Think back to your first day of your current job. You were probably feeling nervous and excited — but at the start, those nervous butterflies probably overshadowed any new job enthusiasm. “Will people like me? Will I like them? Who do I ask if I have a question? What am I supposed to do in my downtime? Will I have enough work to fill my day? Where is the bathroom?”  

Now take that and multiply it by 10. For those starting new jobs during the COVID-19 pandemic, things are confusing, to say the least. In this age of WFH, creating a well-designed virtual onboarding process will help ensure that remote employees feel comfortable and are quickly engaged in their new roles. Here are 8 top tips to help you create a successful process that will build connections between new and current employees, increase collaboration, and further the goals of your organization — not to mention, prepare them to eventually return to a non-remote work world.

PRE-BOARDING: THE SECRET KEY TO SUCCESS.

The time between accepting a job offer and the first day of work is a fantastic opportunity to engage new hires and begin to immerse them in your company culture before they officially start. Here are some examples of actions to take that will help set you and your new hire up for success:

• Have your new hire’s direct manager send them a personal message, welcoming them aboard. Or send a small care package that represents your team or your brand; just as you’d put some pens, mugs, water bottles, and other tchotchkes on your new hire’s desk on day one, sending your new teammate something small can go a long way.
• Set your new remote employee up with a mentor who can help show them the ropes; this will allow them to navigate any logistical hurdles and will also provide a sounding board should they encounter any hiccups along the way. It’s also a valuable professional development opportunity for the mentor — a win-win.
• Offer any home office recommendations germane to the job.
• If your new employee requires a laptop or some other piece of hardware, get it to them as soon as possible — ideally a couple of days before he or she starts.
• Share a list of all platforms and software used ahead of time to allow some time for familiarization.
• Send logins for all software ahead of the first day so that your new hire is ready to go.
• Use electronic signing and document systems to get any relevant paperwork signed.
• Document and provide remote work guidelines to let your new hire know what is expected of them.

Companies that use pre-boarding are better able to foster a sense of connection to the company and maintain a new hire’s sense of enthusiasm and excitement about their new role.

UTILIZE STORYTELLING.

Your virtual onboarding experience is an opportune time to highlight the culture and values of your organization. Do you have videos, blogs, articles, presentations, or newsletters that showcase the values that define your company? Leverage them. By sharing stories that demonstrate the impact your company has had on its clients and customers, you can help inspire new employees.

A WARM WELCOME GOES A LONG WAY.

Make time to do a mindful introduction of new hires to the team via video conference. Share salient details of their work experience and what they will be doing going forward. Have co-workers introduce themselves, taking time to explain what they do, with whom they work — and to make the process more personal, have them share an interesting fact about themselves. Doing so will help new employees feel as if they are part of the “family.” Helping foster a sense of connection and belonging in new hires is critical for a distributed team; a thoughtful welcome can set things on the right path from the start. And, finally, consider a fun icebreaker — like a virtual happy hour — so that your team can get to know your new hires and vice versa.

COMMUNICATION, COMMUNICATION, COMMUNICATION.

Enabling real-time communication is vital to successfully onboarding a remote employee. There are many ways to foster communication channels — chat, instant message, project management apps, company intranet, and more. Whatever modalities your company uses, it is essential that remote employees can begin communicating with their new colleagues as soon as possible. This will help them successfully adjust to new work processes and their new role.

GET ORGANIZED.

Confusion can easily occur when employees are located in different places, which is why organization is so essential when onboarding a new remote employee. To mitigate any possible hiccups, here are three simple ways to cultivate clarity:

• Create a project brief that outlines what you need from your new employee. Shared documents are a great way to do this (we are a fan of Google Docs).
• Create an overarching document that outlines the main project objectives, with links to other related documents for all team members.
• Create a task list that assigns each person to a specific task, along with the due date, so that everyone is on the same page.

ONE-ON-ONE TIME IS ESSENTIAL — ESPECIALLY FOR REMOTE EMPLOYEES.

Studies have shown that up to 20% of new hires resign within the first 45 days of starting a new role, often due to lack of clarity, confusion about process, and poor management. When the onboarding process is virtual, getting it right is even more critical, as the lack of physical interaction can make it more challenging to spot a potential problem. In a recent study conducted by LinkedIn, 72% of those surveyed said that “one-on-one time with their direct manager was the most important part of any pre-boarding or onboarding process.” Educate supervisors on the importance of carving out time for one-on-one meetings, and encourage management to prioritize spending time with new hires as an essential cornerstone of your company’s virtual onboarding process.

CULTIVATE CULTURE.

Company culture can get lost in the shuffle for remote employees under normal circumstances. And now that COVID-19 has now made us all remote employees, imparting a sense of your company’s culture to a new hire is all the more important. Coaching and mentoring are key ways to culturally onboard a remote employee. Pair your new hire with an “on-site” member to help foster communication to ensure that virtual employees can check in about workflow, company values, and performance expectations, among other things.

When employees feel connected to company culture, they are more willing to work hard and feel that their contributions are making a real impact. A LinkedIn survey of more than 3,000 American professionals found that 70% of those surveyed would leave a top company if it had a bad culture. 71% disclosed that they would take a pay cut to work for an organization “that shares their values and has a mission they believe in.”

BE NIMBLE. ASK FOR FEEDBACK AND ACT ON IT.

Let’s face it — we are all in uncharted territory. For most companies, virtual onboarding is a new process. Even with all the best intentions, you may not get it perfectly right the first time. Or the second. And that’s okay. Ask for feedback from new hires so you can be agile and continue to optimize the process for your company. Look at this as an iterative, continuous learning process that you can continue to enhance — that will help ensure the best possible outcomes for your organization.

Today’s environment is definitely not business-as-usual for any of us. But with some mindful planning, virtual onboarding can be a successful process for all involved.

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About the author.
An award-winning creator and digital health, wellness, and lifestyle content strategist — Karina writes, edits, and produces engaging content across multiple platforms — including articles, video, interactive tools, and documentary film. Her work has been featured on MSN Lifestyle, Apartment Therapy, Goop, Psycom, Pregnancy & Newborn, Eat This Not That, thirdAGE, and Remedy Health Media digital properties. You can see more of her work at karinamargit.com.

It’s a confusing time for everyone. None the more so than advertisers and marketers. If you have something to say, it’s critical to get it right, because the world is paying attention. But also, did you get that? The world is paying attention.

With reduced access to offices, gyms, restaurants, bars, and national parks to visit, the whole country is spending more time online and in front of TVs, soaking up news and information. The Wall Street Journal reports that Facebook usage has surged by 50% since the crisis began.

This means marketers have a unique opportunity to chime in and speak up about their values. Brands who can maintain relevance are well-poised to grow their audience, and resonate with customers far into the future.

For messaging that adheres to CDC recommendations, there’s already a template being made for you. AdAge reports that:

Ad Council is teaming up with the White House, the Centers for Disease Control and Prevention, and the U.S. Department of Health and Human Services, to “provide critical and urgent messages to the American public,” the group said in a statement.

…“That script, developed by Group SJR, will also be made available as a template for media companies to create assets with their own local and state public health officials.”

It’s a long tough road ahead, but we’ve survived catastrophes before. Most recently, after 9/11, General Motors quickly rolled out its highly effective “Keep America Rolling” marketing plan to advertise its zero interest 84-month loans to get Americans back on the road.

Their campaign offers a good lesson for our current situation. In a time of uncertainty, the right messaging (with the right actions in place, to back that message up) can give customers assurance that brands are there for them.

How can you or your clients be there for your customers? One thing is to try and recreate some semblance of normalcy while we remain socially distant. Brands can shift their attention to social spaces where communities are congregating (if they aren’t already there) and provide entertainment, humor, or a breath of fresh air. Or they can take meaningful action that supports their community like these three have: Allbirds offered free shoes to healthcare practitioners. Lyft expanded into delivery partnerships to support their drivers. Target announced pay raises, bonuses, and paid leave.

Meanwhile, entertainment companies like ViacomCBS, Walt Disney, ABC, and iHeartMedia are at work on campaigns centered around the importance of physical distancing.

Understandably, not every brand can make grand gestures. The key is maintaining a dialogue with customers that is sensitive to the current climate and the emotional state of customers, while being mindful of government, World Health Organization, and CDC guidelines.

There are lessons to be learned from brands whose best intentions backfired. We all remember the Kendall Jenner Pepsi scandal, Dodge Ram’s dodgy use of MLK’s voice, and Bud Light’s cringey “up for whatever” campaign.

It’s no secret that brands want to sell their products, and agencies want to get paid to work on advertising those products — but you also don’t want your marketing to come across as pandering or insensitive. Ensure your message is saying the right thing, at the right time. Think before you send, pay attention to the here and now, and don’t forget to run any and all marketing efforts past many people, to gauge their reactions and ensure that your efforts don’t backfire.

Moral of the story: customers are paying attention, now more than ever. But countless people are struggling, and your message needs to be respectful of customers’ various situations. So tread lightly. When done correctly, marketing during times of crisis can build brand trust and help propel your brand into the future. But there are many cautionary tales that must be heeded, to avoid a marketing nightmare.

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About the author.
Héloïse Chung is writing the great American science fiction blockbuster in the moments between her day job as a copywriter and creative director. Non-screen activities include rock-climbing and making ceramics.
website: heloisechung.com
twitter: @hzla_de_encanta
instagram: @heloise_chung

The CARES Act, while imperfect, has given unprecedented attention to freelancers in its relief efforts. Here’s everything you need to know about what you may be eligible for and how to get it.

Direct Payment

All tax paying Americans will receive one-time payment of $1200 (for single filers making up to $75,000) OR $2400 (for married couples making up to $150,000), plus an additional $500 per dependent child. If you make between $75,000 and $99,000 as a single filer OR $150,000 and $198,000 as a married couple, will receive a reduced rate. If you make over $99,000 or $198,000 you won’t receive anything, even with children.

If you make under $12,200 or fall into any category that doesn’t require you to file taxes, you are still eligible, but it may take longer to see the funds. You can file now to potentially expedite this process. You must have a Social Security number.

As of right now this payment will be based on 2019* or 2018 tax filings depending on if you have filed already. If you end up making less in 2020 and become eligible this year (for example if you made $120,000 in 2019 and end up making $70,000 in 2020 as a single earner), you will receive your check when you file your 2020 taxes next year.

These payments will be mailed to the address you have on file with the IRS or will land in your account if you’ve used direct deposit. The department of treasury is apparently working on a way for anyone to enter direct deposit details to expedite receiving funds. The goal is to start sending out stimulus funds 3 weeks for now (so late April), but it could be longer if you’re waiting for a check to come in the mail.

Find more details and calculate how much you’ll get here.

*There is a nationwide tax deadline extension for both payments and filing from April 15 to July 15, so if you haven’t filed your taxes yet, you have time.

Unemployment Benefits

With a $250 billion infusion, unemployment eligibility has been extended to the self-employed, independent contractors, and gig economy workers through December 31.

First, you have to start with your individual state. Most states offer 26 weeks of unemployment benefits for people who lose employment through no fault of their own. Some states extend that to part-time workers, but not all. Get details for every state here.

In addition, the CARES Act has added Pandemic Unemployment Assistance which extends benefits to the self-employed, independent contractors, gig workers, and anyone else who cannot work because of the coronavirus pandemic (losing work due to illness, caring for a relative, mandated isolation, etc.) who may not have previously qualified. You will be eligible for half of your state’s unemployment benefits plus $600 per week.

After your state’s allotted benefits period ends, the CARES Act adds another 13 weeks to your benefits if you are still unemployed or unable to work, you may be able to file for an extension after that. Unemployment benefits count as taxable income.

Read more details on the changes to unemployment benefits here.

More from the Department of Labor here.

Health Insurance

There is now nation-wide coverage for all COVID-19 testing costs, but NOT treatment. If you are uninsured and become ill with COVID-19, you will not be covered if you need hospital care.

That said, health insurance enrollment has reopened in some states. Check out which ones and how to buy it here. If your state isn’t listed, you may qualify due to a recent job loss or other qualifying event. Click here check with your state. You can also check if you qualify for Medicaid, which is available year round.

If you’re not eligible for Medicaid and you can’t enroll in your state, you can check with your State Department of Health which may refer you to local resources that might be able to help you. Find a full list of state websites here.

*If you’re a Creative Circle freelancer, Benefits in a Card has offered special open enrollment until April 5, which you should have been notified about by email about on March 21.

Emergency Paid Sick Leave

The new legislation adds emergency paid sick leave for illness, inability to get to work because of isolation or quarantine, or taking care of a sick family member.

Full-time employees can take up to 80 hours of paid leave. Part-time employees are eligible for the average number of hours they work in 2 weeks. There are some exceptions and stipulations as far as monetary amount, so check out the details here. This will be provided in addition to any existing leave.

Independent contractors, freelancers, and the self-employed are also eligible for emergency paid sick leave in the form of a tax break. Details on how that works can be found here.

Disaster Loan Assistance + Paycheck Protection

Small businesses or cooperatives (under 500 employees), sole proprietors, independent contractors, private non-profits — among others — are eligible for federal assistance. This includes low interest loans (that can be forgiven depending on use and need) and up to $10,000 in grants if you are eligible.

To learn how to apply for the Paycheck Protection Loan click here.

The Small Business Administration is also backing up bank loans. All loans will qualify for forgiveness if used for payroll, mortgages, utilities, salaries under $100,000, etc. Details on eligibility and expenses can be found here.

For a breakdown by state click here.

To review all SBA assistance click here.

Payroll Tax Deferral

Employers and the self-employed can defer their payroll taxes through the end of the year. Those payments would be due in two portions at the end of 2021 and 2022.

Additionally, if a business’s operations are fully or partially suspended due to government restrictions, it may be eligible for a credit. More information here.

Student Loan Relief

The CARES Act automatically suspends payments on federal student loans through September 30 with no accrued interest. It also halts collection on defaulted loans. (This comes on the heels of an announcement saying you have the opportunity to halt payments for two months.)

This does not include private loans, but you can still request hardship forbearance by contacting the distributer of your loans.

Get more details on student loans here.

Charitable Deductions

Anyone who doesn’t itemize their charitable contributions can claim $300 as an “above-the-line deduction” on their 2020 tax returns. There are also breaks for large charitable donations.

Use of Retirement Funds

The 10% penalty has been lifted from withdrawing from retirement funds such as a 401K for amounts up to $100,000. Weigh the pros and cons here.

You can also read the CARES Act in its entirety here.

Beyond government aid, there are companies and collectives providing relief to artists, freelancers, and small businesses. Check out some options for loans, grants and other resources below.

Additional Resources

Gig Workers Collective

Freelance Artist Resource

Freelancer’s Relief Fund

Gusto Resource Hub

PHLearn Resources

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About the author.
Alessandra is the mentor, educator, and writer behind Boneseed, a private practice devoted to deep self-inquiry through a range of physical, energetic, and mental modalities. She has over 500 hours of yoga, mentorship, and facilitation training and can be found slinging knowledge on her website, newsletter, and @bone.seed.

As news about the novel coronavirus (COVID-19) shifts from bad to worse, the public craves leadership and inspiration. Our healthcare system and federal government struggle to keep up, and more and more bad actors are exposed. But we’re beginning to adjust to the new normal and stress of prolonged social distancing. Marketers face the challenge of remaining relevant and communicating effectively during a crisis. Some brands are doing this well, by speaking with care and compassion.

Marriott International

The travel industry was impacted early on, with cruises docked, many airlines forced to offer flexible tickets, and hotels emptying out. Marriott International President and CEO Arne Sorenson spoke in a moving video on Twitter. In treatment for stage 2 pancreatic cancer, he begins by acknowledging his new bald look. Sorenson expressed concern for associates and opted to not take a salary this year. He spoke frankly and with emotion about the “common crisis we face” and the actions Marriott will take. That includes furloughing workers so they have job security and qualify for unemployment. The video demonstrates leadership and hard choices during tough times. On Instagram, Marriott Bonvoy, the rebranded Marriott loyalty program, reminds us that “we will travel again.”

 

View this post on Instagram

 

We will travel again.⁣ ⁣ Soon, we will step out from behind our screens.⁣ We will look each other in the eye — instead of the camera.⁣ ⁣ We will clink glasses. We will exchange hugs.⁣ We will travel again.⁣ ⁣ Until then, stay healthy and stay positive.⁣ We’ll be waiting.⁣ ⁣ 🎥: @matiasderada

A post shared by Marriott Bonvoy (@marriottbonvoy) on Mar 27, 2020 at 8:06am PDT

sweetgreen

Restaurants and bars took a massive hit, and foodservice work is precarious. Too many businesses focused on reminding us that they’re still open and providing delivery. In contrast, in a series of emails to app users, sweetgreen’s communications focused on the actions they are taking to protect the public and their team. On March 16, they moved to a “digital ordering experience,” and they are working to connect frontline hospital workers with free healthy, fresh food. As a chain that is transparent about its core values of sustainability and authentic relationships, they mobilized quickly to show those values in action.

Tito’s Handmade Vodka

The Austin, Texas producer of craft vodka, Tito’s Handmade Vodka, will produce 24 tons of hand sanitizer in light of a nationwide shortage. They are also donating two million dollars to efforts to support people in the food and beverage industry. Recipients of support include the Children of Restaurant Employees (CORE), the USBG National Charity Foundation’s Bartender Emergency Assistance Program, Southern Smoke Foundation, and World Central Kitchen.

Nike

Nike launched a campaign to encourage people to #PlayInside and #PlayForTheWorld in support of social distancing. They saw a 17 percent increase in brand mentions compared to the previous day (March 20). Athletes and influencers like Portuguese soccer sensation Cristiano Ronaldo and football quarterback Russell Wilson got in on the action by sharing the campaign. Nike leveraged its position as a brand to encourage collective action.

Ikea

The U.S. is now first in confirmed cases in the COVID-19 pandemic, but Spain was hit hard early on. Home furnishing giant Ikea launched this moving commercial produced by McCann Madrid. It depicts people in good times and bad in the refuge of their homes. The voiceover, from the perspective of the home itself, reminds us: “I am your home, and I’ll be here for you, no matter what.” The campaign urges people to #StayHome (#YoMeQuedoEnCasa).

Coca Cola

Similarly, in a billboard ad in Times Square, Coca Cola encouraged people to “stay apart.” It features the script of their brand name in their iconic logo with a space between each letter to mirror the message. Conceived by Mercado McCann, the beverage giant also pledged $13.5 million to charities including Feeding America.

Image credit: The Coca Cola Company

Planet Fitness

With so many people staying at home and not getting their daily steps in or social interaction at the gym, at-home workouts are gaining traction. Planet Fitness launched “United We Move.” These are livestreamed “home work-ins,” offered daily from Monday through Friday on their Facebook page. They saw mentions rise an incredible 760 percent the week of March 15, and the workouts are a free public service.

Fender

For people seeking creative pursuits, iconic guitar maker Fender is offering three months of free video lessons. It’s a trial of their Fender Play, which tracks progress as you learn, and doesn’t require payment details to get started. Social distancing could be the perfect time to pick up that guitar, bass, or ukulele sitting in the corner. As Fender put it, “we need music more than ever.”

Governor Andrew Cuomo

Here in NYC, the current epicenter of the crisis, it’s been two weeks since public gathering spaces and schools closed until further notice. Restaurants were limited to takeout or delivery. Last week, all nonessential workers were mandated to work from home. People in other states are now watching how the pandemic plays out here.

New York Governor Andrew Cuomo emerged as an unlikely hero for our embattled state. After much criticism last year over passing the buck on the failing NYC transit system, he is taking the Federal government to task for their responsibility in a federally declared disaster. In response to outrageous claims that older people are willing to be sacrificed for the economy, he sent a moving email: “My mother is not expendable,” it read. “Your mother is not expendable. We will not put a dollar figure on human life.” He continues to demand ventilators in a public battle with the President. The state launched a mental health hotline and other measures to protect residents.

Rubin Museum of Art

Cultural institutions are also closed until further notice. Early on, the Rubin Museum of Art, which specializes in art of the Himalayan regions, offered the Rubin care package on their website. The site allows visitors to stream a Tibetan Buddhist shrine room with two hours of meditative chanting. The Rubin is also known for public meditation talks. The care package includes articles about using meditation to quiet the mind and manage the stress and anxiety of COVID-19.

These brands are communicating effectively by demonstrating leadership and care in a time of crisis. The public is looking for positive messaging and support during the COVID-19 pandemic. Brands that speak from the heart remain relevant and build social capital. We will persevere.

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About the author.
Jess Powers writes about marketing, food, and wellness. She has experience in nonprofit communications and emergency management. Follow her @foodandfury.

The social distancing recommendations we’re now under to tame the spread of COVID-19 are challenging many workers and workplaces to embrace teleworking for the first time. When the need inevitably arises to speak with team members or larger groups, conference calls can be a useful tool. Most people in the creative economy are familiar with conference calls, but what does it take for you to run an effective call?

These days, it’s easy to take conference calls for granted. We can communicate with colleagues in other parts of the city or world and in real time. But conference calls are also ridiculed for technological challenges, poor facilitation, or being an inefficient use of time. Here are some tips to run an effective conference call from seasoned remote workers.

Set an Agenda

Take the time to determine what it is you’re trying to accomplish and why a conference call is necessary to meet your objectives. If you can discuss something by email or in a phone call, do that instead. But there are times, especially when managing a team or working collaboratively, that conference calls are necessary.

Christina Schiavoni, an independent researcher and remote worker based in Bangkok, spends a significant amount of time on conference calls. She suggests creating an agenda with set times for each agenda item. Facilitators should “be realistic,” she adds, about how long each discussion will take and what can be accomplished in a single conference call.

Cyrus Zulkarnaïan Kazi, CEO and co-founder of Quantibly.com, a global SaaS solution for the social sector, limits conference calls to 15 people and 30 minutes. He gives participants a grace period of two minutes to join the call, and then the meeting begins. Working from New York with staff in multiple time zones and countries, he’s mindful that calls are productive, especially if someone has to get out of bed to participate.

Joann Lo is a longtime labor organizer based in Los Angeles who has mostly worked remotely for more than a decade. She prefers to dig into critical updates or priorities “at the beginning, when we’re all fresh, and we have everyone before anyone jumps off.” Then, each program area gives an update. Her advice is to keep calls to less than an hour and a half; after that, it’s hard to concentrate. Without a tight agenda, people can easily lose focus during a conference call, scanning emails or distracted by kids or pets at home (which is all the more relevant these days).

Allow Time for Personal Check-ins

Schiavoni suggests that facilitators build in time for hellos and personal check-ins at the start of a call. “It’s going to happen anyway,” she notes, “so let people connect on a human level.” This is perhaps even more critical now, with anxiety running high and people feeling isolated in light of COVID-19.

Lo also starts conference calls with time and space for interpersonal connection. Intended to both celebrate good things or express difficulties, this kind of team building and emotional support sets the tone for the rest of the call.

Get it in Writing

Have a designated notetaker — who is not the facilitator — during the call. Be sure to capture any action items and recap them at the end of the call. Share meeting notes with participants in a timely manner.

Lo prefers to take shared notes in Google docs, in real time, which helps “if you get distracted and need to catch up.” It also assists those with different learning styles and makes notetaking a shared responsibility.

Most conference call applications have the option to record a meeting and send a link to participants and folks who were unable to join the call. But not everyone will make the time to listen to a recorded version, so written notes are also useful.
Find Ways to Include People

Video conferencing options are also effective at including people in discussions. Participants can raise their hands and the moderator can create a stack for comments. Or they can mute participants and put questions in the comments.

On large calls, small group discussions with separate video chats are an option. Then, they can return and report back to the larger group, similar to group work during an in-person meeting. Lo points out that people who are not comfortable speaking to the larger group can be included in this way.

On large voice calls with fewer technology options, remind people to set their phones on mute at the start of the call and explain how to mute and unmute the line before speaking. You can give people an opportunity to speak according to their physical location or alphabetically by name or department to prevent crosstalk.

Remember to Pause

There is a learning curve for people unaccustomed to new conference call technology or in organizations without a standard way of operating on these calls. As a moderator, don’t forget to take a pause. Not everyone will arrive on time, things may not go smoothly every time, but overall, people will have an opportunity to communicate and collaborate.

Participants can practice pausing before speaking and consider whether a question or comment is necessary at this moment. Moderators can agree to respond to unaddressed questions by email after the call.

COVID-19 and social distancing are challenging many of us to work in unfamiliar ways. But hosting an effective conference call can be easy if you follow these guidelines.

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About the author.
Jess Powers writes about marketing, food, and wellness. She has experience in nonprofit communications and emergency management. Follow her @foodandfury.

For designers, this is more important than a fat paycheck

The #1 criteria for product designers is actually a strong design culture. That’s right. It’s not a higher salary or oodles of vacation time. Rather, employees want to feel like they’re a part of something bigger than their 9 to 5. They want exciting, meaningful work, and the freedom and agency to solve it in their own way. I mean, at the end of the day, don’t we all?

“You can’t be a successful unicorn hunter if you’re going to bring people into a horrible culture. You have to create an environment that creatives want to be a part of.”

Rachel Kobetz, SVP Head of Experience Design at Bank of America

Cultivating a strong design culture

So how do you know if you have one? Or if you don’t, how do you create one? The answer isn’t hard to grasp, but actually putting it into practice requires a steady flow of intention, because the unfortunate truth is: Most companies unwittingly stifle creativity by prioritizing process and politics over people and passions.

Let’s start with what it is. IDEO describes culture as “an environment that makes it possible for people to work together to come up with innovative products and ideas.” In other words, it’s a human-centered approach that sparks collaboration and invites innovation, or, you know, the creative vibe.

So a strong design culture must understand and respect the needs of the people who work there — beyond what they contribute to the company’s bottom line.

Good UX is good culture

Most of us are familiar with how good UX can bring satisfaction, and maybe even delight us along the way. Or a bad one (hello Ikea store layouts?) can conjure up dread and dismay.

So even though companies focus on building products and creating design that provide an intuitive and friendly UX, many fail to apply that same methodology to their own organization.

How does the employee as the user navigate through the experience of working at your company? These considerations should encompass:

1. The physical environment. Is the lighting and furniture thoughtfully considered? Is the path between desks or to the coffee machine intuitive and pleasant? Can designers choose the sound level they’re subjected to? Because how the office is designed can directly influence:
2. Personal interactions. Are there dedicated spaces for collaboration or serendipitous conversations? Can employees escape to a quiet room to work if they need to?
3. The company’s values. For this, I defer to the top five behaviors IDEO values in design-driven organizations:

• • Curiosity. Individuals at a human-centered company can ask lots of questions, and should. So it’s important to have a system in place that captures and analyzes those questions, so they, in turn, can inform the design process.
  • Frequent experimentation. IDEO discovered that “teams that explore and iterate five or more solutions at once produce 50 percent more successful launches.” So it’s critical to let designers test several ideas at the same time.
  • Cross-team collaboration. Creating teams across disciplines can help employees address the same problem from different, and unexpected angles.
  • Build storytelling into the practice. Ideas can get lost in the back and forth shuffle between teams. But when a project or design lead can take ownership of an idea and develop its narrative to generate momentum and excitement, more ideas make it to launch.
  • More is more. Generating a multitude of ideas is a daily habit at the organization. This lets teams iterate prototypes and respond to feedback quickly, so more products can enter the market stream and have a chance to succeed.

Amplify your organization’s culture

We all know what happens when there’s all work and no play. For designers, designing is play, but what they do for work isn’t often the only thing that defines them. To this end, companies might consider launching “culture amplification projects” to showcase the unique talents of their employees. Whether it’s a storytelling night, a niche podcast, a company zine, or a special event that lets employees feel seen, heard, and validated.

These can also help employees to know each other better, or identify other talents that may inform their work.

Connect with the design world

Creatives (just like non-creatives) need community for inspiration, validation, and emotional support.

At work, this can come in the form of Slack or informal meetups. Offline, leadership communities like Design Leadership Forum (DLF), Within (for women in design), and Design Leadership Camp can help designers tap into the wider community and advance their design practice.

Start with the right people

Of course, a good design culture in its essence comes down to the people involved. Getting the right people means hiring already motivated people who resonate with the company’s values and are invested in the company’s success.

“Great companies don’t hire skilled people and motivate them. They hire already motivated people and inspire them.”

Simon Sinek, Author of Start With Why

Looking to find the right people for your teams? Well, we might have a name or hundred. Give us a call or shoot us an email. We’ve already started the search for you.

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About the author.
Héloïse Chung is writing the great American science fiction blockbuster in the moments between her day job as a copywriter and creative director. Non-screen activities include rock-climbing and making ceramics.

website: heloisechung.com
twitter: @hzla_de_encanta
instagram: @heloise_chung