Be Transparent to Engage Frontline Employees

In uncertain times, change comes faster than anyone can expect. For frontline employees, these changes will feel especially unexpected if their managers and leaders aren’t transparent.

Use these 5 tips to build transparency into your management style:

1. Share updates daily. Use texts, start-of-shift meetings or an email to inform everyone of any new policies or changes, big or small. If there’s nothing new, say that and thank your team for the work they’re doing. Doing this on a regular basis helps build stability.

2. Welcome and answer questions. An “open door” policy is crucial in uncertain times. Let your team know that you are there for them by encouraging questions and answering them with all the information you have.

3. Be honest. When you share daily updates or answer questions, do it honestly. If there are things you don’t know, say so. If there are things you can’t yet share with the team, tell them that, and let them know when they can expect more clarity.

4. Listen to feedback. This will help you understand what your employees want to hear from you. Use an anonymous pulse survey, like those from Butterfly, to encourage a safe space where they can rate the level of support and transparency they feel from you.

5. Manage change together. Involve your employees at all levels in building the processes that facilitate changes. Ask how they think things in your workplace should shift in reaction to new mandates as they are announced.

Be open, honest and willing to listen in an effort to build a transparent working environment. These ideas aren’t only applicable for the current moment; use them to help you engage your essential workforce today and in the future.

Butterfly gives managers what they need to know about how their people are feeling right now and empowers them to immediately follow up. The loop is closed in real-time with team members getting meaningful, best-informed actions from their managers. Every manager becomes a leader who knows their people and drives engagement, removing one more burden from the shoulders of HR and creating a happier workforce.

How to Over-Communicate Wisely and Engage Employees

Communication is the umbrella under which all of the most important actions a manager can take to engage their essential workforce live. Talking and listening are the bones of building a work environment where employees feel cared for and motivated to be productive, especially in uncertain times.

Incorporate communication into your management style and engage your employees with these 5 tips:

  1. 1. Share contact channels. Tell your team members where they can actually reach you when they need you. Give them this information and set the process up to work for you, too. If you prefer texts to phone calls, make that clear.


  1. 2. Automate feedback. Open another line of communication, and make it easy to manage. An engagement tool like Butterfly can automatically send pulse surveys as often as daily, encouraging employees to share their feedback and ask for support regularly.


  1. 3. Give regular updates. Set a day and time to send a text or email to your team. If you’re still working together in person, this could also be a meeting. This sets their expectations and becomes a third channel for communication.


  1. 4. Check in each shift. Any time that an employee is working, you should let them know that you are there to support them. If they have concerns, are feeling overwhelmed, have a solution to a roadblock, let them know you’re around to listen.


  1. 5. Be there. Non-verbal communication matters, too. Tell your team that you’re with them, you understand and you’re listening simply by showing up. Only do this, of course, if it is safe and recommended.

More than sending millions of messages that could interrupt the flow of their day, over-communicating is about establishing multiple effective channels and keeping them open. If your employees see this and know it, they can better engage with their job.

Butterfly was built for the frontline workforce, offering deskless teams a way to check in and share actionable feedback with ease. We want to help you engage your essential workforce so that they can work effectively and safely, today and in the future.

To do that, we are offering access to our industry-leading engagement and communication tools, built especially for the frontline workforce, totally free for 90 days. Get in touch and we will set you up.

Tips to Keep Your Team Engaged from Afar

As teams begin to settle into the reality of working remotely, it’s vital for managers to keep investing in engagement.

Keeping your team engaged even when you’re apart doing more than boost productivity: it reassures them that you’re all in it together. Clear and dynamic communication will ease anxieties and help you all succeed.


Try these five tips and practices to engage your employees remotely:

  1. 1. Introduce Your Work Space

Especially in the early adjustment period, be transparent about working situations. Show them your desk (whether make-shift at the kitchen table or in a full-fledged home office) and introduce them to your pets, kids and family. Be the first one to say, “Pardon any interruptions,” so that they know you’re expecting and ok with real-life blending into work life.

  1. 2. Have Virtual Office Hours

Block off time on your calendar and set up a virtual “office” where your team members can come to talk with you. Office hours don’t need to be strictly about work; encourage them to come to you if they’re feeling overwhelmed or anxious or need a quick “water cooler” break.

  1. 3. Take the Pulse Regularly

Supplement team meetings and (video) face-to-face check-ins with automated pulse surveys from Butterfly. Get feedback instantly on working situations and ask for feedback about what’s working and what isn’t in this new reality. 

  1. 4. Eat Lunch Together

In the workplace, it isn’t always feasible to gather together as a team and eat lunch — and it’s something a lot of teams take for granted! Schedule in lunch meetings where colleagues can virtually eat, talk and take their minds off of everything that’s going on.

  1. 5. Vocalize Gratitude

Another great practice for any work situation: share praise and thank your team members for their work. Acknowledge that accomplishing things in a remote environment can be really hard, and their ability to power through projects or meet new goals is huge. Say thanks privately and celebrate them publicly. 


How are you staying engaged with your remote team? Share your stories with us at

Butterfly gives managers what they need to know about how their people are feeling right now and empowers them to follow up immediately. The loop is closed in real-time with team members receiving meaningful, best-informed actions from their managers. Every manager becomes a leader who knows their people and drives engagement, removing one more burden from the shoulders of HR and creating a happier workforce.



Five Ways to Acknowledge and Engage Employees

Acknowledgment by a manager means a lot for any employee, however, it means even more to the ones present on the frontline or part of a distributed team. Especially in these uncertain times, recognition from leadership can help make coming into work every day feel more worth it. 

Read these 5 tips to incorporate acknowledgment into your management style and engage your employees.

  1. 1. Say Thanks. Simple, but incredibly effective; not forgetting to say “thank you” when someone closes on a project. It is very easy to forget some of the very basic gestures. Try to make it direct and individualized (via text, email, or safely face-to-face) to make every team member feel seen.

  2. 2. Listen to (and act on) feedback. When an employee shares their concern, highlights a process that isn’t working, or praises one that is, listen and act. Use a tool like Butterfly to quickly gather insights and gauge how employees are feeling. You may need to make changes you didn’t anticipate to show your trust and investment in your employees.

  3. 3. Join them in their day-to-day. Gathering feedback is incredibly important, but it can also help to see what they see and experience each day. Join employees in the thick of the workday to see the challenges and roadblocks that you might otherwise miss. Right now, things are changing quickly, so you may need to do this more than once.

  4. 4. Celebrate them. After thanking your team members, take time to regularly call out your team to the larger company. It is very easy for other colleagues, who aren’t directly connected to your team, to be oblivious to your team’s wins. So make sure to not forget to shine a light on your team’s important work and impact for the overall company.

  5. 5. Extend perks, if possible. While not everyone is in the office, it is easy to forget that perks that were once available to everyone, are now only for people back in the office. With the rise of the distributed and hybrid workforces it is of the utmost importance that you spend some time thinking about how to extend office perks to everyone across the company regardless of where they work.

In the end, any type of acknowledgment that shows your employees you understand and appreciate what they’re doing will go a long way. 

Butterfly gives managers what they need to know about how their people are feeling right now and empowers them to immediately follow up. The loop is closed in real-time with team members getting meaningful, best-informed actions from their managers. Every manager becomes a leader who knows their people and drives engagement, removing one more burden from the shoulders of HR and creating a happier workforce.

Here’s How to Motivate and Engage Essential Employees

Positive motivation is a huge driver for essential employees in the frontline workforce. While the current climate makes it difficult to build a calm and comforting workplace, it is vital that employees work from a place of strength rather than fear or stress.

Read these 5 tips to infuse motivational engagement tactics into your management style.

1. Learn what motivates. First and foremost, talk to your employees to find out what is motivating to them. Managing from motivation only works when you know what types of tactics and actions will actually make a difference for your specific team members.

2. Listen to ideas and feedback. Create an open forum and encourage team members to use it! Pulse surveys, like those from Butterfly, can go a long way. Regularly present frontline employees with a chance to share their mood, ideas and feedback. This shows that you care and are listening, and it motivates them to pay close attention while at work.

3. Introduce positive rewards. In many workplaces, productivity is measured and rewarded by how much can get done in a day—which may no longer be a viable motivation for many. Instead, impress the value of the work your team is doing. Stress quality over quantity. Reward them with support, encouragement and understanding.

4. Make changes. Remember those ideas and feedback you’ve started to gather? Use them! Make constructive changes to processes and expectations that will better serve your employees, based on what they’ve told you.

5. Acknowledge initiators. When employees actively engage with feedback and ideas to improve their day-to-day, acknowledge them! Credit the changes to them and thank them for their suggestions, both one-on-one and with the full team. For more acknowledgement tactics, read our earlier post.

Once you know what drives your employees to do their work proudly and with excellence, find different ways to encourage and cultivate those motivations. 

Butterfly was built for the frontline workforce, offering deskless teams a way to check in and share actionable feedback with ease. We want to help you engage your essential workforce so that they can work effectively and safely, today and in the future.

To do that, we are offering access to our industry-leading engagement and communication tools, built especially for the frontline workforce, totally free for 90 days. Get in touch and we will set you up.

Never Worked Remotely Before? Here Are 5 Five Ways To Be An Effective Manager

In light of COVID-19, the global workforce is shifting to remote work.

  • Nearly half (46%) of organizations across the world are asking employees to work remotely due to the outbreak, a recent study shows.

This is a new reality for many employees which will change every aspect of work. At Butterfly, we are experts in helping organizations ensure that remote employees are both heard and informed.

Our focus is on supporting managers as they communicate and connect with their employees, no matter where their teams work. On our own team, we have employees living across the globe, working together seamlessly.

Bookmark this high-level guide to help you optimize how to work from anywhere.

1. Facilitate Remote Access

For a lot of big companies, business can only be conducted over in-office networks using company hardware. If that sounds like you, here are the first things to think about and get ahead of.

a. Desktop workers. Make sure that all employees have a remote solution, whether that’s granting remote network access for their personal computers or loaning them company laptops for at-home use.

b. Home office challenges. Not everyone is prepared to turn their kitchen table into a workstation. Help your employees optimize the space they have and ensure that they have the tools they need, like keyboards, computer stands and a mouse.

2. Check-In Regularly with Remote Employees Using Butterfly
( We’re offering our tools and support free for 90 days)

Face time with co-workers and managers is critical in the workplace. Without it, conversation, collaboration and one-on-one time with colleagues take extra work.

a. Automate check-ins. Butterfly helps managers quickly assess how remote employees are doing and what their concerns are. They can anonymously answer questions about how they’re doing and rate their happiness day-to-day or week-to-week (if interested email us at

b. Overcommunicate. Check in daily to start and always invite your team to talk to you. Use easy communication tools like Slack, Teams or Google Hangouts for quick questions. Avoid text or phone-based apps, as they can make work/life balance harder.

3. Organize a New Meeting Structure

Start by finding a good video conferencing software that works for everyone, and doesn’t take a ton of onboarding time. (Wirecutter from the New York Times recommends Zoom.)

a. Set expectations. Are pets and kids allowed? Is video required, or can meetings be audio-only for slower connections or crowded at-home workplaces? Slack shared some helpful guidelines to facilitate great remote meetings.

b. Be clear about roles. Decide in advance who is taking notes and how the notes will be shared. Set deadlines for action items in the meeting. Clear up any lingering questions at the end of the call

4. Discuss Work Flexibility

With the current situation, multiple people could be working from the same home at the same time. For families, kids could be home from school or daycare, changing the structure of the day. Be transparent about what you expect, and encourage employees to vocalize what will work best for them.

a. Adjust your email signature. A line like this is a good way to validate work flexibility from the top down. Here’s what we’ve seen most often (feel free to copy and paste): “I work flexibly to fit my schedule. If you received this email outside of your normal working hours, I don’t expect an immediate response.”

b. Use a working-hours feature on calendar. Both Google and Outlook calendars have “working hours” features, which let employees note when they are usually online and working. Ask your team to set these up in their first week of working remotely. That way, meetings, calls and deadlines can work around flex schedules.

5. Repeat and Iterate

Sometimes, the most well-thought-out plans don’t work as intended. For example, the video conferencing software is glitchy making meetings even more frustrating or remote access is slow. A lot of imperfect stuff can happen with a transition like this!

a. Make changes. Continuously check in with employees, managers and teams to see what’s working and what isn’t. Use feedback to make improvements. Provide people with the tools they need no matter when they ask. Take an understanding approach to the transition and learn from it!


Creating a successful remote work environment takes a lot of work from a lot of people and organizations need to be responsive as employees try out new tools and approaches. Butterfly is dedicated to helping organizations refine and improve their remote work practices given how important it is for companies to understand, iterate and make changes quickly.

We’re also invested in the success of remote teams across the employment spectrum. During this unprecedented situation, use Butterfly totally free for 90 days.

Questions? Thoughts? Ideas? Email us:

Butterfly Featured in WSJ as Innovative AI Coaching App to Help Young Managers

The story focuses on how AI-driven coaching apps are “democratizing leadership training,” making it more accessible for new leaders — especially digital-native millennials — to fill the training gaps in their careers.

Butterfly came to be after our founders first became managers, pushed into leadership with no training and no guidance.

Now, our feedback-driven tools are using machine learning and AI to ensure other managers don’t experience the same stresses to the detriment of their teams.


“The app tracks feedback from users’ employees and uses machine learning to serve up curated tips and articles, says David Mendlewicz, co-founder and CEO of the New York-based company.”


The article helps reiterate how valuable tools like Butterfly are for new managers:

  • Nearly half (49%) of employees would rather receive training on the job as needed instead of in a broad-strokes formal class.
  • Repetition and reminders are effective at helping people learn new material or develop new skills, like leadership and management.

Read the full article to see the breadth of technologies redefining how managers hone their skills and develop into full-fledged leaders.

[Read The Story]

Employee Happiness Leads to
Business Success

Employee Happiness Leads to Business Success
Findings from The World Happiness Report and How You Can Apply Them

The World Happiness Report was recently released, citing strong evidence that an increase in workplace well-being brings about a 10% increase in productivity, on average.

Within a dedicated section, researchers conducted a meta-analysis of Gallup research to help validate the strong correlation between employee happiness and productivity. Butterfly is featured in one of the report’s supporting case studies.  This report was conducted by the Workplace Well-being Committee, of which our CEO, David Mendlewicz, is a founding corporate member.

Here are a few top findings:

1. One study in the report issued simple daily surveys (like those Butterfly offers) to call center employees, which helped them see that an employee’s mood when they clocked in had an affect on their productivity. Companies can use our tools to communicate easily and regularly with hourly employees and keep pulse on employee mood.

Employee satisfaction showed strong correlations to profitability, productivity and loyalty in three key industries:


—Satisfied employees drove a 42% gain in profitability in the manufacturing sector
—Satisfied employees drove a 28% increase in customer loyalty in the retail industry
—Satisfied employees drove a 21% uptick in productivity in the services industry


2. This clearly indicates the importance of employee satisfaction as a direct contributor to performance. At Butterfly, our suite of tools closely aligns with this finding. We are making it simpler for managers and leadership teams to improve employee satisfaction and increase profitability.

3. The study also looked at how employee well-being affected stock market performance, studying employees working at top-rated companies alongside the long-run stock returns for those companies. They found that stock returns were higher for companies with happier employees.

Many of the factors that are considered in naming a company one of America’s best places to work — job satisfaction, attitudes toward management, company culture, etc. — can be measured using Butterfly’s pulse surveys.

4. Butterfly supported the report’s findings with a case study that showed that mood improved when surveys were given regularly. This suggests that providing outlets for feedback regularly could lead to a happier, more engaged workplace.

Overall, the report provides good anecdotal and statistical evidence that there are huge productivity and profitability benefits to keeping employees — especially hourly ones — satisfied and happy at work.

We’ll share a more in-depth analysis of the findings soon. Send us an email at if you’d like to receive it, or if you’re ready to set up a demo.

Butterfly Featured in Panel on AI in Human Resources

Earlier this week, our CEO and co-founder David Mendlewicz participated in a panel on Artificial Intelligence, discussing the different ways it is transforming the Human Resources industry.

The panel, hosted by the French American Chamber of Commerce, touched on how to use AI and machine learning to improve operations on HR teams as well as turn feedback into leadership coaching opportunities.

David shared insight on how Butterfly’s pulse survey and dashboard tools can make those things happen. His insight touched especially on more blue-collar industries, where HR teams often overlook supply chain and frontline employee engagement.

Using data gathered through systematic and regular feedback, Butterfly uses machine learning to assist and teach managers how to improve and become better leaders. The panel also noted the importance of structured data in developing soft skills. Because Butterfly pulse surveys are powered by engagement drivers, the data collected is especially useful for managerial leadership development.

Get in touch if you’re interested in learning more about how Butterfly uses AI and machine learning to enrich the feedback loop: