Elements:

1. Challenge: Describe your challenge, including all relevant information.

Effective employee engagement in the creative sector (of my  organization).

Employee engagement in any organization helps in creating the overall culture. Organizations  need to be aware of Employee Engagement factors which will in turn help them in employee  retention, happiness and sense of belonging. This challenge is find out the insights that the  employers can adhere to so that it is possible to come with some actionable insights with  regards to employee engagement positively and effectively. This section of employees are  essentially the creative lot – the designers – mostly UI and UX designers and their managers.

Problem : Many employees were leaving, and the employees gave a very less BES score.  (Satisfaction score towards the company and their managers)

This involved many stakeholders - the employees, 2000 in number. The Managers that they  directly reported to, and the people who will be pivotal in making the possible changes /  implementing the changes.

2. Selection: In your own words, briefly describe the tool you selected (e.g., what it is and why you

selected it for your challenge -- including any appropriate video lecture references).

Definition: Mind Mapping

The definition for Mind mapping is looking for patterns and insights in the large quantity of Data  you’ve collected during your exploration of ‘What is’. The goal for Mind mapping is to establish

criteria for the next what if generation phase, which comes next. Mind mapping is pivotal point in

the Design thinking process.

Why Mind mapping:

Mind Mapping is a tool that will help to segregate data, discover patterns, and put them  together. Since this Challenge looks forward to mining a lot of data, put it together, hence I  chose this tool so that I could find out patterns and look out for insights while doing so in the  process. To suit this course, I did research across the organization via 3 ways – 1. Direct  interviews. 2. Survey. 3. Quantitative derivation of the data. 4. Collating the qualitative and the  quantitative data.  I want to mine in the patterns and insights that I would have otherwise  missed in case taken other tool.

3. Application: Describe how you applied the tool you selected to your challenge (e.g., what you did

and how the tool was applied effectively or ineffectively).

Application of Mind mapping:

As shown in the process adhered to below, I applied mind mapping as a tool in the research  insights derivation process. i.e. in two phases : in the first level : when Design research insights are

derived, and the second level when the managers are interviewed and insights are sought.

The questionnaire as mentioned earlier had a good mix of qualitative and quantitative questions.  The quantitative were also aimed towards supporting the qualitative questions. The questions  like ‘what is the one thing you want to change in the organization,’ led to answers wherein  people poured in their minds. After screening all the answers, the verbatim, we derived at  conclusive insight constructs which had links with each other. These sentiments of people were  categorized in sections like attribute, actions (for the corporate) functional outcomes, emotional  outcomes, psychosocial outcomes. Numerically, the functional and psychosocial outcomes were  more than the others. A mind map was created using these so that insights could be derived.  Some of the key insights were:  Mismanagement, Micro Management, over work, low sense of  Belongingness, Communication Gap to name the few.  The mind map was worked upon with location wise stories and sentiment mapping was done  accordingly. The questionnaire also asked the respondents to supply images that they felt; they  could associate with their experience in the corporate.

During the qualitative interviews, the employees were asked to come up with images that

represented their feeling toward working in the organization. Following are a few of them.

People had given answers based on moral high grounds while their images were saying something  absolutely different.

A lot of data was mined out of the research that was done. This data was then made into constructs.

And maps were then derived out of them.

One of the mind maps generated with the story:

Mind maps were done for each of the interviews and then a consensus map was arrived at.

An insight immersion and Map Creation workshop was taken similar to the mentioned in the video.

The workshop was an insight immersion workshop to the manager level people, wherein the  maps generated were showcased, stories told and suggestions invited across.

There was a brainstorming session which made way to coming up with new stories, and new  actionable insights.

These images were analyzed in alignment with the sentiments derived from the mapping to  reach definitive conclusions. The researchers worked across these images to derive insights.

There was a realization that each location had something that could be used as a solution to  enhance employee experience in other locations. To further validate and probe these  conclusions the need of a second level research arose and one on one interviews were  scheduled with the team leads.

Approach:

Next time we could involve a little less stakeholders by creating screeners and only interviewing

rather than putting up for the survey as well. The survey taken did not turn out to be perfectly

effective. Although I will adhere to the mind map tool.

The mind mapping tool will help me get more insights out of loads of data.

