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High-quality calling built specifically for your workplace colleagues.
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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.
...
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A single soExplore how Blink can work for your company and roleurce of truth for your workforce.
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Employee communication
8 min read
The 9 best team communication tools for deskless teams in 2026
The best team communication tools for deskless and frontline workers in 2026. Compare features, pricing, and fit across 9 platforms built for mobile-first teams.
Jess DeVore
Published:
January 22, 2026
Last updated:
June 2, 2026
What we'll cover
What is a deskless team communication tool?
Why standard tools fail deskless teams
The 9 best team communication tools for deskless teams
How to choose a team communication tool for deskless teams
How to roll one out without the chaos
Real results from deskless teams using Blink.
Transform deskless team communication with Blink.
Most communication tools were built for someone sitting at a desk with a company laptop and a company email. That's not deskless work.
Deskless workers (drivers, nurses, retail associates, warehouse operatives, care workers, construction crews) need something different. Mobile-first, fast, intuitive enough to onboard without a training manual, and built to work even when connectivity isn't perfect. This guide ranks the 9 best team communication tools for deskless teams in 2026, with honest notes on what each does well, where it falls short, and who it's right for.
The short answer
The top three for most deskless teams in 2026:
- Blink. — mobile-first employee app built specifically for frontline and deskless workers. 90%+ adoption across customers. Best for organizations where the frontline is the priority, not an afterthought.
- Connecteam — strong all-in-one for SMB workforce management. Good if scheduling and task management matter as much as communication.
- Staffbase — enterprise-grade with multilingual reach and digital signage. Right for large global frontline workforces in manufacturing and logistics.
Microsoft Teams, Beekeeper (now part of LumApps), Pebb, Yourco, HubEngage, and Simpplr round out the list with specific strengths. The right pick depends on workforce size, connectivity, and whether you need communication-first or workforce-management-first.
Quick comparison
Tool
Best for
Starting price
Free tier
Blink.
Mobile-first frontline workforces in retail, healthcare, logistics, hospitality
$3.75/user/month (Core annual)
Free trial
Connecteam
SMB workforce management with comms attached
Free for up to 10 users, paid from ~$29/mo
Yes
Staffbase
Large enterprise global frontline with multilingual reach
Custom
No
Microsoft Teams Frontline
Microsoft 365 environments
$2.25 (F1) or $8.00 (F3) /user/month
Trial only
Pebb
Budget-conscious SMBs
Free up to 1,000 users, premium from $4/user/month
Yes
Yourco
Workforces without smartphones (SMS-first)
Custom
No
HubEngage
Multi-channel reach across app, SMS, email, WhatsApp, signage
Custom
No
Beekeeper (LumApps Group)
Existing customers, hospitality and manufacturing
Custom, third parties cite $5 to $15/user/month
Limited free plan
Simpplr
AI-powered intranet with frontline reach
Custom
No
What is a deskless team communication tool?
A deskless team communication tool is a mobile-first software platform designed to connect, inform, and engage workers who don't sit at a desk. That includes frontline employees in retail, healthcare, logistics, manufacturing, hospitality, transport, and construction.
Unlike a traditional intranet or office chat tool, deskless tools are built for:
- Smartphone use without a corporate email address or company-issued device
- Low-bandwidth and offline environments
- High-turnover workforces that need fast, frictionless onboarding
- Shift-based, distributed, and physically mobile teams
For a wider view of what these systems should do, see our guide to deskless worker communication and our breakdown of internal communication tools.
Why standard tools fail deskless teams
SharePoint wasn't built for the frontline. Neither was Slack. Neither was email.
A 2023 Microsoft Work Trend Index found that 60% of frontline workers feel they aren't heard by leadership ( Microsoft Work Trend Index, 2023). Multiple frontline studies consistently show that the majority of deskless workers don't have a regular work computer or company email. The communication gap isn't a culture problem. It's a tooling problem.
The good news: in 2026 there are real options purpose-built for the job.
The 9 best team communication tools for deskless teams
1. Blink.
Best for: Organizations where frontline workers are core, not peripheral. Strong fit in retail, healthcare, transport, logistics, and hospitality.
Blink. is a mobile-first employee experience platform built specifically for deskless and frontline workforces. It brings internal communications, a searchable knowledge hub, chat, digital forms, recognition, and analytics into a single app on a worker's personal phone, with no corporate email required.
Key features:
- Real-time chat with voice notes, read receipts, and rich media
- Personalized news feed by role, location, and team
- Unified Hub for policies, SOPs, training, and forms (searchable)
- Recognition, surveys, and short-form video
- Integrations with Microsoft 365, Salesforce, and major scheduling and HR systems ( Blink. integrations)
- Offline access for low-connectivity environments
- AI assistant on Pro tier for content drafting and translation
Pricing: $3.75/user/month on Core annual, $5.00/user/month on Pro, Enterprise custom. Free trial across all tiers. ( Blink. pricing)
Adoption: Blink. customers consistently hit 90%+ workforce adoption. JD Sports reached 87% in 10 days. easyJet runs Blink. across 20,000+ employees. McDonald's, the NHS, Domino's, Stagecoach, and Chick-fil-A are on the platform ( Blink. customer stories).
Why it's different: Most platforms bolt frontline features onto office software. Blink. was built the other way around: starting from the frontline experience and building outward.
For a deeper comparison against the two most-searched alternatives, see Blink. vs Microsoft Teams and Beekeeper vs Blink..
2. Connecteam
Best for: Small to mid-sized businesses in retail, hospitality, field services, and construction where scheduling and task management matter as much as communication.
Connecteam is an all-in-one employee management app that combines scheduling, time tracking, task management, forms, HR, and internal communication in one platform.
Key features:
- Team chat and direct messaging
- Shift scheduling with automated notifications
- Job dispatch and GPS tracking
- Digital checklists and forms
- Company news feed and announcements
Pricing: Free for up to 10 users. Paid plans start around $29/month for the Small Business plan (covers up to 30 users), with per-user pricing above that ( Connecteam pricing).
Heads up: Connecteam is strong on workforce management but lighter on internal communications depth compared to platforms built around communication first. For a head-to-head, see Connecteam alternatives.
3. Staffbase
Best for: Large enterprises managing global frontline workforces in manufacturing, healthcare, and logistics.
Staffbase is an enterprise employee communications platform with strong frontline capabilities. Known for branded employee apps, multilingual reach, and integrations with the broader Microsoft and Workday stacks.
Key features:
- Fully branded employee app
- Multi-channel reach (app, email, digital signage, SMS)
- Automated translation across 100+ languages
- Offline content access
- Emergency alerts and voice messaging
Pricing: Custom enterprise pricing.
For alternatives that compete on price or specific verticals, see Staffbase alternatives.
4. Microsoft Teams (Frontline Worker tier)
Best for: Organizations already deeply on Microsoft 365 where IT prefers to extend the existing stack rather than add another platform.
Microsoft Teams has evolved to serve frontline workers through its dedicated Frontline Worker license tier, adding Shifts (schedule management), Walkie Talkie (push-to-talk), and task management built for field work ( Microsoft Teams for Frontline Workers).
Key features:
- Shifts for schedule management
- Walkie Talkie push-to-talk
- Task assignment and tracking
- Native Microsoft 365 integration
- Enterprise compliance and security controls
Pricing: F1 at $2.25/user/month (read-only Office, limited mailbox), F3 at $8.00/user/month (full features). Both rising July 2026 ( Microsoft 365 frontline pricing).
Heads up: Teams was designed for desk-based knowledge workers, and frontline adoption tends to lag behind office adoption. F1's read-only Office and limited mailbox often force upgrades to F3, changing the cost picture. The most common play is to run Teams for HQ and a purpose-built tool for the frontline. For the full breakdown, see our Blink. vs Microsoft Teams comparison and Microsoft Teams alternatives.
5. Pebb
Best for: Budget-conscious SMBs with frontline teams who want a free starting point.
Pebb is a mobile-first communication platform with one of the most accessible free tiers in the category. Familiar social interface designed to reduce onboarding friction.
Key features:
- Company news feed with polls and recognition
- Unlimited message history
- Offline access
- Group chat and direct messaging
- Peer recognition tools
Pricing: Free for up to 1,000 users. Premium plans from $4/user/month ( Pebb pricing).
6. Yourco
Best for: Organizations with workers who lack smartphones or reliable mobile data. Common in logistics, construction, and agriculture.
Yourco takes an SMS-first approach. Rather than requiring a smartphone app, it delivers messages via text, reaching workers on any phone with no download.
Key features:
- SMS-native communications (no app required)
- High open rates typical of SMS channels
- Works on basic phones
- Automated message scheduling and reminders
Pricing: Custom.
7. HubEngage
Best for: Organizations that need to reach workers across multiple channels simultaneously (mobile app, SMS, email, WhatsApp, digital signage).
HubEngage combines communication, engagement, and analytics in one platform with multi-channel reach.
Key features:
- Multi-channel messaging (app, email, SMS, WhatsApp, digital signage)
- Recognition, rewards, and gamification
- Pulse surveys and analytics
- Content targeting by team, location, and role
Pricing: Custom.
8. Beekeeper (now part of LumApps)
Best for: Existing Beekeeper customers, and operators in hospitality and manufacturing who want shift management and inline translation in the same app as communications. New buyers should weigh integration risk carefully.
Beekeeper was acquired by LumApps in July 2025 in a deal valuing the combined company at more than $1 billion, backed by Bridgepoint ( LumApps press release). The combined "AI Employee Hub" is on a 12 to 24 month integration roadmap. LumApps has confirmed no short-term sunset plans for either platform.
Key features:
- Team messaging and broadcast announcements
- Native shift management
- Digital workflows and checklists
- HR system integrations
- Inline translation across 150+ languages
Pricing: Custom. Third-party trackers cite a range of roughly $5 to $15 per user per month ( Capterra).
Heads up: Buyers signing new contracts in 2026 should understand they're buying into a multi-year platform integration. For an objective comparison and the right questions to ask, see Beekeeper vs Blink. and Beekeeper alternatives.
9. Simpplr
Best for: Mid-to-large organizations that want a modern intranet with frontline reach and strong AI-assisted content delivery.
Simpplr is an AI-powered employee intranet that's increasingly targeting frontline and hybrid workforces.
Key features:
- AI-powered content recommendations
- Social intranet with news feed and recognition
- Analytics and engagement tracking
- Mobile app with frontline access
Pricing: Custom.
For competitive context, see Simpplr alternatives.
How to choose a team communication tool for deskless teams
Not every tool on this list is right for every team. Start here.
Four questions to shortlist
- Do your workers have smartphones? If not, go SMS-first (Yourco). If yes, go app-first.
- What's your workforce size? Blink. works across both SMB and enterprise. Under 100 workers, also consider Connecteam or Pebb if low cost is the lead constraint. Over 1,000 workers, the realistic shortlist is Blink., Staffbase, or Simpplr.
- Are you already on Microsoft 365? Test Teams Frontline before adding another platform if your IT team is heavily Microsoft-aligned. Then evaluate whether it actually drives adoption on the frontline.
- Is your priority communication, or workforce management? Communication-first: Blink., Staffbase. Workforce-management-first: Connecteam, Beekeeper.
Non-negotiables for any deskless team
- Works on personal smartphones without a corporate device
- Doesn't require a company email to sign in
- Intuitive enough to onboard in minutes, not days
- Works in low-connectivity environments
- Adoption above 80% should be the bar, not the aspiration
For more on the levers behind frontline adoption rates above 90%, see frontline digital inclusion.
How to roll one out without the chaos
Getting the right tool is half the job. The rollout determines whether your frontline actually uses it.
Four steps that work
- Run focus groups first. Ask frontline workers what's broken today before selecting a tool. Their answers will surprise you.
- Create a platform playbook. Define how the tool is used (channels, posting permissions, tone, governance) before launch.
- Build a launch campaign, not a training deck. App ambassadors, incentives, and clear value messaging outperform mandatory PowerPoints.
- Integrate before you launch. Connect the tool to scheduling, HR, and payroll systems upfront. Don't retrofit later.
Real results from deskless teams using Blink.
JD Sports and McDonald's use Blink. for mobile-first shop-floor communication, replacing physical shift huddles.
Children's of Alabama uses Blink. to share campaigns including flu shot drives and benefits enrollment, and to keep staff connected across departments.
Go North West (UK bus operator) reached 95% of employees with essential communications and a 26% reduction in employee turnover after switching to Blink. ( Blink. customer stories).
Transform deskless team communication with Blink.
Blink. was built from the frontline up. A single app that connects every worker, whether they're on the shop floor, behind the wheel, or at the bedside, to their team, their schedule, and their company.
Book a demo → | See Blink. pricing →
Frequently asked questions
What is a team communication tool for deskless workers?
A deskless team communication tool is mobile-first software that connects frontline employees to their managers, coworkers, and company information, without requiring a corporate laptop or email address. It's designed for workers in retail, healthcare, logistics, hospitality, manufacturing, and similar industries where most of the workforce doesn't have a desk.
What are the best team communication tools for deskless teams in 2026?
The strongest options are Blink., Connecteam, Staffbase, Microsoft Teams Frontline, and Pebb. The right choice depends on workforce size, connectivity needs, and whether you need communication-only or full workforce management. For most organizations with significant frontline populations, Blink. delivers the highest adoption rates and the most purpose-built mobile experience.
Why doesn't WhatsApp work for frontline team communication?
WhatsApp lacks admin controls, audit trails, compliance features, and the analytics organizations need to manage communications at scale. It also blurs personal and professional boundaries when workers use personal accounts, which creates real data privacy and HR risk.
What's the difference between an intranet and a frontline communication app?
Traditional intranets are desktop-first and built for knowledge workers. Frontline communication apps are mobile-first, designed for workers without desk access, and optimized for speed, simplicity, and offline use.
How much do frontline communication tools cost?
Pricing varies widely. Pebb is free for up to 1,000 users. Connecteam starts free for very small teams. Microsoft Teams Frontline starts at $2.25 per user per month (F1) but commonly requires an F3 upgrade at $8.00 per user per month. Blink. starts at $3.75 per user per month on the Core annual plan. Enterprise platforms like Staffbase use custom pricing.
Has Beekeeper been acquired?
Yes. LumApps acquired Beekeeper in July 2025 in a deal valuing the combined company at more than $1 billion. The combined "AI Employee Hub" is on a 12 to 24 month integration roadmap. Existing Beekeeper customers continue to be supported during the integration. New buyers should understand they're buying into a multi-year platform transition.
What is frontline communication?
Frontline communication is the exchange of information between frontline workers and their managers, coworkers, and the wider organization. Effective frontline communication is mobile-first, real-time, and accessible without a corporate device or email.
Most communication tools were built for someone sitting at a desk with a company laptop and a company email. That's not deskless work.
The short answer
The top three for most deskless teams in 2026:
Quick comparison
Tool
Best for
Starting price
Free tier
Blink.
Mobile-first frontline workforces in retail, healthcare, logistics, hospitality
$3.75/user/month (Core annual)
Free trial
Connecteam
SMB workforce management with comms attached
Free for up to 10 users, paid from ~$29/mo
Yes
Staffbase
Large enterprise global frontline with multilingual reach
Custom
No
Microsoft Teams Frontline
Microsoft 365 environments
$2.25 (F1) or $8.00 (F3) /user/month
Trial only
Pebb
Budget-conscious SMBs
Free up to 1,000 users, premium from $4/user/month
Yes
Yourco
Workforces without smartphones (SMS-first)
Custom
No
HubEngage
Multi-channel reach across app, SMS, email, WhatsApp, signage
Custom
No
Beekeeper (LumApps Group)
Existing customers, hospitality and manufacturing
Custom, third parties cite $5 to $15/user/month
Limited free plan
Simpplr
AI-powered intranet with frontline reach
Custom
No
What is a deskless team communication tool?
Unlike a traditional intranet or office chat tool, deskless tools are built for:
Why standard tools fail deskless teams
SharePoint wasn't built for the frontline. Neither was Slack. Neither was email.
The good news: in 2026 there are real options purpose-built for the job.
The 9 best team communication tools for deskless teams
1. Blink.
Best for: Organizations where frontline workers are core, not peripheral. Strong fit in retail, healthcare, transport, logistics, and hospitality.
Key features:
2. Connecteam
Key features:
3. Staffbase
Best for: Large enterprises managing global frontline workforces in manufacturing, healthcare, and logistics.
Key features:
Pricing: Custom enterprise pricing.
For alternatives that compete on price or specific verticals, see Staffbase alternatives.
4. Microsoft Teams (Frontline Worker tier)
Best for: Organizations already deeply on Microsoft 365 where IT prefers to extend the existing stack rather than add another platform.
Key features:
5. Pebb
Best for: Budget-conscious SMBs with frontline teams who want a free starting point.
Key features:
- Company news feed with polls and recognition
- Unlimited message history
- Offline access
- Group chat and direct messaging
- Peer recognition tools
Pricing: Free for up to 1,000 users. Premium plans from $4/user/month ( Pebb pricing).
6. Yourco
Best for: Organizations with workers who lack smartphones or reliable mobile data. Common in logistics, construction, and agriculture.
Yourco takes an SMS-first approach. Rather than requiring a smartphone app, it delivers messages via text, reaching workers on any phone with no download.
Key features:
- SMS-native communications (no app required)
- High open rates typical of SMS channels
- Works on basic phones
- Automated message scheduling and reminders
Pricing: Custom.
7. HubEngage
Best for: Organizations that need to reach workers across multiple channels simultaneously (mobile app, SMS, email, WhatsApp, digital signage).
HubEngage combines communication, engagement, and analytics in one platform with multi-channel reach.
Key features:
Pricing: Custom.
8. Beekeeper (now part of LumApps)
Key features:
9. Simpplr
Best for: Mid-to-large organizations that want a modern intranet with frontline reach and strong AI-assisted content delivery.
Simpplr is an AI-powered employee intranet that's increasingly targeting frontline and hybrid workforces.
Key features:
- AI-powered content recommendations
- Social intranet with news feed and recognition
- Analytics and engagement tracking
- Mobile app with frontline access
Pricing: Custom.
For competitive context, see Simpplr alternatives.
How to choose a team communication tool for deskless teams
Not every tool on this list is right for every team. Start here.
Four questions to shortlist
Non-negotiables for any deskless team
How to roll one out without the chaos
Getting the right tool is half the job. The rollout determines whether your frontline actually uses it.
Four steps that work
Real results from deskless teams using Blink.
JD Sports and McDonald's use Blink. for mobile-first shop-floor communication, replacing physical shift huddles.
Children's of Alabama uses Blink. to share campaigns including flu shot drives and benefits enrollment, and to keep staff connected across departments.
Transform deskless team communication with Blink.
Book a demo → | See Blink. pricing →
Frequently asked questions
What is a team communication tool for deskless workers?
What are the best team communication tools for deskless teams in 2026?
Why doesn't WhatsApp work for frontline team communication?
What's the difference between an intranet and a frontline communication app?
How much do frontline communication tools cost?
Has Beekeeper been acquired?
What is frontline communication?
What we'll cover
What is a deskless team communication tool?
Why standard tools fail deskless teams
The 9 best team communication tools for deskless teams
How to choose a team communication tool for deskless teams
How to roll one out without the chaos
Real results from deskless teams using Blink.
Transform deskless team communication with Blink.
Start your free trial today
See how Blink helps frontline teams stay connected, informed, and engaged.
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Kristin has quickly settled into life at Blink in just four months. After starting her career in finance, Kristin discovered her passion for working closely with people to achieve shared goals — leading her to a customer success role where she thrives on building new processes and partnerships.
We caught up with her to learn more about her journey, her excitement for upcoming Blink features, and why she loves working at a company that champions both frontline employees and forward-thinking innovation.
Which Blink office do you work out of?
I work at the Boston office 3 days a week.
What is your position at Blink?
I’m a Customer Success Manager. I work with our existing customers to optimize their use of the Blink platform, ensuring we meet their strategic goals through maximizing the value of their Blink investment.
How long have you been at Blink?
I’ve been here for just over four months, so I’m still relatively new. Before this, I worked in Customer Success at a larger tech company in Boston. It was a similar role, but I enjoy working at a smaller, earlier-stage company because I like having the opportunity to build processes and functions from the ground up — it’s really exciting to me.
I graduated college with a major in Finance and started my career in that field. I enjoyed it and did well, but I realized the part of my job I loved most was interacting with people and working toward shared goals. In Finance, those goals were usually budget-related. I thought, “Okay, I don’t want to become a CFO one day… so, what do I want?” That’s what led me to Customer Success, which is fundamentally about teamwork and collaboration.
What initially attracted you to join Blink?
When I heard about Blink, I was really excited. So many apps target desk-based employees — I’d been working in tech, and everything I worked on was designed for people at their desks. What thrilled me about Blink was that it focuses on frontline, deskless employees. It’s such a cool space in the market, and not many tech companies concentrate on that.
Plus, once I started meeting the Blink team, I could sense a great energy. Everyone was incredibly kind during the interviews, and I knew it would be both an exciting and welcoming place to work.
What's a project you are proud of from your time at Blink?
I know I’ve only been here a short while, but I’ve already had the opportunity to collaborate with several teams on enablement for one of our new product offerings: Advanced Employee Intelligence (AEI). AEI is a set of real-time dashboards that customers can use to take action on insights across key areas of the platform.
From the Customer Success side, we really needed resources to demonstrate its value to our customers. So, I worked with Izzy, Nikita, and Adrienne to develop talk tracks and enablement materials — a really exciting project! We’re already seeing the benefits of it, because now we can discuss AEI much more confidently with customers, watch them adopt it, and help drive their success.
How would you describe the company culture at Blink in three words?
I’d describe the Blink team as driven, thoughtful, and team-oriented. Everyone is highly motivated — always pushing to add new product features, improve processes, or try out innovative ideas with customers to enhance employee engagement and communication.
They’re also incredibly thoughtful and team-oriented. From day one, I could tell how welcoming everyone was, eager to help me learn the ropes and teach me everything I needed to know. It’s been great having such a supportive team, especially as I get familiar with the product and start building relationships with my customers.
What's one thing you’re excited about for the future of Blink?
I’m really excited about our product development. We have a lot of cool features on the way, and there’s a great opportunity to partner with our customers to help them leverage these features to enhance their employee communication and engagement.
Can you tell us about a recent initiative or program launched at Blink that you found particularly exciting?
I think our Voice and Video Calling feature will be really cool. Blink is already a one-stop shop, but I believe this will be a fantastic way to streamline communication for people who need to connect quickly. It’ll be incredibly helpful for real-time collaboration.
Why do you work for Blink?
I work at Blink because there’s an opportunity not only to support Blink’s ongoing success and growth but also to partner with our customers on their own success. That’s what excites me every day: having those calls, collaborating on different initiatives, and seeing firsthand the value Blink brings them. It’s especially rewarding to know we’re making an impact for essential workers or those who, without Blink, might have been overlooked in traditional communication channels.
Blink, the leading employee super-app, today announced a strategic partnership with LineZero, a leading provider of workplace community and culture solutions, and the largest Meta Workplace partner globally. This collaboration leverages the existing relationship between both companies, offering Meta Workplace customers a seamless transition and upgrade to Blink’s employee experience platform following Meta’s announcement to close its Workplace operations.
Meta’s decision to close operations of Meta Workplace by Q3 2025 has left many companies challenged in finding a modern solution that enables a smooth transition of their workforce and data while offering a more innovative approach to deepen employee engagement and strengthen ties between employees and their companies.
“Our goal is to support the thousands of Meta Workplace customers seeking new solutions to drive employee engagement through a great internal comms tool,” said Sloan Kendall, head of global partnerships, Blink. “Partnering with LineZero provides customers with an easy migration of workforce data and technology applications into Blink’s platform. With LineZero’s expertise and Blink’s proven track record, we are excited to empower companies to migrate smoothly from Workplace and upgrade to Blink to enhance their employee engagement experience.”
Blink is a mobile-first, all-in-one communication and collaboration platform designed specifically for frontline workers. It allows companies to connect their entire workforce, regardless of location or device, through a single unified platform. With Blink, employees can stay updated with company news, chat with colleagues, access essential tools, send personalized kudos, complete surveys, and much more. Blink boasts industry-leading adoption rates, reaching up to 95% of employees and decreasing employee turnover by 26% in some cases.
“Blink’s platform is an ideal Workplace replacement for customers looking to modernize the way they engage their people,” said Greg Sugar, president, LineZero. “While organizations valued the similarity between Workplace and Facebook, we often heard there was a need to engage workforces with a tool that better represents how they interact with technology today. Blink approaches the frontline with an employee experience that meets them where they are. We are so excited to help organizations smoothly transition from Workplace to Blink’s platform. This partnership reflects our shared commitment to creating better employee experiences and shaping the future of work.”
The partnership highlights both companies’ commitment to enhancing employee engagement and creating a positive work environment. The collaboration ensures that Meta Workplace customers can migrate easily to Blink’s platform that enhances their engagement strategies and aligns with their long-term goals.
For more details on working with LineZero and Blink for a migration or implementation, visit LineZero’s blog.
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.
What makes her awesome?
Carla has been with Elara Caring since 2022 as an Attendant Coordinator at the Mount Vernon branch in Texas.
Carla is a wonderful frontline champion at Elara Caring. She is the first to step up to help or train others. Her ability to teach and lead is amazing — CTs and all PCs reach out to her due to her kindness and understanding and compassion. She is a wonderful person and has taken the time to help me and lead me when there was none other.
Carla sacrifices what she wants for others and it's a blessing. People call her from other offices and states for help because they know how valuable she is to this company. Her determination and leadership is what this world needs more of. She doesn’t just do a great job — she touches lives in every way and work and in the client's home.
I have watched her over 6 months of being at this company and thought, “Wow, we have a jewel!” She deserves to be recognized for her greatness and champion spirit. Elara Caring is better each day due to the fact we have a champion on staff — Carla Brewer is a great person, a great employee, and a treasure to this world.
How has Blink helped in her role?
Carla is a master at Blink and often helps with training. She uses it to talk with the attendants and takes the time to go slow so all learn how to use it.
What does she want to do next?
I believe that Carla wants an environment where all feel valuable and like they have a place. She uses her life to bring light to stressful places and I believe she will only soar in this next level in her life and this company.
Nominated by: Sissi Watts, Attendant Coordinator
What makes her awesome?
Alisha McGuire has been working in Respiratory Care at Children’s of Alabama since graduating from the UAB Respiratory Therapy Program in January of 2006.
Alisha’s leadership abilities and her commitment to our patients were evident from the beginning. She eagerly and consistently assumed the role of leading her night shift colleagues. She rapidly gained a reputation as a go-to resource person for respiratory therapists, nurses, and physicians. While Alisha initially worked primarily in acute care, she took the initiative to orient in multiple areas, including critical care units. Her skills are diverse and she is able to function competently in any unit in the hospital.
When the Lead Respiratory Therapist role was created in 2016, it was obvious that Alisha would be one of the first ones selected. Her job performance was always rock solid and I was never concerned about anything on night shift when Alisha was on duty. Her leadership was a contributing factor to the early success of both our Asthma Care Pathway and our Bronchiolitis Care Pathway. Her commitment to excellence has helped to ensure the ongoing success of both of these pathways which have so positively impacted the lives of patients with these respiratory diseases.
Alisha was promoted to Respiratory Care Coordinator in 2018. She has excelled as a leader in this role. One of her first projects was working with Dr. Alishlash to help develop the Acute Chest Syndrome (ACS) protocol. Dr. Alishlash recognized Alisha, in an email to her managers, for her hard work in helping the protocol become a success. Overall length of stay has decreased for patients admitted with ACS.
We have faced many challenges over the years, none so great as the COVID-19 pandemic. Alisha’s leadership throughout the pandemic served to help her colleagues remain informed and steer a steady course amid the ever-evolving guidelines. Alisha addressed the staffing challenges created by the pandemic by willingly working extra shifts on days, nights, weekends, and holidays. She has always simply taken the bull by the horns to get the job done and her can-do attitude is consistently inspiring. Alisha has been impacting the lives of those we serve for over 18 years now. She deserves to be recognized for her consistently stellar performance.
How has Blink helped in her role?
Blink has helped with communicating news about special events to the team.
What does she want to do next?
Alisha wants to continue her career at Children’s of Alabama and to utilize her clinical and leadership skills to provide high quality, compassionate care and to be an advocate for those we serve.
Nominated by: Robert W. Park, Director, Respiratory Care
Get to know your organization like never before
On a 2023 listening tour, Safeguard Global, an HR consulting company, discovered that employees were worried about their winter heating bills. The organization acted on this feedback by providing a monthly stipend to help cash-strapped workers.
Chief People Officer Katherine Loranger told SHRM, “It wouldn’t have happened without the firsthand information about how inflation was impacting those employees.”
Similarly, after layoffs at Change.org, Chief Operating Officer Jennifer Dulski used a listening tour to understand the impact on remaining employees. She found that trust was at an all-time low.
The company responded by improving transparency and communication about its financial situation. Employees came to understand why difficult decisions had been made — and felt reassured about their job security.
As organizations like these have found, a listening tour can help you find and fix employee problems before they cause undue harm to your organization. They can also surface fresh perspectives on everything from your products to customer service to the employee experience.
In 2025, a listening tour is an essential part of any good internal communication plan. Let’s look at why that’s the case — and how you can put a listening tour into action.
What is a listening tour and why does it matter in 2025?
A listening tour is a series of structured conversations with employees, designed to gather feedback and insights.
It can include:
- 1-to-1 interviews with employees
- Focus groups
- Pulse-check polls
- Workplace walk-throughs
- Town hall meetings
A listening tour goes way beyond the annual employee survey. By actually speaking to employees, asking relevant questions, and encouraging honest and expansive answers, you develop an in-depth understanding of the employee experience.
In the case of an internal comms listening tour, you get to understand the employee experience in relation to your communications. You discover what employees think of your internal communication channels and tools. And whether your internal comms plan is having the desired impact.
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Key benefits of a listening tour
Executing an impactful listening tour takes time and effort. But it’s well worth the investment. Here’s why:
It builds trust. Conduct a listening tour and you show employees that you value their input. When you act upon their feedback, employees feel heard. This strengthens their trust in your organization and its leadership.
It fosters inclusion. On a well-planned listening tour, you gather feedback from hard-to-reach sectors of your workforce — like frontline employees — who may have little chance, day to day, to share their ideas, challenges, and perspectives with company decision-makers.
It surfaces actionable insights. A listening tour provides lots of useful qualitative data. You get to know what employees are struggling with and their preferred solutions. These actionable insights allow you to make changes that make a real difference to your workforce.
Why run a listening tour now?
There’s never been a better time to run a listening tour.
We know that many hybrid and frontline employees feel excluded from the company conversation. Nearly 2 in 3 UK workers are worried about burnout in 2025. And the latest Gallup figures show that just 23% of employees are engaged at work.
In 2025, employees are also holding leaders to a higher standard of accountability and transparency. Deloitte research shows that 84% of workers and 74% of leaders say an increasing focus on trust and transparency between workers and the organization is very or critically important.
According to Deloitte, transparency is the most pressing business trend. It’s predicted to have the greatest impact on an organization’s success, both this year and over the next two years.
A listening tour helps to address all these issues. Employers can uncover what employees want from leadership and better understand employee motivation and wellbeing. They can then develop a plan to improve internal communications, transparency, and employee engagement, benefitting workers and the organization’s bottom line.
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Planning your next listening tour
So how do you make a success of a listening tour at your organization? It starts with a clear and comprehensive plan.
Set clear goals
Decide what you want to achieve with your listening tour and how your communication goals align with broader business objectives, such as employee retention.
If you’re running an internal communications listening tour, you may want to find out how employees feel about the company intranet — or the other internal communication tools you use. You may want to know if employees feel part of company culture and how they rate the transparency of your leadership team. You may also want to gauge their feedback on internal communication efforts such as key messages, internal emails, or peer communication.
Whatever your focus, establishing your goals helps to ensure your listening tour has direction and that you can measure outcomes effectively.
Identify your audience
The goals of your listening tour will help to dictate its audience segments. If you’re looking to address challenges within a single team, you only need to target that department. But for business goals that relate to your entire organization, you should look further afield.
Also, consider the diversity of your target audience. If you want to get a holistic sense of employee sentiment, speak to employees from all corners of your organization. That includes hybrid and frontline workers who experience the workplace differently from desk-based workers.
Choose the right format
The format of your listening tour needs to align with the needs and expectations of your workforce. Be conscious of time zones, shift patterns, access to tech tools, and the resources available to your interviewing team when deciding how to conduct your tour. Options include virtual sessions, in-person conversations, or a mix of the two.
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Prepare key questions
You’re more likely to achieve your listening tour goals if you set a couple of key interview questions in stone. Some examples include:
- What challenges are you facing in your role?
- How can we improve employee communications?
- What support would make your work easier?
- Which key messages do you care the most about?
- What motivates you to stay with the organization?
Pro tip: Conduct an employee survey before running a listening tour. This helps to surface issues you might want to explore in more depth during the tour.
Executing the tour
To get the most from your listening tour:
- Be present and authentic. Show genuine interest in employee feedback by demonstrating active listening skills and empathy. Leave space for them to elaborate on their answers.
- Encourage open dialogue. Use inclusive language and emphasize that all opinions are valued and confidential. Facilitate two-way communication by allowing participants to ask questions, too.
- Adapt as you go. Be flexible and prepared to pivot if certain topics emerge as priorities. Don’t be afraid to go beyond your key questions to ask meaningful follow-up questions.
- Document key insights. Designate a note-taker or record sessions (with permission) to ensure no feedback from employees is lost
Related read: Crisis communication best practices: the only 4 you need to remember
Analyzing and acting on feedback
If you’ve executed an extensive listening tour, the amount of data you now have at your fingertips can feel overwhelming. Here’s a step-by-step process for analyzing and acting upon it.
Step 1. Organize your findings
Group feedback into themes like communication gaps, technology issues, or recognition needs. You can do this manually, using a spreadsheet or sticky notes. Or you can use tech tools like AI and mind-mapping software. This helps you identify any burning issues and prioritize your action plan.
Step 2. Share what you’ve learned
Transparency builds trust. So share a summary of the feedback with employees, acknowledging recurring themes, significant insights, and any surprising findings. Also, thank workers for their input, emphasizing the crucial role they play in shaping workplace improvements.
Step 3. Take action
The ultimate goal of any listening program is meaningful workplace change. So outline specific steps the company is planning to take, along with timelines. Involve managers to ensure employees see immediate and tangible results.
Most importantly, prioritize transparent and effective communication along the way, keeping employees up to date with progress on your action plan and closing the feedback loop.
Pro tip: Seek ongoing employee feedback to find out if changes have addressed the concerns raised in your listening tour. If not, go back to the drawing board and come up with a new plan.
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Beyond the tour: Building a listening culture
When you go beyond a one-off listening tour to build a culture of listening at your organization, you embed the benefits.
Employees have faith that their feedback is listened to and acted upon — and they feel comfortable voicing their opinions because there’s a wider culture of psychological safety.
As a result, you receive honest and valuable employee input, which yields more effective workplace improvements. You also get ongoing feedback, which means employee dissatisfaction is much less likely to take you by surprise.
So how do you create a listening culture? Start by putting these key foundations in place:
Ongoing feedback channels. An annual feedback event isn’t enough. Encourage employee feedback all year round with regular pulse surveys and 1-to-1s, ensuring feedback channels are accessible to all workers.
Leadership training. Equip managers with the tools and skills they need to conduct their own mini-listening tours, making open and empathetic communication a priority.
A regular schedule of listening tours. Keep your finger firmly on the pulse by turning listening tours into an annual event. You’ll improve the process — and employee input — with each new cycle.
It’s time to make listening tours a fixture of your internal communication plan
Listening tours are a commitment of time and effort. But — because they provide insights that you simply can’t get from an employee survey — they’re well worth the investment.
By embarking on an annual listening tour, deploying other employee listening tactics in the months between tours, and reliably acting upon feedback you build a culture where employees feel heard and supported.
Find new ways to improve your internal communication strategy, foster employee engagement, and build workplace trust. And make a tangible difference to the work lives of employees in the process.
Blink. And start truly listening .