5Challenges in 5Weeks
Design Thinking - Week 5
Over a period of 5 weeks, we conducted 5 design thinking exercises using the Design Thinking Toolbox we developed. Throughout these exercises, stage and method tiles resembling a board game layout, specially crafted templates for implementing each method, instantly printed stickers, and specially designed 3D prints were employed.
Design Challenge
Empathy
Diagnosing
the Problem
Ideation
Prototype & Evaluation
DESIGN CHALLENGE V:
INCREASING JOB SATISFACTION AMONG EMPLOYEES IN A TECHNOLOGY COMPANY
During the Design Thinking marathon, the challenge of the final week was 'INCREASING JOB SATISFACTION AMONG EMPLOYEES IN A TECHNOLOGY COMPANY.'
This series of exercises allowed us to see comprehensively how our design thinking toolkit and method set worked in various distinct fields. Specifically, in the first week, we focused on banking services/products, followed by sustainability-themed product design in the second week, website design in the third week, mobile game development in the fourth week, and human resources management in the fifth week by applying design thinking methodologies.
PHASE I: EMPATHY
The design thinking exercise focusing on enhancing employee satisfaction concentrated on the designated spaces within the workplace for employees.
In the first half of the empathy phase, employee Personas were created, and an illustrative exercise was conducted using the Love Letter/Breakup Letter method through these Personas. In this simulated reality of the design thinking exercise, there is an emphasis on identifying methods specific to the topic under study, aiming to clarify it and ultimately transform the process into creative ideas. Each challenge necessitates particular methods for investigating the theme, defining design problems, ideating, and evaluating the case. Over the 5-week period, efforts were made to determine the most suitable method within the design thinking toolkit and validate its effectiveness through practical application.
In the Empathy phase, after creating Personas, Actor Mapping was conducted to reveal employees' relationships with these spaces. Areas identified through discussions, considering the Personas, included the Library, Cafeteria, Resting Room, Garden, and ChildCare section. Actor Mapping method was complemented by the use of our meeple set, , which served as an inspirational tool. This set originated from 2D drawings of Google Material Icons. These 2D icons underwent modifications to make them compatible with 3D printing. Subsequently, they were transformed into 3D models and manufactured using a 3D printer. Finally, they were shared as open-source on the thingiverse website.
Thingiverse link: https://www.thingiverse.com/thing:6347902
During the empathy phase, we conducted analyses using the MoSCoW method to better understand employees' spaces. This method facilitated discussions on essential features, necessary elements, potential attributes, and things that should never exist in these spaces. Subsequently, a Moodboard exercise was conducted based on the data gathered until this stage. Ultimately, these efforts led to a comprehensive depiction of the challenge.
PHASE II: DIAGNOSING THE PROBLEM
Data acquired during our empathy phase led to the formulation of three design inquiries:
1. What features can be added to the child care department to increase employee retention?
2. How can the cafeteria area be connected with other break areas?
3. How can the library be transformed into a more active space?
PHASE III: IDEATION
To answer the formulated design questions, three methods were chosen from our Ideation methodology set. The Dark Side method was employed to explore ways to enhance comfort and create diversity in designated break areas for employees. Utilizing the Lotus Blossom method, remarkable ideas from Dark Side were further developed. Eventually, resulting ideas were clustered and organized using the KJ Technique. Three of these ideas were selected for evaluation using the Harris Profile method.
PHASE IV: PROTOTYPE, TEST & EVALUATION
After discussing the ideas, 5 groups were formed, as follows:
1. Providing exclusive high-end, prestigious training for employees' children (such as piano, coding, artificial intelligence, STEM, etc.) and organizing an end-of-year showcase/exhibition.
2. Offering the option to order and take away meals from the cafeteria and expanding eating areas to other spaces.
3. Creating a comfortable, natural transition from the cafeteria to the garden. Adding a dining area in the garden, a spectator section for sports activities.
4. Adding a coffee section with a private barista in the cafeteria, garden, or lounge area.
5. Collaborating with the city library, providing digital magazine subscriptions. Establishing shared working spaces in the library that departments can reserve for 3-5 days, transforming the upper part of the library into a terrace garden and social area.
Among these, a consensus was reached on 3 ideas through Dot Voting, which were evaluated using the Harris Profile. These three ideas were:
1. Piano Course and End of Year Recital
2. Garden Dining Area and Takeaway Food
3. Roof Garden, Terrace Landscape, and Glass Room
Project Summary:
Research Methodologies:
Empathy: Actor Mapping, 3D Mapping, Persona, MoSCoW, Moodboard, Love Letter /Breakup Letter
Ideation: Dark Side, KJ Technique
Evaluation: Dot Voting, Harris Profile
Tools:
Figma, Miro, Rhinoceros, Zortrax M200, Z-Suite, Adobe Photoshop & Illustrator