Onaroll dashboard app - A management system for franchisers & employee rewards
Industry
Tech, Data management
Client
McDonald's
Year
(2022-2024)
Role
UX / Product Design lead
UX / Product design lead
Year
(2022-2024)
Challenge
01
McDonald's franchisers, and various quick service franchises, faced challenges in effectively managing its workforce and retention rates. Key pain points included: (1) Inefficient Roster Management: Manual processes for onboarding, goal management, and termination were time-consuming and prone to errors. (2) Limited ROI Data: Lack of clear insights into workforce costs, productivity, and the return on investment of staffing decisions based on Onaroll's programs (3) Poor Visibility into Team Member Retention: Difficulty in tracking employee turnover and identifying factors contributing to attrition.
McDonald's franchisers, and various quick service franchises, faced challenges in effectively managing its workforce and retention rates. Key pain points included: (1) Inefficient Roster Management: Manual processes for onboarding, goal management, and termination were time-consuming and prone to errors. (2) Limited ROI Data: Lack of clear insights into workforce costs, productivity, and the return on investment of staffing decisions based on Onaroll's programs (3) Poor Visibility into Team Member Retention: Difficulty in tracking employee turnover and identifying factors contributing to attrition.
McDonald's franchisers, and various quick service franchises, faced challenges in effectively managing its workforce and retention rates. Key pain points included: (1) Inefficient Roster Management: Manual processes for onboarding, goal management, and termination were time-consuming and prone to errors. (2) Limited ROI Data: Lack of clear insights into workforce costs, productivity, and the return on investment of staffing decisions based on Onaroll's programs (3) Poor Visibility into Team Member Retention: Difficulty in tracking employee turnover and identifying factors contributing to attrition.
Approach:
02
Collaborating closely with stakeholders and the head of product, I conducted thorough user research to understand their needs and challenges, including: (1) Franchise Operators: Sought to streamline administrative tasks, gain better insights into workforce costs, and improve decision-making around the Onaroll platform. (2) Team Leaders: Required tools for efficient point distribution, performance tracking, and communication with team members (in development). (3) Managers: Desired a user-friendly platform for managing goals, distributing points, and accessing relevant information. We collaborated to develop five distinct user personas, focusing on Operators and Managers as the primary users of the dashboard. Each persona reflected the unique hierarchical structures and operational needs within different organizations. Our research revealed that Roster management, points distribution, and goal setting were the primary needs across all personas, albeit with varying levels of importance depending on their role and responsibilities within the organizational hierarchy.
Collaborating closely with stakeholders and the head of product, I conducted thorough user research to understand their needs and challenges, including: (1) Franchise Operators: Sought to streamline administrative tasks, gain better insights into workforce costs, and improve decision-making around the Onaroll platform. (2) Team Leaders: Required tools for efficient point distribution, performance tracking, and communication with team members (in development). (3) Managers: Desired a user-friendly platform for managing goals, distributing points, and accessing relevant information. We collaborated to develop five distinct user personas, focusing on Operators and Managers as the primary users of the dashboard. Each persona reflected the unique hierarchical structures and operational needs within different organizations. Our research revealed that Roster management, points distribution, and goal setting were the primary needs across all personas, albeit with varying levels of importance depending on their role and responsibilities within the organizational hierarchy.
Collaborating closely with stakeholders and the head of product, I conducted thorough user research to understand their needs and challenges, including: (1) Franchise Operators: Sought to streamline administrative tasks, gain better insights into workforce costs, and improve decision-making around the Onaroll platform. (2) Team Leaders: Required tools for efficient point distribution, performance tracking, and communication with team members (in development). (3) Managers: Desired a user-friendly platform for managing goals, distributing points, and accessing relevant information. We collaborated to develop five distinct user personas, focusing on Operators and Managers as the primary users of the dashboard. Each persona reflected the unique hierarchical structures and operational needs within different organizations. Our research revealed that Roster management, points distribution, and goal setting were the primary needs across all personas, albeit with varying levels of importance depending on their role and responsibilities within the organizational hierarchy.
Process
Process
03
At Onaroll, I've actively contributed to refining and implementing design processes that enhance efficiency and consistency. (1) Team Structure: I played a key role in establishing a streamlined team structure to optimize workflow. This involved creating dedicated teams for internal projects, dashboard development, and app-related work, fostering specialization and improved focus. (2) How We Win the Week" Initiative: I actively participate in defining and driving "How We Win the Week" – a collaborative effort to set clear and achievable design and product goals for the week. This initiative promotes focused work, accountability, and timely progress. (3) Component Library Checklist: I'm actively involved in creating a comprehensive component library checklist. This initiative aims to ensure consistency, maintainability, and efficiency in our design system by establishing clear guidelines and standards for all UI elements. (4) Roadmap & Goal Definition: I contribute significantly to the roadmap creation and goal-setting processes. This involves analyzing user needs, market trends, and business objectives to define clear and actionable goals that align with our overall product strategy.
At Onaroll, I've actively contributed to refining and implementing design processes that enhance efficiency and consistency. (1) Team Structure: I played a key role in establishing a streamlined team structure to optimize workflow. This involved creating dedicated teams for internal projects, dashboard development, and app-related work, fostering specialization and improved focus. (2) How We Win the Week" Initiative: I actively participate in defining and driving "How We Win the Week" – a collaborative effort to set clear and achievable design and product goals for the week. This initiative promotes focused work, accountability, and timely progress. (3) Component Library Checklist: I'm actively involved in creating a comprehensive component library checklist. This initiative aims to ensure consistency, maintainability, and efficiency in our design system by establishing clear guidelines and standards for all UI elements. (4) Roadmap & Goal Definition: I contribute significantly to the roadmap creation and goal-setting processes. This involves analyzing user needs, market trends, and business objectives to define clear and actionable goals that align with our overall product strategy.
At Onaroll, I've actively contributed to refining and implementing design processes that enhance efficiency and consistency. (1) Team Structure: I played a key role in establishing a streamlined team structure to optimize workflow. This involved creating dedicated teams for internal projects, dashboard development, and app-related work, fostering specialization and improved focus. (2) How We Win the Week" Initiative: I actively participate in defining and driving "How We Win the Week" – a collaborative effort to set clear and achievable design and product goals for the week. This initiative promotes focused work, accountability, and timely progress. (3) Component Library Checklist: I'm actively involved in creating a comprehensive component library checklist. This initiative aims to ensure consistency, maintainability, and efficiency in our design system by establishing clear guidelines and standards for all UI elements. (4) Roadmap & Goal Definition: I contribute significantly to the roadmap creation and goal-setting processes. This involves analyzing user needs, market trends, and business objectives to define clear and actionable goals that align with our overall product strategy.
Results
04
The redesigned platform resulted in significant improvements for McDonald's Operators: (1) Increased efficiency: Automated processes reduced administrative overhead by 20%. (2) Improved data-driven decision-making: HR managers gained access to valuable data and insights, enabling them to make more informed decisions about thresholds, retention, and gaining valuable user feedback. (3) Enhanced employee satisfaction: Incorporated user feedback to design key features improving usability and aligning it more closely with user needs and expectations. Reduced employee turnover: By identifying and addressing key factors contributing to attrition, the company was able to improve employee retention rates.
The redesigned platform resulted in significant improvements for McDonald's Operators: (1) Increased efficiency: Automated processes reduced administrative overhead by 20%. (2) Improved data-driven decision-making: HR managers gained access to valuable data and insights, enabling them to make more informed decisions about thresholds, retention, and gaining valuable user feedback. (3) Enhanced employee satisfaction: Incorporated user feedback to design key features improving usability and aligning it more closely with user needs and expectations. Reduced employee turnover: By identifying and addressing key factors contributing to attrition, the company was able to improve employee retention rates.
The redesigned platform resulted in significant improvements for McDonald's Operators: (1) Increased efficiency: Automated processes reduced administrative overhead by 20%. (2) Improved data-driven decision-making: HR managers gained access to valuable data and insights, enabling them to make more informed decisions about thresholds, retention, and gaining valuable user feedback. (3) Enhanced employee satisfaction: Incorporated user feedback to design key features improving usability and aligning it more closely with user needs and expectations. Reduced employee turnover: By identifying and addressing key factors contributing to attrition, the company was able to improve employee retention rates.
