Beamible is the first platform to enable team-based work design, building the foundation for exceptional employee experiences for everyone. It:
Work design refers to the “content and organisation of [an employee’s] work tasks, activities, relationships, and responsibilities” in order to achieve organisational requirements, as well as the social and personal requirements of the employee.
Currently, most organisations lack capability in work design, which is critical to this new world of work, productivity and employee engagement.
Where they do have organisation design specialists in their People & Culture teams, they lack tools to make OD work easy. Until Beamible, of course!
The primary reason organisations are using Beamible are:
For more specific use cases, check out our solutions page!
Beamible is not a project management tool.
It is a work design tool that provides role clarity, an ability to redesign roles and enables bottom-up, people-led work design.
The purpose of Beamible is different but complementary to JIRA and Trello. It’s a platform that helps work fit to what people need - sustainable work designs and better collaboration across people’s whole remit (& beyond the projects they are working on). This tool was built for people, for this purpose. It is not a ‘task or time management tool’.
It should be used by team members who want to be clear on their work priorities and who want to make sure they’re aligned with team objectives, their manager’s priorities and their teammates’ objectives as well.
This goes for Leaders, Executives and the People & Culture team as well. You should also be using Beamible to have a closer look at the activities related to your role and what you need to prioritise!
All role live design and team design information is transparent across the organisation. All duplicate designs are private.
Aggregate analytics will be available to everyone at this stage
Beamible provides a solution to redesign roles to ensure the work is the right fit for the nature of the role. It also provides a way to redesign roles to increase workforce wellbeing.
There is a science to designing flexible roles such as part-time, job-share and remote roles. It is really important to take a team-based approach to role design - to look across the team at the work everyone is doing collectively.
Follow Beam’s 4-step process - for more information about these steps in our flex playbook here:
1. Know the flexible work options
2. Is there a need for redesign?
3. Analyse the role
4. Redesign the role
Need more support? Contact our Beam Consulting practice here, who use Beam’s FlexSmart diagnostic to help assess your organisation’s flexibility maturity. With 7 levers for success, they will pinpoint areas of strength and areas for strategic improvement.
Leading practice is to look at the nature of the work itself and whether it’s best done in the office or at home. This requires an activity-level view of what people do.
Beamible gives the ability to denote each activity to ‘best done in the office’ or ‘best done virtually’ to each employee - the people best able to make that assessment.
This approach will provide people with more empowerment over their choice to come into the office for the work best done from there. This eliminates the resentment which can be caused by a mandate to work a particular number of days in the office, or particular roles which are / aren’t office-based.
Need more support? Contact our Beam Consulting practice here, a team of experts in shifting mindsets at an individual and organisational level to challenge the thinking around flexibility and ‘future proof’ ways of working. We pull all levers to achieve true cultural change and measure our results.
Use Beamible to draft a new team - moving people from current teams to the new team, to propose to stakeholders.
The beauty of Beamible is flexibility is a foundation of the platform. So if you only need 2 days of a specialist’s time, only account for that in total hours.
Beamible provides a platform for changing the fluidity in team environments. It also quantifies the opportunity cost of pulling people out of existing teams for project work - as the team re-prioritises the BAU work with fewer resources.
Just take a duplicate of the current team and edit from there…
Create a new role, but, before you decide on its title - have a look at why you’re adding the new role:
Ask yourself: Do you need a new capability in the team? Or is it another of the same role you have?
If the latter, take a look at the work being done by multiple people in the team and who’s best allocated against which work. Eg. Is there an opportunity to bring in a junior to do the administrative work? Someone to do the analytics?
If the role is the same as an existing role, you can duplicate a current role, then make adjustments from there.
This will be a great visual to share with the Talent Acquisition team for the job description & job ad, or for you to put into the job ad as responsibilities if you’re doing it yourself.
Think about whether it can be done flexibly: can this role be done part-time? Or job-share? Do you need a full-time hire or would a part-time hire give you the capacity or capability you need? The more flexibility you’re able to provide, the wider the talent pool you’ll reach!
This method will ensure a properly scoped role for the hours and be a more realistic view of what you need to be done rather than dusting off an old position description.
Need more support? Contact our Beam Consulting practice here, who can provide a pragmatic and impactful application of design thinking methodology when designing for the future of work to deliver a positive employee experience.
Human experience is at the heart of everything that we do!
Beamible provides an objective, data-driven tool which allows individual team members to share their work priorities transparently, and managers to ensure those priorities are aligned to their business outcomes.
The activity analysis and tagging functionality are incredibly powerful to provide the facts for team leaders to have conversations with their direct reports, and vice versa.
It is incredibly important for employee experience to have a consistent approach to career development conversations, performance management and flexible work requests, for instance. Beamible makes the conversation more objective and consistent across various teams and even divisions.
Need more support? Contact our Beam Consulting practice here, who can equip HR teams to be flexibility warriors with the tools and skills to give impactful advice and guidance around part-time and flexible work. Leaders are empowered to take their teams on the journey.
When new work comes into the team, or demand peaks, Beamible gives a single view of the team and their capacity (in a live and dynamic way).
What activities can be delayed, stopped, or reduced in order to create capacity?
Can you move some activities between people to free up headcount?
Get creative with your duplicate designs and planning!
Beamible is able to provide insights for each team on:
Aggregate information about all of these areas is available, reflecting whichever teams have used the tool.
Because this is gathered at the activity level (rather than role / employee level), it is much more accurate and can inform strategic decisions on automation, office space, etc.
You can also add custom tags, to conduct further analysis - if you have that level of subscription.
Executives and People & Culture will benefit from the aggregate analytics attached to the Beamible platform by answering questions like:
Role design will enable flexible work options across the organisation, with HR assisting managers to use Beamible to redesign roles for part-time, job-share and remote work for example.
Those with mental or physical illnesses can flex their role temporarily, or a parent returning for parental leave to a senior role can design an at-level, career-worthy part-time role if that is their preference, for instance.
Beamible enables Managers to allocate work, do capacity planning and re-direct people to new work priorities, easily and dynamically.
It gets the facts on a page. What are people working on? What are their priorities and what work are they doing at home?
Looking across your team, is everyone working on the right things, which will help you hit your business objectives?
It helps get the team on the same page - providing a transparent, collaborative way for your team members to communicate with you about their work priorities and preferences and with each other as well.
It also takes the guess-work out of career conversations and performance reviews.
Beamible is a self-service and highly interactive tool which is empowering for team members because it provides a licence to proactively communicate upwards about work priorities, workload and work preferences.
It facilitates objective, productive conversations about flexible work needs, or a desire for progression or learning new skills, for instance.
It provides a way for individuals to map a path to their ideal work design, in the context of their business objectives.
We've recently sunset our Beam jobs marketplace to focus on our flexible work platform, Beamible.
Get in touch with our team to find out how we can still support your flexible work needs.