Details Deconstruction & Gensler: Organizational Culture

How might we create dedicated space and time for Details employees for their personal and professional growth?

IMG_9894

Project in a Nutshell
Human-centered design sprint for organizational culture building and placemaking in a new office for Details, a social enterprise of Humanim that hires people with significant barriers to employment.

Summary
During a Human-Centered Design workshop with George Aye from Greater Good Studio, the 2016-17 MASD class was charged with understanding the needs of Details staff, and turning those insights into low fidelity prototypes.
Research included interviews with Details staff members who had been employed for anywhere from 1 month to 4 years. The MASD team offered interventions for a space that facilitates the organic connections and support that was already happening between Details crew members, and focuses on utilizing their shared histories and experiences as an asset.

Details Deconstruction

Project Team
Matt Barr, Denise Brown, Jaynie Chartrand, María Isabel García-Díaz, Smile Indias, Devika Menon, Naeeme Mohammadi, Patricia Natalie, Rachel Serra, Irina Wong, Mimi Yang, and Molly Reddy. Faculty Thomas Gardner, Mike Weikert, and Bori Fehrer.

IMG_9826

Using the interviews to inform our ideation session we began recognizing patterns, and split into three teams: personal, professional, and spatial interventions.

IMG_9885

Proposed Intervention
The Mind & Body Shop: Carve out time in crew members schedules for a “home rotation” day that they spend on site to access the services that interest the20161024_112051m. Responding to the need for time to access services already being provided by Details and Humanim, 1-on-1 counseling becomes a “tuneup,” time at the gym and weight room becomes a “buff,” a stop in the Details kitchen becomes “filling gas,” and attending trainings in the workshop becomes visiting the “upgrades station.”

    • Benefits: Allows service access and choice to be driven by crew members, but empowers them with time to actually do it. Removes stigma of access through naming services in “auto” language.
    • Challenges: Initial lost work time will require an investment, but we believe that a healthier workforce will be a more productive workforce. Home rotation days will require coordination of services to be present during shorter, and specific, time periods.

Copy of 20161022_121252

 

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s