Employees’ well-being at work after COVID-19 crisis

(collecting feedbacks and needs through MIND-MAPPING)

Challenge: Describe your challenge, including all relevant information.

I have been working for a European industrial group specialized in eco-conceived light packaging as H.R.  Director and C.F.O. for 12 years. In 2020, I graduated from an executive MBA in digital transformation and  this revealed my natural fit for graphical facilitation and design thinking.

In July, after the COVID-19 crisis, it came to me that our teams were strongly impacted by the  “emergency” organization we had to put in place to guarantee the operation continuity to our customers.

Our employees faced many challenges during this period even if the company was trying its best to adapt  organization, rules and means to a constant changing environment.

They were starting to show evidence of “bad feelings” and demotivation.

So the challenge was : to make them express the own perception of the work during the COVID-10 crisis  and discover their underlying needs as employees to make them the happiest possible at work.

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).

Usually French people are reluctant to express freely their opinions and this is a barrier to get a deep  understanding of the issue you must solve. I wanted to test a collaborative way of exchanging ideas, freer,  more “design-thinking compliant” and which would work with the context of “1 people in a room”.

We used a collaborative online meeting tool called www.klaxoon.com : this solution allows to create a  mind-map through a remote live and interactive work session.

I choose the mind-map to look for patterns and themes that would be recurrent among employees and  help to identify their pain point and needs to propose then possible solutions, if such COVID-19 crisis  happened again.

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).

Based on a canevas I draw for recovering after the COVID  (freely adapted from a consulting company called  Blueprint), I conceived the flow of the interactive meeting  on www.klaxoon.com .

We run the experiment on a first team of employees.

� Connection to the meeting and usage of the  collaborative platform went well. The role of “organizer”  / “Guide” was more exhausting than “usual” staff  meeting animation (you ask more questions and leave  emptiness during the meeting).

� It was difficult to get employees focusing on the questions due to this new way of interacting following  this design-thinking methods : limited time answering, open questions, classifying virtual “post-it”. It is a  completely different culture compared to “the boss is always right”.

Insight: Describe the insight you gained from applying the tool you selected to your challenge (e.g., how  an insight affected your thinking about the challenge and about design thinking more broadly).

The insights we got were positive and negative facts that affected the workers duties during the COVID- 19 : we were able to let them express their issues (in red) and good learning (green) and classify them by  theme. This experiment was not allowing us to identify patterns or get different “personas” differently  affected by the crisis management.

I think that beyond the result of this first mind-map work, it is a great success for our team to experiment  this kind of tools and adopt non-linear methods to express and solve a problem.

Approach: Describe what you might do differently next time -- applying the same tool you selected or a  different one -- and the reason(s) why.

There will be a “interactive” mind-mapping session 0.2. The “smooth” guidance during the reflection  process and the “comfort” during the session will have to be improved. It seems also to be a question of  practice: the more you practice the more you get use to more flexibility and uncertainty in the way you  collect feedbacks, data and patterns. I would like to have a team working on the outcome of the data  collection to draw conclusion and identify “personas” and specific correlated needs.

Thanks for taking the time of reading me!!!


Employees ’ well - being at work after COVID-19 crisis ( collecting feedbacks and needs through MIND - MAPPING ) Challenge : Describe your challenge , including all relevant information . I have been working for a European industrial group specialized in eco - conceived light packaging as H.R. Director and C.F.O. for 12 years . In 2020 , I graduated from an executive MBA in digital transformation and this revealed my natural fit for graphical facilitation and design thinking . In July , after the COVID-19 crisis , it came to me that our teams were strongly impacted by the “ emergency ” organization we had to put in place to guarantee the operation continuity to our customers . Our employees faced many challenges during this period even if the company was trying its best to adapt organization , rules and means to a constant changing environment . They were starting to show evidence of “ bad feelings ” and demotivation . So the challenge was : to make them express the own perception of the work during the COVID-10 crisis and discover their underlying needs as employees to make them the happiest possible at work . 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 ) . Usually French people are reluctant to express freely their opinions and this is a barrier to get a deep understanding of the issue you must solve . I wanted to test a collaborative way of exchanging ideas , freer , more “ design - thinking compliant ” and which would work with the context of “ 1 people in a room ” . We used a collaborative online meeting tool called www.klaxoon.com : this solution allows to create a mind - map through a remote live and interactive work session . I choose the mind - map to look for patterns and themes that would be recurrent among employees and help to identify their pain point and needs to propose then possible solutions , if such COVID-19 crisis happened again . 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 ) . Based on a canevas I draw for recovering after the COVID ( freely adapted from a consulting company called Blueprint ) , I conceived the flow of the interactive meeting on www.klaxoon.com . We run the experiment on a first team of employees . � Connection to the meeting and usage of the collaborative platform went well . The role of “ organizer ” / “ Guide ” was more exhausting than “ usual ” staff meeting animation ( you ask more questions and leave emptiness during the meeting ) . � It was difficult to get employees focusing on the questions due to this new way of interacting following this design - thinking methods : limited time answering , open questions , classifying virtual “ post - it ” . It is a completely different culture compared to “ the boss is always right ” . Insight : Describe the insight you gained from applying the tool you selected to your challenge ( e.g. , how an insight affected your thinking about the challenge and about design thinking more broadly ) . The insights we got were positive and negative facts that affected the workers duties during the COVID- 19 : we were able to let them express their issues ( in red ) and good learning ( green ) and classify them by theme . This experiment was not allowing us to identify patterns or get different “ personas ” differently affected by the crisis management . I think that beyond the result of this first mind - map work , it is a great success for our team to experiment this kind of tools and adopt non - linear methods to express and solve a problem . Approach : Describe what you might do differently next time -- applying the same tool you selected or a different one -- and the reason(s ) why . There will be a “ interactive ” mind - mapping session 0.2 . The “ smooth ” guidance during the reflection process and the “ comfort ” during the session will have to be improved . It seems also to be a question of practice : the more you practice the more you get use to more flexibility and uncertainty in the way you collect feedbacks , data and patterns . I would like to have a team working on the outcome of the data collection to draw conclusion and identify “ personas ” and specific correlated needs . Thanks for taking the time of reading me ! ! !