Team insights from Beamible

©Beamible Pty Ltd 2026

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Key Questions

1. What was our hypothesis? Does the data support or disprove our hypothesis?
2. What activities are people spending their time on? What is surprising?
3. What work categories are people spending the most time on?
4. Workload: Are people working over capacity? Does anything stand out?
5. Enjoyment: Are people enjoying the work? Does anything stand out?
6. Alignment: Is leadership aligned with employees regarding priorities?
7. Prioritisation: Are we working on the ‘right things’?

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1. What was our hypothesis? Does the data support or disprove our hypothesis? (this will differ based on use case - examples below)

Key Opportunities where data can uncover what is actually happening across teams:

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1. Alignment : Do our people know what the most important work is? Are Managers and staff aligned on this work?
2. Role Clarity : What work is actually being performed by our people, is it what we want them to be doing? Are they spending the right amount of time on the right activities?
3. Burn Out : Are our people working too much? What is occupying their time and are they at risk of burn out / attrition?
4. Efficiency Opportunities : What is the repetitive work and where are the opportunities to reduce or stop this work? Where do our people see these opportunities to make changes to increase productivity?
5. People Management : Are our Leaders spending the right amount of time on people related activities and do we have the optimal Management span to be most effective and efficient?
6. Succession Planning: Identify risk areas where potential skill gaps could exist

2. What activities are people spending their time on?

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Observations [questions to consider/include]:

• The most people are spending their time on [insert activity]
• How does this break down by job family?
• Who is spending the most time in this activity?
• Is this surprising?

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Next Steps [questions to consider/include]:

• Ideally what would you change?
• What would you re-allocate/automate/stop/do differently?

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3. What work categories are people spending the most time on? �

Questions:

1. Does this look right for our team?
2. What is surprising?

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3. What work categories are people spending the most time on? �

Questions:

• Does this look about right for our team?
• Are there any surprises?

Here’s what we’ve identified as our top efficiency opportunities

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4. Workload: Are people working over capacity?

Observations [questions to consider/include]:

• Insert completion rate.
• Are most people working within contracted hours?
• How many people are working above contracted hours?
• Is this consistent with your understanding?
• Does this feel about right?

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Next Steps[next steps to consider/include]:

• Your leader will follow up with you if you have workload has been flagged as an issue.
• The aim of the conversation will be to see if we can identify the drivers for the high workload and put a plan in place to reduce excess hours.

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5. Enjoyment: Are people enjoying the work?

Observations [questions to consider/include]:

• What percentage of work was seen as ‘energising’?
• Is this higher or lower than expectations?
• What activities or categories of work are the most energising for this group?

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Next steps[next steps to consider/include]:

• A few people reported lower levels of energising work. Your leader will touch base with you to see if there are any opportunities for increasing the types of work that are enjoyable within the scope of the role.

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6. Alignment: Is leadership aligned with employees regarding priorities?

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Activities seen as critical by leaders, but not by managers [update activities found in your Beamible insights dashboard]

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• Conduct safety inspections and audits in the workplace (5)
• Collaborate with other departments to create a culture of safety (5)
• Provide guidance and counseling to employees regarding company policies and benefits (4)

Activities seen as critical by managers, but not by leaders [update activities found in your Beamible insights dashboard]

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• Creating & posting job advertisements to internal and external job boards and other sites. (11)
• Generation of offer / contract of employment (11)
• Providing interview feedback (13)

Key questions:

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• What is surprising here?
• Where do we need to realign?

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7. Prioritisation: Are we working on the ‘right things’?

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Highest impact work: [update activities found in your Beamible insights dashboard]

• Providing interview feedback (9)
• Collaborating with key internal teams (i.e. marketing / strategic sourcing) to develop an effective sourcing strategy (7)
• Onboarding and upskilling of team members (6)

Top Efficiency Opportunities: [update activities found in your Beamible insights dashboard]

• Desktop resume screening (15)
• Scheduling interviews and assessments (14)
• Handling general recruitment enquiries and troubleshooting (10)

Key questions:

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• What is surprising here?
• Where can we re-prioritiese?

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Next steps and actions

©Beamible Pty Ltd 2026

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