MIND MAPPING TOOL

Challenge

In my case we run this tool with our employees in order to improve their working experience as it  was not achieving the best results needed and work environment wasn’t good either.

Selection

Mind mapping tool was selected as we wanted to understand what drived some behaviors of  people in job or if it was motivated by other external factors. The idea was not to just use this tool  with unengaged people but with highly engaged ones to find the differences.

Application

We divided employees in three groups, those who were 5 to 4 years, 3 to 2 years, 1 year.

We had 4 main blocks:

-  One related to stage before coming to our organization, might mean what they were  studying, why applying to our organization, needs before applying, etc.

-  Experience on selection process, first impressions, and expectations.

-  Induction, as we look on providing the whole understanding of our organization.

-  Performing: Work with boss, work with teammates.

-  Engagement: opportunities, recognition, team spaces.

These blocks were represented by images in the wall. Employees had to paste in stick notes their  experience, thoughts and feelings. Moreover, if there were important events they could draw  them in a paper (inside the company were white papers, and outside the company was a blue  paper)

Before starting we let them knew the importance and sincerity needed to achieve the best results.   We explained the process as they could help us to identify their motivators on their job  experience.

After mapping their journey experience, they we asked to stick a feeling face on how they felt  currently on job and to stick a plus image on the events they would like to keep and a minus on  those they would like to eliminate if they were back in past.

This tool was kind of effective as there were some structural and easy to identify issues and  opportunities but also, some more personal things that might not be so easy to change giving also  a focus on recruitment.

Insight

One of our insights was on making a harder analysis on recruitment. How were those processes  running?

The other one was on implementing a governance and leadership action plan because there was a  feeling of injustice from bosses.

One of the insights we got it was that bosses could elect somebody to have a higher position,  much based on their relationship and not capabilities. I guess we didn’t give employees the chance  to say this openly.

And the third one that we weren’t so into organization culture but innovations from last year were  giving their plus on employee experience, so it was a point to improve even more.

Approach

If I could make this once again I would clarify better the process before running it and having a  really clear way to explain it so we don’t lose time. Moreover I would like to have instant data  collection since recruitment, induction, etc. so we can use them as a data source on employee  experience.


MIND MAPPING TOOL Challenge In my case we run this tool with our employees in order to improve their working experience as it was not achieving the best results needed and work environment was n’t good either . Selection Mind mapping tool was selected as we wanted to understand what drived some behaviors of people in job or if it was motivated by other external factors . The idea was not to just use this tool with unengaged people but with highly engaged ones to find the differences . Application We divided employees in three groups , those who were 5 to 4 years , 3 to 2 years , 1 year . We had 4 main blocks : - One related to stage before coming to our organization , might mean what they were studying , why applying to our organization , needs before applying , etc . - Experience on selection process , first impressions , and expectations . - Induction , as we look on providing the whole understanding of our organization . - Performing : Work with boss , work with teammates . - Engagement : opportunities , recognition , team spaces . These blocks were represented by images in the wall . Employees had to paste in stick notes their experience , thoughts and feelings . Moreover , if there were important events they could draw them in a paper ( inside the company were white papers , and outside the company was a blue paper ) Before starting we let them knew the importance and sincerity needed to achieve the best results . We explained the process as they could help us to identify their motivators on their job experience . After mapping their journey experience , they we asked to stick a feeling face on how they felt currently on job and to stick a plus image on the events they would like to keep and a minus on those they would like to eliminate if they were back in past . This tool was kind of effective as there were some structural and easy to identify issues and opportunities but also , some more personal things that might not be so easy to change giving also a focus on recruitment . Insight One of our insights was on making a harder analysis on recruitment . How were those processes running ? The other one was on implementing a governance and leadership action plan because there was a feeling of injustice from bosses . One of the insights we got it was that bosses could elect somebody to have a higher position , much based on their relationship and not capabilities . I guess we did n’t give employees the chance to say this openly . And the third one that we were n’t so into organization culture but innovations from last year were giving their plus on employee experience , so it was a point to improve even more . Approach If I could make this once again I would clarify better the process before running it and having a really clear way to explain it so we do n’t lose time . Moreover I would like to have instant data collection since recruitment , induction , etc . so we can use them as a data source on employee experience .