Design & Create for HR

As we are all trying to move on from Covid-19, a pandemic that affected the globe, business as we knew it – has changed. Employers and employees have adopted new ways of working, collaboration, and understand the importance of innovation. 

As the dust settles, many departments such as Human Resources, are altering their short and long-term plans and goals.  

A recent GDS article titled, Behavioral Economics in Practice: Values, Data, and Design Thinking highlights a keynote presentation from Minh Hua, Chief Talent Officer, Stanley Black, and Decker at a GDS Group HR summit. Minh’s keynote touches on the importance of keeping your employees front of mind is imperative across lots of different areas.  

Let’s first focus on the “design” element. How can we look at new systems in place with a behavioral economic perspective?  

The article mentions that when redesigning new processes, systems, or approaches, we must keep our employees front in mind. To aid in this pursuit, Minh offered a useful tip. “Here’s a framework that I like by Steven Wendel and the acronym is CREATE. It’s a way to analyze how your employees or your audience will receive what you’re trying to do.”  

Minh broke the acronym down: 

• CUE – The trigger that gets you thinking about taking a specific action  
• REACTION – Your instinctive first reaction to the idea of taking the action  
• EVALUATION – A more rational cost vs benefit analysis of taking the action  
• ABILITY CHECK – Seeing whether you can even take the action right now  
• TIME PRESSURE – Determining whether it’s urgent to take the action right now  
• EXPERIENCE – The act of taking the action and the feelings that come with it 

With so many workplace changes, when it comes to figuring out and designing what you need to do, let’s explore through the eyes of “CREATE.”  

It’s important to put your employees at the forefront as you think about redesigning your process. Simplicity and ease are as much as anyone can cope with after such uncertain times in the past few years. So, as you implement and add new processes or devices into your workforce keep it simple. Minh used an app as his case study when going through this example, but if we look at a new process. If you have kept it simple, the first step is Cue. Small triggers that can help remind, incentivize, or trigger your employee. From posters in office environments to email reminders, or team reminders. A small cue can kick start the process.  

Once the cue has landed, the Reaction is a direct instinct from seeing the cue. Be it an email, signing up for something, adding a reminder, or joining something. It’s the before the action and movement following the cue. That gut instinct. Think about what you want from your employees, keeping it light, welcoming, or assisting. Also, don’t forget to keep it simple, a cue will remind someone of a small task or to be part of something. Keep in mind your audience and what they react best to.  

Evaluation is the moment people evaluate the action required and their initial reaction. Were they happy about this change? Or maybe they don’t understand. “The more rational cost vs benefit thinking” as the mentions. How can you help with this step? Keeping clarity so people can make decisions rationally. Can the employee take that action right now? Having seen the cue and instinctively interested, and after weighing up the option, does the employee can manage, handle or complete the task? Ability check. Doubt and disbelief are natural, so skill assessment is an important part of the process when it comes to actioning new tasks. Equally, it cannot be skill-related and down to tools or having the right pieces in place to act accordingly to what is required.  

The thing no one has enough of is Time. The pressure of doing things in a fast and timely fashion is a big point to focus when looking at implementing new processes. So, when designing new processes for the workforce ensure you are not creating more pressure on deadlines. Finally, let’s zero in on, Experience. Experience is the action. After the assessments from the initial cue, we are along for the ride and all the emotional points that come with it.  

New processes can be tough and after the past couple of years, businesses are reevaluating what they are requiring of their employees. With that, HR needs to match the expectations of employees while remaining transparent and aligned with company needs. Hopefully, now you can CREATE in more ways together, creating ease for all. Don’t forget to listen. New processes only work if they are successful. So, ask questions and find out what your teams are looking for and craving.  

If all else fails don’t forget a KISS, “Keep it Simple Stupid.” 

– 

GDS Summits are tailored 3-day virtual event conferences that bring together business leaders and solution providers to accelerate sales cycles, industry conversations, and outcomes. Regarding the CIO Summits, 88% of Delegates said the overall experience of the Digital Summit they attended was either Above Average or Excellent whilst 92% of Delegates said the Digital Summit provided them with actionable outcomes to support their current initiatives.​ 

For more, click here to hear from attendees on how GDS has helped them to achieve their business outcomes. 

Continue the debate at GDS’ CIO Summits where we bring together senior IT executives who are actively seeking to share, learn, engage, and find the best solutions.