What is the rationale for the choice of Beeward?
Introducing and integrating new colleagues presents extra challenges on both sides. It's important that they get to know our culture and colleagues as quickly as possible - and that the team can associate them with the new face and name as quickly as possible.
There are classic ways to do this: the manager announces the arrival of new team members, they send a few thoughts about themselves on the day they join, they introduce themselves at their first company meeting and they fill in their profiles on the internal interfaces. But alongside all this become much more visible if there is a platform where they can connect to the bloodstream.
We already had experience with micro feedback systems. In some respects, we are also local patriots when it comes to choosing software, so if there is a local solution, we are happy to go with it. We also develop software and we believe that we can provide domestic businesses with a service as good (and even better, with the customer relationship and local knowledge and partner network) than foreign competitors.
When choosing possible software, we had a great sense of confidence and security from getting to know the founder, Máté and his staff. I could see in them that they have a very strong will to develop something cool, and that counts for a lot. Since then, it has been proven several times that their initial intuition was correct. The kind of flexibility and customer focus that was only evident in the initial discussions and planning phase was also evident in practice.
How popular is Beeward among your colleagues?
A significant number of colleagues use it regularly. I think the fact that 97% of the team are active users is a nice ratio. As it's a natural part of the company culture and incentive, most colleagues have the intrinsic motivation to use it - but the points allocation and regularity is not mandatory.
We also have a few well-established options for redeeming points, which are popular with colleagues. The system is very helpful here, because there are plenty of ideas to draw from the central rewards.
At Meme Friday is a long-standing tradition, when many people create company memes for the central chat interface, and it's starting to creep into Beeward. GIFs can make the feeling you want to convey even more expressive.
Have they been used, and if so, what are the benefits?
It's part of our everyday life and part of our company culture. We have a dedicated Slack channel where we can see who has given points to others and for what, so it's easy for colleagues to encourage them to give some points on the platform as a confirmation or reward another employee.
Overall, however, its greatest virtue is that a nice, honest or humorous feedback can make at least 2 people feel good: the one who received it and the one who gave it. And that can be scaled up!
As a leader, it is also a joy for me when a colleague is recognised by another team member. If you look at a team of 10 people, where everyone gives 5 recognitions a month, and only 3 of them are a real pleasure - that's 1800 positive moments a year in the organisation. That's what really shapes the culture.
Dénes Zombori
CHRO
Shoprenter Ltd.
It's also a good opportunity for managers to be more conscious of giving positive feedback to their colleagues. Our surveys show that this is particularly important to employees, so Beeward is also effective in supporting internal satisfaction and engagement.
At an important role in celebrating birthdays and anniversaries is. Years pass unnoticed in the hustle and bustle, so it's particularly inspiring to see someone in our young team (average age 33) who has been with us for 5, 10 or even 15 years. It's also a strong message to newcomers: you can really plan for the long term here.
Are there benefits as an employer/manager?
At the monthly company meeting, the colleagues with the most points for the month will be projected, along with the reasons why. The whole company can applaud these colleagues, which only adds to their sense of recognition.
It is interesting to see who gets what kind of recognition and to what extent. This gives a good indication of how many colleagues are moved by each project - and if a challenging task is well reflected in the justification, the points often come pouring in.
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