Bitskout Use Cases - Scaling work

In the previous example we've demonstrated how Bitskout campaigns can help scale data collection tasks to uncover a business insight or create a proprietary data set. Most of the campaigns were voluntary - hence, an important part of such journey is a correct campaign marketing strategy among employees. And they have to be fair. This can seriously improve employee engagement which stands at only 33% at modern workplaces.

And there is so much more that you can do with Bitskout - as it is a platform, we can also use it as a foundation to build a different type of work processes. During our recent discussions with professionals in facility management industry, we have uncovered a way to improve productivity. But first some explanation - in general, any job function in hospitality or facility management look like this:

Electrician fixes electrical stuff, a cleaner cleans, a security guards secures and etc. Now, let's look at those functions under a different angle:

Now we can see that some tasks truly require some certification or specialty - an electrician can clean a room, but this won't be the same of level efficiency and quality as done by a cleaner. But if the task doesn't require special skill or experience, an electrician can do if she nearby or close to the task location. A simple example - if an electrician is fixing the lights on the far side of the property park, he might as well check all the locks and verify the camera connection avoiding the visit from security guard.

So now we can push tasks depending on the conditions and reward extra effort scaling simple tasks to the whole workforce and not just one function:

It means that Bitskout allows you to program work - create or import tasks from task management software, assign conditions and reward per task and push them to your workforce. A condition can be:

• geo location (building, area)
• checked in location (floor, room)
• expertise level (no expertise, L1, L2, etc.)
• first time check (if this is the first time a task it taken by that employee, then supervisor approval is needed or double check is required manually or a test should be taken)
• overload threshold (no threshold, 10%, 20% and up to 50%)
• task deadline (the time where the task is active - if no one takes it, it can be automatically passed to a correct function).

Such flexibility would allow leaders increase productivity and also build a skill portfolio of their employees - if a maid started taking tasks configuring a TV and fixing WiFi, then we can add those skills and offer a personal development plan. As a person already expressed motivation to do something extra, we can be at least more confident that this motivation will yield better results in personal growth.

If we rethink work and try to move out outside of the box, amazing things can happen. Want to know more - get in touch with us and we will run a workshop for your teams.