Case Study: DP Architects
DP ARCHITECTS
An architectural practice based in Singapore with design offices worldwide.
How might we design an inspired, bottom-up way for staff to connect so that they feel engaged and less siloed at work?
"What we want is to encourage greater participation in office-related social (both virtual and physical) events, in a bid to foster stronger bonds, improve morale and well-being at our workplace."
DESIRED OUTCOME: Varying initiatives to achieve greater connectivity and build trust amongst / within teams.
Research Process & Findings
The organisation first conducted interviews to scope out client needs and generated a list of possible solutions to understand client constraints. Additionally, a 400+ employee global survey on “Well-Being at Work was conducted.
Using the survey results, the team used the insights and opportunities to design the 1:1 interviews - conducted anonymously with 11 staff who were representative of a broad spectrum of attitudes/preferences based on their survey responses.
Post interviews, the findings were consolidated - clustering opportunity areas into 8 insight platforms which were used as springboards which saw the team coming up with 25+ solutions. Using a prioritisation criteria collectively set by the team, the team then voted and consolidated the proposed solutions.
After voting, the team split into three smaller teams to create prototypes from their insight platforms. After the prototypes were created, they arranged a group session with 9 staff to give them feedback for iteration. There were two rounds of iterating 3 separate prototypes before pulling it all together.
Key Learnings
The interviewees preferred anonymity and confidentiality as it enabled more genuine and open communication/feedback.
An interesting insight gathered from the participants was that a working environment that provides psychological safety and a focus on mental well-being was an important factor to foster trust with their teammates and the organization.
In terms of views on the organisation’s leadership, interviewees highlighted that a flexible and open-minded leader is critical. This enables them to feel encouraged to contribute solutions and ideas for the company’s progress.
In terms of the organisation’s scheduling of work hours, many interviewees highlighted that they preferred the company’s activities and events to be accommodating of their family and personal time. The fairly common practice of over-time work was also mentioned, with the need to constantly meet deadlines which affects their work-life balance.
Due to the large number of employees and the diverse specialist arms of the organisation, the concern of standards and expectations being varied across different teams within the organization was highlighted. This reflected on the crucial role of team leaders/directors to anchor the team’s culture and in creating a conducive and cohesive work environment.
Prototypes
From a basket of 15+ ideas that the team generated as a group from their synthesized insight platforms, they formed teams according to clusters of themes. From there, they teamed up into trios to dig further into these themes to eventually find three opportunity areas that addressed the complex challenges. The prototypes that spun out of these directions also approach a different level of the system:
MooDPing
(for Intrapersonal)
An app that helps one self-reflect by logging in their moods and activities, so that they can glean insights and calibrate their day
Addresses the need for caring check-ins
Aim to provide a mapping design experience, translating the intangible emotion into easily understandable visuals.
FEEDBACK
Respondents found it useful to check in with themselves & recalibrate
Liked the flexibility
Suggested ensuring integrated tracking capabilities
2. DPlife Clubs
(for Interpersonal)
An online platform which groups staff around their shared passions, forming interest groups as alternative sources of interaction and support
Addresses the need for self-motivated connection and interpersonal connection
FEEDBACK
Respondents loved being given a platform for self-expression and pursuing of individual passions
Hope to have some company-supported incentives
Preference for activities to accommodate family/personal time
3. GatherTown
(for the entire community)
A fun and casual virtual workspace
Provides an alternative platform for open communication and deeper connectivity/engagement
FEEDBACK
Respondents were not keen to learn a new platform
Felt informal and unsuitable
Lack of interest to build in a virtual space
DP Architects
An architectural practice based in Singapore with design offices worldwide.
GovTech Singapore
A statutory board of the Singapore government with about 3,400 GovTechies.
Impart
A non-profit organisation in Singapore that pioneers volunteer-driven community solutions to enable transformative youth development.
Pivotal Learning
A SME that focuses on equipping educators and practitioners with the skill sets to be more effective and engaging in delivering their content.
Our Journey
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