Internal communications for frontline and deskless teams are at a crossroads. With Meta set to shut down Workplace by 2025, many organisations are now searching for a new home for their employee communities and comms.
Microsoft’s answer — Viva Engage (formerly Yammer) — is shaping up to be the strongest contender. It promises to connect deskless workers with the wider company through conversations and communities. But launching Viva Engage to the frontline isn’t just a case of flicking a switch.
These are people who aren’t sitting at desks, checking email or browsing SharePoint all day, so reaching them needs a more thoughtful, tailored approach.
This guide is a practical playbook for rolling out Viva Engage to your frontline. You’ll find:
Who this guide is for?
This playbook is for internal comms teams, digital workplace leads, and HR or employee experience managers responsible for engaging deskless workers. Whether you’re migrating from Meta Workplace or revisiting Viva Engage after a shaky start, we’ll help you roll it out in a way that resonates with the people on the ground — and actually drives engagement that lasts.
Let’s start with why frontline comms are so hard to get right, and why fixing them is more urgent than ever.
The frontline communication challenge
Frontline employees — from retail associates and factory operators to field technicians — make up a huge share of the global workforce. In fact, over 2.7 billion people (about 80% of workers worldwide) are deskless. But despite their scale and importance, they’ve long been overlooked when it comes to internal communication.
Unlike office staff, frontline teams aren’t sitting at desks, checking emails, or browsing the intranet. Most of the time, they’re focused on the task at hand — serving customers, operating machinery, or keeping things moving. They have little time (or opportunity) to read corporate updates.
So it’s no surprise that many frontline teams feel disconnected from HQ. And the numbers back this up:
- Just 10% of deskless workers say they’re very satisfied with internal communication at work.
- Nearly 40% rate their company’s communication as fair or poor.
- Only 36% feel that communication in their workplace is very effective — compared to 89% of managers who believe their comms are working.
This disconnect is frustrating. It can lead to lower morale, poorer performance, and ultimately, people leaving. One stat says it all: nearly 60% of employees thinking about quitting cite poor internal communication as one of the reasons.
What the frontline is really saying
It’s not just about missed updates. It’s about feeling left out. At Siemens Gamesa, a global manufacturing company, communication was the number one concern among frontline workers. They felt unheard, out of the loop, and unsupported. Email chains were slow. Feedback channels didn’t exist. One worker described it as being “left in the dark.”
These feelings aren’t rare — and they stem from some familiar challenges:
- Distributed teams and information silos
Frontline staff are spread across stores, factories, warehouses, and the field. Communication often trickles down through layers of managers, which creates delays and mixed messages. In one survey, 32% of employees said their company is ineffective at getting critical info to the frontline. - Limited access to tech
Many deskless employees don’t have email addresses or company devices. Some rely on shared kiosks, while others might use their personal phones — if that’s even allowed. Without mobile-friendly comms tools, it’s hard to reach them at all. - Time pressure
These are busy, hands-on roles. People don’t have the luxury to scroll through long newsletters mid-shift. If communication isn’t fast, clear, and easy to act on — it’s ignored. - One-way messaging
Traditional comms are often top-down: posters in break rooms, cascade briefings, mass texts. These don’t leave space for feedback or questions, so employees feel like their voice doesn’t count. - Cultural disconnect
Frontline workers can feel like HQ doesn’t get their world. Without a way to talk back — to share what’s working, what isn’t, or what they need — the connection fades. According to Gallup, 59% of global workers aren’t engaged at work, and much of that comes from the frontline.
But it doesn’t have to be this way
The good news? When organisations invest in the right kind of comms, tools designed with the frontline in mind, things start to change. Engagement improves. Information flows faster. Safety and performance go up. People feel more connected to their company and their colleagues.
Microsoft Viva Engage is one platform aiming to solve this. But like any tool, it needs the right approach, especially for frontline teams. Before we get to how to roll it out effectively, let’s take a closer look at what Viva Engage actually offers, and why it’s being seen as a successor to Meta Workplace.
Why Microsoft Viva Engage? Community and conversation at scale
Microsoft Viva Engage is all about connecting people; no matter where they work. It’s a communication and community platform that lets employees talk, ask questions, and share stories across the organisation. Think of it as a private social network for your company, built into Microsoft Teams and fully part of the Microsoft Viva suite.
For companies moving away from Meta Workplace or simply looking to do internal comms better, Viva Engage offers something valuable: the chance to bring every voice, including the frontline, into the conversation.
What makes Viva Engage a good fit for frontline teams?
1. Open, community-based communication
Viva Engage creates open forums (called communities) where anyone can post updates, ask for help, or share wins. It’s a powerful way to break down silos: especially for frontline teams who often miss out on vital information.
Take Aggreko, a global energy provider. Their 6,500 employees work across remote sites. Before, field engineers had to call around for answers. Now, they just post a question on Viva Engage and get responses from colleagues across the world — often within minutes. One leader summed it up perfectly: “Viva Engage just collapses all of those geographical barriers in a heartbeat.”
The result? Quicker problem-solving, better customer service, and more confident, connected teams.
2. Employee voice and empowerment
Historically, the frontline hasn’t had a real voice in company-wide conversations. Viva Engage changes that.
At Siemens Gamesa, rolling out an enterprise social network helped frontline workers share feedback and ideas directly with leadership. What used to take weeks to travel up the chain now happens in real time. Teams collaborate across borders. Frontline voices are heard, and often spark real improvements and cost savings.
This shift from one-way broadcast to open dialogue makes communication more human and meaningful, especially for those who’ve felt excluded in the past.
3. Building community and belonging
When you’re out on the shop floor, on the road, or in a warehouse, it’s easy to feel disconnected from the rest of the company. Viva Engage helps close that gap.
From customer compliments and safety shoutouts to light-hearted pet photos (“puppy posts” were the top content in one network), Viva Engage helps people feel part of something bigger. It creates a shared space for storytelling, encouragement, and culture — all of which go a long way in improving morale.
Westpac New Zealand is a great example. They use Viva Engage as their primary internal comms channel, because it does something the intranet never could: it connects people emotionally. Their digital engagement manager put it simply: “We don’t think of it as social media. We think of it as a channel to communicate.”
4. Leadership visibility and trust
Viva Engage isn’t just for frontline teams: it’s also for leaders. When execs show up and post regularly, it builds trust and breaks down hierarchy.
Aggreko encouraged leaders (including the CEO) to post and interact on Viva Engage, helping to make the platform feel approachable and “safe” for everyone. It showed frontline workers that leadership was listening, and made people more likely to share their own thoughts too.
Especially during big changes or crises, this kind of direct line from leadership to every employee’s phone is invaluable.
5. Seamless with Microsoft 365
Because Viva Engage lives inside Microsoft Teams, it fits naturally into existing M365 workflows. For frontline staff using shared devices or personal mobiles (with F1/F3 licences), it’s just a tap away. That’s a big plus for IT teams, too; it means security, identity management, and compliance are all already in place.
It’s worth noting, though, that any frontline workers without a Microsoft licence will need one to access Viva Engage, something to factor into your rollout.
Real-world results from Viva Engage rollouts
✅ Faster problem-solving
Aggreko’s engineers used to spend hours chasing answers. With Viva Engage, they get responses from global experts within minutes — reducing downtime and improving service.
✅ Higher engagement
Westpac NZ saw huge participation through Viva Engage. One vaccination campaign post reached a third of their workforce and received hundreds of comments. They went on to rank #1 globally for Viva Engage engagement in their category.
✅ Better retention and satisfaction
At Siemens Gamesa, new levels of transparency and collaboration helped boost morale. And across the board, research shows that when frontline employees feel heard, they’re less likely to leave and more likely to thrive.
A great start, but not the whole picture
There’s no doubt that Viva Engage is excellent for building community, fostering dialogue, and creating a more connected workplace. It turns internal comms into a two-way conversation that includes everyone; from the CEO to the checkout.
But community alone doesn’t cover everything the frontline needs.
Viva Engage lacks certain operational features, the things that help teams do their work, not just talk about it. In the next section, we’ll explore what’s missing, and how platforms like Ocasta’s Comms and Engagement Hub can fill those gaps to support frontline performance, not just engagement.
Where Viva Engage doesn’t quite meet frontline needs
Despite its strengths in fostering community and conversation, Viva Engage on its own may not meet the full range of communication needs for frontline workers and their managers. It excels at creating a social network within the business, but that doesn’t mean it’s built for the day-to-day operational demands that many frontline teams face.
In fact, organisations rolling out Viva Engage (or Yammer or Workplace) often see strong initial interest in the “fun” and community-led aspect, but that energy can fade when teams try to use it for critical operational messaging. Let’s explore some of the most common gaps.
No confirmation of critical reads
If you post an important update — such as a safety procedure or urgent policy change — you can’t confirm that frontline employees have actually seen it. Viva Engage offers announcement-style posts and some basic analytics, but there’s no built-in way to log acknowledgements or read receipts.
For many industries, especially those with compliance or safety needs, this is a dealbreaker. You need the ability to confirm that specific people have read (and even acknowledged) key messages. Without third-party add-ons, Viva Engage can’t offer this.
Limited targeting and segmentation
Viva Engage supports communities and groups, but it doesn’t allow for fine-grained targeting of comms by location, role, or shift. If you want to send an urgent weekend update only to store managers in Region X, you’ll struggle.
This lack of targeting can lead to noise and missed messages. As Virgin Media O2 put it, using a dedicated comms app helped make sure “important information is no longer slipping through the net”, because people saw what was meant for them, not just a busy feed.
No operational tool integration
Frontline staff use all kinds of operational systems — POS, scheduling apps, HR portals, and training platforms. But Viva Engage doesn’t integrate with these workflows. It doesn’t know who’s on shift or let people check their schedule. It’s not designed for managing tasks, completing checklists, or interacting with operational tools.
That means staff often juggle multiple apps: one for social updates, another for their actual work. And that fragmentation creates confusion: “which app do I check for what?” If not addressed, it can slow things down or reduce adoption.
No built-in training or knowledge tools
Microsoft offers Viva Learning and SharePoint, but within Viva Engage itself, there’s no structured way to deliver or track training. You can post a video or link, but you can’t measure completion, track progress, or test understanding.
There’s also no searchable knowledge base inside Viva Engage. SOPs, how-to guides, and daily tips are often buried in the feed. And for busy teams, that makes them hard to find or use.
Too much noise, not enough signal
An open feed is great for sharing stories, but during a shift, it can be distracting. If frontline staff have to scroll past pet photos to find today’s checklist, many won’t bother.
Frontline employees have low tolerance for irrelevant content. They want information that’s quick, targeted, and immediately useful. Without careful moderation, Viva Engage can feel like “just another social app”, something to check after work, not during it.
Account and device constraints
Many frontline teams aren’t provisioned with Microsoft 365 accounts — especially if they’re contractors or part-time. Viva Engage requires a licensed login, which can be a barrier. Shared devices or logins might get around this, but they raise security and compliance concerns.
This isn’t a flaw in Viva Engage as a product — it’s a deployment challenge. But it’s a real one. If you can’t reach certain segments of your frontline, you may need a different approach.
Why it matters — and what to do next
To be clear, Viva Engage was never meant to be an all-in-one frontline operations platform. It’s excellent for building culture, visibility, and community. But it doesn’t replace the targeted, task-focused tools that many teams need to perform.
That’s why smart organisations pair Viva Engage with purpose-built platforms like Ocasta. They use Viva Engage for open conversation and culture — and Ocasta for operational comms, checklists, coaching, knowledge, and more.
It’s not a case of either/or. The best results come when you combine the strengths of both. And in the next section, we’ll show you how to do just that.
The Engagement Stack: combining Viva Engage with an operational hub
To effectively engage frontline workers, many organisations are adopting a layered approach — an “Engagement Stack” — that brings together multiple tools with distinct roles. In this model, Microsoft Viva Engage offers the community and culture layer, while a platform like Ocasta’s Comms Hub handles targeted communications, training, and operational needs. Together, they create a powerful system that supports both connection and execution.
Visualising the Engagement Stack
Top Layer: Viva Engage (Community and Conversation)
This is the enterprise-wide layer for open dialogue. It’s where communities live, where people post questions, share stories, and celebrate wins. Think “town hall” — great for cross-team engagement and leadership visibility. For instance:
- A manufacturing company might use a “Safety Community” where all staff share best practices
- A retailer could have a “Customer Kudos” space for celebrating frontline successes
Viva Engage is brilliant at building belonging and alignment, but it’s not designed for targeting specific groups with urgent or actionable content.
Middle Layer: Ocasta (Frontline Comms and Operations)
This is the day-to-day layer built for frontline teams. It’s where targeted, operational communication happens. Here’s what Ocasta brings:
- Segmented news feeds — Personalised by role, location, or team, so each employee sees only what’s relevant
- Push alerts — For urgent messages that demand attention right away
- Read receipts and acknowledgements — So you can track who’s seen what, for compliance or awareness
- Microlearning — Bite-sized training, quizzes, or product updates right in the flow of work
- Knowledgebase — Quick-reference guides, SOPs, and FAQs always to hand
- Recognition — Tools for rewarding effort and celebrating team wins, including gift card integration
- Calendar and campaign planning — Tie comms to events or campaigns to keep timing tight
- SSO and integration — Seamless login and connectivity with your M365 or HR systems
The aim? Make frontline work simpler. No jumping between five apps. No missed updates. Just one space for everything that helps people do their jobs better.
As Virgin Media O2 shared, giving their retail teams a unified app meant they could “glide smoothly between training, comms, and engagement tasks,” making everyday work feel effortless.
Bottom Layer: HR and IT systems (Data and Identity)
At the base are your existing tools — HR systems, shift planners, document storage, and other systems of record. These don’t go away. Instead, they feed the Engagement Stack:
- HR data (roles, teams, regions) fuels targeting in Ocasta and Viva Engage
- Learning systems surface content into the flow of work
- IT platforms ensure user access stays secure and up to date
Integration here is key. If someone leaves or moves roles, their access and feed update automatically. That way, every layer stays aligned.
Bringing it all together
The magic of the Engagement Stack is in how the layers support one another:
- Viva Engage builds culture, voice, and community
- Ocasta ensures operational alignment, learning, and clarity
- Your HR and IT systems keep the stack grounded and up to date
This isn’t about replacing one tool with another — it’s about getting the best of both. Some organisations explicitly use Viva Engage for social and community moments, and Ocasta for business-critical, operational comms.
Think of it this way: the “till system is broken, follow this process” type of message belongs in Ocasta, while the puppy post or a celebration of team spirit fits perfectly in Viva Engage.
The result? A digital workplace that’s inclusive, informed, and ready for action — especially at the frontline.
Case in point: Virgin Media O2’s frontline engagement transformation
One of the most compelling examples of the Engagement Stack in action is Virgin Media O2 (VMO2), a major UK telecom provider, and their journey to supercharge frontline engagement. VMO2 has around 22,000 frontline staff working in retail and field roles, serving customers in stores and on the road.
Like many organisations, VMO2 had tried various off-the-shelf and custom apps to support their frontline teams, but nothing stuck. Communication was inconsistent, training content was overwhelming, and frontline teams were disengaged.
“If the journey is disjointed, it impacts engagement… anything complicated and takes time means it doesn’t happen. People say they’ll come back, but they never do,” said Jody Myers, Head of Core Operations at VMO2.
Looking for a better solution, VMO2 introduced Ocasta as their go-to app for frontline comms and training. They continued to use broader social and community tools for company-wide conversations, but Ocasta became the operational hub for the frontline.
What changed?
98% active engagement
VMO2 saw 98% active usage across its frontline workforce — an exceptionally high rate that speaks to the relevance and usability of the platform. Most enterprise tools struggle to get 60–70% active usage. This was a complete game-changer.
“We’ve never had performance like this with any of our comms platforms,” said Jody Myers.
94% readership of all messages
Important updates are actually being read. With targeted content and timely push notifications, 94% of messages were opened. That means information isn’t just published — it’s seen and acted on.
Boosted morale and community
VMO2 deliberately used the app not just to assign tasks, but to inspire and connect. Sharing successes and recognising effort became part of the daily rhythm.
“We don’t just focus on sales results; we want to create a community where people are engaged and excited about coming to work,” said Emma Finney, Planning & Engagement Manager.
Integrated knowledge and training
Instead of flooding retail teams with documents, training was embedded right into the app: quick, relevant, and easy to find. Even franchise stores, often hard to reach, stayed in the loop.
“It’s effortless for them to stay on top of everything they need to know,” said one project lead
One app, one login
Previously, staff juggled different platforms for comms, training, and updates. Now they have just one login to access everything they need — making daily work smoother and more focused.
“The unified experience allowed us to build a team of high-achievers who are motivated, productive and successful,” said Myers.
Business impact
VMO2’s leadership has been clear: it’s working. And it’s having a measurable impact. Better informed, more confident, and more connected employees mean better customer experiences, stronger performance, and less churn.
VMO2’s story shows that when you combine an operational hub like Ocasta with broader community tools, you create something far more powerful than either can achieve alone. One builds connection, the other delivers clarity and action. That’s the Engagement Stack at work.
Launching Viva Engage to frontline teams: a step-by-step plan
Successfully launching Microsoft Viva Engage to frontline workers requires equal parts technical rollout and cultural change. The goal isn’t just to switch on a tool — it’s to embed it into the daily rhythm of the business. This playbook outlines key steps and best practices based on lessons from leading organisations. It also highlights where a complementary platform like Ocasta may help with the operational side of things.
1. Secure leadership buy-in and set a clear vision
Leadership support is non-negotiable. For frontline teams, that means champions from operations or field leadership — not just IT or internal comms. A visible leader should be the first to post, run a Q&A, or share regular updates. This signals that the platform matters.
Tip: Encourage leaders to use Viva Engage as their default internal channel instead of email. It sets the tone and reinforces the behaviour you want to see.
2. Understand your frontline audience
Survey or speak to frontline staff and managers:
- What info do they want?
- What comms tools do they currently use?
- What are their pain points?
- Do they have personal devices or shared ones?
Use this insight to shape your rollout. If shared devices are common, pre-install the app. If people feel disconnected from HQ, position Viva Engage as their space to stay in the loop and share ideas.
3. Plan your communities and integrations
Don’t launch into an empty space. Set up:
- Regional or team-based communities
- Topic-based communities (e.g. Safety Tips, Customer Stories, Ideas Forum)
- A home or all-company space for big announcements
If using a platform like Ocasta alongside Viva Engage, be clear about what goes where. For example:
- Viva Engage = broad culture and conversation
- Ocasta = targeted updates, tasks, and training
Cross-link content where needed to help people navigate between them.
4. Seed content and plan your launch campaign
Before launch, have:
- Welcome videos from leaders
- Stories or tips from frontline staff
- Fun challenges (e.g. share a photo from your shift)
- How-to guides and FAQs
Create excitement with a name or theme for the launch. Use posters, huddles, and WhatsApp messages to promote it.
5. Ensure access and provide training
Make sure:
- Everyone has a Microsoft account (or shared secure access)
- Devices are set up and tested
- Staff know how to log in and use basic features
If using Ocasta, provide quick guides showing how to use it for news, learning, and recognition.
6. Launch with energy and incentives
Tie your launch to a moment — a safety week, new product rollout, or peak trading period. Offer incentives:
- Prizes for first posts
- Recognition for top contributors
- Friendly competition between locations
7. Keep the momentum going
Appoint community managers to:
- Welcome new joiners
- Start and guide discussions
- Spotlight great posts
- Handle any inappropriate use
Encourage local leaders to use the platform for real updates (instead of relying on noticeboards or cascade briefings).
8. Gather feedback and improve
Run quick surveys or focus groups:
- Are people finding value?
- Is the content relevant?
- Do they know when to use which platform?
Adjust your approach based on usage data and feedback. For example, if one community isn’t working, merge or reposition it. Or if people are only reading but not posting, encourage questions and ideas.
9. Recognise contributions
Celebrate great usage. Highlight staff whose posts helped others or whose ideas were picked up by leadership. Use tools like Viva’s Praise feature or Ocasta’s recognition module.
Tip: Share a regular “Frontline Voices” roundup that gets sent to leadership and spotlighted in company comms.
10. Measure what matters
Track:
- Activation and engagement rates
- Post/comment/like volume
- Response times to questions
- Any impact on employee satisfaction or retention
Platforms like SWOOP Analytics can help here. So can the built-in Viva analytics. If using Ocasta, check read rates, training quiz results, and content engagement.
Rolling out Viva Engage successfully to frontline workers isn’t just a tech project — it’s a cultural shift. When done well, it can help every employee feel heard, informed, and part of something bigger. And when paired with operational tools like Ocasta, it ensures people don’t just talk — they act.
Share these wins widely — not just with leadership, but with the people making them happen. For example: “Three months in, over 85% of our store teams are active on Viva Engage. They’ve shared 250+ customer stories and helped answer more than 100 peer questions. 92% say they feel more connected than before.” Got a stat like VMO2’s 98% engagement? Shout about it. Pull it out for internal newsletters or digital signage. It shows the impact, builds pride, and helps maintain momentum.
If something isn’t landing, say so. Be open about what needs work. If night shift workers aren’t logging in, find out why and fix it. If a community feels flat, ask the frontline what they’d rather see. Your launch doesn’t need to be perfect from day one — it just needs to be adaptable.
Follow these steps and you’ll give Viva Engage the best chance to thrive with the frontline. Remember, tools like Viva and Ocasta are enablers — they work when we use them in human ways that support the job. Fiona Roberts from Westpac NZ put it perfectly: “It’s much easier to get people to engage when they can talk and ask questions. It’s much harder when we’re just pushing information at them via email.”
That’s the goal: less one-way noise, more two-way connection. When frontline teams feel heard and supported, they bring energy, ideas, and loyalty in return.
Action plan checklist: launching Viva Engage for frontline workers
(Use this one-page checklist to guide your Viva Engage rollout and make sure nothing important gets missed.)
✅ Leadership alignment
- Secure an executive sponsor
- Define success metrics (e.g. 80% active use in 3 months, better engagement scores)
- Have leaders ready to post and participate from day one
✅ Frontline input
- Survey or interview frontline staff to understand current pain points
- Identify comms needs, device access, and what motivates adoption
✅ Platform setup
- Pre-structure communities (by region, role, interest)
- Add key users and content ahead of launch
- Integrate Viva Engage into Teams or shared devices
- If using Ocasta, configure targeting, sync HR data, and test SSO
✅ Communication and training materials
- Write simple how-to guides with visuals
- Publish usage guidelines (tone, etiquette)
- Create a friendly FAQ (e.g. “Can my manager see all my posts?”)
✅ Pre-launch content
- Schedule intro posts or videos from leaders
- Line up frontline stories, shout-outs, and how-tos
- Make sure each key community has engaging content ready
✅ Launch announcement
- Use multiple channels (huddles, posters, texts, etc.)
- Focus on “what’s in it for you” messaging for staff
✅ Incentivise onboarding
- Offer giveaways or challenges to encourage participation
- Run a “first post” contest or team-based engagement challenge
✅ Support readiness
- Assign a “Digital Champion” or support contact at each site
- Offer help with setup, passwords, or app navigation in the first 2 weeks
✅ Post-launch engagement plan
- Schedule 2–3 months of prompts or activities (weekly topics, leader Q&As, photo posts)
- Keep momentum high through regular updates
✅ Monitor and nudge
- Track usage stats right away
- Spot and support low-adoption areas early
- Share early wins (“Over 500 people joined in week one!”)
✅ Feedback loop
- Run a short pulse survey after 4–6 weeks
- Ask what’s working, what’s not, and adjust your approach
✅ Integrate operational comms
- Use announcements for wide alerts
- Pair with a platform like Ocasta for urgent, targeted, or mandatory reads
- Clarify where to look for what
✅ Recognise contributors
- Shout out employees who post useful tips or great ideas
- Use Viva Engage’s Praise or Ocasta’s reward tools
✅ Evaluate and iterate
- Review success at 3 and 6 months
- Share results with stakeholders
- Adapt content strategy, provide refresher training, or launch new communities
By following this checklist, you’ll create a structured, people-first launch that makes launching Viva Engage part of your frontline teams’ daily flow — not just another app to download.
Pull-out stats and facts for stakeholders
Use these data points to help make the case for investing in frontline communication and highlight what’s possible when it’s done right.
Frontline disconnect
Only 10% of non-desk employees say they are very satisfied with internal communication, while 40% rate it as fair or poor. In contrast, when communication is clear and accessible, employee happiness can triple.
Why this matters: Our frontline deserves better comms. If we don’t fix it, we risk disengagement, turnover, and missed performance gains.
Impact of engagement on performance
At Siemens Gamesa, launching Viva Engage led to information flowing in minutes instead of weeks. The result? Silos broke down, and collaboration delivered immeasurable cost avoidance.
Takeaway: Faster, clearer communication isn’t just a feel-good goal — it directly improves operations and reduces waste.
Success case: Virgin Media O2
After launching a dedicated frontline comms app (alongside social tools), VMO2 achieved:
- 98% engagement from frontline teams
- 94% of operational updates read
- A 300% increase in peer recognitions
Leadership described this as unprecedented performance compared to previous platforms.
Insight: When done right, engagement tools don’t just connect people — they build culture, recognition, and results.
Use these stats in your decks, business cases, or launch communications to help shift the conversation from “just another comms tool” to a strategic investment in performance, retention, and employee experience.
Bringing your frontline comms to life
Frontline workers are the beating heart of retail, manufacturing, and beyond. They’re out there every day making things happen — talking to customers, solving problems, keeping the business moving. But too often, they’re left out of the loop.
Effective communication isn’t just about updates. It’s about connection, clarity, and making sure the people doing the work feel seen and supported. That’s where launching Viva Engage, paired with a focused platform like Ocasta, makes a real difference.
This isn’t about rolling out another app. It’s about building habits and tools that support the rhythm of frontline work. When you combine community-building with operational know-how, something powerful happens:
- People feel more confident, because they know what’s going on
- Teams run more smoothly, because the right info gets to the right people
- Everyone feels part of something bigger
As Fiona Roberts, Senior Digital Engagement Manager at Westpac New Zealand, put it: “It’s much easier to get people to engage when they’re allowed to talk about it and ask questions.” That’s what this is really about.
By following this playbook and putting your frontline first, you’ll create a comms experience that helps your whole business perform better — from the ground up.
Stop guessing. Start knowing.
