Not too long ago, I was at work, sitting at my desk, minding my business when two coworkers caught my attention. I had never seen the pair before, their arms were overflowing with an assortment of products and they looked completely lost. We had a short exchange that boiled down to a series of questions. 

After another co-worker and I teamed up to answer their questions, I couldn’t help but think that they could have gotten the photos they needed more efficiently and confidently if they could have used WorkCurrent.

With visual workflows, employee profiles, and project question boards, employees using WorkCurrent are able to get up to speed on what they are doing and who they are doing it with. 

The Problem

The Process

Over the course of 16 weeks, I followed the 4 D design process of “Discover”, “Define”, “Design” and “Deliver”. 

Discover

Mind Mapping

Sketching out a mind map of the problem space was a great way to explore my knowledge and assumptions. From here I was able to narrow my focus. 

WHO?

  • Internal or external hire
  • 0-6 mos new position

WHAT?

  • Navigating the first
    few days
  • Transitioning into
    new team
  • Performing in new role

WHERE?

  • Companies 100-400
  • Office work

Research Methods

DESK RESEARCH

Starting with desk research, I looked to peer reviewed journals, articles published for Human Resources professionals, and The Employee Experience Advantage, by Jacob Morgan. 

Conducting this research helped me understand the state of Employee Experience with new employee onboarding.

STAKEHOLDER INTERVIEWS

I needed to find out employers perspectives on the issues surrounding onboarding, so I went right to the source. Talking with HR and IT professionals revealed obstacles that would prevent implementation of onboarding solutions and gave me an understanding of an organization’s goals.

USER SURVEYS

Next I conducted a user survey to get quantitative insights on common onboarding experiences new employees have. 

I received 11 responses to the Google Forms survey I shared with my network. They gave me some ideas for where I needed to dig deeper. 

USER INTERVIEWS

Over the course of a week, I counducted 8 user interviews with employees 0-6 months into a new position. Talking directly with users gave me the ability to talk about their motivations and emotions throughout their personal experiences. These interviews were invaluable to understanding user needs.

Define

Synthesis

Capstone Synthesis crop2

I synthesized the data of the user interviews using an affinity map on Miro. Breaking the 8 interview transcripts into bite sized pieces, I was able to rearrange and group sticky notes to reveal themes.

Key Findings

User Personas

User personas, based off of the user interviews, were important for giving a face to the end user. They kept me centered on the goals, tasks, and frustrations of the users.

User Journey Maps

During the interviews, users shared details about their first day on the job. The itineraries, frustrations, and emotions from this first day were mapped out. Persona journey maps highlighted  the problems that needed the most attention.

Competitive Analysis

Before I could start brainstorming solutions, I needed a better understanding of what is already out there. I researched employee experience tools and identified which products could address the 4 themes or key findings from my research.

It is clear at a glance that there are many competitors in the space of employee managment tools, although none are able to address all 4 themes.

Next I needed a better understanding of how these tools are utilized and received by users, so I had to people walk me through their professional accounts on Haystack and Office 365.

 I learned that it is important that whatever solution I design should have accurate information, it should not be difficult for users to pick up, and it can’t be redundant to other tools. 

Design

Prototyping & Testing

 For the design phase, I took a lean approach. I conducted frequent user tests and constant design updates to continually improve the solution, according to user needs. 

Testers gave me great feedback about what features they liked, didn’t like, and things they would want added.

So many of my assumptions were disproved during this time. Through user testing, my design was challenged and improved far beyond what I could have accomplished by working in a vaccuum.

Deliver

Branding

Througout the design and delivery phases I created a branding guide to give all deliverables a cohesive visual language. With cool, contrasting colors and smooth shapes, WorkCurrent’s brand personality is simple, informative, and fun.

WorkCurrent Prototype

WorkCurrent is a workforce management platform that helps employees see what they have to do and who they are doing it with. This high fidelity prototype, made in Adobe XD, showcases 3 key features: visual workflow, employee profiles, and question boards. 

See how Jess can find information about her positition to more confidently and effectively jump into her work with her new team.

Next Steps

Only a  few features and workflows were able to be prototyped over the course of this project. If I were to continue on with this project I would want to build out and test the other areas of the WorkCurrent platform. 

Alternatively, because there are so many competitor products on the market, I would want to explore what it would look like to apply the strongest features of WorkCurrent to an already established workforce management platform. We don’t need more solutions, we need better ones.

EXPANDED FEATURES AND CONTENT

  • Onboarding checklist
  • Question tag search
  • Tutorial mode
  • Work flow building
  • Personal profile
  • Frances content

FURTHER USER TESTING

  • Fresh participants
  • Test for ease of use

IMPLEMENTING IN EXISTING PRODUCT

  • Identify compatible product
  • Rebrand to match
  • Prototype within product

Reflection

This project challenged me to question my assumptions and take into account the context that surrounds the problem space. I had to consider how to stand out amid a sea of competitors, take into account the stakeholders outside of my target user group, and balance functionality with ease of use. 

PRODUCT SATURATION

An abundance of tools for employee engagement and onboarding makes it difficult to stand out and appeal to users.

PLATFORM MAINTENANCE

The success of this solution depends on information being kept to date andthe willingness of stakeholders to adopt and maintain it.

TECHNICAL TRAINING

New employees should be able to pick this up without training, but users needed clarification about the solution.

Additional Assets

Appendix

There are more deliverables, sketches, and documents that were used in this project. You are welcome to look through them all here!

See the PDF version of this case study.

Citations

Click here for a full list of citations used for this project.