Traditional approaches to HR are becoming less effective every day. This is why most companies seek alternative ways to adapt and thrive.
One particularly innovative approach is design thinking. This human-centric method focuses on what employees need and helps create solutions to improve their workplace experience.
What is Design Thinking?
Design thinking is not only an approach but a complete mindset. Although the concept of design thinking has existed for many centuries, it gained traction after Tim Brown published an article about it in the Harvard Business Review.
Design thinking is solution-based and focuses on users (employees in this case). It aims to provide solutions by not focusing solely on specific problems, unlike other ideation processes that tend to hone in on issues without finding real solutions.
The 5 Phases of Design Thinking
The design thinking process is divided into five phases. These phases determine the approach of the design thinking concept.
Empathize
The design thinking process always starts with empathy. Businesses must be empathetic towards their customers’ or employees’ pain points. Solving these pain points is the only way to meet their expectations.
The empathy phase also means observing a group of people to see how they interact with their environment and each other. This provides first-hand insights for the next phase.
Definition
The next stage focuses on defining the problem that needs solving. A business must take what they have learned from the first phase and identify unique themes and patterns. This is how it will discover user needs and challenges.
This phase also includes creating a problem statement—an outline of the issues that the business must address. By identifying these issues, the problem statement helps teams create a distinct strategy for solving these pain points.
Devise
The third phase is the devise or ideation stage. During this phase, ideas start taking shape. By now, the business already knows what pain points need to be resolved, so now is the time to come up with the right solutions.
Prototype
The prototype phase is exactly what the name implies. It is the phase during which prototype solutions are presented. Prototypes are smaller versions of the ultimate solution, designed to test and see if they work.
Test
Finally, the testing phase means the business will observe how its customers (or employees) interact with the prototype solution and gather information and feedback to discover its impact.
Applying Design Thinking to Human Resources
Implementing design thinking in HR can instantly optimize business processes and improve the overall employee experience. The areas that are likely to be most improved include:
Learning and Development
HR departments should leave one-size-fits-all training programs in the past. Using the empathy phase of design thinking, HR teams can understand each employee’s specific learning and development needs.
HR teams can also gather feedback on employees’ preferred learning styles and career goals. This allows businesses to design customized training modules that promote skills development and career advancement based on individual employee needs.
Improve Employee Experience
Design thinking can also significantly improve the employee experience. This approach involves employees in overhauling work processes, allowing a business to identify employee pain points and find areas for improvement and the right solutions.
For instance, HR departments can conduct internal surveys to understand how employees feel about different aspects of the work environment, including communication, recognition, and employee benefits. This gives the business a starting point to address concerns and create a positive and fulfilling work atmosphere.
Promote a Positive Environment and Culture
Design thinking opens the door to positive communication and collaboration. HR teams can use this approach to create an inclusive work environment, allowing employees to communicate and collaborate more effectively.
Additional Benefits of Design Thinking in HR
Implementing design thinking in HR has several additional benefits. For instance, when HR recruiters understand candidates’ motivations, they can create more compelling job descriptions.
If an HR manager embraces design thinking, they have more opportunities to solve employee problems with creative and innovative solutions. This can lead to improved employee retention and more effective recruitment—ultimately contributing to business success and growth.
Moreover, employee feedback enables HR departments to design better communication strategies, leading to clearer expectations at all levels.
Design thinking also promotes iterative action. It allows HR departments to adapt quickly and respond to changing employee needs.
How Kilpatrick Can Help
If you outsource your HR function, Kilpatrick Executive offers the expertise to find the right talent with a deep understanding of both hard and soft skills. Also, Kilpatrick can provide assessments to ensure candidates are perfectly aligned with your company’s specific needs. With Kilpatrick’s expert support, your business can harness design thinking to drive meaningful HR change.