Design for Employee Engagement
Rethinking the organisational landscape to nurture a culture of connection and motivation
Client
Team
Chief Technology Officer, Human Resources Group
Internal to Organisation
Two Design Researchers, and One Scientist,
Supervised by One Design Manager
Collaboration with Behaviour Science Teams and enterprise platform Team
Scope
Persona | Journey Maps | Ideation | Service Concepts
The contents have been abstracted in accordance to NDA norms. Focus is kept on the process and role.
Context
Fostering a spirit of belonging and motivation among employees is an organisational priority. Employee-engagement interventions often require overhauls and transformations to align with the changing zeitgeist.
Belonging and motivation are multifaceted and fluid concepts. They manifest in varied ways across employees, teams, and hierarchies.
Large organisations have ample content libraries; However, the employee motivation to utilise these resources was a challenge. Emerging technology is also likely to cause new socio-behavioural transitions.
Creative interventions were sought to cultivate an organisational culture of connection and motivation for learning.
4
As-is Journey Mapping
5
Opportunity Spotting
6
Ideation Sessions
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An as-is journey for the persona was created and discussed.
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The fears, aspirations, and needs of the persona were identified.
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Design opportunities in the journey were identified, for employee engagement and upskilling.
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Opportunities were translated into "How Might We" statements.
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Ideation was carried out as per suitable methods.
1
Cross-Functional
Team Workshops
2
Project Scope
3
Persona Creation
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Three teams - service design research, behaviour science, and an enterprise platform were involved.
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Multiple workshops were conducted to align goals and ascertain priorities.
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Roles and responsibilities of the three teams were established.
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An employee engagement model was created.
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Key stakeholders and data sources were identified.
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Based on organisational data, a demographic segment was chosen for project focus.
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A persona representative of the demographic segment was created.
7
Conceptualisation
8
To-be Journey Mapping
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Employee services were conceptualised.
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Roles of stakeholders and progression parameters were outlined.
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Suitable service concepts were detailed and iterated.
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The concepts were integrated to design a to-be journey for the persona.
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Journey with service concepts presented to C-suite management.
Process
Tasks
Outcomes
My key tasks were
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Creating persona
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Designing the journey maps
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Identifying phase-wise fears, aspirations, and needs
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Planning and conducting ideation sessions
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Clustering ideas and defining concepts
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Detailing and iterating service concepts
Conceptualised organisational services were presented to different stakeholders.
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Select concepts to be introduced into repertoire of organisational services.
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Select ideas to be incorporated into upcoming talent and organisation strategy.
