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Employee Experience

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How we have improved the Candidate Rejection Experience at Intel using UX Research Techniques

  • Behavioral Science, Emotion, Empathy, Employee Experience, Internal Company Dynamics, Interviews

Improving the hiring experience at the most painful stage of the hiring process: candidate rejection

Article by Shira Ben Cohen
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6 min read

How Nina Oria-Loureiro Designed an Accessible Login Experience with Voice

  • Accessibility, Conversational Design, Customer Experience, Employee Experience, Form design, Interaction Design, Interface and Navigation Design

Exploring the challenges of creating a secure login experience for those with impaired vision who are unfamiliar with technology.

Article by Matt Rae
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7 min read

Using Conversational AI to Make Humans Better at Work, and Work Better for Humans

  • Automotive, Conversational Design, Customer Experience, Defining AI, Employee Experience, Employment and Hiring, Interaction Design, Onboarding, Voice & Natural Language

Ideas from Deloitte: How the next generation digital workplace will leverage technology to create personalized experiences for workers.

Article by Greg Vert
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11 min read

It’s All About Experience

  • Artificial Intelligence, Behavioral Science, Business Value and ROI, Conversational Design, Customer Experience, Design, Development, Empathy, Employee Experience

The future of UX, CX, and EX are entwined in one big X … get ready.

Article by Josh Tyson
IDEAS IN BRIEF
It’s All About Experience

UX Magazine has been at the forefront of experience design for more than 20 years. In that time, the very notion of UX has changed significantly. What was once the purview of a group of niche designers lobbying for a seat at the table with other business concerns, UX now exists at the intersection of customer experience management, employee experience, and the broader management of business and technology.

As technology continues to become more sophisticated and pervasive, experience design is something everyone should be thinking about. The COVID-19 pandemic has accelerated the move toward digital being the primary interface point between most consumers and businesses—a move that was already underway with advanced hyperautomation and AI-powered conversational interfaces becoming viable solutions. As we enter into the era of what Gartner calls “total experience” it’s the fundamental tenets of user-centered design that will best serve organizations and users of every stripe (both internal and external). We look forward to continuing our reporting from these frontlines.

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5 min read

Employee Journey Mapping

  • Employee Experience, Human factors, Onboarding, Psychology and Human Behavior, Wireframes

Employee JM allows to analyze all the touchpoints between the employee and the company, identify particular moments that matter, and transform them into the wow-moments.

Article by Dzhannet Kashurnikova
IDEAS IN BRIEF
Employee Journey Mapping
  • Human Resources Department turns to Employee Experience in many companies. There are reasons for it: employers should meet millennials’ expectations from work, employee experience is directly connected to that of the client, there is a correlation between employee involvement and efficiency, employee innovation potential can be unleashed by implementing an employee experience approach.
  • 7 STEPS TOWARDS EFFICIENT EJM
    1. Identify your focus. CJM can be used in a particular area of interest within the HR framework or the whole trajectory of an employee in the company, including the employee’s “transition points” from one status to another.
    1. Identify your research audience and make a map of respondents. First, identify 2 types of respondents: stakeholders and users. Users can also be split into 2 categories: ideal user and extreme user.
    1. Make the interview-guide. Make your interview sound more like a conversation and do not turn it into an interrogation. Keep track of the purposes of the study and focuses of attention, but remember, that the questions do not necessarily have to appear in the predefined order.
    1. Conduct the interview. Dos: ask open questions, try to find the underlying cause, turn to the real experience of the person. Don’ts: merge several questions in one, ask hypothetical or projective questions, avoid pauses.
    1. Adapt the EJM template to your needs. Remember the four key components to your penalized EJM: actions performed by the person, the time required for action, the emotional response of the person, the person’s quotes.
    1. Analyze the results that you get. Things to pay attention to when working with the map: user experience gaps, time to take the steps, negative/positive remarks, and the emotional condition of the person.
    1. Regularly update EJM. It is a dynamic tool that will allow you to ‘feel your user’.
  • EJM Tools. Pen and paper for quick jobs and notes. Excel (google spreadsheet) for teamwork, data processing, and analytics. Miro to visualize the map or present the results to the team.
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7 min read
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