Posts

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!
Read more

Blog_banners_operational_system_integration_preview3

Why communication and operational system integration is a game-changer

Email is still the most common form of communication in the corporate environment, which doesn’t bode well for the 80% of the workforce that comprises non-desk employees. As many as 83% of non-desk employees don’t have corporate email addresses, leaving them out of important conversations and making critical information unattainable.
Read more

5_Ways_to_Recognize_Your_Frontline_Employees

5 Ways to Recognize Your Frontline Employees This Labor Day

Labor Day is more than just a day off work for office employees, it’s a dedication to the social and economic achievements of American workers. It’s an annual tribute to the contributions workers have made to the strength and prosperity of our country. Frontline employees are the backbone of the labor force, but with high consumer demands, many don’t get the opportunity to take Labor Day off.
Read more

Employee_portal_Blog_banners_hotel_communication3

5 Ways and Tools to Improve Internal Communications in Your Hotel

In the hotel industry, success is driven by happy, loyal guests. To drive loyalty through guest satisfaction, staff must go above and beyond customer expectations. Without exemplary internal communication, providing guests with consistently excellent experiences is next to impossible.

Read more

Motivate_factory_workers

Motivate factory workers and run your production line like a well-oiled machine

As team leaders, production managers have the essential responsibility of motivating factory workers. There are many ways to do this in an office setting, but motivating factory workers is a different story. It’s much more difficult to maintain a relationship when they’re on the production line and not sitting next to you at a desk.

The management style you use can make or break the success of your company. Your style should depend on your business goals, employees, and personality type. Different worker segments need different leadership styles—a Navy Seal team requires a much different style than a yoga studio.

If you manage factory workers, it’s key to understand they don’t come into work simply because they want to work for you. They have their own goals, ambitions, and reasons for coming to work that won’t always align with yours. Your job is to learn what motivates them to suit up for work every day. Gaining new perspectives will unlock key insights to improve engagement and ultimately the bottom line. Non-desk employees need extra support and when they’re provided with the necessary training and resources, they become much more motivated to put in a productive shift.

Here are four ways to motivate your factory workers and get your production line running like a well-oiled machine:

1. Add meaning to their work.

Every factory worker has different needs. We can use Maslow’s hierarchy of needs as a guide to see what employees need to reach their full potential. Most employers simply cover the two tiers of basic needs, never trying to reach the higher levels people need both at work and at home.

During a company retreat, Chip Conley, Head of Hospitality at Airbnb, asked groups of housekeepers what would happen if someone from Mars landed on Earth and asked them, “What should we call you?” They came up with some pretty interesting names like, “The Serenity Sisters”, and “The Clutter Busters.” In a study done surrounding hourly workers, three core values arose: meaning, dignity, and self-determination.

Meaning: Every job has a meaning and is important no matter the function. Ditch-digger, fry makers, stable cleaners, you name it. Just because they don’t require higher education doesn’t mean their contribution isn’t valuable. If nobody did these jobs, no one could do their jobs.
Dignity: Dignity comes with how an employee is treated at work. Belittling, neglect, or other unprofessional behavior can drastically reduce productivity, health, and collaboration in any environment.
Self-determination: Self-determination is defined as an employee’s freedom within some boundaries to choose what, when, and how a task is accomplished. Giving employees a sense of control and ownership provides an elevated level of satisfaction, which leads to our next point…

2. Give factory workers more control over what they produce.

Giving factory workers the ability to make their own decisions and see direct result will give them more skin in the game to do their job well. Talk about adding meaning to their work!

In a study done on San Francisco garbage collectors, workers rated themselves very high on job happiness. This was due in large part to being able to choose their own routes and the amount of time spent on each route. Showing you trust your workers by giving them freedom to manage their workflow shows you respect their ideas and, in turn, they’ll want to keep bringing you value.

3. Incorporate bottom-up communication.

Most companies only have a top-down internal communication strategy, meaning management can send information to employees, but not the other way around. By using an internal communication system that allows bottom-up communication, you not only improve internal communication in your factory, you also give workers the floor to express their ideas and instill a sense of belonging. The more you make employees feel like they’re part of the bigger picture, the more they’ll give back.

Allowing bottom-up communication is especially important with distributed workforces. See how Seaboard Foods, a manufacturing with more than 5,000 employees across six states, has improved their internal communications and operations with Beekeeper which facilitates two-way communication.

4. Treat factory workers with dignity, regardless of role.

In the book Life on the Line, the author Solange de Santis recounts the year and a half she spent working in a General Motors plant. She chronicled her experience, through the tough working conditions and disputes between workers and management.

Her biggest takeaway from the experience was how hard-working, skilled, and innovative the factory workers really were. The stereotypical view of factory workers as wage slaves was put aside. De Santis showed these workers make a real difference for the company’s bottom line when they are treated with respect, given room to be creative, and have open dialogues across different levels of the business.

For factory managers looking for some key points to remember when brainstorming motivational ideas, these four factors should be met:

· Goal must be clearly understood
· Progress must be measurable
· Have control over achieving the goal
· A reward system when goals are met

Simply paying workers more won’t give employees more job satisfaction. Creating meaning and motivation must go hand in hand to engage correctly. Working with non-desk employees to develop clear intrinsic goals and acting as a model for them through open dialogue will create a more motivating and fulfilling factory floor.

Want to learn more about how to motivate your production workers and help your bottom line? Sign up for a free personal demo below to see how Beekeeper will help you reach, connect, and motivate your entire manufacturing team. You can also download the Seaboard Food case study to see how Beekeeper has transformed their manufacturing operations.
q&a_mediamarkt_beekeeper_blog

How MediaMarkt Uses Beekeeper to Support Innovation and Communication

MediaMarkt is Europe’s largest retailer for consumer electronics and puts a large emphasis on innovation. Every MediaMarkt store allows customers to try out and compare products, making it the perfect place to learn about the latest technologies and evaluate them before purchasing. With such a large percentage of frontline employees who don’t have corporate email addresses, internal communication can be challenging.
Read more

Must_Have_Collaboration_Features_blog_beekeeper

10 Must-Have Collaboration Features for Non-Desk Employees

Workstream collaboration tools are becoming the latest trend—and for good reason. Clear collaboration is crucial across all teams and locations, especially for companies with a large percentage of non-desk employees. Office workers have been collaborating digitally for years, and there has been a recent surge in non-desk workers joining the collaborative process to bring entire organizations together in a more cohesive manner. Many companies are closing the communication loop with workstream collaboration platforms. We explore what you should prioritize when finding a solution to digitize your non-desk workforce.
Read more

Blog_Hospitality_events_blog

Hospitality Events You Can’t Afford To Miss

Events play a key role in the strategic positioning and profitability of hospitality organizations. Hotel executives attend conferences to make deals, spread brand awareness, find new technology, create partnerships, and discover the latest industry trends.
Read more

3 Reasons Why Happy Hotel Staff Translates Into Happy Guests

Given the fierce competition in the hospitality industry, it’s no surprise that excellent guest satisfaction is the top priority of any hotel. But with all the attention on guests, companies often overlook the people that are providing the guest experience that impacts coveted review ratings. There is a direct correlation between your employees’ moods the guest’s impression of your hotel.
Read more

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

Read more