Food in the good old days included poisonous candy and meat preserved with embalming fluid. One man decided enough was enough.

Little remains in my brain from American history class, but I’m pretty sure evil, profiteering food and beverage companies knowingly selling imitation foods not labeled as fake and downright deadly…

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Wireframes

By J. Colby Goetz

Read time 7 min.

J. Colby Goetz, UX Designer, Research, High Fidelity, Prototype

Jinal Shah UX Designer, Sketches, Wireframes, High Fidelity

Matthew Gummow UX Designer, Wireframes, High Fidelity

My team and I took on a design challenge from DevMountan. We were to build an application that would help promote gratitude in the workplace. We spend 1/3 of our lives at work so I felt this was a great user experience challenge. We had a strict time frame to complete this challenge. We started our project on February 1, 2018 and finished on March 12, 2018.

The Process

We needed to do some preliminary research to set our design project in the right direction.

I read some academic studies on the topic of gratitude in the workplace to gain some perspective. I shared my findings with my team. Based off that research these are the questions we decided to answer.

1.Who will be our user audience/where is our product needed?

2. How do we measure and quantify gratitude in the workplace?

3. What will our intended outcome be?

My team and I decided that we would target industries with high turnover rates. I turned our attention to the customer service industry. As a former call center manager, I was aware of the problems with keeping new recruits. The the industry has the highest turnover rate in the United States.

Now that we have identified our target, it was time to define our user. I needed to gain a empathetic approach to our design. My team and I created an online survey. While we waited for the results of our online survey. I made a questionnaire we could use to interview customer service representatives in person.

The interviews and survey gave us insights into their thoughts and feelings. I felt a personal connection with their hopes and frustrations. What I found most enlightening was that two of the four call centers we visited had a “peer to peer” recognition program in place. I noticed a considerable difference in the reported length of employment and job satisfaction, in comparison the two others that did not.

My most insightful interview was with a call center representative named Dustin. Dustin loved his job and felt appreciated for his work.

He described an environment of open communication with his peers and bosses. He stated that he enjoyed knowing what was expected of him. The pay was decent and he felt like a part of a family.

Dustin G.

· When employees feel appreciated they stay with their company longer and tend to enjoy the job more. Exhibiting a positive attitude, contributing to the workplace culture.

· Money is a major factory in the way people see their job.

· Relationships with co-workers gives, employees a sense belonging. Team building events can help.

· Employees are more likely to be engaged if they hold a stake in the company.

· Employee feedback is crucial to measuring the company’s health within their workforce.

· Employers must have open lines of communications with their employees.

· A clear career path helps retain motivated employees.

Now that we have collected data from our surveys and interviews, it was time to compile the data and create our user persona.

With our persona we prepared our user story map. This is where our project began to gain traction. This process took several iterations. We struggled to narrow our scope. It took us two days to make a user story map that was true to our persona and feasible to complete given our limited time we had to work with. If we had more time we would have made a user story map and person for the administrative side of the application. I am pleased with the simplicity of the user map though.

The Jive app is a “peer to peer” recognition application. Employers can use this app within their workforce to increase employee engagement.

Employees will be incentivized to use the app to thank one another for the positive things they do. The employer will provide the employees with a wide variety of gift cards to choose from. The employee will be able to pick up to three gift cards. Coworkers will give each other small monetary contributions provided by the employer. Those contributions will go towards the recipients gift cards of choice.

Employees will have a limit to which they can gift a particular coworker within a time frame. We wanted to encourage everyone to get involved and discourage workplace cliques. This was also an important factor in preventing fraudulent use of the application.

The company will have the option to negotiate terms with a variety of gift card providers.

We also wanted to provide company with metrics to measure the success of this app. Surveys can be introduced by the company within the application. These surveys will provide the company with with data to analyze. The employees will be required to take these surveys to redeem their gift cards.

One of the central features of the Thanks App is a open communication feed. This is will be a public forum to which employees can be recognized on. Nominations for good deeds, birthdays, new hires, promotions, retirements, company news etc. It is important to note that we have provided the option for the employee not be publicly recognized.

The company will also have the option of running the program during certain times. We do not want this application to become a distraction from the work.

My team and I believe that the Thanks App will provide a positive contribution to a company. We aim to increase gratitude thus employee engagement.

My team and I did several iterations to come up with our design. We took the best ideas from each others sketches and combined them.

We created our wireframes and prototyped them in InVision. I conducted user test with my family members and friends to ensure their functionallity. It took three iterations until we were able to successfully create a smooth user flow. I realized that we needed to provide some onboarding. This help tramedously.

The three of us worked together to create the high fidelity portion of our application. I choose a color palette that I felt was calming and professional. The charcoal grey made the colors pop. I also used gradients and light drop shadows. The aim was to create subtle differences within the grey.

The way we measured success for this project was by gauging how users interacted with the prototype. Users were able to navigate their way around the application with very little instruction. The concept was easy for them to understand as well.

1. Quality first. It is easy to just get the job done. However are you providing a quality product? Would a business actually use what you are building?

2. Research is king. You cannot build a high quality product without the proper research. It does not matter how “attractive” your application is without the actual implementation it is useless.

3. Teamwork is essential. Leave your ego at home. We are building for the users and not for ourselves

4. Test! Without testing you can not know the effectiveness of your work. This is crucial. You have to get your product in front of as many users as possible. Assumptions are not a safe practice.

I would have interviewed a human resources director from one of these companies. I would provide the desktop version as well as the administer side of the application. I would have also liked more time to test our product as well.

Thank you, for taking the time to read my case study.

Food in the good old days included poisonous candy and meat preserved with embalming fluid. One man decided enough was enough.

Wireframes

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