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Life at B.TECH GuideYour guide to how we work, connect, grow, and support each other.
B.TECH is more than a workplace. It is a daily experience shaped by people across stores, warehouses, HQ, operations, digital, FinTech, logistics, after-sales, customer experience, and support teams. This guide brings that experience into one place. It explains how we work, how we communicate, how we support wellbeing, how we recognise impact, how we listen, how we grow, how we use our spaces, and where employees can go for support. Where policies apply, this guide simplifies the meaning and points employees to the official policy, system, or owner. The approved policies and system records remain the final reference. Welcome to Life at B.TECH Remember: Use this guide when you need clarity, direction, or the right place to go. Stores Warehouse Operations Digital Logistics After Sales Customer Experience Support Team
Before You Start This guide is an employee-facing reference prepared for Governance review. It consolidates the core content employees need to understand life at B.TECH, including culture, communication channels, wellbeing, recognition, benefits, leave, New HQ ways of working, employee voice, learning, workplace standards, digital tools, and key policies. Governance Review NoteCommunicationWellbeingEmployee VoiceRecognitionBenefitsNew HQ Ways of WorkingLearningDigital ToolsKey PoliciesWorkplace Standards
How to Use This Guide Use this guide to find the right starting point. It is not meant to answer every detailed policy scenario. It is meant to help employees understand what exists, why it matters, what to do, and where to go.Remember: The right channel gets the right answer faster. If you need to... Understand company direction Chapters 1-3: B.TECH in One Picture, Culture, and Ways of WorkingStart with... Find wellbeing or recognition programmes Chapters 6-7: B.MORE and RecognitionStart with... Understand conduct, compliance, or policies Chapters 11-12: Workplace Standards and PoliciesStart with... Know where to go Chapter 15: Where to GoStart with... Check benefits, leave, or employee services Chapter 8: What Supports YouStart with... Use the New HQ properlyStart with... Chapter 4: How We Work at the New HQ Share feedback or raise a concernStart with... Chapter 5: Your Voice Matters Chapter 13: Digital Toolkit Grow, learn, or manage performanceStart with... Chapters 9-10: Growth and Performance
01B.TECH in One PictureYour Voice MattersHow We GrowHow We Show UpHow We Nurture WellbeingHow Performance WorksHow We Work at B.TECHHow We Celebrate ImpactHow We Protect Our WorkplaceYour Digital ToolkitWhat Supports YouPolicies Made SimpleHow We Represent B.TECHWhere to GoYour Role in Life at B.TECHHow We Work at the New HQContent Map0509020610030711130812 14 15 1604
Chapter 1 B.TECH in One PictureWe are growing. So is the way we work.
Our StoryB.TECH started with a strong retail foundation and grew into a wider ecosystem. Today, we connect retail, digital, FinTech, logistics, customer experience, after-sales, and support functions into one customer promise. Behind every branch, transaction, delivery, service request, and customer interaction is a team. Some employees serve customers directly. Others build systems, move products, solve issues, lead teams, support people, or shape decisions. Different roles, one organisation. 1997 2003 2015 2016 2021 2022 2023 2024 Year Milestone 1997 B.TECH started under the name Olympic Group with around 65 employees and 3 branches. 2003 The company became B.TECH, reflecting a wider ambition: to be in every home. 2015 B.TECH launched its online sales website. 2016 Ultra launched as B.TECH’s first household and electronics brand. 2021 B.TECH X and Mini Cash launched. 2022 Deelz launched as a platform for local merchants. 2023 b_labs launched to drive digital transformation. B.TECH mini launched. 2024 B.TECH Max and mylo launched.
Chapter 2 How We Show UpCulture is what we do every day.
Our Culture Culture at B.TECH is not only a statement. It is how we speak, decide, solve, listen, support, and deliver when work is busy, difficult, or unclear. We aim to build a culture where employees understand the direction, feel connected to the business, have a voice, receive recognition, access support, grow their capabilities, and work in a respectful environment.
High-Performing Culture High performance at B.TECH is a cycle: we set goals, deliver, listen, learn, recognise, and improve. Feedback is not a formality. It is fuel for growth. Recognition is not only a ceremony. It is how we notice progress and impact.Set goalsImproveRecogniseDeliverLearnListen
Our ValuesAgilityOwnershipCollaborationCustomer FirstHealthy GrowthWe move fast, adapt to change, and try better ways when the situation demands it.0102030405We take responsibility, follow through, raise risks early, and fix what needs to be fixed.We work across teams, share information, and solve problems together.We consider how every decision affects customers, directly or indirectly.We grow sustainably as a business and as people, without sacrificing principles. In simple words: we take responsibility, respect people, focus on customers, work across teams, speak clearly, and improve what needs to be improved.
Community CommitmentStrategic DirectionsB.TECH is part of the communities where we live and work. Through partnerships, giving back, and investments in education such as B.TECH School for Applied Technology, we contribute to a stronger future for people who may become our customers, colleagues, or community partners.Strategy 4.0 guides how B.TECH grows: customer-centricity, multi-channel growth, AI and digital integration, people and capability development, revenue diversification and expansion, and employee experience. These are not leadership slides only. They shape priorities, decisions, and the way each team contributes.Remember: Culture is not a poster. It is how we behave when no one is writing the rules for the moment.
Chapter 3 How We Work at B.TECH Our principles, alignment, and communication in one place.
We stay aligned We communicate clearly We collaborate across teams We take ownership We respect each other We understand company direction, team priorities, and how our work connects to the bigger picture. We use the right channel, share responsibly, respect confidentiality, and ask when something is unclear. We share information on time, respect other teams’ priorities, and focus on solutions. We complete commitments, raise risks early, follow agreed processes, and correct mistakes. We treat colleagues professionally, use company assets responsibly, and maintain shared spaces.Ways of Working
The Annual Companywide CEO Townhall gives employees visibility on company direction, strategic priorities, major achievements, and key people topics. Ask the CEO events bring the discussion closer to each line of business or sector, allowing employees to hear directly from the CEO on topics relevant to their area. Sector Update meetings are sector-level forums where leaders share priorities, updates, achievements, challenges, and upcoming focus areas with their teams. Leadership cascades help ensure key messages reach teams with the right context and connection to their daily work. Alignment Forums Alignment at B.TECH happens through different forums that help employees understand company direction, sector priorities, and how their work connects to the bigger picture. These forums include the Annual Companywide CEO Townhall, Ask the CEO events, Sector Update meetings, leadership cascades, functional meetings, business updates, People Sector communication, and employee feedback forums.
Ask MofeedInstant HR answers, policy queries, payroll information, and onboarding support.All employeesEmail Formal announcements, leadership updates, policy communication, and major campaigns.Mainly HQ and connected employees Short updates, reminders, retail and operational cascades.Retail, warehouses, and selected groupsWhatsApp Culture stories, employer brand, employee moments, and engagement content.All employeesLife @ btechCommunication ChannelsZenHR HR updates and employee self- service information.Employees with accessMicrosoft Teams Collaboration, project groups, functional communication, and HQ updates.HQ and connected teamsiVoiceUp Formal complaints, HR inquiries, misconduct reporting, requests, and anonymous speak-up.All employeesCultureAmp People surveys, pulse checks, and engagement feedbackTargeted groups New HQ facility requests, visitor access, maintenance, and internal services.HQ employeesmyFacilities
AI at B.TECH AI at B.TECH is part of how we work smarter, reduce manual effort, serve customers better, and make stronger decisions. For employees, this means new tools, new learning needs, and a workplace that will keep evolving
Cross-Functional Squads At B.TECH, not every important problem can be solved inside one department. Cross- functional squads bring the right people together around a shared goal, allowing faster decisions, fewer handovers, and a better view of the whole business. Remember: Alignment is not just hearing the message. It is understanding what it means for the work and acting on it.
Chapter 4 How We Work at the New HQ Shared space. Shared standards. Shared responsibility.
The New HQ is more than a building. It is a shared workplace designed to support collaboration, productivity, connection, learning, and pride. How we use it reflects how we work together.WorkstationsParkingMeeting RoomsAccess CardsKitchenettesSmokingOpen SpacesPrintingOfficesVisitorsKeep them clean, respectful, and work-ready. Leave them as you found them.Follow the approved process and use assigned or approved areas only.Book what you need, start on time, end on time, and leave the room ready.Use your own card only. Report issues through myFacilities.Eat there, clean after yourself, and remove your items daily.Use designated outdoor smoking areas only.Respect focus, keep noise reasonable, and use phone booths for calls.Print only what is needed. Use black-and-white and double- sided where possible.Use responsibly. Host visitors in meeting rooms, not at desks.Register visitors through the official process and host them in the right space.
What You Need to DoFollow the HQ Playboard as the full reference for New HQ standards. Use shared spaces responsibly and leave them ready for the next person. Raise facility issues through myFacilities, not unofficial routes. Respect access card, visitor registration, IT device, and network standards. Protect the workplace experience for everyone.
For complete standards, detailed guidelines, the HQ Citizenship Code, seating arrangements, IT and device standards, and facilities procedures, employees should refer to the full B.TECH HQ Guide. The Full HQ Guide Remember: The rule is simple: leave every space ready for the next person.
Chapter 5 Your Voice Matters Feedback helps us improve the employee experience.
How We Listen Feedback helps us improve the employee experience. Employee voice is not a survey exercise. It is how we understand what employees are experiencing, where support is needed, and what we should improve.Structured surveys and platformsHuman touchpointsEmbedded conversationsEscalation/ GrievancePeople Insight Survey, pulse surveys, onboarding surveys, exit interviews, People Operations Service Survey, CultureAmp, iVoiceUp, 360 leadership feedback.PX visits, on-ground visits, B.MORE Express visits, listening groups, HRBP discussions.Functional meetings, leadership forums, team meetings, Game Changers feedback, Speak Up moments, and direct employee comments.
What This Means for YouRemember:Feedback is not only a score. It is a way to build a better workplace experience. Participate honestly & openly. Share practical input and enough details. Use feedback channels constructively. Raise concerns through the right routes. Give the company the opportunity to understand and address issues.0102040305
Chapter 6 How We Nurture Wellbeing Wellbeing is not a one-time activity.
Pillar Focus Examples B.HEALTHY Physical wellbeing and healthy habits. Medical awareness, screenings, health tips, sports activities, walking challenges, and insurance awareness. B.MINDFUL Mental wellbeing and emotional awareness. Stress and burnout awareness, therapy awareness, mental health sessions, and support tools where applicable. B.CONNECTED Connection, belonging, and team spirit. B.MORE Express visits, celebrations, engagement activities, branch visits, and community-building moments. Wellbeing is not a one-time activity. B.MORE is B.TECH’s wellbeing platform. It supports employees through awareness, activities, support tools, and connection opportunities across locations and roles.
B.MORE Express B.MORE Express brings wellbeing and employee connection to branches, warehouses, and different locations. It makes wellbeing visible on the ground, gathers feedback, and creates moments of connection beyond HQ.
How to ParticipateFollow B.MORE announcements through official channels. Join activities relevant to your location and role. Use support tools when you need them. Encourage team participation. Share feedback on what wellbeing support would be useful Remember: Wellbeing is part of how we support people to work, live, and connect better.
Chapter 7 How We Celebrate Impact Recognition is how we say: this matters.
Recognition at B.TECH celebrates performance, impact, contribution, teamwork, loyalty, and values in action. It should be fair, clear, inclusive, meaningful, and linked to both results and behaviours.STARS of B.TECHALLSTARSALL DAY, EVERY DAYLeading Through the YearsYears TogetherTop performers and employees with outstanding contribution and impact.Team achievements, project impact, and collaboration that creates business valueEveryday appreciation across levels and directions.Long-term leadership contribution and sustained impact.Service milestones and loyalty
Recognition and ValuesRecognition should reflect not only what was achieved, but how it was achieved. Collaboration, ownership, customer focus, agility, positive team contribution, and going beyond expectations are all part of meaningful recognition. Each programme has its own criteria, eligibility, timing, and process. Official communication will explain how each cycle works. Remember: Recognition is not only about big ceremonies. It is also about noticing effort, progress, and impact every day..
Chapter 8 What Supports You Benefits are part of the employee experience.
B.TECH provides benefits and support programmes designed to support employee wellbeing, life needs, and work experience. Benefits may vary by employee category, eligibility, grade, policy, location, and employment terms.
Employees are covered by group life insurance from their first day, subject to policy termsProvides long-term security based on approved rules, years of service, and eligibilityEmployees are registered with the Social Insurance Authority from their first day.Medical, Insurance, and Financial SupportCoverage, providers, claims, approvals, and contact points are managed according to the approved annual programme.Employees are covered by group life insurance from their first day, subject to policy termsSupports employees during life moments such as marriage, new child, bereavement, and access to loans where applicable.Medical InsuranceFamily Medical InsuranceEnd-of-Service Gratuity FundSocial InsuranceLife InsuranceSawa Fund
Lifestyle and Leisure Benefits B.TECH may provide lifestyle and leisure benefits such as the Umrah programme, resort and holiday facilities, subsidised bus service, employee offers, non-monetary benefits, and payment or instalment solutions. Official announcements will confirm eligibility, timing, application process, and conditions. Umrah programme resort and holiday subsidised bus service employee offers payment or instalment
Life Moments and LeaveLeave supports rest, life events, family needs, religious commitments, and wellbeing. Leave types may include This guide summarises leave types only. Entitlement, duration, eligibility, documents, and approvals must always follow the official leave policy. Breast feeding hours
What You Need to Do0102030405Follow official benefit announcements. Check eligibility and deadlines before each cycle Submit required documents on time. Use the right channel for the right query. Refer to the approved policy for final details. Remember: Benefits are only useful when employees know how to access them.
Chapter 9 How We Grow Growth is a shared responsibility.
Growth at B.TECH is not limited to a classroom. It happens through assignments, feedback, conversations, challenges, cross-functional exposure, leadership support, and formal learning.
B.TECH Academy B.TECH Academy builds capability across the organisation through onboarding, technical and functional training, sales and retail capability, leadership development, customer experience learning, business-specific training, development programmes, learning calendars, an internal library, assessment centres, and accredited learning partnerships.
B.TECH Mind Hub The Mind Hub is a dedicated space designed to encourage reading, continuous learning, and personal and professional development. It offers a diverse collection of Arabic and English books covering leadership, business, personal development, literature, and more. Employees can explore books and borrow them through the Mind Hub Experience system, supported by a Management System, with new titles continuously added to keep the content relevant and up to date.
Leadership DevelopmentLeadership development supports leaders in building stronger teams, driving performance, and creating better employee experiences. It may include diagnostics, 360° feedback, coaching, mentoring, performance conversation skills, culture alignment, and change leadership.Diagnosticsperformance conversation mentoring coaching360 feedback
Scholarships and Training Standards Eligible employees may access academic scholarship support through approved programmes such as Open Education, Professional Master’s, and Professional Doctorate scholarships. Eligibility, conditions, repayment terms, and financial support are subject to the official policy. Training may be delivered in person, externally, or through e-learning. Attendance, assessments, post-training actions, learning scores, and promotion or transfer eligibility are governed by Academy procedures.Opportunity → Education → Training → Assessment → Application → Growth
Your Role in GrowthAttend required training and participate activelyComplete assessments and post- training actions where applicableApply learning on the job.Ask for feedback and discuss development with your manager.Own your learning score and development plan.0102030405 Remember: Growth is not only what you attend. It is what you apply.
Chapter 10 How Performance Works Performance is about results and behaviour.
Performance is about results and behaviour. Performance at B.TECH connects objectives, results, behaviours, feedback, development, and business impact. The strongest performance is not only about completing tasks. It is about creating impact in the right way.
Performance Management Performance management helps employees and managers align on expectations, track progress, discuss feedback, recognise strengths, address development areas, and connect performance to growth decisions.
Ratings and Outcomes Performance outcomes are managed through the approved performance cycle. They may inform development plans, recognition, career discussions, mobility, and other people decisions according to approved governance. Review Outcome Develop Recognise Progress
Performance ImprovementWhen performance concerns appear, managers should address them early and clearly. Performance Improvement Plans are used where needed to define expectations, support actions, timelines, and follow-up. Identify Expectations Follow Up Discuss Support0103050204
Career Growth Decisions are based on business needs, role requirements, readiness, performance, behaviour, and approved processes. Career growth may include promotions, internal movement, role expansion, technical growth, leadership growth, learning programmes, talent identification, and cross-functional exposure. Remember: Performance is not a one-time review. It is an ongoing conversation about contribution and growth.
Chapter 11 How We Protect Our Workplace Policies protect people, trust, and the company.
A professional workplace depends on clear standards. These standards protect employees, customers, visitors, company assets, data, and B.TECH’s reputation. Professional Conduct Respectful Workplace Conflicts of Interest Business Ethics Personal Data & Confidentiality Act professionally, respect colleagues and customers, and represent B.TECH responsibly. No disrespect, harassment, bullying, intimidation, humiliation, or violence. Disclose situations where personal interests may affect business judgement. Deal responsibly with suppliers, competitors, government bodies, and company records. Protect employee, customer, vendor, financial, technical, and operational information.
Company Assets Attendance & Punctuality Health, Safety & Hygiene Substance-Free Workplace Raising Concerns Use laptops, phones, access cards, systems, vehicles, furniture, and facilities responsibly. Follow working hours, shifts, absence, and approval processes. Follow safety rules, emergency procedures, and shared-space hygiene standards. Follow zero- tolerance rules for drugs, alcohol misuse, and substance-related violations. Use iVoiceUp, Speak Up, or the appropriate People channel when something needs review. Remember: A safe and respectful workplace is created by clear standards and daily behaviour.
Chapter 12 Policies Made Simple The guide gives context. The official policy gives the rule.
Policies should not feel like a maze. This chapter helps employees understand the main policy areas and where they usually apply. The official policy documents remain the final reference. Recruitment & Equal Opportunity Attendance & Working Hours Remote Work Flexible Work Arrangements Leave Policies Payroll & Salary Hiring, selection, and movement should be fair, transparent, and based on role requirements. Employees must follow schedules, shifts, attendance recording, and absence rules Remote work applies only where approved and based on role eligibility and business need. Flexibility is managed through approved guidelines, not informal arrangements. Leave is available for rest, life moments, illness, family needs, and other approved reasons. Payroll data, salary changes, deductions, and corrections follow approved payroll processes.
Career Mobility Employee Relations & Data Update Contract Renewal & Non-Renewal Notice Period & End of Employment Drug Testing Internal movement, transfers, and promotions follow role needs, readiness, performance, and approvals. Employees must keep personal data accurate and use proper channels for employment-related changes. Employment contract decisions follow approved timelines and governance. Leaving the company must follow notice, handover, clearance, and final settlement processes. Testing and related actions follow approved policy, legal requirements, and fairness principles. Remember: When in doubt, ask before acting. It is easier to clarify than to correct a policy mistake later.
Chapter 13 Your Digital Toolkit The right tool makes the experience easier.
Ask MofeedZenHRDigital tools are part of the employee experience. Use the right tool so requests are recorded, routed, owned, and followed up properly.Remember: If it is not raised through the right system, it is harder to track and solve.Instant HR answers, policy queries, payroll information, and onboarding support.Daily HR self- service, HR updates, and employee informationPerformance, career, learning, and 360° leadership feedback where applicable.People Insight Survey, pulse checks, and employee listening.Talent acquisition and recruitment process management.Electronic signatures and document workflowsFormal complaints, HR inquiries, misconduct reporting, requests, and anonymous speak-up.IT support and device- related support.New HQ facility requests, visitor access, maintenance, and workplace services.PeopleStrongCultureAmpWorkable ZenATSDocuSigniVoiceUpLabCaremyFacilities
Chapter 14 IT support and device-related support. Life@B.TECH is the story we live and share.
Employer branding is not only what we post externally. It is the real experience employees live internally and the stories we share about our people, culture, workplace, learning, wellbeing, recognition, and business growth.Life@B.TECH is the story we live and share.
What Life@B.TECH CoversEmployee stories and testimonials. Recognition moments and culture campaigns. B.MORE activities and wellbeing moments. Academy and learning highlights. New HQ moments and workplace stories. Team achievements and internal celebrations. Career events, LinkedIn content, and careers page updates.01020304060507
Every employee contributes to B.TECH’s reputation through behaviour, professionalism, service quality, communication, and how we talk about the company inside and outside work.Your Role in Representing B.TECH
Sharing Company Content Remember:What we do, how we treat people, and what we share all tell the B.TECH story.. Internal content should not be shared externally unless it is approved for external sharing. Employees should follow official guidance when posting about B.TECH, using company photos, or representing the company in public forums.
Chapter 15 Being a part of B.TECH Every employee helps shape the B.TECH experience.
Life at B.TECH is not created by one team, one programme, or one policy. It is shaped by every interaction, every decision, and every day of work.
Sharing Company ContentUnderstand and follow company policies.Protect company assets and use them responsiblyFollow attendance and leave processes.Use facilities responsibly across all locationsRepresent B.TECH professionally in every interaction.Ask for help when neededSupport a positive, respectful, and inclusive work environment.Maintain personal and workplace hygiene.Use official channels for communication and requests.Respect colleagues, customers, visitors, and company representativesParticipate constructively in surveys and feedback channels.Use official channels for communication and requests.
Leader ResponsibilitiesCommunicate clearly and honestly with teams Take ownership of action plans and follow through. Address issues early. Cascade important updates with context and clarity Recognise employees formally and informally. Support learning, development, and career conversations. Encourage participation in surveys and programmes Support employee wellbeing actively. Model company values and expected behaviours. Encourage participation in surveys and programmes Create respectful and psychologically safe team environments. Reinforce policies and workplace standards consistently and fairly Remember: Life at B.TECH is shaped by everyone, every day.
Together, We Build the B.TECH Experience
This guide is here to make life at B.TECH easier to understand and navigate. Use it when you need clarity. Use it when you are unsure where to go. Use it when you want to understand how we work, connect, grow, and support each other. B.TECH’s employee experience is built every day through our decisions, behaviours, conversations, spaces, programmes, and the way we show up for one another. Together, we build the B.TECH experience — every day. People Sector | Life at B.TECH Guide | 2026
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