FAQ

Beamible is an interactive HR tech platform that enables organisations to solve people challenges through work design.

According to Safe Work Australia, work design is the content and organisation of one's tasks, activities, relationships, and responsibilities. It has a profound impact on individual health, well-being, and motivation as well as the health and productivity of teams and organisations. Our research and experience shows organisations lack capability and tools to do work design successfully despite being critical to the new world of work.

Beamible functions like a dynamic job description, where roles are broken down into bundles of work. This information can be imported from a spreadsheet, imported from HRIS systems or ticket systems, or manually generated by managers or employees. Those bundles of work are tagged based on what an organisation, manager or individual's goals are. Data and insights are generated at an individual, team and organisational level to inform strategic decisions making.

Today, companies deploy employee engagement surveys to track morale, burnout and flight risks. However, these products have largely failed to resolve these business concerns, because they don’t address the underlying work. Beamible’s key differentiation is the ability to deconstruct work into its component parts, rate what the individual employees find most energising, and then reconstruct roles which enables higher levels of employee engagement and productivity. By treating work as a portfolio of tasks, Beamible changes the game on how companies get visibility into work and how it is designed to the benefit of the company and employees. It also allows for periodic dynamic rebalancing of roles to keep employees engaged and the work fresh and challenging. In a slowing economy, Beamible’s solution becomes essential. As companies look to reduce staff, they need to be able to reassign work to the remaining workforce in ways that lead to maximum efficiency. No other solution gives employers the visibility and insight to rebalance the work after a staff reduction in a thoughtful and impactful way quite like Beamible does.

Stephanie Reuss and Victoria Stuart are the Co-CEOs and Co-Founders of Beamible. Read more about them on our About page.

Beamible is designed to be used by everyone in an organisation. Business and HR leaders are typically the ones to adopt and own the Beamible platform with an organisation. They typically use it to: - Manage capacity gaps and prioritise by fixing coverage and backfill issues when people leave - Make informed decisions by leaning on data and insights to lead strategically - Get visibility when changes arise or things become unclear - consult Beamible to scenario plan - Flex well, at scale by implementing flex consistently, fairly and compliantly.

Beamible is designed to be used by everyone in an organisation. It is important that managers 'buy-in' to the work design methodology to make it effective, and use it as a tool to drive trust, autonomy, accountability and ownership. It is NOT a tool to 'track' employees. Common ways managers use Beamible include: - Getting visibility into what work is being done across a team, and within individual roles - Aligning team priorities to business priorities - Understanding what energises their teams, and what doesn't - Flagging risks of turnover or disengagement early - Strategic prioritisation - Visual scenario planning - Enabling objective conversations

Beamible is designed to be used by everyone in an organisation. Individual employees use Beamible to: - Have meaningful 1-1 conversations with their supervisors by using objective data on their role - Get clarity on role expectations - Communicate what work is energising and what isn't - Provide evidence of unsustainable workloads - Prioritise work, reallocate work and take on new work

Beamible's tagging and filtering system can be as complex or simple as you need it to be. Bundles of work on an employee level are tagged to produce team insights like how much work is energising (or de-energising), and employee-wide insights like the cost of internal meetings to the organisation. Organisations can establish a 'core' set of tags that all employees must use, but teams and individuals may create their own to measure against OKRs. Permissions can be set so that only certain users can access tags.

Users can select multiple bundles of work (also referred to as 'activities') and tag them, remove them, add them to the 'unallocated' bucket simultaneously.

This is a piece of our platform that we're constantly improving and adding to, so be sure to check with our Sales team to get the most up to date list. Some examples are: - What proportion of a team's work is of strategic importance? - And how does that stack up to the rest of the organisation? - Compare workloads between individuals, teams and the entire organisation - Flag teams and individuals that are over workload capacity - Quickly identify employees who have a low rate of energising work and more!

We integrate with a large number of HRIS and ticketing systems which can be used to import both activity, tagging and user data. Data can also be bulk imported from a spreadsheet, or input manually.

We've found one of the biggest pet peeves of HR leaders and managers is the clunkiness of scenario planning. With Beamible, you can create drafts of project teams, new hires, or new org structures and share them with relevant stakeholders to bring new ideas to life. Once you're happy with what you have, you can publish the designs.

The Beamible owner has the ability to set user permissions so that only the right people see the right information. This includes guarding salary data, sensitive personal information and the ability to make critical organisational changes.

There is no minimum or maximum number of seats in Beamible. It has been built for organisations both small and large.

We have pre-populated a number of common role templates to help you get started with the click of a button. Simply search for your job title and adjust the bundles of work within that role to more accurately reflect your actual role. The idea is to use it as a guide to better understand the size of work bundles and what a role might look like when completed. Companies can pre-populate their own customised templates.

Onboarding will vary depending on how you intend to use Beamible. Small organisations can get started straight away by signing up and walking through our easy onboarding wizard. Larger, more complex organisations may require a call with a few key stakeholders to determine the best onboarding process for you. To provide you with a more customised answer, please contact us with your company size and a short description of how you intend to use Beamible.

That's excellent! We'd like to speak with you too. Just contact us here, or send a message to [email protected].

We can help! If you prefer to search for a solution yourself, you can find a large number of articles here: https://support.beamible.com/. If you prefer to speak to someone directly, you can contact us here, email us at [email protected] or locate the question mark logo in the bottom right corner of your app and chat with our team instantly.

We are always on hand to help you when you need it via the help chat located within the app. Unless otherwise arranged, we don't offer additional support to smaller self-service customers as we've found our online chat support and help centre are suitable. If you find you aren't getting the support you need, let's chat! There's always a solution. For most of our Enterprise accounts, we have custom service and support agreements based on the need.