Is Design a Missing Ingredient From Your Internal Mobility Strategy?

HR has always played a pivotal role in coordinating various aspects of an organisation.

However, our experience is that many HR professionals are yet to harness the full potential of design – and this has particular ramifications for the effectiveness of businesses’ internal mobility strategies.

The intersection of design and HR

At first glance, design and HR might seem like totally different fields.

After all, one is often associated with aesthetics, user experience, and product development, while the other deals with people management, organisational culture, and talent development.

However, when we delve deeper, it becomes evident that even the most basic design principles can be transformative for HR practices.

So why is design so often overlooked in HR?

The seeming disconnect between design and HR might stem from traditional perceptions. Historically, HR has been viewed as a more administrative function, while design has always been seen as a product development or marketing discipline.

However, as the corporate world evolves and the focus shifts to employee experience, the overlap between design and HR becomes more pronounced.

Integrating design into HR is about enhancing the human experience at work. It’s about creating environments, systems, and processes that not only function efficiently but also resonate on a deeper, more human level.

Why design matters in internal mobility

Clarity and Vision: A well-designed internal mobility strategy provides a clear roadmap for employees. It details potential career trajectories, training opportunities, and milestones within the company, eliminating guesswork.

Engagement: Visual appeal matters. When employees see a clear, visually engaging representation of their career path, they’re more inclined to explore and engage with internal opportunities, leading to increased job satisfaction.

Efficiency: A streamlined internal mobility process, with clear visual cues and intuitive design, ensures swift role transitions, reduces administrative overheads, and minimises potential bottlenecks.

Common pitfalls of overlooking design

Confusion: Without a clear, well-designed strategy, employees might feel overwhelmed. They could be unsure about their next steps, leading to hesitation and missed opportunities.

Low Uptake: An unclear or unengaging mobility strategy might result in fewer employees taking advantage of internal opportunities, affecting talent retention.

Missed Opportunities: Not leveraging design in HR can lead to missed talent retention and development opportunities. A well-designed strategy can highlight gaps, training needs, and potential growth areas.

Steps to integrate design into your internal mobility strategy

Collaborate with design teams

• Cross-functional workshops: Organise workshops where HR and design teams come together to brainstorm and co-create. This creates mutual understanding and allows for the exchange of expertise.
• Adopt a design mindset: Find out from design experts how you can think more like a designer when approaching your typical HR challenges.
• Tailored solutions: Collaborate with designers to create bespoke solutions that reflect your company’s ethos and address its specific needs.

User testing

• Employee surveys: Before rolling out any new initiative, gather feedback through surveys. Ask employees about their current experiences, challenges, and aspirations related to internal mobility and how design might improve their experiences.
• Focus groups: Organise focus groups with employees from various departments and seniority levels. This provides deeper insights into their needs and preferences.
• Prototyping: Create a prototype of the new internal mobility platform or process. Allow a select group of employees to use it and gather their feedback. This “beta testing” phase can reveal unforeseen challenges or opportunities for improvement.
• Feedback loops: Ensure there’s a system in place for continuous feedback even post-launch. This could be through regular check-ins, digital feedback forms, or suggestion boxes.

Iterate and refine

• Stay updated: Regularly monitor industry trends, technological advancements, and best practices in both HR and design. This ensures your strategy remains cutting-edge.
• Regular reviews: Schedule periodic reviews of your internal mobility strategy. Analyse its effectiveness, employee satisfaction rates, and any challenges faced.
• Employee training: As you refine and update your strategy, ensure that employees are trained and familiarised with any new tools, platforms, or processes. This can be done through workshops, e-learning modules, or informational sessions.

Design: the game-changer for modern HR

Today, HR is all about creating experiences. As we navigate the complexities of the modern workplace, the role of design in shaping these experiences becomes undeniable.

Integrating design into HR is no longer a ‘nice-to-have’ but a ‘must-have’. It’s about understanding the employee journey, from onboarding to progression, and ensuring every touchpoint is intuitive, engaging, and meaningful.

As HR professionals, you have the power to redefine the employee experience. Don’t limit yourself to traditional methods. Let’s embrace design, and together, let’s craft a future where every employee feels valued, understood, and inspired.

The next chapter of HR is about creating impactful, design-driven experiences. Don’t be left behind.