Usability research is an important aspect of design, and it's especially crucial for intranet platforms, which are often used as a central hub for communication and information within an organization. When designing an intranet platform, it's essential to consider the user experience and ensure that the platform is easy to use and navigate.
One way to gather feedback on the usability of an intranet platform is to conduct a usability research study. This type of study allows you to collect valuable insights from users about their experience with the platform and identify areas for improvement.
Here are some potential questions you could ask in a usability research study for an intranet platform design:
How easy is it to navigate the intranet platform?
Can you easily find the information you are looking for?
How useful are the search results?
Are there any features that are particularly useful or confusing?
How does the intranet platform compare to similar tools you have used in the past?
What, if anything, would you like to see added or changed on the platform?
Is the platform easy to use on different devices (e.g. desktop, laptop, tablet, phone)?
How much time do you typically spend on the platform in a given session?
How often do you use the platform?
Do you have any suggestions for improving the platform's usability?
Asking these types of questions during a usability research study can help you gather valuable insights into the user experience of your intranet platform. By considering the feedback you receive, you can make necessary changes to improve the platform's usability and ensure that it meets the needs of your organization.
Usability principles refer to guidelines for designing user-friendly products. These principles can help designers create products that are easy to learn, efficient to use, and satisfying for the users. Here are some examples of usability principles:
Visibility of system status: The system should always keep users informed about what is going on, through appropriate feedback within a reasonable time.
Match between system and the real world: The system should speak the users' language, with words, phrases and concepts familiar to the user, rather than system-oriented terms. Follow real-world conventions, making information appear in a natural and logical order.
User control and freedom: Users often choose system functions by mistake and will need a clearly marked "emergency exit" to leave the unwanted state without having to go through an extended dialogue. Support undo and redo.
Consistency and standards: Users should not have to wonder whether different words, situations, or actions mean the same thing. Follow platform conventions.
Error prevention: Even better than good error messages is a careful design which prevents a problem from occurring in the first place. Either eliminate error-prone conditions or check for them and present users with a confirmation option before they commit to the action.
Recognition rather than recall: Minimize the user's memory load by making objects, actions, and options visible. The user should not have to remember information from one part of the dialogue to another. Instructions for use of the system should be visible or easily retrievable whenever appropriate.
Flexibility and efficiency of use: Accelerators -- unseen by the novice user -- may often speed up the interaction for the expert user such that the system can cater to both inexperienced and experienced users. Allow users to tailor frequent actions.
Aesthetic and minimalist design: Dialogues should not contain information which is irrelevant or rarely needed. Every extra unit of information in a dialogue competes with the relevant units of information and diminishes their relative visibility.
Help users recognize, diagnose, and recover from errors: Error messages should be expressed in plain language (no codes), precisely indicate the problem, and constructively suggest a solution.
Some common challenges in Performance Management include:
Setting clear goals and expectations: It can be difficult to define specific, measurable, achievable, relevant, and time-bound (SMART) goals that align with the overall strategy of the organization.
Providing regular feedback: Giving regular and constructive feedback can be challenging, as it requires being proactive and candid in a way that is respectful and helpful to the employee.
Ensuring that employees have the necessary resources and support: It can be difficult to anticipate and provide the resources and support that employees need in a timely manner.
Improving communication and collaboration: Communication breakdowns and siloed work can be difficult to overcome, especially in large organizations.
Engaging and retaining employees: Keeping employees engaged and motivated can be challenging, especially in today's competitive job market.
Evaluating performance fairly and consistently: It can be difficult to ensure that the performance evaluation process is objective and consistently applied to all employees.
Managing change: Resistance to change is a common challenge, and it can be difficult to ensure that employees are able to adapt and embrace new processes or systems.
Providing development and growth opportunities: It can be difficult to find the time and resources to invest in employee development and advancement, especially in fast-paced or resource-constrained organizations.
Artificial intelligence (AI) can potentially help to solve some performance management challenges, by providing tools and insights that can assist with goal-setting, feedback, communication, engagement, evaluation, and development. For example, AI-powered chatbots can provide employees with personalized feedback and coaching, and machine learning algorithms can analyze employee data to identify trends and patterns that can inform the performance evaluation process. However, it is important to note that AI is not a panacea and should be used in conjunction with human oversight and judgment. It is also important to consider the ethical implications of using AI in performance management, and ensure that it is implemented in a fair and transparent manner.
Best Practices to ensure fairness and transparency in the use of AI in performance management, it is important to consider the following:
Clearly communicate the purpose and use of AI: Employees should be made aware of the purpose and use of AI in the performance management process, and how it is intended to assist with goal-setting, feedback, communication, engagement, evaluation, and development.
Provide transparency into the AI algorithms: It is important to be transparent about the algorithms and data sources used by the AI system, and how they are used to inform the performance management process. This can help to ensure that the system is free from bias and that employees understand how their data is being used.
Allow for human oversight and intervention: While AI can assist with various aspects of performance management, it is important to allow for human oversight and intervention, especially when it comes to sensitive decisions such as promotions or salary adjustments.
Ensure data privacy and security: The data collected and used by the AI system should be protected in accordance with relevant privacy and security laws and regulations.
Provide training and resources: Employees should be provided with training and resources to understand how the AI system works and how to use it effectively.
Allow for feedback and adjustment: It is important to allow for ongoing feedback and adjustment of the AI system to ensure that it is meeting the needs of the organization and its employees.
