bee school Q&A

Bee School Session 2: “National Culture” Q&A

On Tuesday we hosted the second session of our new educational series, Bee School. Thank you to those of you who joined or plan on joining us in the upcoming weeks!

The topic of this week’s lecture was “National Culture” where Dr. Linda Herkenhoff discussed why understanding national culture is so important and how ignoring it can negatively impact your bottom line. As a manager, recognizing cultural differences can help you redesign motivation systems for a more satisfying and productive work environment. She also described the power of taking the qualitative concept of culture and building it out as a more quantitative variable. Something tangible that can be measured and used in the workplace.

Some of you had some questions for Dr. Herkenhoff and you can read her responses below. Your questions are not only helpful for us so we can get to know your needs and challenges better, they also enrich the learning process for everyone in the program. So keep them coming!

Hopefully these answers help you apply these theories to your own team.

Q&A with the Professor

1. How can you apply this knowledge to the differences in national cultures when communicating about benefits?

No matter where your company is located, paying your employees fair wages and benefit packages is always in style. I would recommend speaking with similar companies to yours to get a better understanding of salary ranges and benefits offered in your city or region as a benchmark to work form. Then you can consider cultural values to determine if your employees place a higher value on things like time off versus larger bonuses or higher pay.

 

In a global organization, creating a pay and benefit structure that motivates all nationalities can be difficult. Since I’ve been working with Beekeeper, let’s use them as an example. Their employee base includes people from 22 countries and one of their core values is Bee Open which allows employees to give and receive feedback in a constructive manner.  When there are major changes that happen within the company,  employees care enough to give honest and direct feedback on the initiatives rolled out. This feedback is discussed within the executive meeting and action is quickly taken.

There are so many types of benefits to consider that extend beyond the standard ones we think of. For example, some cultures have dietary restrictions so benefits can even be in the form of providing free snacks that are aligned with their values. Many cultures place a high value on continuing education so you can provide internal workshops where everyone is invited to share knowledge and aid in professional development. Assess the varying national cultures and find out what benefits are important and survey your team to craft and communicate the best benefits plan.

Stay tuned for next Tuesday’s lecture, “Professional Culture,” to learn the importance of a professional culture and what steps you can take to ensure yours is sustainable.

First time hearing about Bee School? It’s not too late to sign up! Reserve your spot below for this free educational series and we can email you the sessions you missed.
The Honor Foundation

How The Honor Foundation Lowered My Golf Score and Assisted this SOF Veteran

The Honor Foundation (THF) is a unique transition institute created exclusively for Navy SEALs and the U.S. Special Operations community. They’re dedicated to preparing these outstanding men and women to continue to realize their maximum potential during and after their service career. As part of their efforts to ease the transition into civilian positions in the workforce, they do a tour of small, midsize, and large companies to expose members to different career opportunities.

THF Meets the Beekeeper Team

This year we invited 35 of these Special Operations Forces (SOF) personnel to take a tour of Beekeeper. At first we were excited to teach them about our product, company, how we operate, and open positions, but we quickly realized that we were the ones that had so much to learn from this esteemed group.

They’re not only highly skilled in combat, they are also brilliantly business savvy and know how to run successful teams like clockwork. From engineers, to data scientists, to marketing professionals, to entrepreneurs—their backgrounds cover it all. During our presentation, each member asked insightful questions and gave valuable feedback. Needless to say, we were incredibly impressed by everyone and humbled by the experience. Not to mention they are just a fun group to get to know on a personal level!

Beekeeper and the honor foundation

In honor of Veteran’s Day, we want to share a story directly from Dan Hathorn, one of the incredible people we met that day. He shares his honest journey about finding his way into civilian life after exiting the military. We’re so grateful he shared his story with us and is willing to share with all of you, as it’s a unique perspective most of us don’t get to see.

Transitioning Into Civilian Life

I’ll never forget that time. I was lying in a hospital bed pondering my next life choices when I came face to face with an unexpected transition. I was injured while on deployment overseas, and the extent of my injuries left me wondering if I would be re-writing most of my activities of daily living, let alone staying in the military until the desired retirement date of 20 years.

I clawed, scraped, and fought my way back to active duty, sticking around for another four years before I was medically retired. After my departure from the military, I wasn’t unhappy with myself. I was unsure, unprepared, and woefully ignorant of exactly how much I didn’t know about life outside of Special Operations.

Dan Hathorn

I landed a comfortable job with a local area sports store, managing a small business before leaving abruptly due to feelings of low self-worth and lack of purpose. I didn’t stick around lamenting for too long before I landed a job within a four-star veterans non-profit dedicated to assisting wounded, ill, or injured service members reintegrate back into society—with structured programs taking all branches of service members from the hospital bed, to living on their own, or with their families.

It wasn’t long before I left that organization as well, still feeling a substantial lack of purpose in my life, and overall comfort that people wanted me for what I brought to the table, not some “quick fix” veterans hire to boost a statistic on a bottom line somewhere. I was adrift in a sea of melancholy. I didn’t feel at home. I knew I had skills that were in demand, but lacked the ability to articulate those skills clearly, cleanly, and in a manner that resonated with my personality.

A quick Internet search will reveal a plethora of military transition services all catering to the service member’s desire to reintegrate into society. I reached out to some of these services and found a lot of the same things, resume writers, tutorials and quick classes, and people interested in “teaching” many of us veterans’ necessary skills needed to find the success that we may or may not have known within the military. I used a couple of these organizations with almost zero results. I paid $700 for a resume that, when complete, was touted as a 98% success at landing me a job. I used it a handful of times with no success.

One day while browsing around on LinkedIn for various opportunities and connections I noticed a friend had loaded a new picture of himself into his profile. I clicked over and started to read his very professional and well-written profile. Imagine my surprise, after asking him; when I found out he’d done it himself!

He told me about The Honor Foundation www.honor.org (THF), their fellowship program, and their desire to take Special Operations Forces (SOF) through an MBA-level training curriculum designed by some of the best minds and professionals in the education industry. How were they different? What separates them from the crowd, besides clientele? At the end of the day the results should speak for themselves, right? I submitted an application and was granted a face-to-face interview to gauge my level of commitment and accountability to the terms of the fellowship. I was captivated with what I found on the inside.

SOF personnel, like golf, spend a lot of time learning to crawl first, then walk, and then run. All of the high-speed stuff you read about in the news didn’t happen instantly. These individuals, like myself, were groomed over weeks and months of training. Repetition in one area meant success in another.

Dan Hathorn

Post retirement, I found myself feeling like a Formula 1 race car driver on a track filled with wind-up toys. I had a skilled, honed mind, ready to tackle diverse problems, in any environment and succeed no matter what. I was floundering around trying not to run into everyone while leaving a path of destruction in my wake for lack of societal, and cultural understanding. The Honor Foundation took that ability to learn in any environment, at any pace, and challenged us fellows with the task of going back through training again.

Having spent the better portion of our lives learning the slow backswing of SOF practices, we were now the pros at the long accurate drives that generated huge success for our countries various initiatives. While those skills can certainly translate into the private sector, we needed to hit the range again and start taking lessons. This forum was an entirely new game.

From having classes on challenging communications, learning how to present in 30 seconds or less, writing drills, business simulations, and a hefty reading list, this Fellowship was certainly not for the weak of heart. For the transitioning SOF individual, this course represents the spirit of Special Operations personnel. We all know how to train for the win, but we’ve all also been granted the autonomy to create that success on our own, within the overarching structure of Special Operations.

What happens when you leave the military? Your transition is now handed over to someone who “knows” resumes and you rely on them to tell your story. This is akin to buying a golf lesson and then watching the instructor hit accurate drives wearing a mask with your likeness. It’s not authentic. It’s not you. The name of the game for The Honor Foundation, in my opinion, is authenticity, and credibility. The game of golf can be a quick game when the foundation for success is there. Without this foundation you find yourself striking inaccurately and inefficiently and without purpose.

As I approach the graduation of The Honor Foundation Group 10 cohort in Virginia Beach, I sit back and reflect on where I was, and where I am now. I arrived as a man, devoid of purpose, unsure of himself, and not entirely certain where I fit into this new life I was staring down. I now stride confidently and with a clear purpose on my direction.

They say, “A rising tide lifts all boats” right? If SOF individuals are in such high demand, then all industry executives should be standing by patiently waiting for each cohort to graduate. This SOF finishing school provides a C-suite level workforce that only deepens the value of all veterans, SOF and conventional forces alike.

To learn more about The Honor Foundation or thank these veterans for their service, contact them at www.honor.org/contact.
Bee School Session 1: “Motivation at Work” Q&A

Bee School Session 1: “Motivation at Work” Q&A

On Tuesday we held the first session of our new educational series, Bee School. And, because of you, it was a success! We had a great turnout, so thank you to all of those who joined and we hope to see you in the next five sessions.

The topic of this week’s discussion was “Motivation at Work” where Dr. Linda Herkenhoff discussed the true definition of motivation, the three groups of theories associated with it, details and examples, and how to apply these theories globally.

Some of you had some questions for Dr. Herkenhoff and you know we would never leave you hanging! Many of you had similar questions which was encouraging to see lots of managers face the same challenges, but are eager to find innovative ways to motivate their teams. Hopefully these answers will help guide you on your quest for engagement and alignment.

Q&A with the Professor

1. As I’m from the Information Technology domain, it would be interesting to know how different domains are using motivation frameworks to keep their knowledge workers engaged and excited.

People are people—these frameworks can be used for knowledge and non-desk workers alike. The core principles of engagement and motivation are great communication on all levels. Following Theory Y, we can assume that knowledge workers fall into a different level of Maslow’s Hierarchy of Needs. Where a non-desk worker might have their Safety and Security needs met before reaching a level of engagement, a knowledge worker will need help reaching self-actualization.

A good question to ask your team is what their vision for themselves is in the next five years. Whether or not that vision has a path within your company, help give them the tools they need to grow within their existing position and beyond.

Any good manager will tell you that it is a proud moment when the people working for them grow out of their positions and progress within their careers. You can create a tremendous amount of goodwill within your team if you are helping them achieve their life goals or self-actualization. For the organization, it is always best to have your employees operating at the highest level of Maslow’s pyramid.

If we consider your question from the Hygiene Theory perspective, the principles are universal. You need to make sure your hygiene factors are always in check. This is always a good baseline to work from. As a refresher, here they are:

Hygiene Factors

1. Company policy & administration
2. Supervision
3. Interpersonal relations
4. Working conditions
5. Salary
6. Status
7. Security

Once you have a good foundation in place, you can focus on the motivation factors. We usually see that after the first year of employment, growth and advancement become more important to pay attention to. (In the first year, there is much to be done while mastering a position.)

While advancement and growth aren’t options, make sure you are recognizing individual contributions and team wins. Communicating these to the team, in addition to your 1:1 praise, will go a long way to show appreciation. It will also shape your team’s expectation of rewarded behavior and make them strive for their own recognition. As a refresher, here are the motivation factors:

Motivation Factors

1. Achievement recognition
2. Work itself
3. Responsibility
4. Advancement
5. Growth
6. Salary

2. I’m going to take over a team that currently finds itself in a reorganization process. It would be great to learn some skills, how to approach them as their new boss, and how to keep their motivation high.

Uncertainty breeds fear. If we take a look at Maslow’s Hierarchy of Needs, engagement can only happen after the first few levels are satisfied.

To get your team to a place of engagement and motivation, I would recommend approaching your team with open communication and transparency. Schedule a series of 1:1 meetings with each of your new reports to get to know them. Listen to their concerns and get to know the lay of the land. Then show them you’ve listened through your actions. Lay out your vision in a clear and transparent way that is shared with everyone in 1:1 meetings and again in a team session.

Stay tuned for next Tuesday’s lecture, “National Culture,” where you’ll gain the knowledge and tools for working with varied cultures around the world.

First time hearing about Bee School? It’s not too late to sign up! Reserve your spot below for this free educational series and we can email you the sessions you missed.
bee school is in session

Bee School is in Session!

Today marks the launch our first educational series, Bee School, designed to help managers lead their teams and operate successful companies. This initiative is our spin on business school, taught by renowned MBA professor and senior management expert, Dr. Linda Herkenhoff.

Although classes start today, it’s not too late to enroll for free. If you missed today’s session you can still sign up and we will email you the recording. This is your chance to receive a postgraduate education without the cost!

Our mission to pave the future of work for non-desk workers and those who manage them is at the core of why we started Bee School. Over the span of six weeks, course participants will gain valuable insights on how to keep employees motivated and engaged at work, as well as how to build and navigate inclusive work cultures.

See the full details, including the schedule and curriculum.

Are you ready to take the next step in becoming a proactive, organized, and motivational leader? Reserve your spot below for this free educational series.
Android-Oberfläche

Beekeeper Announces New Android Interface

The Beekeeper app for Android devices is getting a fresh new look and even simpler interface. The new user interface aligns more with the iPhone navigation, providing a better user experience and making it easier to help colleagues using a different device.

What is changing?

The main app navigation containing streams, chats, and notifications tabs moved to the bottom of the page. The tabs are marked not only with an icon, but also with a name so users can better understand which icons do what.

The stream will show you public posts for all colleagues. In the chats, you will find private conversations with one colleague, group chats, campaign announcements, and surveys. The notification will display all alerts you haven’t read yet.

New Beekeeper Android Interface

Additionally, the “More” tab (previously the app menu) moved from the top left to the bottom right of the screen. The icon changed from three horizontal lines to a square. This is where you can find information about the app and the customized navigation extensions that your organization might have set up for you.

In the top left corner you can find the stream switcher. Many organizations use multiple streams and here is where you can switch from one to the other.

Lastly, the stream information has remained in the top right corner, but you’ll need to tap the circled “i”, to view the stream details, suggested tags, and view who has access to that stream.

Why are we doing this?

We build our app using native Android and iPhone layouts to facilitate seamless navigation for our users. iPhone traditionally provides navigation at the bottom, while Android had it at the top of the screen. Google, who designs Android software, recently released a new navigation layout at the bottom of the screen that is more similar to the iPhone interface.

We monitored the way customers use the app and found the iPhone navigation was more intuitive. Our iPhone users were switching streams more frequently than Android users and also switch more frequently between chats and the app menu.

By aligning both versions of the app and changing to the iPhone navigation, we’re aiming to provide you with a better user experience.

To find helpful app information and FAQs, visit the Beekeeper Help Center.
Schreiben Sie sich für Bee School ein

Enroll in Bee School, A Webinar Series Dedicated to Helping Managers Lead Successful Teams

On November 7th we’ll launch our first webinar series, Bee School, designed to help management lead their teams and operate successful companies. Think of it as Beekeeper’s spin on business school, taught by an actual MBA professor.

Our mission to pave the future of work for non-desk workers and those who manage them is at the core of why we started Bee School. Over the span of six weeks, course participants will gain valuable insights on how to keep employees motivated and engaged at work, as well as how to build and navigate inclusive work cultures.

At Beekeeper, we want to empower every leader with the tools they need to run a successful team, taking into account both human connection and technology. This is your chance to receive an MBA level education without the cost. No commute, no hassle—just results.

Overview

Managers are tasked with the important job of leading their teams and ensuring everyone is productive, as well as happy. In order to drive company success, it’s important that managers learn the fundamentals of organizational processes based on behavioral sciences.

To ensure that all levels of management are equipped for success, this educational webinar series is focused on analyzing workplace behavior, improving motivation and commitment, leadership, job satisfaction, group and team dynamics, and organizational design.

Who Should Attend

Any manager who wants to learn the ins and outs of key management skills including motivation, employee and organizational commitment, culture, emotional intelligence, and leadership/followership.

When and Where

Weekly 45 minute sessions will start November 7th. All six Tuesday sessions will be live streamed at 2pm EST and CET. Detailed instructions will be emailed to you after registration.

About the Professor

Bee School will be led by Dr. Linda Herkenhoff, a full-time professor in the Graduate School of Business at Saint Mary’s College of California where she teaches Leadership and Organizational Behavior and Quantitative Analysis.

She serves as the Director of the Global MBA program where she supervises social service projects in countries at the base of the economic pyramid. These projects strive to balance people, planet, and profit.

Her varied career includes 16 years as a geophysicist for Chevron, VP of Human Resources for EDS, and a consulting role for senior management at Bechtel. Additionally, she was the past Executive Director of Human Resources for Stanford University.

Dr. Herkenhoff’s university degrees include: B.S. in Geophysics from the University of Western Ontario in Canada, MBA from Saint Mary’s College, Masters in Engineering from U.C. Berkeley, and a Ph.D. from the Graduate School of Management at the University of Western Australia.

Curriculum

Dr. Herkenhoff has a wonderful curriculum in store for you. It’s full of mission critical information for managers tasked with implementing new ideas and running successful teams.

1. Motivation at Work

Delve into the key motivational theories presented in a very applied approach and learn how to apply these theories globally.

2. National Culture

Gain the knowledge and tools for working with varied national cultures.

3. Professional Culture

Discover the importance of a professional culture and what steps you can take to ensure yours is healthy.

4. Organizational Culture

Learn what organizational culture is, how it varies from professional culture, how to measure it, and how to drive a strong one to increase productivity.

5. Emotional Intelligence

Find out how to look beyond basic emotional intelligence and fine-tune your approach by taking all three types of culture into account.

6. Leadership and Followership

Discover how these are both critical to organizational success, dive into various leadership models, followership behaviors, and evaluate what works and what doesn’t.

There will also be a Q&A portion at the end of every session. Can’t wait to see you on your first day of Bee School!

Are you ready to take the next step in becoming a proactive, organized, and motivational leader? Reserve your spot below for this free webinar series.
Beekeeper is Digitizing the Non-Desk Workforce With Transformative Integrations

Beekeeper is Digitizing the Non-Desk Workforce With Transformative Integrations

Digitizing the non-desk workforce is a big movement since this employee demographic hasn’t been prioritized when it comes to the digital transformation. For five years we’ve been listening to our customers and evolving our platform to anticipate future workplace needs.

Today, non-desk employees don’t regularly have access to operational systems and communication channels in a mobile-first solution that actually works for them. And if they do, the business environment is cluttered with so many different systems it makes workflows more confusing than they need to be.

We’re here to change that. Today.

Imagine a world where you didn’t have to open a bunch of different platforms to get your job done. A world where you could just open a single app that had all your operational systems and communication channels in one place.

Sounds like a workplace productivity machine.

Enter Beekeeper Integrations

Our mission is to digitize the non-desk workforce so everyone has access to colleagues and systems they need to get their jobs done more efficiently (and with more personality). The goal of Beekeeper integrations is to revolutionize productivity and facilitate high individual and team performance. All while keeping employees engaged, happy, and empowered.

We’re thrilled to announce Beekeeper 2.0 with the launch of two flexible forms of operational system integrations.

1. Marketplace Integrations

The Beekeeper Marketplace is an integration hub that enables organizations to design and implement highly customized digital workplace platforms for their employees. These off-the-shelf integrations are completely user-ready from the get go.

This gives non-desk employees a simplified, secure, and easy-to-use tool where anything a particular worker needs to excel in their daily routine is stored in one convenient location. You can integrate with common systems like Sharepoint, Box, and various HR software, request an app, or connect your own software to Beekeeper.

2. Custom Integrations

Connecting to your legacy systems is not only convenient, it allows management to gain access to more data and get better insights that guide operational improvements and growth. Beekeeper’s open API gives IT teams the ability to create custom connectors and integrations, saving time and resources compared to building proprietary systems.

Our customers love Beekeeper’s intuitive interface so much that they wanted to carry it across all the systems they integrate with. They’re merging their existing operational systems like payroll, scheduling, file sharing, task management, and much more into the centralized Beekeeper app. Employees already use the app to communicate throughout the work day, and now enjoy using it more operationally.

The Beekeeper Developer Portal allows organizations with deeper technological resources to make these robust integrations even more customizable. Between expanded APIs and the eternally elastic resources available on the Beekeeper Developer Portal, the possibilities with custom integrations are limitless.

Evolution is a Great Thing

Don’t worry, none of the feel-good features are going away. In fact, we are always working toward improving those features too. Our core product is an industry-leading communication tool, and by adding operational functionality through custom integrations, there are unlimited possibilities to digitize the non-desk workforce.

We just wanted to make our customers lives a bit easier by giving them everything they need in the palm of their hands. Let your hive thrive!

Schedule a demo so our app experts can walk you through Beekeeper’s integrations. Don’t see one you need? Request your own and we can add it to our Marketplace.
Rebranding

The workplace is a hive – Beekeeper’s symbolic makeover

Here at Beekeeper, we strive for innovation and want to deliver the best experience for our customers. We’ve evolved significantly since our inception to adapt to our clients’ needs, and as our story has changed, our brand has changed along with it. You may have noticed our revamped logo and our website’s new makeover. This rebrand goes beyond just aesthetics. It’s a reflection of our commitment to connecting people through technology, especially the two billion members of the non-desk workforce that aren’t normally kept in the loop. Beekeeper is where technology meets people, and this is our journey to unite them!
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Beekeeper Raises $8 Million to Connect and Engage Two Billion Workers Without Desk Jobs

We are excited to announce that Beekeeper has secured $8 million in Series A financing. The funding is great news for our existing clients and companies looking for employee communication solutions. We take great pride in helping companies foster corporate cultures where everyone thrives, including the 2 billion non-desk workers. This new round of funds will allow us to continue to push the boundaries of employee engagement and internal communications.
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seaboard_foods_beekeeper_2

“Beekeeper’s Simplicity has been key to our adoption!” – Seaboard Foods, Beekeeper Client

One of the largest Pork Producers in the United States, Seaboard Foods connects their entire company, from the farmers to the production line employees, with Beekeeper. With over 5,000 employees spread out across farms, production facilities and corporate headquarters, keeping every employee informed and engaged can be a challenge. With Beekeeper, Seaboard Foods has overcome this challenge.

“Now that we have Beekeeper, large numbers of our employees are no longer unaccounted for. They are already on their phone, so we can easily reach them with Beekeeper.” – Beth Holz, Communications Specialist, Seaboard Foods

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