Tackling Organisation Change with UX Design
Hassl is about as human-centric as it gets. Our whole design process involved collaborating with teams to question the mechanics of their every day work habits.
Throughout the design process of Hassl we realised that although any sized team can feasibly use Hassl, there are two huge pain points for larger teams and businesses. First is having the time and motivation to analyse current workflow and communications. If it’s not broken why fix it? Second is getting buy in from all levels of your organisation to change current mechanisms.
So, in classic designer style we’ve approached organisational change from a user experience point of view. When we design apps the first thing we do is find the future users, get them in a room with free snacks and ask them what they want. This not only ensures we design the right features and functionality, but it also preemptively lets our future user base know we’re coming – they get excited! Great product, free marketing, easier sell.
In applying our user experience approach to organisational change one thing becomes glaringly obvious – involve your staff from the point of analysis, let them actively participate in the design process, ask them questions. The goal should be to create an environment where staff identify the need for the change instead of being told to accept it.
The www is a great place to collaboration but this sort of team buy-in shouldn’t be done online. It takes real life conversations and questioning your current processes. That’s why we have turned our suggested analysis process into a conversational card game. ‘Question everything’ is a cardset to help you and your team first question how you currently do things, and then what could be better. The game is designed to start conversations that modern workplaces need to be having. Question Everything contains 25 cards with three themes – workflow, personal development and culture.
Question everything, then reign it in and get Hasslin’.
Launching at Forbes 01.10.18
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