Project Info
Client:
Bayer
Bayer
Role:
UI/UX Designer
UI/UX Designer
Total Rewards is a one-stop web app that enables managers to reward individuals and project teams with both monetary and non-monetary recognition, track budget allocation, and send personalised thank-you messages. The concept design addressed three key scenarios: distributing budgets transparently and flexibly to where top performers are, providing managers with the ability to reward teams or individuals with customised notes or non-monetary recognition, and creating a more engaging experience by allowing personalised video thank-you messages to be published on the Wall of Fame.
Through a co-creation workshop, we defined user stories and translated them into high-fidelity wireframes, where I played a lead role in shaping complex interaction flows such as rewarding multiple members at once and tracking budget progress. A key challenge was navigating Workers’ Council regulations, which limited visibility into individual performance ratings — requiring us to design compliant alternatives like a simplified 5-star system while still providing managers with enough context to make recognition decisions.
Project Progress &
My Role
My Role
We began with a collaborative workshop to identify what managers wanted from the application, translating these needs into clear user stories. From there, we developed high-fidelity wireframes aligned to each story. I co-facilitated the workshop, gathered and synthesised user feedback, and was primarily responsible for creating the wireframes (excluding the budget overview screens). I also played a key role in defining the layouts for complex scenarios, such as rewarding multiple members simultaneously, providing reasons for recognition, and tracking budget usage in real-time.
Scenario 1
Distribute Budget To Where Performers Are
Distribute Budget To Where Performers Are
User Story 1
As a Manager, I want to have transparency and control over my budget, so I can make tactical decisions on how to reward.
As a Manager, I want to have transparency and control over my budget, so I can make tactical decisions on how to reward.
User Story 2
As a Manager, I want to be able to shift/request my budget where the performers are.
As a Manager, I want to be able to shift/request my budget where the performers are.
Scenario 2
Flexibility to Reward (Non-monetary) & Personalise a Thank You Note
Flexibility to Reward (Non-monetary) & Personalise a Thank You Note
User Story 1
As a Manager, I want to have an overview of my team’s achievements based on top performances, overall feedback and LIFE 2.0 so that I can have the flexibility to reward / recognise my team member or project team with non-monetary rewards.
As a Manager, I want to have an overview of my team’s achievements based on top performances, overall feedback and LIFE 2.0 so that I can have the flexibility to reward / recognise my team member or project team with non-monetary rewards.
User Story 2
As a Manager, I am able to select and personalise my thank you note from the templates.
As a Manager, I am able to select and personalise my thank you note from the templates.
Scenario 3
Rewarding Top Performance Award with Personalised Video Recording Message
Rewarding Top Performance Award with Personalised Video Recording Message
User Story 1
As a Manager, I want to have an overview of my team’s achievements based on top performances, overall feedback and LIFE 2.0 so that I can easily assign the TPA.
As a Manager, I want to have an overview of my team’s achievements based on top performances, overall feedback and LIFE 2.0 so that I can easily assign the TPA.
User Story 2
As a Manager, I will be able to personalised my thank you message by recording a video and choose to be published onto the wall of fame.
As a Manager, I will be able to personalised my thank you message by recording a video and choose to be published onto the wall of fame.
Project Challenges
Due to Workers’ Council regulations, we could not display individual team members’ exact ratings or performance scores. This made it more difficult for managers to benchmark recognition decisions. To address this, we implemented a simplified 5-star rating system while omitting sensitive performance indicators (e.g., “High Potential” or “Exceeds Expectations”), ensuring compliance without losing all performance context.