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All CollectionsBlink Launch Kit2️⃣ Announce Blink to Your Managers (Early!)
🏅 Expectations of Managers on Blink
🏅 Expectations of Managers on Blink

Managers are the cornerstone of a successful Blink launch. Be sure to get them involved before the rollout starts.

Updated today

A Manager's role in introducing Blink to their teams includes:

  • Raising awareness of Blink

  • Encouraging others to use the app

  • Being active in the Feed

  • Educating their team on how to use the app

  • Being an advocate for Blink

  • Becoming an expert on Blink

  • Working with local champions or centers of influence to ensure the launch is a success

For a distributable version of these expectations, check out our Manager Pack.

☄️ Pre-Launch

  1. Complete Training

    1. You should host a workshop for your managers where they are introduced to Blink and given a run-through of the different features and how you expect to use them. This session will also be an opportunity to start getting ready for launch day and give your managers a chance to ask any questions they may have to start with.

  2. Coordinate Launch Day Event

    1. Start preparing material for launch day, such as coordinated tables, giveaways, merchandise, handbooks, contests, and FAQs. Managers should use the platform to communicate ahead of the launch to get all the content ready on the Feed and in the Hub.

  3. Speak About Blink In Staff Meetings

    1. It's important for managers to speak about launch day in their staff meetings, and share about the benefits of Blink to their colleagues.

  4. Get To Know Blink

    1. Managers need to spend time getting used to using the different areas of Blink. This includes successfully activating their accounts, completing their user profiles, setting preferences, and beginning to use the Chat function to speak to other managers.

Best Practice: We recommend inviting your managers into Blink at least 2 weeks before you launch Blink to your whole workforce. This allows adequate time for training and familiarization, and gives them a chance to try posting into the Feed.

🚀 Launch

  1. Host Launch Day Event

    1. Launch day should be a fun and exciting event for everyone, so try and make it a celebration! To guarantee to get the launch off to a flying start, create a buzz with balloons, posters, merchandise and tasty treats.

  2. Help Employees Log Into Their Blink Accounts

    1. Managers should be available on launch day to support their colleagues with activating their Blink accounts. If they are not available for launch day, we recommend running one-to-one or drop-in sessions at another time shortly after.

  3. Capture the Moment

    1. Managers need to make sure they take photos and share them with the rest of the company on Blink during and after the launch event to show their colleagues how they can interact with the Feed.

Note: The faster you get your whole workforce on Blink, the more effective of a tool it is for communications. Momentum counts!

🌠 Post-Launch

The contribution of a manager after launch is essential for the ongoing adoption and success of Blink.

  1. Stay Engaged

    1. After the launch, managers need to continue posting interesting content to help drive engagement and keep the discussions going.

  2. Support Your Colleagues

    1. A manager needs to be a point of contact for their colleagues should they need any support with Blink, and help them engage with the platform.

  3. Talk About It!

    1. Managers should chat to their colleagues and gather feedback from them. All feedback, good or bad, is welcome. Managers should report feedback back to their Blink admins, so we can continue to improve the experience.

Best Practice: It can be worthwhile to provide managers with some recommended types of posts for them to make within their first 4 weeks (e.g. operational updates, employee recognition, schedules, reminders about benefits)

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