Design Thinking Reflection-

The use of Minds maps

Challenge

Employee engagement is a critical element to organizations success. The  level of employee engagement will impact organization culture, employee’s  productivity, and retention.

While all segments of Employee engagement are critical, organizations pay  attention more to young employees (Millennials) engagement and  retention. As Millennial generation grows in the workforce and baby  boomers retire, organization need to invent new engagement models that  suits the generational differences between the two segments.

HR data in our organization shows that employee engagements for  millennials is declining in the last 3 years. Executive management asked to  form a team consist of HR professionals and leaders from different units to  discuss how to increase the engagement level of the millennials and  decrease the turnover.

Selection

As HR professional in the Taskforce team, we used different tools to.  Among these tools we used mind maps to uncover the real cause by  mapping employee journey experience and understand the moments that  matter. And we used visualization to present the data to management.

Mind maps are visual diagram used to organize and display information.

The employee journey map is a framework used to understand the sum  of all the employee's experiences during their time with an organization  and it's used to understand and enhance the employee experience.

The reason of selection

Because there are a lot of the benefit of the mapping, some of them are:

• Journey mapping helps identifying the  more hidden aspects of the

employee journey.

• Identify the milestones in employee experience that has positive

experience and the journey runs smoothly to learn of it.

• Identify the reasons of why the organization didn’t meet employee

expectations and the coarse of actions to correct.

• Identifying new opportunities to foster engagement.

Application

The team recognized that every employee goes through a series of stages  from the day they apply for a job right through to the day they leave. This  journey can be summarized into five stages:

Stage #1: Recruitment. This includes all the steps that lead to hiring a  new employee. Considerations are: duration of the hire process, wether the  job posting is attractive and clear, the cost of the hire, the acceptance rate,  the process pre- post interview, the selection process, the communication  with the candidates, the quality of hire.

Stage #2: Onboarding. The process in which the new hire is introduced  the organization, the system, tools and the culture..

Stage #3: Development. Since this is a continuous activity throughout the  employee life cycle, a careful consideration was applied to capture different  aspect of it (Professional development and leadership development)  starting from employee develop the basic skill needed in his role to the skill  needed for collaboration within his teams and others and the development  for future roles and promotion aspiration and preparing him to be a leader.

Persona

Journey mapping Innovate Apply

Stage #4: Retention. Once the employee integrated in the organization,  the challenge is to keep him motivated and engaged to perform his tasks  and responsibilities. Plus, to ensure they’re inspired by and connected to  the company’s core vision.

Stage #5: Exit. This includes retirement, move to another employer,  change the profession, or for medical reasons. The organization is setting  strategies to avoid employees exiting to a competitor.

An employee journey map allows you to plot out every moment that matters  and understand what you can do to improve the experience. Here’s how to  start building your employee journey map.

Below are the steps that team used to create the employee journey  experience map using digital platform for Mind maps tool:

Step #1: Identify the demographics of the millennials in the organization  and their role and gender.

Step #2: Identify the data point to feed the employee Journey.

Such onboarding feedback, engagement survey, focus groups, satisfaction  survey about some services, 360 feedback where employees provide  feedback about their supervisors could give indication about their struggle  in the organization

Step #3: Create Personas for the millennials (pre-Hire to post- exit).

The team mapped out the interactions the millennials would have with the  organization from their first contact (usually before they’re hired) all the way  through to them eventually leaving.

Step #4: Map feedback and insights to the employee journey.

The team worked on mapping the feedback from different sources to the  exact milestone in employee life cycle.

Step #5: identify opportunities to improve millennials throughout their  employment journeys.

After all the feedback was plotted for each stage, it is easier to understand  the area that organization need to pay attention more to improve millennials  engagement.

Insights

The team identified different areas in the journey map that could help the  organization improve the millennials engagement. Starting from the filling  the application forms, the team finds it is a long process involves a lot of  paperwork while the millennials are tech savvy and would like to use digital  applications. There was a delay in the onboarding process where some  employees struggled in their first week for a desk to utilize. Moving to the  development activities while the millennials find that the organization  provide plenty of training however there was no guidance on the best that  suits their need in different stages. The team provide different solution for  each of the areas identified and presented to executive management.

Approach

Since there were different inputs to different milestones and stages, the  mapping tool was the best to illustrate the whole journey and identify the  are that cause low engagement among the millennials. Every milestone  become the parent topic that bifurcates into different branches of  information which help in analysis and illustration.

A neat map with a dummy picture of the personas were presented to the  management to help them visualize, feel and sense the whole journey and  the area of focus.


Design Thinking Reflection- The use of Minds maps Challenge Employee engagement is a critical element to organizations success . The level of employee engagement will impact organization culture , employee ’s productivity , and retention . While all segments of Employee engagement are critical , organizations pay attention more to young employees ( Millennials ) engagement and retention . As Millennial generation grows in the workforce and baby boomers retire , organization need to invent new engagement models that suits the generational differences between the two segments . HR data in our organization shows that employee engagements for millennials is declining in the last 3 years . Executive management asked to form a team consist of HR professionals and leaders from different units to discuss how to increase the engagement level of the millennials and decrease the turnover . Selection As HR professional in the Taskforce team , we used different tools to . Among these tools we used mind maps to uncover the real cause by mapping employee journey experience and understand the moments that matter . And we used visualization to present the data to management . Mind maps are visual diagram used to organize and display information . The employee journey map is a framework used to understand the sum of all the employee 's experiences during their time with an organization and it 's used to understand and enhance the employee experience . The reason of selection Because there are a lot of the benefit of the mapping , some of them are : • Journey mapping helps identifying the more hidden aspects of the employee journey . • Identify the milestones in employee experience that has positive experience and the journey runs smoothly to learn of it . • Identify the reasons of why the organization did n’t meet employee expectations and the coarse of actions to correct . • Identifying new opportunities to foster engagement . Application The team recognized that every employee goes through a series of stages from the day they apply for a job right through to the day they leave . This journey can be summarized into five stages : Stage # 1 : Recruitment . This includes all the steps that lead to hiring a new employee . Considerations are : duration of the hire process , wether the job posting is attractive and clear , the cost of the hire , the acceptance rate , the process pre- post interview , the selection process , the communication with the candidates , the quality of hire . Stage # 2 : Onboarding . The process in which the new hire is introduced the organization , the system , tools and the culture .. Stage # 3 : Development . Since this is a continuous activity throughout the employee life cycle , a careful consideration was applied to capture different aspect of it ( Professional development and leadership development ) starting from employee develop the basic skill needed in his role to the skill needed for collaboration within his teams and others and the development for future roles and promotion aspiration and preparing him to be a leader . Persona Journey mapping Innovate Apply Stage # 4 : Retention . Once the employee integrated in the organization , the challenge is to keep him motivated and engaged to perform his tasks and responsibilities . Plus , to ensure they ’re inspired by and connected to the company ’s core vision . Stage # 5 : Exit . This includes retirement , move to another employer , change the profession , or for medical reasons . The organization is setting strategies to avoid employees exiting to a competitor . An employee journey map allows you to plot out every moment that matters and understand what you can do to improve the experience . Here ’s how to start building your employee journey map . Below are the steps that team used to create the employee journey experience map using digital platform for Mind maps tool : Step # 1 : Identify the demographics of the millennials in the organization and their role and gender . Step # 2 : Identify the data point to feed the employee Journey . Such onboarding feedback , engagement survey , focus groups , satisfaction survey about some services , 360 feedback where employees provide feedback about their supervisors could give indication about their struggle in the organization Step # 3 : Create Personas for the millennials ( pre - Hire to post- exit ) . The team mapped out the interactions the millennials would have with the organization from their first contact ( usually before they ’re hired ) all the way through to them eventually leaving . Step # 4 : Map feedback and insights to the employee journey . The team worked on mapping the feedback from different sources to the exact milestone in employee life cycle . Step # 5 : identify opportunities to improve millennials throughout their employment journeys . After all the feedback was plotted for each stage , it is easier to understand the area that organization need to pay attention more to improve millennials engagement . Insights The team identified different areas in the journey map that could help the organization improve the millennials engagement . Starting from the filling the application forms , the team finds it is a long process involves a lot of paperwork while the millennials are tech savvy and would like to use digital applications . There was a delay in the onboarding process where some employees struggled in their first week for a desk to utilize . Moving to the development activities while the millennials find that the organization provide plenty of training however there was no guidance on the best that suits their need in different stages . The team provide different solution for each of the areas identified and presented to executive management . Approach Since there were different inputs to different milestones and stages , the mapping tool was the best to illustrate the whole journey and identify the are that cause low engagement among the millennials . Every milestone become the parent topic that bifurcates into different branches of information which help in analysis and illustration . A neat map with a dummy picture of the personas were presented to the management to help them visualize , feel and sense the whole journey and the area of focus .