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A centralized knowledge base for all your policies, links, and documents.
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Events
Organize and promote company events to drive attendance and awareness.
Connect the whole organization.
Secure chat
Real-time messaging that keeps your entire team safely connected.
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High-quality calling built specifically for your workplace colleagues.
Live Streaming
Broadcast all-hands and town halls directly to every mobile device.
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Connect the whole organization.
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Modern, social-first updates that make company news feel engaging.
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Celebrate wins with public awards and peer-to-peer "thank yous."
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Build belonging with discoverable, interest-based social groups.
Employee Journeys
Automate key milestones from day-one onboarding to work anniversaries.
Connect the whole organization.
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Replace paper trails with mobile-friendly forms and instant data.
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Connect your tech stack to automate workflows and sync user data.
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...
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Product
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
Features
Blink Assist Communities Hub Digital forms Employee journeys
[Manager-led activation\ [News feed\ [Recognition\ [Chat\ [Single sign-on\ [Surveys\ [Integrations\ Voice and video calling
Product
Product overview Modern social Employee engagement Internal communications Digital access Analytics Employee app
Features
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
4 min read
Quarterly Unlock: a smarter Hub, frontline-first communication, and a more configurable Blink
Scheduled publishing, voice and video calling, live streaming from mobile, and more configurable feeds — see what's new in our May 2026 release.
Aislinn Logan
Published:
May 27, 2026
Last updated:
May 27, 2026
What we'll cover
#2. Frontline-first communication
What this Unlock means for your team
Missed our last Quarterly Unlock release? Catch up on the details here !
Welcome to the May 2026 edition of the Quarterly Unlock — your inside look at what’s new in Blink and how it helps teams communicate more clearly, connect more easily, and get more done.
This release is built around a simple idea:
As organizations grow, they need more control — over when content goes live, how their teams connect, and how their employee experience looks and feels. Blink should be the platform that makes all of that easier, not harder.
Here’s what’s new.
#1. Hub as the command center
Your Hub is only as useful as the content inside it. This quarter, we’re giving teams more control over how that content is created, scheduled, and surfaced.
Scheduled publishing
Timing is everything in internal comms. With scheduled publishing, teams can now set exactly when Hub content goes live — and when it expires.
- Plan campaigns and seasonal updates in advance
- Publish and archive content automatically
- Remove the need for manual intervention on time-sensitive updates
- Keep your Hub current without extra admin overhead
Whether it’s a benefits enrollment reminder, a policy update, or a seasonal campaign, scheduled publishing means the right content is always live at the right time.
Draft pages
Teams can now prepare Hub content in draft before it’s ready to publish — building in a review step without rushing to get things live. Multi-editor support is coming soon, making it possible for teams to collaborate on pages in real time.
Featured content and Hub content carousel
New features including collapsible sections, featured content, and a Hub content carousel in the Feed give admins more flexibility to organize and showcase content — making it easier for employees to find what matters and harder for important updates to get lost.
#2. Frontline-first communication
Frontline teams can’t always stop what they’re doing to type a message. This quarter, we're making it faster and easier to connect — in the moment, wherever work happens.
Voice and video calling
Blink now fully supports native voice and video calling across mobile and web. Teams can move from message to conversation without switching apps or using shadow IT like Whatsapp to connect.
- One-to-one and group calls, all within Blink
- No need for third-party tools
- Works on mobile and web
- Protects employee privacy by keeping calls inside the platform
For frontline workers who rely on their phones to stay connected, this is a direct line — without the personal number.
Mobile live streaming
Leaders and frontline managers can now start and run live streams directly from their phone. No studio. No production team. Just a fast, native way to reach distributed teams in the moment.
- Stream from anywhere, on any device
- Bring announcements, updates, and leadership moments closer to where work happens
- Keep frontline teams informed in real time
SAP SuccessFactors notifications
SAP SuccessFactors notifications are now deep-linked, taking employees directly from a notification to the task that needs their attention — no extra navigation required. This brings enterprise investments to the frontline with simple, mobile-first access so they can take action without relying on their manager every time.
#3. A more configurable Blink
Every organization is different. This quarter, we’re giving customers more control over how Blink looks, works, and fits into employees' daily workflows.
Feed and Hub widgets
New and enhanced widgets — including a Feed carousel, Hub carousel, and featured Hub content — give customers more control over the Blink experience. Whether you want to surface key content, spotlight important updates, or create a more polished home screen, the tools are there.
Featured post improvements
Featured posts now support carousel options, improved image handling, livestream and VOD content, and better treatment for text-only posts. The result is a more flexible, more engaging way to put critical content front and center.
Save Feed posts for later
Employees can now save Feed posts to come back to when they have time — no screenshots, no endless scrolling. Saved posts are easy to find, easy to act on, and help reinforce Blink as the single destination for everything work-related.
Custom taglines
Organizations can now add a custom tagline to employee mini profiles — a simple but meaningful way to personalize the experience and reflect how your organization works. More details coming soon.
Account claim process
Getting every employee into Blink just got easier. The new account claim process lets employees verify their identity and claim their Blink account using a few pieces of information — no email address or existing contact details required. It’s designed for hard-to-reach workers who’ve historically been difficult to onboard, and gives organizations a more flexible, more inclusive path to full activation. More details coming soon.
New post settings
Making sure the right message lands in the right way just got simpler. The new Importance picker replaces a confusing mix of Priority, Pin, Feature, and Important toggles with one clear choice when creating a post — so the most-prominent placement in the Feed always matches the most-urgent intent. Admins spend less time second-guessing which setting does what, and employees see a Feed where the prominent posts are genuinely the urgent ones. More details coming soon.
What this Unlock means for your team
For employees
- More relevant, timely content in the Hub
- A faster, easier way to connect with colleagues
- More control over how they engage with the Feed
For leaders and comms teams
- Scheduled publishing takes the pressure off manual timing
- Live streaming puts leadership communication in everyone's pocket
- Featured content tools that actually do the work
For IT and operations
- Deeper SAP SuccessFactors integration
- A more configurable platform that fits how your organization works
- Native calling that keeps employee data private
If you're a customer, reach out to your customer success manager to discuss participation and enablement options.
If you're exploring Blink, book a demo to see how the May 2026 Unlock brings communication, connection, and action into one place.
.png)\ \ Quarterly Unlock — May 2025\ \ Watch here](/content/events/the-quarterly-unlock-may-2026/index.html)
Frequently asked questions
What’s new in Blink’s May 2026 release?
The May 2026 Quarterly Unlock introduces three major upgrades to the Blink platform:
- Hub as the command center: Scheduled publishing, draft pages, collapsible sections, featured content, and a Hub content carousel
- Frontline-first communication: Native voice and video calling, mobile live streaming, and improved SAP SuccessFactors notifications
- A more configurable Blink: New Feed and Hub widgets, featured posts improvements, save for later, custom taglines, and a new account claim process
Together, these updates give organizations more control, more flexibility, and better tools to reach every employee — wherever they are.
What is scheduled publishing in Blink Hub?
Scheduled publishing lets admins set a go-live date and expiry date for Hub content. Teams can plan content in advance, automate time-sensitive updates, and keep the Hub accurate without manual monitoring. It's particularly useful for seasonal campaigns, policy changes, and compliance communications.
What are the new voice and video calling features?
Blink now supports native one-to-one and group voice and video calls across mobile and web. Employees can move from a chat to a call without leaving the app or sharing personal contact details. This is especially valuable for frontline teams who need a fast, private way to connect in the moment.
What is mobile live streaming?
Mobile live streaming lets leaders and managers broadcast live directly from their phone inside Blink. It's designed for distributed and frontline teams — making it easy to share announcements, host Q&As, or run real-time updates without expensive equipment or a dedicated production setup.
How does the save for later feature work?
Employees can save any Feed post with a single tap and access saved posts from a dedicated section in Blink. It removes the need for workarounds like screenshots or manually searching back through the Feed — making it easier to act on important updates when the time is right.
This release is built around a simple idea:
Here’s what’s new.
#1. Hub as the command center
Your Hub is only as useful as the content inside it. This quarter, we’re giving teams more control over how that content is created, scheduled, and surfaced.
Scheduled publishing
Timing is everything in internal comms. With scheduled publishing, teams can now set exactly when Hub content goes live — and when it expires.
Draft pages
Featured content and Hub content carousel
#2. Frontline-first communication
Voice and video calling
For frontline workers who rely on their phones to stay connected, this is a direct line — without the personal number.
Mobile live streaming
SAP SuccessFactors notifications
#3. A more configurable Blink
Every organization is different. This quarter, we’re giving customers more control over how Blink looks, works, and fits into employees' daily workflows.
Feed and Hub widgets
Featured post improvements
Save Feed posts for later
Custom taglines
Account claim process
New post settings
What this Unlock means for your team
For employees
- More relevant, timely content in the Hub
- A faster, easier way to connect with colleagues
- More control over how they engage with the Feed
For leaders and comms teams
For IT and operations
- Deeper SAP SuccessFactors integration
- A more configurable platform that fits how your organization works
- Native calling that keeps employee data private
If you're a customer, reach out to your customer success manager to discuss participation and enablement options.
.png)\ \ Quarterly Unlock — May 2025\ \ Watch here](/content/events/the-quarterly-unlock-may-2026/index.html)
Frequently asked questions
What’s new in Blink’s May 2026 release?
The May 2026 Quarterly Unlock introduces three major upgrades to the Blink platform:
Together, these updates give organizations more control, more flexibility, and better tools to reach every employee — wherever they are.
What is scheduled publishing in Blink Hub?
What are the new voice and video calling features?
What is mobile live streaming?
How does the save for later feature work?
What we'll cover
#2. Frontline-first communication
What this Unlock means for your team
Start your free trial today
See how Blink helps frontline teams stay connected, informed, and engaged.
What to read next?
.png)\ Quarterly Unlock: a smarter Hub, frontline-first communication, and a more configurable Blink](/content/intelligence/quarterly-unlock-may-2026/index.html)
%20(800%20x%20450%20px)%20(1).avif)\ Life at Blink | Ryan McClarnon](/content/intelligence/life-at-blink-ryan-mcclarnon/index.html)
\ What’s new in Blink: Live streaming enhancements, offline mode, and more](/content/intelligence/whats-new-in-blink-live-streaming-enhancements-offline-mode-and-more/index.html)
Related Blogs
Hi I am Fabien, I moved to London in 2012 from my home country France. I studied Business Management and prior to joining Blink in June 2021, I spent 8 years at Estée Lauder Companies as a Business Analyst.
In 2020, I took on a Software Engineering Bootcamp at General Assembly to start a new career as a Developer. 🚀
At Blink, I am a Full Stack Developer within the Solutions Engineering Team. Day to day, my job is to help our customers getting extra value out of Blink. ⭐️
Some of the projects I work on include building integrations with third party systems our customers use or creating digital forms within the app to replace existing paper processes our customers might have. ✅
I love working at Blink because we enable frontline workers from key sectors, such as healthcare or transport, to feel better connected to their organisation and we help them streamline some of the tasks they have to do on a day to day basis so they can focus on making the world a better a place.
If you want to make a difference, if you like to be challenged, if you are eager to learn and want to be part of an awesome team, Blink is the right place for you! 💙
.png)](/content/intelligence/day-90-why-so-many-frontline-workers-quit/index.html)June 11, 2026\ \ Day 90: Why so many frontline workers quit — and what you can do about it \ Are your frontline employees leaving before they’ve really got started? Here’s how to stem the tide. \ \ \ \ Amelia Burke\ \ 7 min read
Most frontline workers who quit don’t do it on day one.
And they don’t do it at the one-year mark, either. They do it somewhere around Day 90.
When you look at what’s happening — or not happening — between weeks two and twelve, it’s not hard to see why.
Frontline employees are caught in a hinterland. A place after induction and before real engagement kicks in, where the comms, connection, and support they need are nowhere to be found.
So what can you do to reduce employee churn once and for all? How do you persuade this group of employees to stick with you for the long haul?
Here, we take a look at why the 90-day milestone matters so much in frontline retention — and what a better frontline onboarding strategy can do for your organization.
The data behind the 90-day cliff edge
The figures are stark. A third of the HR pros responding to Enboarder’s 2025 HR Leader survey said that 25% of new employees leave during their first 90 days.
For frontline organizations, the picture is even more acute.
Turnover rates in frontline industries are consistently among the highest across all employment sectors — and 56% of organizations are currently experiencing frontline worker turnover at a higher rate than the historical average.
This frontline churn comes at a considerable cost. If we look at the example of grocery retail, frontline turnover absorbs as much as 10-20% of profits.
High frontline turnover results in lower service levels, lower productivity, higher training costs, and increased demands on management. It also keeps recruitment at the top of the strategic agenda, crowding out other priorities.
Why is Day 90 such a precarious time?
Day 90 is when new hire energy wears off and the reality of the role sets in. It’s when the gap between what was promised during recruitment and what’s actually experienced becomes impossible to ignore.
It’s also — critically — the point at which most organizations have stopped formally onboarding but haven’t yet started actively retaining. So frontline employee engagement takes a hit that it can be hard to recover from.
What frontline workers are telling us
Wondering why frontline employees quit? When frontline workers leave around the three-month mark, the reasons they give cluster around the same themes.
A two-tier culture
Almost half of frontline workers report that there are two separate cultures at play within their organizations — one for the frontline and one for everyone else.
That perception is compounded by a clear digital gap. Frontline workers receive just 1% of their companies’ total technology budget, leaving them with ineffective paper-based processes or software that doesn’t work on a smartphone.
The divide between desk-based and frontline experience is very real, very visible, and — for many — a deciding factor in whether to stay.
Feeling invisible
Only 43% of deskless workers feel seen and appreciated at work, compared with 61% of desk-based employees. A lack of recognition hits hard in the early months, when new hires are most in need of reassurance.
Frontline workers also struggle to make their voices heard. 38% say they have feedback for leadership or management, but no way of communicating it.
Feeling out of the loop
When new frontline workers don’t have reliable access to company updates, policy changes, or operational information, they feel disconnected from the organization and unable to do their jobs well.
Effective, accessible internal communication is integral to employee engagement and retention — but 48% of employees say the communications they receive are irrelevant to frontline workers.
Disconnection from the team
Employees with strong workplace relationships are 51% more likely to be engaged. But shift-based work can be isolating.
New starters may work alongside different colleagues every day, have limited face time with their manager, and no easy channel to build relationships beyond their immediate shift.
Without deliberate effort to create connection, the social fabric that makes work worth showing up for simply doesn’t form.
Limited career advancement
According to UKG’s 2025 frontline employee experience study, lack of career advancement has risen into the top five reasons frontline employees give for quitting.
Yet 64% of frontline employees say they would stay with their organizations for six years or more if they had access to better career development and training.
The appetite for growth is there, right from the start, but the pathway often isn’t.
Read more: Your frontline workers are checked out. Here’s how an employee experience platform can help.
The onboarding illusion: What companies are getting wrong
You’ve invested time and money in your frontline onboarding strategy. So why isn’t this moving the needle on new hire turnover?
The answer may lie not in the quality of your employee onboarding program, but in the length. In most frontline organizations, structured onboarding takes place in the first week or two. It’s thorough, well-intentioned. But it ends far too early.
A strong first week doesn’t prevent an exit at the three-month mark. That’s because there’s a significant gap between structured onboarding and what actually happens when a new worker hits the floor solo.
By week three or four, new-hire support has often evaporated. The questions keep coming — but now there’s no clear channel for asking them. Connection to the wider organization fades. The sense of momentum and progress, so strong in week one, starts to plateau.
That’s when employees start to question things. Is this worth it? Does this organization actually care whether I stay? Maybe there’s something better out there…
What the 90-day window actually needs: How to reduce employee churn
The solution to early frontline attrition is a commitment to improving the frontline employee experience during the first three months — and beyond.
That means creating an onboarding strategy that doesn't end at week two, but continues to inform, connect, and support new workers long after they hit their stride.
Here’s what that looks like in practice.
Consistent communications
New frontline workers need to feel like they’re part of something bigger. That means regular, relevant updates that keep them informed about what’s happening in the organization — delivered to their smartphone, not to a desktop intranet they’ll never log into.
The goal is to make a new hire feel like an insider, not an afterthought — and to give them the frontline communications that make their work easier.
Peer community
One of the most powerful retention boosters in frontline work is strong relationships and collaboration with co-workers.
When new workers have a channel to connect with their team — beyond whoever happens to be on the same shift — belonging develops faster. Internal communities, group chats, and shared spaces for non-work conversation all contribute to that vital social infrastructure.
A way to ask questions without feeling stupid
New starters have lots of questions. Many of them don’t ask, because they don’t want to look like they’re struggling or don’t know what they’re doing.
A searchable knowledge hub — policies, procedures, and FAQs findable in seconds from a smartphone — removes that barrier. So does self-serve access to shift swapping, payslips, and benefits enrolment.
Employees who can find answers independently feel more capable and confident.
Visibility into what comes next
New hires who can see a trajectory within the organization are significantly more likely to be there beyond 90 days.
Regular check-ins, clearly communicated development opportunities, and recognition of early progress all signal that the organization is invested in the individual, not just the role they’re filling.
The solution? A well-designed employee experience software platform makes all the above possible. It allows you to deliver structured onboarding content at the right moment in the employee lifecycle — and to fill the day with culture and community-building touchpoints.
Time to rethink your frontline onboarding strategy?
There’s a temptation in high-turnover environments to pull back on investment in the frontline employee experience. Why put significant resources into someone who might leave in three months?
It’s a reasonable question. But fail to consider frontline EX and you end up stuck in a cycle of attrition (and associated costs) that’s impossible to escape.
The frontline organizations reducing employee churn are those making the first 90 days — not just the first few weeks — feel like the beginning of something worth sticking around for.
That means extending the onboarding process beyond the induction checklist, giving new workers the tools to stay connected and informed, and building the peer relationships that make a job feel more than a job.
Technology is the infrastructure that makes this possible in dispersed and deskless frontline environments. But you need to choose tech tools that meet the needs of frontline employees.
A mobile-first frontline platform like Blink keeps deskless workers connected from day one — through structured onboarding journeys, communications that reach every employee, recognition and survey tools, and co-worker communities.
With everything available from one user-friendly dashboard, new hires have everything they need to hit the ground running — and build a long-lasting connection to your organization.
Blink. And keep frontline employees engaged through 90 days and beyond.
At Blink, we’re constantly evolving our employee experience platform to meet the dynamic needs of organizations and their employees.
As part of our commitment to empowering great employee experiences from the frontline to the front office, we’re excited to announce our latest suite of product features designed to improve the way employees engage with their organization and with each other.
From fostering deeper social connections and real-time interactions, to improving platform security and content protection, discover 6 new features designed to help you create an engaging, reliable, and thriving workplace.
#1. Stories: Share snapshots of your company culture
In today’s fast-paced world, the need for real-time connection and engagement has never been more important — and that includes at work. That’s why we’re excited to bring Stories, a first-of-its-kind feature, to Blink. With Stories, teams can easily share moments, celebrate wins, and keep the workplace experience fun and dynamic.
Much like Stories on the social media platforms we know and love, employees and team leaders can share temporary posts that live at the top of the Feed, keeping internal content relevant and up to date.
{{mobile-stories="/image"}}
Why you’ll love it:
- Instant sharing: Whether it’s celebrating team achievements, giving updates on project milestones, or sharing everyday moments, Stories offer a personal touch that helps foster a connected culture.
- Boost engagement: With the ability to share everyday moments and add a personal touch using image-editing tools, Stories make it easier for employees to connect and engage beyond formal communications.
- Keep content fresh: With a 72-hour shelf life, Stories are a great way to share timely messages and encourage frequent, social snapshots of your day.
With Stories, organizations can bring a fresh yet familiar approach to their internal communications strategy, engaging employees not just in critical communications but throughout their everyday work lives.
#2. Communities: Modernize your employee resource groups
As part of the reimagined Connect section, which brings Groups, Teams, and Contacts into one cohesive view, we’re excited to introduce Communities. This new feature allows employees to connect and collaborate over shared interests and hobbies.
With Communities, which are open for anyone to explore and join, employees have an intuitive and interactive digital space to foster deeper connections that go beyond day-to-day work tasks.
{{mobile-community="/image"}}
Key benefits:
- Personalized experience: Employees can join Communities based on their interests, passions, or hobbies, creating a more inclusive and engaging workplace.
- A dedicated space: Each Community comes with its own unique Feed, Channels, and Resources, creating a dynamic virtual hub for content and communication.
- Cross-company connection: Communities provide an opportunity to engage with colleagues across the organization, helping to bridge the gap between teams, departments, and geographies.
From Parents at Work and Home Chefs, to Dog Lovers and LGBTQ+ Crew, Communities open up new opportunities for social connection, workplace collaboration, and community-building.
#3. Moderation: Enhance control over your digital spaces
In order to ensure organizations can create and maintain a positive digital environment, we’ve enhanced our platform moderation tools. Administrators can now better manage and control content in Blink through new reporting and moderation functionalities.
New capabilities:
- Report a comment: Users can now report individual comments, in addition to posts, making moderation more precise.
- Report reasons: Users can provide specific reasons for reporting content, enabling admins to make more informed decisions and take quick action.
- Streamlined admin workflow: Moderation tasks are now part of the admin task list, ensuring that no report goes unnoticed.
These improvements give admins more transparency and control, allowing them to better maintain a respectful and focused communication environment.
#4. Mobile version control: Improve security for frontline teams
We’ve added mobile version control as an additional security measure to help organizations protect sensitive content on Blink’s platform. With this new feature, admins now have the option to require that devices meet a minimum OS version requirement, across iOS and Android, to access specific content and resources.
Why it matters:
- Improved data security: By controlling OS versions, companies can add an additional layer of security to any sensitive resources housed in the Content Hub.
- Tailored policies: Admins can customize their security settings to include OS version requirements, helping to meet BYOD (bring your own device) policies and ensuring compliance.
- Prompted updates: As part of this feature, Blink will alert employees in-app whose devices don’t meet the minimum OS requirements and prompt them to update their device. Blink will let me know I need to update my device’s operating system.
This update is crucial for companies prioritizing security, especially those with frontline, hybrid, or remote workers who often use their personal devices.
#5. Custom profile fields: Tailor your employee inputs
In addition to our 15 out-of-the-box user profile fields like “Name” and “Location,” we’re excited to roll out customizable profile fields.
Admins can now set up custom profile fields to gather the data they need and expand Blink’s usability, paving the way for admins to design a truly tailored Blink experience for their organizations and employees alike.
A closer look:
- Customization: Admins can now create custom fields to collect and manage unique user data, offering more tailored experiences for employees.
- Scalability: Whether you’re managing teams in retail, healthcare, or any other industry, custom fields make it easy to track data points that matter most to your organization.
- Extensibility: This is just the first step! Soon, custom fields will be integrated across more Blink features, making it easier to manage employee information in a way that works for you.
With these customized fields, you can gain deeper insights, streamline processes, and capture workforce data that aligns with your organization’s unique operational needs.
#6. ServiceNow notification integration: Stay on top of IT updates
Lastly, but certainly not least, we’ve expanded our integration capabilities. Our seamless notification integration with ServiceNow enables employees to receive real-time updates on their IT tickets directly within Blink.
How it works:
- Real-time notifications: Whenever an IT ticket is updated or resolved in ServiceNow, employees receive instant notifications via the Feed.
- Improved efficiency: This integration reduces the need for employees to switch between platforms, keeping everything in one place and ensuring they stay informed about their requests.
Enhanced integrations like these ensure that Blink can continue to be the central hub for all of your employee communications and task management needs.
Bring your consumer-grade employee experience to life.
As workplaces continue to evolve, our goal remains the same: to provide the tools that foster connection, enhance productivity, and create a seamless and exceptional experience for every employee — no matter what they do and where they work.
These product enhancements are our next step in empowering organizations to meet — and exceed — the expectations of a modern and digitally savvy workforce.
Blink. And see how these new features can upgrade your employee experience.
Blink, the leading employee engagement super-app, announced that The Learning Experience, a premier early childhood education provider, has successfully implemented Blink’s employee engagement platform as part of its strategic initiative to improve frontline staff communication, engagement, and retention across its 350 locations.
As The Learning Experience continues its significant growth, finding innovative ways to enhance company culture and ensure effective communication across all locations has become increasingly important. Due to the nature of the work, traditional communication methods aren’t accessible, as most staff members are teachers who do not use email during the day and need a more flexible solution. To address these needs, the organization launched a strategic initiative called Operation Blue Elephant, utilizing Blink’s platform to enhance engagement and streamline internal communication. This effort focuses on unifying the experience for the company’s 10,000 employees, 90% of whom work in franchise-operated centers with limited direct connection to the corporate team.
Blink’s platform, known as the "Happy Hub" within The Learning Experience, has become a key component of its employee engagement strategy. This centralized communication tool offers employees timely access to essential information, core tools, and a platform for feedback, thus enhancing overall engagement and connectivity.
“Blink has been a game-changer on how we communicate and engage with our employees,” said Traci Wilk, Chief People Officer, of The Learning Experience. “By providing a unified platform, we’ve ensured that every team member, from corporate staff to frontline franchise employees, feels connected and valued. This initiative is not just about improving communication-it’s about building a culture where every employee thrives.”
Key highlights of the Happy Hub
Comprehensive benefits program- The Learning Experience introduced "TLE Cares," an affordable benefits package for franchisees to offer their employees.
Reimagined teacher onboarding program- Through the platform, new teachers have the tools they need to succeed from day one, leveraging new technology and resources.
Happiness index-The Learning Experience began running both parent and employee engagement surveys. Viewing these results together gave the organization and franchisees a clearer idea of their performance and how Happiness index scores relate to employee engagement, retention, and family enrollment at centers.
Results
Since the launch of the Happy Hub, there has been a notable improvement in employee retention rates. The streamlined onboarding process has also contributed to this success by boosting new hires' confidence and readiness to lead classes effectively. In addition, the positive reception of the platform, with 99% of franchisees actively participating, highlights its effectiveness in enhancing staff engagement and creating a more supportive work environment.
Sean Nolan, CEO and co-founder of Blink said, “The success of The Learning Experience’s Happy Hub showcases the profound impact of effective frontline connection. In today's competitive market, fostering a strong organizational culture and ensuring employees feel supported is crucial for retention and growth. Other organizations can look to The Learning Experience as a model on how to leverage technology to achieve these goals.”
.png)](/content/intelligence/why-2026-is-the-year-to-replace-slack/index.html)Thought Leadership\ \ May 11, 2026\ \ Why 2026 is the year to replace Slack for your frontline\ \ \ \ Jess DeVore\ \ 8 min read
Slack changed how office teams communicate.
But for the 80% of the global workforce who don’t sit at a desk, it was never designed to work.
Slack is a desktop-centric platform. It’s clunky (and sometimes completely inaccessible) for employees who are on their feet, moving between locations, and rarely sitting down at a desktop computer.
In 2026, this gap is impossible to ignore.
Frontline employees now expect workplace technology to feel as intuitive as the apps they use outside work. Fast, mobile, simple.
And they want to feel as connected to co-workers and company culture as their peers in the office.
So how do you get from here to there?
Follow in the footsteps of the many companies currently seeking Slack alternatives. Specifically, look for mobile-first employee communication tools and frontline messaging platforms.
Slack replacements for mobile-friendly team messaging are designed around the realities of deskless work.
They meet frontline employees where they’re at with the help of intuitive comms tools, available on every employee smartphone. And they make a big difference to comms, culture, and connection in a frontline organization.
In this guide, we’ll explore:
- Why Slack falls down for frontline organizations
- The internal comms shifts set to shape 2026
- Why mobile-first employee comms is now non-negotiable
- The features modern frontline messaging platforms must deliver
- How Blink supports mobile-friendly team messaging at scale
If your frontline teams currently rely on workarounds, WhatsApp groups, or word-of-mouth to stay informed — this one’s for you.
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The limitations of Slack for frontline teams
Slack is one of the most widely recognized internal communication tools in the world. But popularity doesn’t always equal suitability.
Slack was built for desk-based, knowledge worker collaboration. It has lots of great features — like desktop-first team chat, organized communication channels, and app integrations. But it doesn’t make sense for frontline workers.
Frontline workers are employees whose roles require them to work away from a desk or traditional computer. They’re the people working in manufacturing, healthcare, logistics, retail.
These employees often operate in time-sensitive, high-pressure environments. They need communication that is immediate, clear, and impossible to miss. Urgent updates. Relevant content. Highly intuitive messaging tools. And this is where Slack begins to struggle.
Here are some of the key limitations of Slack for frontline use:
- Noise and information overload from chat-based streams
- Inadequate support for push notifications, role-based broadcasts, and compliance features
- Lack of centralized, evergreen knowledge resources suited for easy mobile access
- A mismatch between desktop and mobile versions
Slack vs. frontline messaging platforms
| Slack | Mobile-first frontline platforms | |
|---|---|---|
| Mobile-first interface | ✔ | |
| Desktop-first interface | ✔ | |
| Fast and reliable mobile performance, even with low or intermittent internet connection | ✔ | |
| Same features across mobile and desktop versions | ✔ | |
| Chat threads | ✔ | ✔ |
| Role-based content targeting | ✔ | |
| Effective push notifications | ✔ | |
| Integrations with other workplace software | ✔ | ✔ |
| Advanced mobile security and compliance | ✔ |
Read more: 9 best team communication apps for 2026
The internal comms shifts driving the 2026 Slack replacement trend
Organizations are choosing to replace Slack because internal communication is changing.
In 2026, three major shifts are reshaping how organizations connect with frontline teams — and exposing the limitations of desktop-based chat platforms like Slack.
Here’s what’s happening.
Shift #1: Multi-channel strategies
Internal comms teams are adopting a multi-channel approach. This is a strategy that combines different communication types — like proactive push channels (emails, SMS) and passive pull channels (intranets, knowledge hubs).
It means sending the right part of the message through the right channel at the right time, adding links between messages where necessary. For example, an urgent update sent via SMS may link to a more detailed policy document on your content hub.
Key actions for frontline organizations:
- Implement mobile-first team communication tools
- Move permanently beyond paper memos and word-of-mouth comms for frontline workers
- Define the purpose of each comms channel to reduce noise
Shift #2: AI automation
In 2026, experts predict that HR and comms leaders will be evaluated on one key thing: how much time their tools give back.
AI is no longer about experimentation. It’s about execution. So there’s increasing demand for AI-powered engagement tools, continuous feedback, and automation in team messaging.
The aim? To drive productivity and smarter workflows. And to free up time for coaching, clarity, and connection.
Key actions for frontline organizations:
- Find productivity tools that allow you to automate routine admin
- Use AI to make sense of employee feedback, employee sentiment, and platform analytics
- Use AI to create and personalize comms platform content
Shift #3: Simplified tech stacks
App overload is real.
The average employee now uses more than 100 digital tools. And frontline workers feel that burden acutely because they’re managing all those logins and tabs on a small smartphone screen.
In 2026, organizations are seeking to simplify their tech stacks. They’re looking for unified platforms that save cost, reduce complexity, reduce cognitive overload, and improve compliance.
By moving from a patchwork of point solutions to an all-in-one mobile-first employee communication platform, see fewer missed messages and improved adoption — particularly among frontline teams.
Key actions for frontline organizations:
- Audit tools through a frontline lens
- Consolidate around a small number of multi-functional platforms
- Integrate a centralized platform with other workplace software
TL;DR: Slack is struggling to keep up with the pace of change in internal comms and the wider workplace — especially in organizations with a frontline workforce. This is why many companies are moving beyond Slack’s limitations to embrace a mobile-first employee communication solution.
The importance of mobile-first employee communication on the frontline
Mobile-first is a philosophy not a feature. A mobile-first employee communication platform is built from the ground up for smartphones. It’s not built for desktop, then adapted later as an afterthought.
For frontline teams, that difference matters. It helps to ensure simple, seamless, touch-friendly experiences for users without easy computer access.
Your retail team can catch up with company news on their lunch break. Carers can swap advice in the time between clients. Your bus drivers get urgent route updates as a smartphone notification.
You get to ditch unreliable and inefficient methods of frontline communication — desktop tools like Slack, manager phone calls, paper memos, and unsecure WhatsApp chats.
You put company comms, culture, and connection, plus essential workplace tools, at the fingertips of every employee. So you can reach, engage, and empower your frontline workers, and the rest of your workforce, too.
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The key messaging features frontline platforms must deliver in 2026
If you’re replacing Slack this year — and seeking a better communication solution for your frontline workforce — there are a couple of non-negotiable features you should be looking for.
The best apps for frontline workers feature the following:
Mobile-first experience
Some internal communication platforms come with a mobile app. But that doesn’t mean they’re mobile-first. Truly mobile-first employee communication tools are built with smartphone users as a priority. That means intuitive navigation, clear layouts, and simple interactions — a tool that is easy to use on the go, with minimal training and zero frustration.
Employee engagement tools
Modern frontline platforms do more than simply deliver direct messages. They actively foster employee engagement. Features like employee recognition, a culture-boosting news feed, and co-worker chat tools help employees feel connected and valued, even when they don’t sit at a desk.
Two-way, real-time messaging
Two-way communication is another non-negotiable when looking at Slack replacements. Because communication isn’t effective when it’s only top-down. Frontline messaging platforms enable instant conversations so employees can ask questions, provide feedback, and collaborate with teammates in real time.
Content tailored by role
Role-based segmentation allows you to send tailored and secure communications to specific departments, locations, or groups within an organization. It ensures relevance, reduces noise, and helps to drive platform adoption. Look for communication tools that allow you to send targeted messages to your frontline employees. That way, each time they log in, they see content that relates to them.
Searchable, evergreen knowledge spaces
Another key feature of a modern frontline messaging platform is a central hub for documentation, FAQs, and resources. This ensures employees always have access to reliable information — without having to quiz managers or co-workers. And it makes workforce alignment, onboarding, and collaboration much easier.
Analytics and engagement tracking
Insights are critical if you want to understand the impact of your communications. The best platforms track message reach, engagement, and behavior patterns, giving managers the data they need to optimize communication strategies and fix gaps in understanding.
AI-based workflows
AI tools can streamline routine work. Automated reminders, shift notifications, approvals, and content summarization tools save time for managers and staff, letting them focus on higher-value work rather than repetitive tasks.
Integrations and compliance
Frontline communication tools should integrate smoothly with other workplace tools, creating a joined-up system that is easy for deskless workers to navigate — even in the middle of a busy shift. Integrations also help you maintain regulatory compliance. With features like HIPAA readiness for healthcare, secure single sign-on, and audit trails, you can stay efficient and protected while connecting teams across platforms.
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How Blink supports mobile-friendly team messaging for frontline workers
Blink is a mobile-first, social media-inspired employee experience platform, designed around the needs of frontline workers. It streamlines communication, engagement, and operational workflows with the help of:
A multimedia news feed
Real-time messaging tools
Content hub
Employee surveys
Employee recognition
Co-worker communities
Live streams and video calling
Push notifications
AI-powered automation tools
Analytics dashboard
Built-in compliance support
Integrations
Going way beyond the capabilities of Slack (and of a standard team messaging app), Blink gives you the tools you need to transform frontline communication, employee engagement, and company culture.
And don’t take our word for it. We’ve been recognized as a Challenger in the 2025 Gartner® Magic Quadrant™ for Intranet Packaged Solutions. That means we’re executing at a high level and pushing the market forward with a bold, differentiated vision.
Organizations like McDonald’s, JD Sports, Dollar Tree, and Domino’s use Blink to connect thousands of frontline employees across stores, warehouses, and healthcare settings. Through Blink, they deliver updates instantly, reduce reliance on WhatsApp or personal text groups, and bring communication, knowledge, and workflows into one mobile-first platform.
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The future of frontline communication starts now
Communication platforms are evolving fast — and 2026 marks a turning point.
This is the year mobile-first becomes the baseline for reaching a frontline workforce that’s short on time and always on the move.
It’s the year AI starts doing real work — cutting admin, surfacing insights, and giving managers more time to support their people.
It’s the year organizations get serious about simplifying bloated tech stacks.
Organizations reviewing their frontline messaging tools in 2026 should be thinking beyond chat alone. Because the future belongs to platforms that inform, connect, and motivate your people — all from one streamlined, easy-to-use interface.
Ready to start your search? Look for tools that provide an intuitive mobile experience, a range of comms channels, strong integrations, and clear insights into what’s actually working.
Do that, and you won’t just solve today’s communication challenges — you’ll also be ready for whatever comes next.
Blink. And switch to a frontline messaging platform that connects your whole organization .
.avif)](/content/intelligence/good-leader-in-the-workplace/index.html)Roundup\ \ September 6, 2023\ \ 10 Qualities of a Good Leader \ 10 leadership qualities that matter most in the workplace, with real examples. From communication to accountability, here is what sets great leaders apart.\ \ \ \ Jess DeVore\ \ 11 min read
"A good leader will always …"
How you complete that sentence could speak volumes about your leadership skills.
Good leadership in the workplace is crucial for the long-term success of your business and superb employee experience.
In fact, there's a 1674% chance of an employee having a strong perception about your leadership when you connect them to their purpose, accomplishments, or each other.
Great leaders inspire and motivate their team members. But it's easier said than done.
Being a good leader can be challenging. It takes a lot of practice and focus. But like any other skill, you can learn to be an effective leader.
If you don't know how to be a good leader, you're in luck. We'll explore 10 qualities of a good leader to give you tips to become a strong leader at work.
What makes a good leader in the workplace?
A good leader engages in open communication, motivates their team members, leads by example, listens to feedback, and is open to new ideas in an ever-changing workplace.
Anyone can sit in a corner office and boss people around, but there's more to effective leadership than that.
Learning the traits of a good leader will help you significantly impact your company's success.
With that in mind, here are 10 attributes of a good leader and how to use them effectively to your advantage.
1. Good leaders engage in open communication.
Employees want to be heard — whether it's an issue that needs resolving or ideas they believe would improve the business or better serve clients.
When you don’t communicate well with your team, they may feel discouraged, resulting in poor morale and lower production. Project.co shared that 35% of businesses have lost an employee due to poor communication.
The best leaders customize their communication styles to suit each situation and team members' preferences — which means they take the time to learn which communication mode each team member prefers.
Do your employees prefer email or phone conversations? Or maybe face-to-face?
You can also use a straightforward mobile app like Blink to turn your employees into a close-knit group by enabling communications between them.
Effective communication decreases misunderstandings and employee errors, builds trust among team members, and improves morale. Pumble backs that up, stating that effective communication can increase a team's productivity by 25%.
As long as it's done respectfully, you should maintain a work environment that promotes honest communication.
You can also encourage open communication by:
- Promoting a judgment-free environment sinceyour employees are likely to give their opinions more often when they don’t fear discrimination.
- Giving undivided attention to your team members when they’re speaking.
- Asking your employees for suggestions to increase their engagement. You'll aim to implement employee engagement strategies that work.
- Asking (not demanding) your employees to do stuff for you.
2. Great leaders encourage professional and personal development.
One of the most critical leadership qualities you can have is nurturing your staff by giving them personal development opportunities.
That can include anything from leadership training or teaching them a new skill to encouraging them to pursue a passion that inspires them in and out of the workplace.
In 2021, Lorman shared that 70% of employees are likely to leave their current job to work for an organization that invests in employee growth and development.
Employees value learning opportunities, so it's no surprise that companies with successful training programs typically see a significant increase in employee retention.
Picture a company culture where every team member receives training according to their interests. In such a case, every employee will feel you care about their goals, dreams, and overall well-being.
When that happens, your employees will go above and beyond to help you achieve your goals and vision.
Here are four strategies you can use to encourage professional and personal development in the workplace:
- Encourage mentoring and coaching between managers and employees.
- Identify and develop soft skills such as time management, active listening, and delegation.
- Implement cross-departmental training programs to increase the efficiency of your entire company.
- Use a learning management system (LMS) to streamline employee training.
3. Successful leaders lead their employees by example.
One of the characteristics of a good leader is their ability to ‘walk the talk.’
Here’s an instance of a true leader leading by example:
Jane is a manager at a local bank with a team of seven employees (you can pretend that’s Jane and her team in the above picture). She shows up to work a few minutes early to plan her schedule.
When her team starts to arrive, she greets them warmly and inquires about their families.
She then calls her team members into a morning meeting. And instead of leading with her plan, she gives each person a chance to voice their ideas. She appreciates their input and asks them to create proposals to bring their ideas to life.
When it’s time to start working, Jane attends to clients like the rest of the team.
As a result, Jane gets high levels of employee engagement since she demonstrates that she’s invested in her team's initiatives and business.
Leading by example means guiding your employees through actions instead of words. The saying ‘ do as I say, not as I do’ has no place in today’s world.
Nowadays, employees want to see your actions match what you say. That means showing them what’s required instead of just telling them.
Here are four ways to lead by example:
- Be a role model to your employees by walking the talk.
- Give clear instructions to your staff.
- Avail yourself to answer questions your employees might have.
- Make employees feel part of the team by letting them know why you're giving them specific instructions.
- Use respectful words like ‘please’ when giving instructions to your team members.
4. Strong leaders give constructive feedback to employees about their performance.
Employee feedback is an incredibly effective tool. Offered well, it can grow your employees, strengthen bonds between staff and managers, and improve trust levels.
“We all need people who will give us feedback. That’s how we improve.”— Bill Gates
Direct, honest feedback is the best way to steer your team in the right direction.
Don’t wait for monthly or quarterly assessments to give your employees feedback. Give them right after an event has occurred. It will have the most significant impact on their performance.
Here are four tips to help you give employees effective feedback that gets the results you need:
- Give individual feedback privately.
- Avoid sandwiching corrective feedback between two positive feedbacks. It will create confusion, undermine the feedback, and decrease trust levels.
- Focus on your employees' behaviors (what they do) rather than their personality traits (what they’re like).
5. Secure leaders ask for feedback from employees about their leadership style.
The saying goes: there’s always room for improvement. That’s especially true when you're a good leader.
Who can point out these growth opportunities better than your employees?
After all, they work with you every day, so they know your strengths and weaknesses.
“Feedback is the Breakfast of Champions.”— Ken Blanchard
However, getting honest feedback isn’t always easy.
Employees may feel awkward revealing their true thoughts. They may not want to offend anyone's feelings or face future consequences for harsh criticism. That may cause them to give you fluffy feedback or avoid the request.
Use these tips to ask your employees for feedback and increase the likelihood that they give honest, actionable feedback:
- Ask your employees specific questions instead of vague questions such as, “What do you think?”
- Tell your staff not to hold back on their feedback and make them feel they’re doing you a favor by being honest.
- Give them time to think about your questions and develop helpful answers.
- Ask employees about what you can do better in the future rather than what you did wrong in the past.
6. Transformational leaders are open to change and new ideas.
Change is hard — even if the change is for the better. Successful leaders are aware of this and don't pretend otherwise.
They also understand that embracing change with the right mindset is critical to creating an environment where change is integral to their company's DNA.
A great leader never wants to be the smartest person in the room. They surround themselves with a team of experts with more ideas and experience without feeling threatened.
And when these experts are led well, they can be a powerful force in driving strategy, making changes, and enhancing the company's bottom line. They’ll perform at a high level with little oversight and push you to grow continually.
“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”— Steve Jobs
Whether you're leading a team of two or five thousand, below are four ways to embrace new ideas and get your employees on the ‘change-wagon’ faster:
- Surround yourself with a committed team of experts.
- Understand why you need the change and clearly express the desired outcome.
- Include your employees in decision-making from the get-go to strengthen their commitment to change.
- Make sure your beliefs and behaviors support the change. Be resilient, persistent, and willing to step outside your comfort zone.
7. Effective leaders set clear employee goals and delegate work.
A good leader makes sure their employees are doing what they’ve assigned them to do to achieve the company's mission and goals.
The instructions you give should be measurable and quantifiable. Use existing data to develop a baseline for employees to do their best work.
Moreover, 2021 research by Bi Worldwide showed that 31% of employees said their manager set attainable goals for them, but they weren’t challenging. So be sure to have goal-setting discussions with your employees to set goals that will challenge them to grow.
An effective leader also knows what tasks to delegate. They know they can’t accomplish everything alone, so they assign tasks to team members they’re confident will complete them.
As a result, they empower and boost their employees’ morale. And in the process, they free up their time to focus on what will yield the highest returns and grow the business.
Here are three tips to help you delegate tasks to your team members:
- Look for opportunities to delegate tasks based on your teams' strengths and weaknesses.
- Walk your employees through the project you're delegating and clarify when you need it done.
- Give continuous feedback and be specific on what they did well and what they need to improve on.
- Aligned with implementing employee experience strategies and positive employee lifecycle
8. Great leaders are passionate about their work.
A good leader has the right motivation and passion. They’re not driven by money or prestige but genuinely want to inspire others to do their best.
Passionate leaders increase productivity and make sure workers are committed to the company's values, mission, and vision.
“A great leader's courage to fulfill his vision comes from passion, not position.”— John C. Maxwell
Most successful leaders have a passion (not a job) and know how to rally others around that passion.
In short, passionate leaders lead with heart.
Here are seven qualities that set passionate leaders apart from the crowd:
- They're open-minded and respect differing opinions.
- They have a positive attitude and superb problem-solving skills.
- They’re great communicators and listen with the intent of genuinely understanding rather than advancing their agenda.
- They're future-focused and capable of engaging others to achieve their goals.
- They look at the big picture and embrace challenges.
- They're risk-takers and put in the hard work to execute ideas.
- They're self-aware, surround themselves with like-minded people, and sustain collaborative relationships.
Your ability to inspire, motivate, and create a magnetic vision needs commitment and perseverance. But it’s worth the effort, whether your goal is productivity, employee retention, or project management.
9. Successful leaders have a positive attitude even when things go south.
Most people tend to associate good leadership with smooth sailing.
After all, what can go wrong if you build and nurture a great team and generate excellent ideas?
…. a lot.
But whether it's a minor misunderstanding or a significant error, how you handle a negative situation reveals a lot about your emotional intelligence and leadership abilities.
“Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference.”— Mac Anderson
When things go south, your words and actions as a leader are critical. Here’s what you can do during those times:
- Take time to evaluate the situation and know what the problem is.
- Face the problem with positivity and look for solutions.
- Be flexible and adaptable and make adjustments along the way.
- Remain persistent and determined to solve the issues.
10. Good leaders are always learning.
All successful leaders have one trait in common — a hunger for learning. They enroll in relevant online courses, read great books, use the best tools, and constantly improve.
Great leaders have an innate sense of curiosity that often drives them to learn more, which helps them perform better for their businesses and provide personal fulfillment.
“Leadership is not an expertise. Leadership is a constant education.”— Simon Sinek
Learning helps great leaders challenge their assumptions and bring clear understanding to the table.
In contrast, failure to keep learning means you won't adapt to the ever-changing work environment. And depending on your industry's competition, this can be a significant issue that spells the death of your company.
Here are three ways to keep learning and become a better leader:
- Embrace an open mind to see things from different perspectives.
- Read relevant books, industry publications, and blogs.
- Take advantage of consultants, personal networks, industry events, and other organizations and learn from them.
How to be a good leader at work: your checklist
- Openly communicate: Make sure your team always know what's going on and what is expected of them.
- Develop your team: Push each team member in their personal development. Make sure you each team member has a clear and robust personal development plan.
- Lead by example: Easier said than done, but be the example your team can learn from. Show them the type of employee you want them to be.
- Give constructive feedback: Don't be afraid to give constructive feedback. 1-1's are normally the place for this.
- Ask for feedback: You won't always get things right, and not everyone will agree with you. Ask for feedback from your team on your management style and how you can improve.
- Be open to change and new ideas: If a team member has an idea or a new way of doing things, be open to it. Don't stick to the way things are just because "that's how it's always been".
- Set goals & delegate: You can't do everything on your own, give your team responsibility and delegate tasks appropriately. This can help with point 2 as well.
- Show your passion: If you love your job, show it. This passion can be infectious and help motivate your team.
- Keep positive: Things won't always go to plan, but you can weather the storm. Keep positive and let your team know you have their back with whatever road bumps you hit.
- Don't stop learning: Your development also doesn't stop. If you want to lead by example you need to make sure you are up to date with the latest techniques and strategies for your role.
Wrapping up: What makes a good leader in the workplace?
Most people aren’t born with the ability to get things done and inspire others every day. And that’s okay — you don’t have to be born with that ability to succeed.
Although it takes time to be a good leader, you can learn strong leadership skills. But like any other skill, it takes a lot of practice and focus.
Just keep in mind it also requires you to grow and engage your team. Blink’s Employee Engagement App can help you keep employees engaged and connected. Try it out today.