Promoting UX in a Non UX-Friendly Environment
Do you struggle with getting UX buy-in in the workplace? Unfortunately, it’s something many of us can relate to, and it can certainly be frustrating. Changing an organization’s mindset toward UX takes time, however, it can be done. This article will provide you with a number of tips and tricks on how to nurture and forge that relationship over time.
Ever find yourself in a situation where a client or company:
- Has hired you for your experience and skills in the field of UX, yet;
- Has a culture where one or more individuals in positions of power do not believe in UX?
I’m guessing that majority of you have.
From my experience, regardless of the industry:
- The longer a company has been in business (and especially if it’s successful), and;
- The larger a company is,
The greater the challenge you’ll face in terms of individuals not willing to listen to or learn about User Experience.
So, what can you do?
If someone who is in a decision-making position doesn’t see or isn’t willing to recognize the importance of UX, this can be a difficult position. But fear not, there is hope!
Here are some of the tools I’ve used over the years to help gain momentum and UX buy-in within challenging organizations.
1) Start small
Take one part of a product, guerrilla test it, and present the results. An example of this is the store for a mobile game I was previously working on. My team had two very rough mockups and weren’t sure which direction to take. Seeing an opportunity we tacked a quick A/B test onto an existing UX test we had scheduled, and from that were able to ascertain the next steps–without having to spend the time and resources to polish the mockups and schedule another formal test. We presented the results to stakeholders (all test participants voted for the same version) and as a result received positive feedback for our speed and execution.
2) Be patient
Very, very patient.
Rome wasn’t built in a day and neither will your team of advocates be. The bigger and more ingrained the team you’re a part of, the longer it will take to change the culture. One of the biggest companies I worked for took a number of years before I truly started to see a positive shift concerning UX. Be patient, stay on course, cherish the small wins, and be patient for the big ones.
3) Go grassroots
If your Powerpoint deck and all its data-filled wonder doesn’t wow those in positions of power, find allies (even just one person to start) who have an interest in UX. Take a genuine interest in what they do, and work together to see how you can integrate UX into their workflow. Do this enough times and you’ll start to change team culture from a one-to-one level.
4) Choose your battles
If you’re dealing with only one stakeholder, this can be a harder one. But if you’re dealing multiple individuals strategically choose which ones to approach and when.
One of the biggest anti-UX obstacles I have faced is less a genuine dislike of user experience, and more a general fear of the unknown. Take an hour of your time to host a free lunch-and-learn (provide food if you have the budget, otherwise ask participants to brown bag it) and help educate on UX and its merits (don’t forget to leave a good portion of time for questions).
Even if you only get one person to come out the first time, it’s still a win.
6) Rely heavily on data
As a UX professional, you have X years of experience backed by specialized education (whether formal or not). Your qualifications are just as valid concerning UX as a specialists’ is in their specific area, the problem is that to a stakeholder who doesn’t believe in UX they won’t see it this way. The solution? Lean hard on as much hard data as you can, based on results of surveys, UX tests, case studies, and the like. While there are those who won’t accept what’s being said even if comes from carefully analyzed data, from experience I find that it is definitely easier to convince when you start with a ‘just the facts’ approach.
7) Look outside your team for strength
If you know of a team/individual outside of your direct sphere of influence but with significant UX wins, call it out. ‘Keeping up with the Joneses’ within the same organization might be enough of a trigger to get traction with certain stakeholders.
8) Look up, way up
To be handled delicately and considered carefully, in certain cases (you know the political layout of your organization better than I do) going a ring or two up the ladder may provide the traction you need.
Repeat. Repeat. Repeat.
All of the good stuff above, do it in combination, and do it again. And again. And again. And with enough time and patience, you might find one day that those people who previously didn’t believe in what you stand for, are now more willing to listen than they previously were. And maybe, just maybe, are open to UX becoming a part of their world as well.
Momentum is the key thought I’d like to leave you with. Virtually everything has a tipping point, and changing the culture of even the most ingrained organizations can be possible.
Lastly, know when to count your losses. We all have a limited amount of time and energy, and while I am optimistic you can change things for the better, if it’s going to take you ten years, mean eighty+ hour work weeks and destroy your health in the process it probably isn’t worth it. Letting go after investing a considerable amount of yourself into something can be one of the hardest choices you’ll ever make, but if it lets you pursue somewhere where you can make a difference, then why not bite the bullet and make the change?