Question 17 Responses from participants What according to you are
the reasons this organiza- tion is a place where peo- ple would want to work?
• Global and big company with many career options, where work done will reach masses and offering aim to save en- ergy around world.
• Opportunities to learn new skills among expert employees.
• Better chances to grow your career while specialized in your work
• Flexibility and global presence with leader in industry
• Good team spirit with understanding and responsible col- leagues.
• People working here are generally fun to hang out... etc.
Question 18 Responses from participants As an employee of this or-
ganization what would in- crease your satisfaction and productivity?
• Too many micro tasks and too many meetings in a day with too little time to concentrate to important topics not enough time to work
• More feedback and coaching needed for my work, co- learning from each other to be effective on projects
• More investing into design: employing more full-time de- signers would show that designers work is appreciated and valued in company
• A strong strategic approach to the team and its dynamics would be needed... etc.
Table 2: Survey results interpretation and conclusions.
• High level themes created after analyzing outcomes from interview are listed in first column,
• The employee responses are grouped in the middle column where first row lists posi- tive responses and second row lists negative responses,
• Employee expectations are listed in the third column.
The survey questionnaire and Face-to-face interview outcomes were further analyzed to iden- tify common theme of needs and wants by creating set of GAP cards, these are detailed fur- ther and described in the next chapter 4.4.
Themes Positive & negative responses from employees
Employee expectations
Cultural Environment
+ Daily morning standup meeting and feedback session are great support, + Teamwork and support culture
from colleagues are helping to building good team spirit, + Team activities like weekly team
meeting is great place to know what activities other team mem- bers are doing and get general in- formation of activities going in the organization.
• Strong motivation and strategy to work on common goal need to be developed
• Better work environment and work culture bring in better tal- ent in the organization,
• Small steps towards culture change need to be planned and executed to make the organiza- tion design driven,
• Need to have time to organize small breaks to refresh and think consolidate thoughts,
• Trusted and responsible deci- sion-making leaders needed,
• Clear goals and vision for the entire team to be created and made visible to all,
• Strict control for quality and professionalism to be practiced.
— Hourly reporting and tagging when coming in and out of the office are not sign of modern work culture,
— If good work done there is no ap- preciation given to employee,
— Complicated structure of the or- ganization makes it difficult for employee to understand one’s place and value in organization,
— Too many silos among teams makes it difficult to share learning or con- tent,
— Too many temporary employees employed rather need to prefer having permanent employee.
Physical Environment
+ The global business nature of the company is liked by employees, so they are attracted to the job, + To have opportunity to do work
with people from different culture and location, give exposure to new ways of working globally,
+ Different kind of project work gives changing working environ- ment.
• Modern office space is expected with different kind of working areas possible,
• Workspace to give flexibility to work,
• Workspace to give liberty to do group work, ideation, discus- sion, silent working zone and open space to think,
• Modern interiors and entire of- fice to look like design lead working area,
• So “we can feel proud of the place where we work”.
— Current workplace is old style, it needs to be renovated with new workspaces so the space look like its designed for users,
— Work aura is too weak,
— Workspace does not serve the pur- pose of different working methods, so the space is not effective to pro- mote creativity,
— Limited resources and working space confine thoughts to work freely.
Technological Environment
+ All the necessary software and hardware needed to do efficient design work are made available to the employee,
+ Software for online working and meeting are made easily available and are convenient to use when working remotely,
+ Needed material and tools to do the work is possible to get.
• Top technological cultural envi- ronment is expected from or- ganization,
• Tools, hardware, software need to be updated with the updated technology in market to support effective and efficient work,
• Basic trainings to be established to learn new tools and technol- ogies to advance new ways of performance with clarity,
• Good amenities to save time and energy from employees,
• Needed computers, tools, soft- ware and material to do the work efficiently should be read- ily available and prepared by manager already on the first day of the employee.
• Few approval processes for rec- ord purpose only
— Internet connectivity problem, es- pecially in our area is disturbing a lot when employee need to work with online tools,
— This kind of hindrance due to tech- nology and equipment makes the work slow and it is frustrating em- ployees,
— To get the design related tools and modern equipment is a very
lengthy process which needs
several approvals and long time to procure,
— Support system for designer tools is not available so the support re- ceived is not timely or effective Employee
Empower- ment
+ Clear project material is made available as seniors gather all pro- ject related information in struc- tured method, so it is possible to do creative and quality work, + Supportive work colleagues are al-
ways available to guide and help when needed, to review the work, or create ideas together, or discuss issues and find solutions,
+ Positive engaging atmosphere is welcoming new people and their thoughts,
+ Team activities, team days and dinner make employees in team come close create healthy work en- vironment.
• Employee need timely feedback to improve and produce profes- sional outputs,
• Guidance and feedback system need to be organized so em- ployee knows whom to go to ask which kind of questions,
• More time availability from sen- ior and manager needed to have good discussions that could af- fect the way employees per- form,
• Professionalism to be main- tained by all team members as well as by leaders,
• Easy possibilities of learning from each other as well as from experts in the company or from outside,
• Engaging work activities needed,
• Enough time to be given to do good quality work.
— Validation of work done is missing, but instead critical questions are asked regarding the work,
— Leaders so busy in their work that they do not give needed attention and time to employees,
— Project success is not shared or celebrated as it should be in the team,
— Design drive organization still to be established,
— Work distribution is not organized well so too much work with tight schedules.
Leadership Qualities
+ Large company have talented and experienced leaders who are well aware of the business, young em- ployees look up to them as men- tors,
• Lack of leaders with good lead- ership qualities to support tal- ented employees and their tal- ent progression,
+ There is a vast talent pool of dif- ferent kinds, giving exposure to learn new talents,
+ Team meetings are good as it brings the team together and give unified clarity to all the team members at the same time + Seniors give support and feedback
to junior employees and work pro- duced are professional
• Recognition culture is missing, independent contribution is not seen or acknowledged,
• Lack of self-motivated individu- als in team to get quality work done,
• Strong team strategy with clear guidelines are missing,
• Team goals and work goals need to be created and made trans- parent for all to see and follow,
• Equal opportunities to be given to all the employees who de- serve and are eligible for it,
• Freedom and flexibility to work in different places and environ- ment to be given with clear guidance and requirement to supervise the work done.
— Leadership is not that efficient as no clear roles and responsibilities are defined or made aware to the team,
— Decisions not taken timely,
— Value of the team need to be de- fined inside the team and in the or- ganization,
— Team strategy is weak, Time
Management
+ Liberty to plan workday with clear tasks to be achieved in a day, + Employee feel satisfied with work
timings,
+ Team meeting are good as it brings the team together and common queries are solved immediately, + Good support from work colleagues
when more workload.
• Time management principals to be followed by all in the team
• Deadlines to be made visibly clear to all in the project so last minute rush can be stopped,
• Clear division of responsibilities and more independent work roles to be created in team to maximize the work and quality of outcomes,
• Rating work done and not the hours spend in doing the work
• Reduce the amount of hour re- cording tools and increase the work recognition practices
• Enough time to be given to em- ployee to think and produce good creative outputs.
— Lack of clarity on project dead- lines, so project goes on forever an employee is involved in one project far too long,
— Too many meetings fill up the day calendar and there is no more time left to do any practical work,
— Leaders have too many odd tasks to do, so they are all the time busy and not easily available for team members.
Table 3: Analysis of Interview responses