.
Again, the business case for doing so is easy to sell to decision-makers: the faster you can onboard new joiners, the sooner they can help move the business forward (and the less time and focus you’ll lose on your other essential tasks).
2. Active listening
Listening — and we mean really listening — to your frontline teams is essential for successful frontline management.
It can be difficult for frontline employees to feel heard, as they are often more spread out than desk-based colleagues and have less access to resources and support. As a frontline manager, it is important to ask for, actively listen to, and then share the concerns of your team.
3. Communicate across the board
Frontline teams have a unique brief when it comes to internal communications, and there aren’t too many tools that are really fit for purpose.
Having access to a mobile-first frontline employee app can help keep everyone in the organization connected. As a first-line manager, you can lead by example — posting and commenting on company updates, messaging frontline employees directly and within groups, as well as making sure that senior leaders are seeing what’s being shared.
By prioritizing communication with your frontline employees, you can ensure they always feel informed, appreciated, and engaged — no matter how infrequently you see them face to face.
4. Support and pastoral care
Management support is key for each team member to feel valued and to keep morale high knowing that their supervisor has their back. This can be done through regular check-ins, providing tailored resources for their development, and actively listening to — and actioning — their feedback for the business.
Empowering your frontline workforce with the support of intuitive scheduling solutions and the autonomy to manage their own workloads can also help them feel valued and give them a sense of responsibility.
Finally, providing instant access to mental health resources will enable employees to feel safer in the work environment, and more comfortable in approaching their manager with any issues they may have.
A TikTok video showing a restaurant manager comforting a tearful employee sparked a big conversation about pastoral care for frontline teams. You will find an approach that feels comfortable and beneficial for you and the people you work with every day.
5. Professional development
Many frontline workers feel that they do not receive the same access to career advancement opportunities as their desk-based colleagues. This can leave frontline staff feeling undervalued and, unsurprisingly, employee motivation starts to dwindle.
Professional development is key for frontline employees. Frontline managers know what is expected of them, and what it takes to be successful in the role. If you see those characteristics in someone else, develop them. This might mean connecting them with development opportunities, recommending them for promotion or training, as well as checking that your frontline staff are happy with their career development via ongoing employee surveys.
By investing in your frontline team’s growth, you can ensure that their skills are kept up to date, increasing their confidence and improving their job satisfaction.
6. Reward hard work and commitment
It’s essential to provide frontline employees with tangible rewards for their hard work and dedication, just as you would your desk-based staff. Not seeing your deskless employees every day doesn’t equal forgetting about their contributions to your company — that’s something you may need to remind desk-based senior leaders.
Rewarding your frontline can be done in a variety of ways: bonus pay, gift cards, lunch vouchers, or even just a public shoutout across the company. This helps to show appreciation for their efforts and encourages them to continue striving for excellence. It also allows you to boost employee morale and create a positive working environment.
While rewarding great work is important, in the current economic climate, businesses don't always have the funds to pay frontline workers more. That's why reward and recognition should always go hand-in-hand.
7. Recognize team and individual achievements
Employee recognition, small or large, is crucial for motivating and inspiring team members.
Showing appreciation is a great way to boost morale and create a positive working environment. Recognizing employees can come in various forms such as verbal praise, recognition in meetings, and virtual employee recognition or Kudos.
If someone has dealt with a difficult customer or situation well, recognize this. If someone has worked extra hard to ensure quality of service, recognize this. Acknowledging great work can help empower employees and make them feel appreciated for their efforts. It’ll also make them more likely to perform that way again.
To retain a frontline worker and enable them to become a valuable asset to your organization, you need to ensure their efforts are recognized. By following this advice, you can show them that their hard work is appreciated and foster an environment of engagement and success.
Expert tips from frontline managers
Healthcare ops expert and former President of Administrative Operations at Elara Caring, Ian Gordon, has some key insights for us on the topic of engaging with frontline employees.
Here are just a few of his expert tips for navigating frontline management and engaging your deskless workforce:
Create bi-directional communication: Communicating issues is a team effort. It starts with the CEO and runs the full way through to the frontline. Everybody has to own it
Redeploy resources to the frontline: Increasing investments into the skills and capabilities of your frontline can be a true differentiator in the marketplace. It is also a good reason for your frontline to feel appreciated and invested in. Wondering where this extra budget will come from? If you can help retain employees with training and development, then you won’t need to spend so much on continuous recruitment
The right tech: Being a frontline worker , you can’t spend a lot of time signing in and navigating complex tech. Having hub-based access to all-inclusive and easy-to-navigate information can really be a benefit to employees
Keeping frontline employees engaged is a key part of running a successful business.
Strategies for employee engagement and retention should cover the seven tips mentioned above. As well as providing accessible resources, frequent rewards and recognition, and implementing tailored technology solutions, you can foster an environment of engagement that will help to retain your frontline workers and enable them to become valuable assets for the organization.
Remember: investing in the growth of your frontline team is essential for success. With the right tools and support in place, you can create an environment of engagement in which everyone feels able to thrive.
Blink. And you’ve got a hotline to the frontline.
https://player.vimeo.com/video/723578311?h=c37bdbcb8b
Blink's industry-leading frontline app helps you take three simple steps to transform your frontline management.
- Enable: Give your frontline the tools, information, and inspiration they need to go above and beyond.
- Engage: Give your frontline instant access to the news, people, and information they need to feel part of the team.
- Understand: Use data and insights you need to make the best decisions for your frontline team.
With our one-stop solution, you can get rid of complex and outdated processes that are blocking your frontline's satisfaction — and their success. With Blink, you can finally empower your frontline with the tools they need to succeed.
Frequently asked questions
What makes a good frontline manager?
A good frontline manager is someone who understands the specific needs of their deskless team and puts them first. They should be able to communicate effectively, motivate, provide feedback, recognize great work, and create a culture of safety and respect in the workplace.
How can managers motivate frontline employees to perform at high levels?
Frontline employees need recognition and reward in order to feel motivated and perform at high levels. Managers should strive to create an environment of appreciation, where frontline workers know that their efforts are valued and appreciated, alongside providing the right tools and solutions that make their job easier.
Managing frontline employees is an altogether different task than leading a desk-based team.
But we don’t need to linger on the reasons why managing the frontline can be hard. Let’s focus instead on how to do it more effectively.
Understanding the first-line manager role
Maybe that’s a description that resonates? And if it is, you’ll also be able to appreciate how that makes the role more difficult.
First-line managers: overworked and under-invested in?
Flipping that figure around and helping first-line managers to perform is relatively easy to achieve.
A frontline manager’s potential can be unlocked by:
If you’re a first-line manager, it’s good to know your worth.
Common challenges when managing frontline employees
If you’re facing challenges as a first-line manager, know that you’re not alone.
There are a number of common issues impacting frontline teams, including:
7 best practices when managing frontline employees
1. Thorough onboarding
Onboarding can be a time-consuming process but it's an early driver of employee engagement, so explore the tools you have available to help lighten the load.
2. Active listening
Listening — and we mean really listening — to your frontline teams is essential for successful frontline management.
3. Communicate across the board
Frontline teams have a unique brief when it comes to internal communications, and there aren’t too many tools that are really fit for purpose.
4. Support and pastoral care
5. Professional development
6. Reward hard work and commitment
7. Recognize team and individual achievements
Employee recognition, small or large, is crucial for motivating and inspiring team members.
Expert tips from frontline managers
Here are just a few of his expert tips for navigating frontline management and engaging your deskless workforce:
Keeping frontline employees engaged is a key part of running a successful business.
Blink. And you’ve got a hotline to the frontline.
https://player.vimeo.com/video/723578311?h=c37bdbcb8b
Blink's industry-leading frontline app helps you take three simple steps to transform your frontline management.
Frequently asked questions
What makes a good frontline manager?
How can managers motivate frontline employees to perform at high levels?
What we'll cover
Understanding the first-line manager role
Common challenges when managing frontline employees
7 best practices when managing frontline employees
Expert tips from frontline managers
Start your free trial today
See how Blink helps frontline teams stay connected, informed, and engaged.
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Related Blogs
At Blink, our mission is to connect and empower workforces worldwide, and a crucial part of that mission is ensuring that our platform is accessible to everyone.
We’re excited to announce that Blink is now WCAG 2.2 level AA compliant, marking a significant milestone in our commitment to accessibility.
Why accessibility matters
Roughly 15% of the global population — around 1 in 6 people — lives with some form of disability. Given these numbers, there’s a high likelihood that many Blink users depend on our app to be accessible.
Many countries require digital products to meet accessibility standards, so we take these obligations seriously. However, our commitment to accessibility goes beyond compliance. It’s about making sure that our platform meets the needs of all users, removing barriers and creating a truly inclusive environment.
Understanding WCAG standards
The Web Content Accessibility Guidelines (WCAG) are a set of internationally recognized standards for digital accessibility. Developed by the World Wide Web Consortium (W3C), these guidelines ensure that content is accessible to people with disabilities, including those who rely on assistive technologies like screen readers or alternative input devices.
WCAG standards are organized into three levels of compliance: A, AA, and AAA. Level A does not achieve accessibility in many situations, yet AAA is not recommended by the W3C because it is not possible to satisfy all Level AAA Success Criteria for some content. Therefore we comply with AA, whilst striving to meet as many AAA criteria as possible. The latest version of the standards, WCAG 2.2, includes updated requirements that address new aspects of accessibility, such as improved keyboard navigation, visible focus indicators, and content predictability.
How we’ve updated the Blink experience
Here are some of the key accessibility enhancements we’ve introduced as part of our efforts to be WCAG 2.2 AA compliant:
#1. Media accessibility
Blink now supports features that make media content more inclusive. For example, we’ve added the ability to set alternative text for image-only context, allowing user-generated content to be accessible to a broader audience.
#2. Improved visual and text contrast
To enhance readability, we’ve adjusted contrast levels to ensure that users can easily distinguish text from background colors across all devices — an essential feature for individuals with visual impairments.
#3. Flexible orientation and resize options
Blink’s content and interface elements can now be resized up to 200% without losing clarity, and the platform supports both landscape and portrait orientations. These improvements make it easier for users to read and navigate on any device, regardless of their visual needs.
#4. Keyboard navigation and focus visibility
Keyboard focus is now visible and consistent across all interactive elements, enhancing accessibility for users relying on keyboard navigation. Additionally, we’ve ensured that elements won’t change unexpectedly when they receive focus, which prevents accidental interactions and supports smooth navigation.
#5. Consistent navigation and error prevention
We’ve made navigation more predictable and consistent across the app. Users will now receive helpful error messages and suggestions to prevent data entry mistakes, making Blink more user-friendly and inclusive.
Blink’s commitment to accessibility
We’re dedicated to empowering diverse workforces and ensuring that our technology is accessible and inclusive. Here’s how we’re continuing to prioritize accessibility:
- Adhering to standards: We maintain strict alignment with the WCAG 2.2 level AA, ensuring that Blink meets industry-recognized accessibility standards.
- Inclusive development: Accessibility is at our engineering core. From screen reader compatibility to clear navigation, we build with accessibility in mind at every stage.
- Transparent accessibility: We provide an up-to-date, transparent accessibility statement, outlining our efforts and providing information to our users.
Accessibility isn’t just about checking the box — it’s about empowering individuals and creating an environment where everyone has an equal opportunity to thrive.
Blink. And create an inclusive employee experience at your organization.
If you’re considering switching from Flip, you’re not alone. Flip is a well-known employee app for frontline teams — but it’s not the only solution out there. Whether you’re seeking more robust features, better support, or more flexible pricing, the right Flip alternative can help you connect, engage, and empower your entire workforce.
Below, we break down 10 of the best alternatives to Flip, starting with Blink — an award-winning employee experience platform — and covering other leading options to match a range of budgets and needs.
What to look for in a Flip alternative
Before you choose a Flip alternative, it’s important to think about what your teams really need — and how the right solution can support your daily operations. While Flip is known for its frontline focus and simple messaging, many companies need more than just a basic employee app.
Here are a few key things to look for when comparing Flip alternatives:
- Entire workforce coverage: Does the platform connect your entire workforce, including desk-based, frontline, and remote employees, in one place? Some tools focus only on frontline messaging, while others unify everyone under the same app.
- All-in-one functionality: Beyond chat, look for built-in features like news feeds, surveys, forms, scheduling, file sharing, and integrations with your HR, payroll, or intranet systems. This cuts down on multiple logins and boosts adoption.
- Ease of use & adoption: A communication app is only useful if people actually use it. Make sure your chosen alternative is simple to roll out, easy to learn, and accessible on mobile for maximum engagement.
- Compliance & security: Especially for industries with strict data rules, your solution should keep sensitive info safe and ensure that work communication stays separate from personal apps.
- Analytics & insights: Advanced tools show who’s engaging with content, which helps internal comms teams measure what works — and fix what doesn’t.
- Flexible pricing & support: Look for transparent pricing that fits your team size and includes customer support that scales as your needs grow.
By keeping these essentials in mind, you’ll find a Flip alternative that does more than just replace messages — it empowers your people, saves time for managers, and makes your workforce feel truly connected.
Top alternatives to Flip in 2025
#1. Blink
Blink is an all-in-one employee experience platform trusted by brands like Shake Shack and easyJet to connect frontline, desk-based, and hybrid teams in one place. Unlike Flip, which focuses primarily on frontline communications, Blink is built for your entire workforce — so everyone stays connected and engaged through the same mobile-first app. Beyond secure messaging, Blink combines a social newsfeed, surveys, forms, scheduling, file sharing, and deep integrations — everything your employees need in their daily flow of work.
This all-in-one approach drives higher adoption rates, faster compliance, and measurable productivity gains for both employees and managers. If you’re looking for a modern alternative to Flip that unites every team member — not just the frontline — Blink is a top choice.
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G2 Rating: 4.7 / 5
Pricing: available upon request
#2. Beekeeper
Beekeeper focuses on mobile-first communication for frontline employees in industries like hospitality, retail, and manufacturing. It combines secure messaging, automated workflows, and real-time announcements to help employers bridge communication gaps across shifts and locations. Many companies like Beekeeper’s built-in automation and integration options, which make it easier to onboard new staff and sync schedules with payroll tools.
Unlike Flip, Beekeeper also offers checklists and form templates to help digitize daily tasks. Some users note that advanced customizations can require technical support during setup, but once running, it’s praised for simplicity and reliability.
G2 Rating: 4.7/5
Pricing: $3–$5/user/month
#3. Staffbase
Staffbase is a leading internal communications platform used by large global enterprises to deliver news, campaigns, and resources through branded mobile apps and portals. It’s especially powerful for organizations with thousands of employees spread across multiple regions and languages. Compared to Flip, Staffbase’s strong CMS and analytics tools help internal comms teams plan, publish, and measure content more strategically.
Staffbase integrates well with Microsoft 365 and other corporate systems to keep information accessible wherever employees work. While setup can take time for more complex structures, its custom branding and security controls make it a favorite for highly regulated industries.
G2 Rating: 4.7/5
Pricing: $4–$8/user/month
#4. Speakap
Speakap is designed for companies that need a private, secure social network for their frontline teams. Its familiar feed and chat features make it easy for employees to share updates, files, or shout-outs without relying on consumer messaging apps. Speakap also supports custom branding and role-based permissions, which is ideal for multi-site or franchise operations.
While it doesn’t include built-in task or scheduling tools like some Flip alternatives, Speakap integrates with popular workforce management systems to fill those gaps. Companies in retail and hospitality appreciate its GDPR compliance and clear separation from personal channels like WhatsApp.
G2 Rating: 4.4/5
Pricing: $3–$5/user/month
#5. Connecteam
Connecteam is a mobile-first workforce management app that goes beyond chat and announcements to handle daily operations in one place. For companies that want to centralize communication, scheduling, time tracking, and task management, Connecteam can reduce the need for multiple point solutions. Its drag-and-drop scheduling and GPS time clock are especially popular with small and mid-sized businesses.
One standout feature is Connecteam’s flexible pricing — small teams can start for free, and paid plans remain affordable as you grow. Some larger companies do note that advanced reporting and integrations require higher-tier plans, but overall it’s a strong, user-friendly Flip alternative.
G2 Rating: 4.6/5
Pricing: From $29/month (for 30 users)
#6. Workjam
Workjam is a digital frontline workplace designed for industries like retail, hospitality, and healthcare. It combines communications with task management, shift swapping, training, and surveys in one mobile app. For companies that struggle with disconnected scheduling tools and separate comms channels, Workjam can be a real upgrade from Flip’s basic messaging.
Its micro-learning features and compliance tracking help companies keep frontline teams up to date on new processes or safety protocols. Workjam is best suited for larger organizations with complex workforce management needs and can require more implementation support upfront.
G2 Rating: 4.2/5
Pricing: $4–$6/user/month
#7. MangoApps
MangoApps combines an employee intranet, collaboration hub, and comms tool in one customizable platform. Unlike Flip, which is primarily a mobile messaging app, MangoApps offers knowledge libraries, team workspaces, and project management — making it a fit for hybrid organizations that need to connect deskless and desk-based workers alike.
It’s highly configurable, which appeals to companies with unique workflows, but smaller teams may find the setup more complex than plug-and-play solutions. Many users highlight its deep search functionality and document management as standout features for centralizing company knowledge.
G2 Rating: 4.2/5
Pricing: $5–$8/user/month
#8. LumApps
LumApps is a modern intranet and employee experience platform that helps companies share internal news, knowledge, and resources in a personalized way. While it’s broader than Flip’s chat-first approach, LumApps is a good fit for enterprises that need to unify internal comms across multiple departments and locations.
Its integrations with Google Workspace and Microsoft 365 make it easy to keep information consistent and accessible. Many companies like LumApps for its personalization capabilities, which let employees see only the content relevant to their role or location.
G2 Rating: 4.4/5
Pricing: $8–$12/user/month
#9. Firstup
Firstup specializes in delivering targeted, personalized communications to large, distributed workforces. Its smart automation and AI tools help internal comms teams reach the right people with the right message at the best time — something Flip doesn’t offer at the same depth.
Enterprises like its measurement tools, which show exactly how content performs across channels. Firstup is a good fit for companies with mature comms strategies and bigger budgets, and its robust governance controls appeal to regulated industries.
G2 Rating: 4.2/5
Pricing: $10+/user/month
#10. Haiilo
Haiilo blends social intranet features with mobile-first employee communications and advocacy tools. It’s built to help companies share news, encourage interaction, and measure engagement all in one sleek interface. Many employers appreciate Haiilo’s flexibility to tailor features to different departments or use cases.
Its modern look and customizable modules make it a strong Flip alternative for companies that want a social, community-focused feel. Larger organizations may need more IT resources to implement Haiilo’s full stack, but it rewards teams with deeper engagement insights and branding options.
G2 Rating: 4.6/5
Pricing: $5–$7/user/month
Final Thoughts on Choosing a Flip Alternative
The best Flip alternative depends on your specific goals — whether that’s simplifying daily communications, adding workforce management, or scaling global comms. Blink remains a top choice for companies that want an intuitive, mobile-first super-app to unify news, chat, surveys, forms, and scheduling — all with industry-leading ease of use.
Ready to switch? Explore a personalized Blink demo and see how it stacks up for your teams.
PTO-maxxing: How to turn 15 days off into nearly 50
The ultimate PTO hack to maximize your time off (that everyone will be asking you for!)
Exclusive research and PTO mapping by the employee experience team at Blink has found a way for U.S. employees to turn 15 days of paid time off into nearly 50.
Most people use their PTO in one big chunk and wonder where it went. The smarter move? Stack your vacation days around federal holidays and weekends — and suddenly 15 days becomes nearly 50.
Here’s the exact playbook, holiday by holiday.
How to maximize U.S. paid time off in 2026
You’ve got 15 days of PTO sitting in your account. Most people burn through them without thinking and end up with a handful of long weekends and one big trip. But there’s a smarter way to do this.
By placing your days around federal holidays and weekends, you can turn those 15 days into nearly 50 days off in a year. Not a loophole. Not a trick. Just knowing where to put the days you already have.
We mapped every US federal holiday in the calendar and built the optimal strategy around each one. Here's exactly what to book, and when.
The math behind it
Federal holidays are already yours. Weekends are already yours. The gap — the one or two working days sitting between them — is all you need to fill. Do that consistently across the year, and suddenly you’re not taking 15 days off. You’re taking 49.
That’s a 3x return on your PTO. Just from being strategic about placement. Here’s how to plan your PTO leave this year and submit that vacation request…
| Holiday | Holiday date | Book these days off | PTO used | Total days off |
|---|---|---|---|---|
| Memorial Day | Mon, May 25 | Fri May 22 | 1 day | 4 days |
| Juneteenth | Fri, Jun 19 | Thu Jun 18 (+ Mon Jun 22) | 1–2 days | 4–5 days |
| Independence Day | Sat, Jul 4 (obs. Fri Jul 3) | Thu Jul 2 (+ Mon Jul 6) | 1–2 days | 4–5 days |
| Labor Day | Mon, Sep 7 | Fri Sep 4 | 1 day | 4 days |
| Indigenous Peoples’ Day | Mon, Oct 12 | Fri Oct 9 | 1 day | 4 days |
| Veterans Day | Wed, Nov 11 | Thu Nov 12 + Fri Nov 13 | 2 days | 5 days |
| Thanksgiving | Thu, Nov 26 | Wed Nov 25 | 1 day | 5 days |
| Christmas | Fri, Dec 25 | Wed Dec 23 + Thu Dec 24 | 2 days | 5 days |
| New Year’s Day | Fri, Jan 1 | Thu Dec 31 | 1 day | 4 days |
| MLK Day | Mon, Jan 18 | Fri Jan 15 | 1 day | 4 days |
| Presidents’ Day | Mon, Feb 15 | Fri Feb 12 | 1 day | 4 days |
| TOTAL | 15 days | 49 days |
One thing to note on Juneteenth: If your company doesn’t observe it as a holiday, skip that row and redirect those days to Thanksgiving or Christmas. Both give you 5 days off for 1–2 PTO days, which is the best return on the list.
Run this PTO strategy across the whole year, and here’s what you’re looking at:
15 PTO days placed strategically = up to 49 days off.
That’s three times the time off, from the same allowance you’ve always had. The only difference is where you put the days.
Most people don’t do this because they haven’t sat down and mapped it. We did it for you. Now all you have to do is book it.
One of the top barriers to business success? According to 1 in 4 professionals surveyed by Gallagher, it’s internal communication channels that aren’t fit for purpose.
Having the right mix of communication channels supports effective internal communication and employee engagement. It helps you build a culture of connection and belonging.
But it’s easy to get it wrong. Usually, problems occur when:
- You have too many communication channels
- You don’t have a communication framework — designating specific channels for different types of content
- You have channels that are inaccessible to certain segments of the workforce
- You don’t ask employees what they want from your internal comms channels
Here, we explore 15 of the most popular and effective internal communication channels for 2025. We also look at the questions you should ask when deciding which channels are best suited to your organization and your internal comms strategy.
Common internal communication channels and why they are not enough
Internal communication channels are the tools, platforms, or methods you use to connect employees to your organization — and each other. These channels support the sharing of information, the amplification of company culture, and the building of coworker connections.
Most organizations use a combination of communication channels to reach their workforce. They may use internal communication software to provide some or all channels — and they tend to use different channels for different types of communication.
For example, a company may use email, a social news feed, in-person meetings, project management software, and survey tools. Each of these channels performs a different internal comms function.
Together, these channels support formal and informal, face-to-face and digital interaction. They also ensure that information moves in all directions across the organization.
Types of internal communication channels
We can categorize internal communication channels by the type of communication they facilitate.
Top-down
Top-down internal communication channels allow leaders to share company updates with employees. You can use these channels to speak to the entire workforce but they’re not as interactive as other options on this list.
Examples: Town hall meetings, intranet announcements, content hub resources
Bottom-up
Bottom-up employee communication channels allow workers to share their thoughts, ideas, and concerns with managers and the C-suite. These channels help employees to feel heard and valued — and they’re an essential part of your communication channel mix.
Examples: Employee surveys and polls, leadership Q&A sessions, digital forms
Peer-to-peer
Peer-to-peer internal communication channels are another essential. These channels allow coworkers to communicate with one another and help to create a culture of belonging and collaboration.
Examples: Instant messaging tools, co-worker communities, news feed stories
Questions to ask when choosing internal comms channels for your organization
Most organizations use a mix of comms channels. When devising your internal communication channel strategy — and when assessing the usefulness of the channels we’ve listed below — consider the following questions.
What types of communication channels do we currently use and are they effective?
Before updating your internal channels of communication, assess the effectiveness of your current setup. Consider whether existing tools help you meet communication goals, like fostering engagement or enabling collaboration.
Ask whether each channel has a defined purpose. Is it fulfilling a vital function or is it simply adding to the noise? And consider whether your channels are helping you keep pace with internal communication trends and employee expectations.
What do our employees think of current internal communication channels?
Organizations that ask employees about their communication channel preferences report higher channel effectiveness. So get feedback on the things workers do and don’t like about your current channel mix.
The accessibility of your employee communication channels is another key consideration. Find out whether employees from all parts of the organization — in the office, at home, and in frontline roles — can access your primary communication channels with ease. Language barriers, time zone challenges, shift patterns, and access to tech are all things to think about.
What types of internal communication do we want to share?
Your internal communications should be informative and engaging. So you need varied comms channels that offer real-time updates — and that fit naturally into every employee workflow.
Consider the types of content you want to share — whether mandatory reads, deep-dive resources, social posts, or messages from the leadership team. Then, decide which communication channels you need to deliver each of those content types.
How do we give employees a voice?
Internal communications are more effective and engaging when employees get to contribute. The C-suite gets access to valuable insights that can drive business success. Workers feel valued when it’s clear that leadership is interested in their ideas and concerns.
So determine whether your current channels support two-way communications. If not, you need to add some interactive communication channels into the mix.
How do we prevent channel overload?
Bombarding employees with too many messages across too many channels can lead to information fatigue and channel disengagement. So look for tools that provide multiple channels via one dashboard — and allow you to segment your audience, ensuring only relevant messages reach each employee.
Also, consider the admin experience. To avoid overloading your comms team, channels that provide in-built AI support are useful. You can automate routine internal communication tasks, freeing your team up to focus on more meaningful interactions.
15 internal communication channels to use in 2025
The best internal communication channels to use for your organization include:
- Instant messaging
- Employee surveys
- Content hub
- Internal news feed
- Coworker communities
- Face-to-face meetings
- Project management tools
- Digital forms
- Bulletin board
- Internal videos
- Recognition platforms
- Video conferencing
- Modern intranet
- Employee app
You probably already use some of these channels to communicate with employees. But you may spot some alternatives that will help streamline and upgrade your internal communications.
Just remember: To avoid overwhelming employees, you should look for tools that bring channels together into one user-friendly, digital interface.
Instant messaging
Instant messaging tools support the real-time sharing of information between teams. Unlike email communication, employees don’t have to wait for a response.
The best solutions allow you to create both one-to-one and group chats. They allow you to share images, gifs, videos, and documents — and launch video meetings straight from a chat thread.
Search functionality is another important consideration. It should be easy for employees to search the messaging tool, finding and referencing older chats and resources.
Employee surveys
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Employee surveys are one of the most popular employee listening channels. They provide a ton of data about the employee experience — and they promote a positive company culture by ensuring employees feel valued and listened to.
You get the best results when you go beyond the traditional annual survey, using a mix of quarterly surveys and quick pulse surveys to assess employee sentiment on issues like:
- Employee satisfaction
- Employee engagement
- Your internal communication strategy
- Upcoming organizational changes
You can use supporting communication channels to close the feedback loop. Share your findings with employees and inform them how you plan to act upon the insights you’ve uncovered.
Content hub
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A content hub is a library of self-serve resources — and another valuable internal communication channel.
A hub contains things like policy documents, FAQs, and training manuals. By making these resources available to employees, you reduce the number of questions directed at managers and your HR team. You also give employees quick and easy access to the information they need.
To ensure this communication channel works effectively, you need to regularly update or archive old content. Employees then know that they can trust the information on your content hub is reliable and relevant.
Internal news feed
A social-media-style news feed is another essential internal communication channel for a modern workforce. A user-friendly news feed is familiar to employees — and with rich, multimedia content and interactivity, it’s an excellent tool for employee engagement.
Your news feed is a place to:
- Promote company culture
- Encourage employee interaction, with the platform and each other
- Share essential information
- Recognize employee achievements
The best tools mirror the experience employees get on social media platforms away from work. Employees can like and comment on posts — and create their own content using features like Stories.
Key features to look for include segmentation and controls. To ensure high levels of engagement, you should be able to personalize the news feed to employee roles, locations, departments, and interests. And admins should be able to fine-tune the experience, limiting posting rights to prevent information overload.
Coworker communities
In remote and frontline work environments, employees miss out on water cooler moments. So they can end up feeling disconnected from their coworkers. This is leading to an epidemic of loneliness.
Over half of employees feel lonely all or most of the time. And with more than 8 in 10 employees saying a sense of community helps them perform better at work, finding ways to combat that loneliness is key to employee productivity and satisfaction.
Include coworker communities in your communication channel mix and you provide a digital space where employees can come together.
Employees can create coworker groups based on shared interests, hobbies, or work-related topics. They can chat, network, connect, and collaborate, developing a sense of community that improves their workplace experience.
Face-to-face meetings
Most of the channels of internal communication on this list are digital. But face-to-face meetings are still an important part of any internal comms strategy and can include:
- Manager one-to-ones
- Team and town hall meetings
- Coaching sessions, workshops, and lunch and learns
- Social events
These face-to-face sessions are useful for communicating complex messages and for building better workplace relationships.
However, there are some considerations to bear in mind. Face-to-face meetings aren’t always the most inclusive option if you have employees working in different locations across different shift patterns.
If you have frontline employees, you may like to limit the number of face-to-face meetings you schedule — or vary dates and times. You can also record meetings. Then post a video to your intranet or employee app, so everyone can access the information shared.
Project management tools
Many desk-based teams are using project management software as a communication channel. This brings project management tools and team chat into a single location and helps teams to plan, organize, and execute projects efficiently, even when they’re working remotely.
While useful for project teams, these tools don’t have the full range of features you need for effective internal communication. So they’re best used as part of a more comprehensive communication tool, either built-in or as an integration.
Digital forms
Digital forms reduce your reliance on paper processes. They’re an easy way for employees to communicate with managers and the HR team, without having to send an email or schedule a meeting. As such, they’re another incredibly useful internal communication channel.
You can create digital forms relating to any topic — leave requests, safety reports, shift swaps, employee suggestions. Then, make these forms available via your organization’s primary communication platform.
Bulletin board
If you don’t have a mobile-friendly digital tool that frontline employees can access easily, paper notices may still form a key part of your communication channel strategy.
You may be sharing messages on the bulletin board or via digital signage. We know of transit companies where posters were left on every bus driver’s seat. Needs must. But bear in mind that these methods of internal communication have their limitations:
- There’s no interactivity, which means low levels of engagement
- You can’t be sure that employees are seeing and reading your messages
- Information quickly becomes outdated and irrelevant if older notices aren’t reliably taken down
If frontline and office-based staff are getting their information from different sources, you also run the risk of misalignment and misunderstandings.
Internal videos
Internal videos are another useful communication channel when you want to explain complex concepts. They’re also great for humanizing your leaders and improving workplace trust.
While videos don’t support two-way communication, the combination of audio and visuals catches an audience’s attention, making them good for engagement and knowledge retention.
And — for a more interactive experience — you can use live streaming tools, which allow employees to send reactions and comments during your video event.
Email continues to be a popular channel of internal communication for desk-based workers. It’s a way for coworkers to collaborate with one another — and for leaders to send company-wide updates.
But frontline employees don’t always have a company email address or easy access to their emails during work hours. And even for desk-based employees, email has its drawbacks.
It’s asynchronous and doesn’t support real-time communication. It’s primarily text-based so doesn’t offer great levels of engagement. It’s also easy for workers to become overwhelmed by the number of emails in their inbox.
Recognition platforms
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Recognition tools and platforms are an internal communication channel designed to improve employee morale and motivation.
These tools make it easy for managers and coworkers to recognize employee achievements. Some platforms allow managers to assign points, which employees can spend on real-life rewards.
While an increasingly popular part of the channel mix, recognition platforms are unlikely to provide you with all the tools you need for effective workplace communication. So you need to integrate them with your primary communication tools — or find a platform with recognition features built-in.
Video conferencing
When employees can’t meet face-to-face, a video meeting is an excellent alternative. Linking workers across locations and time zones, this is another popular communication channel for desk-based teams.
However, as with email, you can have too much of a good thing. A high volume of video meetings can cause stress and fatigue. And this format isn’t great for frontline workers, whose work environments and patterns aren’t suited to a scheduled video call.
A modern intranet
The traditional intranet has a bad reputation because it fails to meet the communication needs of today’s organizations. A modern intranet is a whole new ballgame.
The best modern intranet platforms combine many of the internal comms channels listed above. They incorporate a company news feed, content hub, instant messaging, recognition tools, and surveys.
For everything else, there are handy integrations. Employees can access all workplace software from the same user-friendly interface, preventing tech tool overwhelm.
With in-built analytics and a consumer-grade user experience, the modern intranet is an all-in-one solution for internal communications, HR processes, and employee engagement.
An employee app
Like the modern intranet, an employee app combines many of the comms channels above — and provides deep integrations for the other tech tools your teams use.
The key point of difference here is mobile accessibility. An employee app is available on every employee smartphone. Your teams don’t need a company email address to access the app and single sign-on capabilities give them secure access to all workplace tools, with just one set of login details.
The employee app is a particularly useful internal communication channel for a frontline workforce. They can access your comms — and contribute to the company conversation — at a time, at a place, and with a device that suits them.
Creating the right mix of employee communication channels for your organization
Looking through the channels of internal communication above, you may feel spoilt for choice. There are lots of excellent ways to share messages and facilitate connection across your organization.
When deciding which channels best support your internal communication goals, consider these two key principles:
Employee input is essential. You achieve more with your communication channels when you have employee buy-in. Find out what employees want from your channel mix to figure out which of the above tools deserves a place within it.
Less is often more. Create more communication channels without a clear strategy and you’re likely to overwhelm employees. So aim to streamline communication channels into a single internal communications tool, accessible to your entire workforce.
With the right combination of communication channels, you’ll find it easy to share essential information, create an inclusive company culture, and improve employee engagement — without adding unnecessary noise.
Blink. And streamline internal communications channels with an all-in-one comms and engagement solution.
What makes them awesome?
Mohammad Ramzan is one of Scotland’s longest-serving bus drivers. He began his journey with Tayside Passenger Transport in 1978 and continues to serve the Dundee community with unwavering dedication.
In addition to his regular duties, Mr. Ramzan has played a key role in Xplore Dundee’s “Did It for Me” recruitment campaign, emphasizing the supportive and friendly environment created by his colleagues. He credits this camaraderie for his long-standing tenure with the company.
Mr. Ramzan — most commonly known to his colleagues as Uncle Ramzan — has been a dedicated Xplore Dundee bus driver for over 46 years, and was even awarded the esteemed title of Frontline Employee of the Year at the Scottish Transport Awards 2024.
How has Blink helped in their role?
Blink has empowered Mohammad Ramzan to interact with his colleagues and provide them with additional support.
What do they want to do next?
Despite being past retirement age, Mr. Ramzan would love to continue his service to contribute to the McGill’s Bus Group.
Nominated by: Bethan Dooley, Marketing Team Leader
What makes her awesome?
Kerry Schumann is an Occupational Therapist with diverse experience in the healthcare sector. Currently employed at Ross Care since October 2022, Kerry previously held a similar role at Millbrook Healthcare and worked at the Eastern Cape Department of Health from December 2018 to November 2022, where responsibilities included establishing sustainable services as the sole therapist at a district-level hospital.
Kerry always goes above and beyond her role. She will always reach out to help anyone who needs it. She shows great initiative and is proactive in everything she does — and always has a smile around the office. She has always shown amazing rapport with service users and their family. Kerry is just a general delight to work alongside.
How has Blink helped in her role?
Kerry is our Blink Champion for Chandlers Ford.
What does she want to do next?
She wants to keep doing the best she can each and every day and hopes to progress within the clinical.
Nominated by: Craig Chester, Workshop Team Lead