Design Approach

Research

AI Prototype

Dogfooding

UI/UX Design

Reframing Employee Engagement

Reframing Employee Engagement

Attuned is an HR platform that helps mangers understand what motivates their teams and improve engagement. Its core feature is the Intrinsic Motivator Assessment, which identifies what drives each employee and turns those insights into guidance for managers. Attuned had about 400-500 monthly active users at the time of this project, with most being managers and team leads using the platform to guide daily leadership. I redesigned the Engagement module in Attuned to make team engagement scores clearer and actionable.

Problem

Managers dropped off because the Engagement score felt confusing and disconnected from what they observed in their team.

Many users said the dashboard did not explain how the Engagement score was calculated. Sometimes the score failed to reflect team dynamics. Managers felt stuck because the dashboard did not tell them what to do next after seeing their score. Early iterations attempted to add tips, but the problem were still persisting.

Attuned's Engagement Module

The module generates personalized engagement questions based on employees' intrinsic motivators.

Teams fill out surveys at intervals (biweekly, monthly, or quarterly). The questions reflect each member's top motivators (from their intrinsic motivator profiles). The module aggregates responses into a "Motivator Satisfaction Score" with categories Satisfied, Neutral, Dissatisfied. Managers can also see breakdowns by motivator and track engagement trends over time.

*Attuned is built around the idea that employees are driven by different intrinsic motivators such as Altruism, Progress, Competition, or Autonomy. Each person has a unique motivator profile that influences how they work. Employees take a survey to identify their top motivators, which will then be used across the platform to tailor surveys and insights.

Landscape & Benchmarking

Other HR tools use percentage scores and broad trends but provide little guidance.

Most engagement dashboards calculate simple averages and show heatmaps or trend lines. They often stop at high-level insights and rarely break scores down into actionable elements.

Conceptualization

We replaced the unclear scoring model with a simplified, direct aggregation tied to motivator satisfaction.

The team and I developed a scoring method that converts survey responses into clear Satisfaction categories. We built trend graphs and motivator breakdown so managers can see which motivators drive engagement in their team.

I proposed adding Motivator Highlights to the summary widget. The widget shows the lowest-rated motivator and the highest-rated motivators. This gives managers an immediate view of where their team needs attention and also a sense of progress over time.

AI Prototype

I created an AI-generated prototype and ran feedback sessions with internal users.

The prototype included summary widgets, breakdown views, trend charts, survey status, and feedback. Because the redesign created a new page, users needed time to digest it. Many feedback participants shifted from using the prototype to suggesting how to explain it better. I faced challenges in interpreting usage because internal users naturally focused on language and presentation for customers rather than experience from their own usage.

Iteration

We connected the Engagement module to AI TalkCoach so managers get tailored next-step guidance.

The AI uses both engagement scores and motivator profiles to generate prompts. We built dynamic entry prompts matched with different engagement levels and motivators. These prompts help managers know how to act based on their team's resutls.

Performance

Over the past 3 months, there was an increase in market attachment rate by ~2.5%.

Even though the target uplift was about 4%, the ~2.5% in each region was considered to be a success for the new meal upselling strategy. It's also a good start for the future iterations and next steps.

+2.8%

In Market attachment rate in the US within the first 3 months resulted in over $54k in net revenue

+2.5%

In Market attachment rate in Australia within the first 3 months resulted in over $45k in net revenue

AI Prototype

I created an AI-generated prototype and ran feedback sessions with internal users.

The prototype included summary widgets, breakdown views, trend charts, survey status, and feedback. Because the redesign created a new page, users needed time to digest it. Many feedback participants shifted from using the prototype to suggesting how to explain it better. I faced challenges in interpreting usage because internal users naturally focused on language and presentation for customers rather than experience from their own usage.

Internal Release

We released the new Engagement module internally for a trial period of one month so that everyone can experience it just like our customers would.

Due to the feedback and sentiments from the feedback sessions, the product team decided to release the page internally to see how everyone would use it. From this release, we received clear feedback that we can iterate on

They understood their scores better compared to the old version.

They appreciated seeing which motivators were poor-rated and well-rated because they learned about a sense of progress and urgency.

They can now see the response rate at the top, helping them judge how representative the results were.

The motivator breakdown helped them understand better which motivator they need to focus on.

They didn't know how to take action after viewing the results.

They were confused with percentage number in the motivator breakdown chart.

AI-generated report for the motivator breakdown chart and trend over time was too long and didn't give useful result.

Landscape & Benchmarking

Other HR tools use percentage scores and broad trends but provide little guidance.

Most engagement dashboards calculate simple averages and show heatmaps or trend lines. They often stop at high-level insights and rarely break scores down into actionable elements.

Dogfooding & SaaS Product

Employees inside the company were not using the Engagement module, which revealed an internal adoption issue.

When I joined, I discovered that employee outside the product team did not use the Engagement module. Team members said they saw little value in completing the survey because managers rarely brought it up in 1-1 meetings. Some managers also believed the module was unnecessary for small teams. As a SaaS company, I recognized that we needed to rely on our own product to solve team challenges before expecting customers to do the same.

Internal Release

We released the new Engagement module internally for a trial period of one month so that everyone can experience it just like our customers would.

Due to the feedback and sentiments from the feedback sessions, the product team decided to release the page internally to see how everyone would use it. From this release, we received clear feedback that we can iterate on

They understood their scores better compared to the old version.

They appreciated seeing which motivators were poor-rated and well-rated because they learned about a sense of progress and urgency.

They can now see the response rate at the top, helping them judge how representative the results were.

The motivator breakdown helped them understand better which motivator they need to focus on.

They didn't know how to take action after viewing the results.

They were confused with percentage number in the motivator breakdown chart.

AI-generated report for the motivator breakdown chart and trend over time was too long and didn't give useful result.

Attuned's Engagement Module

The module generates personalized engagement questions based on employees' intrinsic motivators.

Teams fill out surveys at intervals (biweekly, monthly, or quarterly). The questions reflect each member's top motivators (from their intrinsic motivator profiles). The module aggregates responses into a "Motivator Satisfaction Score" with categories Satisfied, Neutral, Dissatisfied. Managers can also see breakdowns by motivator and track engagement trends over time.

*Attuned is built around the idea that employees are driven by different intrinsic motivators such as Altruism, Progress, Competition, or Autonomy. Each person has a unique motivator profile that influences how they work. Employees take a survey to identify their top motivators, which will then be used across the platform to tailor surveys and insights.

Dogfooding & SaaS Product

Employees inside the company were not using the Engagement module, which revealed an internal adoption issue.

When I joined, I discovered that employee outside the product team did not use the Engagement module. Team members said they saw little value in completing the survey because managers rarely brought it up in 1-1 meetings. Some managers also believed the module was unnecessary for small teams. As a SaaS company, I recognized that we needed to rely on our own product to solve team challenges before expecting customers to do the same.

Landscape & Benchmarking

Other HR tools use percentage scores and broad trends but provide little guidance.

Most engagement dashboards calculate simple averages and show heatmaps or trend lines. They often stop at high-level insights and rarely break scores down into actionable elements.

Conceptualization

We replaced the unclear scoring model with a simplified, direct aggregation tied to motivator satisfaction.

The team and I developed a scoring method that converts survey responses into clear Satisfaction categories. We built trend graphs and motivator breakdown so managers can see which motivators drive engagement in their team.

I proposed adding Motivator Highlights to the summary widget. The widget shows the lowest-rated motivator and the highest-rated motivators. This gives managers an immediate view of where their team needs attention and also a sense of progress over time.

AI Prototype

I created an AI-generated prototype and ran feedback sessions with internal users.

The prototype included summary widgets, breakdown views, trend charts, survey status, and feedback. Because the redesign created a new page, users needed time to digest it. Many feedback participants shifted from using the prototype to suggesting how to explain it better. I faced challenges in interpreting usage because internal users naturally focused on language and presentation for customers rather than experience from their own usage.

Internal Release

We released the new Engagement module internally for a trial period of one month so that everyone can experience it just like our customers would.

Due to the feedback and sentiments from the feedback sessions, the product team decided to release the page internally to see how everyone would use it. From this release, we received clear feedback that we can iterate on

They understood their scores better compared to the old version.

They appreciated seeing which motivators were poor-rated and well-rated because they learned about a sense of progress and urgency.

They can now see the response rate at the top, helping them judge how representative the results were.

The motivator breakdown helped them understand better which motivator they need to focus on.

They didn't know how to take action after viewing the results.

They were confused with percentage number in the motivator breakdown chart.

AI-generated report for the motivator breakdown chart and trend over time was too long and didn't give useful result.

Iteration

We connected the Engagement module to AI TalkCoach so managers get tailored next-step guidance.

The AI uses both engagement scores and motivator profiles to generate prompts. We built dynamic entry prompts matched with different engagement levels and motivators. These prompts help managers know how to act based on their team's resutls.

Performance

Even without customer impact yet, the project created cultural change inside the company.

Employees who had never opened the dashboard began checking their teams engagement scores. More people started completing the survey. Internal adoption is not a routine practice yet, but it has moved from no usage at all to active engagement with results. I view this shift as an important first step.

Performance

Even without customer impact yet, the project created cultural change inside the company.

Employees who had never opened the dashboard began checking their teams engagement scores. More people started completing the survey. Internal adoption is not a routine practice yet, but it has moved from no usage at all to active engagement with results. I view this shift as an important first step.

About me

About me