mello Check-In Analytics Review (September - October 2022)
Project Length: 7 Weeks Scope: Evaluative Research, Survey Role and Responsibilities: Project Lead, Research Practice Lead, Synthesis and Analysis
Project Overview
Problem
As of August 9, 2021 we had launched mello but we were still building out our analytics backend which, was restricted on a company per company basis. As a result, we did not have a complete picture of how our user experience on a macro scale as a whole which complicated prioritization for our product roadmap.
Context
All companies participating in the mello Check-Ins were operating in a fully remote environment and had set their mello Check-Ins to go out every week.
Our goal was to review the mello Check-In analytics to uncover important insights from user responses to the mello index conducted through our Slack app to understand the most valuable problems and opportunities for mello’s product direction.
We pulled the analytics data from the first 7 weeks of mello August 9, 2021 - September 21, 2021. We choose the first 7 weeks as we were still onboarding several companies over the first 3 weeks the product was active and we wanted to view data from multiple organizations to get a more representative snapshot. As a result, we were able to pull 590 completed Check-Ins.
Methods
- Analytics Review
- Survey Analysis
We collected 590 anonymized survey responses to the 20-question mello Check-In. Each employee was asked 20 questions during the Check-In so we had to analyze 11,800 records in total.
- The 20 Question mello Check-In responses are detailed and split into two categories:
- Questions 1-7: Negative Sentiment Questions: these questions focus on people's negative experiences over the past week (Example: Did you find your work emotionally draining?)
- Questions 8-20: Positive Sentiment Questions: these questions focus on people’s positive experiences over the past week (Example: How often did you feel in control of the work assigned to you?)
What Did We Find?
Trends - The Good, The Not So Great & The Painpoints
The Good
- 66% of people felt that their work had clear objectives.
- 63% felt that they were often or very often feel like their work contributes to a larger vision.
- 57% felt that they were often or very often in control of the work assigned to them.
- 12% of respondents mentioned that they feel like they are in too many meetings.
- Around 17% of respondents mentioned that they find their work emotionally draining.
The Not So Great
- Only 33% of people felt that they were often or very often moments of calm and peacefulness.
- Only 35% of people felt that they were often or very often performing at least 30 mins of physical activity in the last week.
The Painpoints
- Only 54% felt that they were often/very often feel like part of a community at work.
- Only 51% of respondents identified that they are often/very often motivated when they start the workday.
- Only 50% felt that they often/very often have enough heads-down time for work tasks.
- Less than half, 47% felt that they were often/very often in a productive working environment.
- Only 48% reported that they often/very often see the potential for professional development within their company.
- Only 46% mentioned that they often/very often have the possibility of learning new things through their work.
- 38% of participants said they felt healthy often/very often.
- 28% of respondents said they feel mentally exhausted and drained.
- 27% of feel like work creeps into their non-working/personal time.
- 25% of respondents said they struggle with sleep
Infographic
We turned the data into an infographic to help socialize the insights amongst the team.
What did we do next?
Findings were translated into user stories and led to further workshops on product opportunity identification.
We began customer interviews with HR managers and employees to better their approaches to better understand their experiences with employee burnout.
After completing our user research with both HR departments and employees we discovered that both groups were lacking in resources to address the different facets that contributed to employee burnout.
As a result, we created the mello Action Center. The Action Center appears at the end of a mello Check-In and proves employees with resources and action steps they can take to address burnout in their day-to-day workflow.
