Name: Unlock Your Investment in Workday Journeys
Uploaded: 2025-10-14T18:31:45.743Z
Duration: 56 min 44 s
Description: Unlock Your Investment in Workday Journeys

Transcript for "Unlock Your Investment in Workday Journeys": Hello, and welcome everybody to the unlocking your investment of Workday journeys, transforming the employee experience. Just a reminder about our safe harbor statement. In the event that we do make any road map item mentions, please remember to make decisions based on current functionality available in product today. Couple of housekeeping items for us. This webinar is being recorded and is covered by our mutual NDA. The recording will also be made available to you within twenty four hours. There is a q and a section on the upper right hand side. Please go ahead and put any questions that you might have in there, and we'll go ahead and answer them through the webinar. There is also a resources tab in the docs on the right hand side with some great information for you about journeys. I highly recommend that you check that out. And then during today's webinar, we will have two a poll and a survey for you with just a couple of questions to ask you. Please go ahead and take the time to fill that information in as it does help us as we go forward in other webinars like this one. Talk about journeys at a high level as a refresher of why customers use these. You'll have an opportunity to see a live product demonstration and then how we can support you from deployment on Workday journeys. And then finally, we'll wrap up talking about what those next steps for you could look like. We know that today, you are already utilizing Workday to deliver on employee experience and operational efficiencies. Workday Journeys enables you to build on that foundation and gain even more value out of your current Workday subscription. Now I'd like for you to just take a moment and think for me about employee experience in your own company. Are there moments, such as job and location changes, sometimes feel clunky, confusing, disorganized. Do employees ever feel like they get lost in the sauce? You know, we've all been there before. We're not quite sure what the right task is or maybe what the best path is that we should be following. And how about your HR and your support teams? Do they spend countless hours answering the same types of employee questions over and over again? Well, if you answered yes to any of these questions, you are not alone. In fact, employees share that they are often overwhelmed by the millions of different systems they need to hop in and hop out of in order to get information. That is where workday journeys come in, enabling you to truly transform how your employees experience those moments or those moments that matter. So rather than employees feeling lost and confused, Workday Journeys acts as a guide for the employee, anticipating the employee's needs and providing right information for them at the right time. It's like you're there right beside them holding their hand and walking along with them every step of the way. And because journeys are made with configuration, not code, like all of Workday, you can remain nimble to the business and change as needed because you're not pouring concrete. Now journeys are not just for convenience sake. They deliver business outcomes. Customers have shared that they've seen everything from increased productivity, decreased costs, and more importantly, improving employee engagement. And that engagement is going right to your bottom line. Companies with higher engaged employees, 21% more profitable, and 17% more productive. That's true value. So while you're delivering on these enhanced employee experiences, you're also delivering results right down to the bottom line. Now it is an urban myth but the only use case that Journeys fits for is onboarding, and it is a great use case. Of course, Journeys work for onboarding. They fit beautifully in with our onboarding plans, but there is so much more that our customers use Journeys for. The ones that you see on the screen here is just a small sampling, everything from customers who use them during the annual compensation review to help promote financial wellness. And how about benefits open enrollment? Probably an event that every single one of you who are attending this webinar today has sometime during the year. So rather than just pushing out a task to the employee to complete their open enrollment, imagine then if you could layer on top a journey that can combine clear and concise information on a path for the employee to help give them a call to action, maybe even include some videos, maybe some links to a third party or even some workday learning. Your employees feel supported in that moment. You and your teams see less incoming questions and cases, and you're promoting employee self sufficiency all at the same time. Customers are being wildly successful with Journeys as well, such as what Sandovic shared here. Not only do they use Journeys during onboarding, they also utilize them for job and location changes because you can configure them different for those different types of events. But the most interesting way that they utilize Journeys is when they are rolling out new Workday functionality. So think about that. You can use a journey for when you're deploying journeys. A little bit of a play on words there. And you're gonna have an opportunity to hear more about how we can support you on your deployment in just a minute from Hasila. But for now, let's go ahead and get you into product and give you a demonstration of Workday journeys in action. Currently logged in to Workday as Marcus Severino, an individual contributor, which means he does not have any direct reports. So while we're demonstrating today from a desktop, know as well that Marcus could be accessing his Workday journeys on his mobile device, which means that your employees can feel supported however that they choose to interact with Workday, especially important if you have a number of frontline workers who do not sit behind a desk all day long. Because Journeys utilizes the existing Workday alerts and notifications framework, when a new journey has been distributed to Marcus, he can receive notification via the alerts toolbar. If you have enabled email notifications, he can receive an email. If Marcus has enabled mobile push notifications, he can get one on his mobile device. They will also show front and center for you in the awaiting action area on the home page, but I have an even better idea for you because who would not be curious about what this picture of this giant skeleton is showing up in the announcements? A great way for you to go ahead and tap into the existing announcements framework as well as to have a little bit of fun with your employees and spark some curiosity. This here is a great way for you to bring your company's brand and culture to life as well by sparking employees curiosity and then embedding into the announcement the ability to go right over onto the employee's homepage for journeys. The employee's homepage for journeys provides Marcus an overview of what has currently been distributed to him. As we see here, you'll notice that he has two active journeys. One is new that he has not started. One is currently in progress. If we scroll a little bit further down onto the screen, you'll notice here the ability then for Marcus to be able to self discover journeys as well. You control which journeys an employee can find on their own. This is a great way for you to empower the employee to explore and way find whenever he needs to and to feel supported. So maybe Marcus is maybe thinking about going on to a leave, what might that look like, or he's interested to understand a little bit more about financial wellness. Having the ability for them to self wave find to do these journeys means Marcus can do that on his own without having to bother any of you to get that information. Today, for Marcus and his company, it is about time for them to go through a performance review cycle. So to help Marcus feel supported in his career and enable him to have a much more productive and informed conversation with his manager, he has been distributed a journey to help him through that process. As we take a closer look at this journey, you'll notice additional ways then for you to use pictures, wording, again, bring your company culture to life, and also to let the employee know what is to be expected to them. The journey provides a number of visual clues to your employees as well, including the ability for him to see how many steps were required and how many of them are complete. You decide how many steps that you wanna include with the journey, and there are no limitations as well. We can see here that currently zero or three required steps have been complete, which makes sense because this is his first time going into it. The most relevant information is presented to him here asking him to reflect back upon his year and take a look at his past performance reviews. I do wanna call out another visual indicator for you here as well with the ability for you to associate due dates. Totally optional for you, but it does help to spark a sense of urgency. And, yes, if you're wanting to know if you can report upon those that are past due, you absolutely can. Viewing his past reviews has been made a required step in this journey, which is why, as you see here, he cannot indicate that he has completed this step. The employee actually needs to take action on this. Well, he wants to get rid of that overdue due date, so he's gonna go ahead and take that action. You'll notice as well that the task opens right up onto the screen instead of opening up onto a separate browser tab. We have found that that helps to reduce drop off when you had to put it into a separate browser tab. Having the information presented onto the screen leads to less drop off. We'll just go ahead and take a look at that prior review. Marcus looks good with that. And then when he returns back to that journey, you'll notice that that review step is no longer grayed out. He's able now to go ahead and indicate that he has completed that step. Also notice a number of other positive visual clues are provided to Marcus. He is indicating with a big green check mark here that that review has been completed. You'll notice over here on the right hand side that that map is now updated. One of three steps have been completed as well as having another green arrow to let him know that he's completed that step. And the next most relevant information is presented to him, which is a required task for him to view his goals. Now not to worry. I'm not gonna take you through every single one of what's been included within this journey, but I want to be able to show you that both the required as well as the optional steps that have been included here, provide a wide variety of different mediums for you to be able to include, videos, workday learning, to dos, and tasks. And as you take a look at these different areas that we have included, including how to create SMART goals, how to take a look at feedback, including requesting feedback on ourself, everything here is not just pointing to him having a productive conversation with his manager on his performance review, but it is all geared towards internal career mobility because we know that it is less expensive for you to develop your internal talent than it is for you to go outside and hire somebody. So why would you not wanna promote this information to your employees to do everything not just to help Marcus to feel supported in what needs to be done, but also to help him feel welcomed and retained within the organization. Going back to the home page is very easy. You click on the map and you're taken back into the employee's home page. You'll notice now that that journey is now in progress whereas before it hadn't been started because this is real time. If we go a little bit further down onto the page, you'll also notice where Marcus has the ability to go back and take a look at completed journeys as well. This is optional if you'd like them to be able to go back and look at those that have been completed. Our customers really like this feature because, you know, Marcus remembers there was a great article that he read or he wants to go back then and kind of review a task that he had previously seen. This is what allows for him then to be able to quickly find and review that information that they encountered earlier, making it very easy for him to revisit that at a later point in time. So what you've been able to see so far today, it's the transformation of disconnected tasks into a single, cohesive, and guided experience. Instead of asking the employee to have to navigate complex processes on their own or what I like to call that whack a mole, Workday Journeys provides the right tasks and the content and the resources directly to them right when they need it. It accelerates the time to productivity in those moments that matter and also helps ensure compliance across critical tasks and simplifies the administrative burden on your HR and your management team by helping to foster employee self sufficiency. We're gonna say goodbye to Marcus now and spend the rest of our time in Workday as our journey's administrator, Logan McNeil. Now for those of you who have been in any Workday demonstrations before, you're probably quite familiar with Logan. She is all knowing and all powerful. She has access to every single person and every single feature and functionality inside of Workday as well. I just wanna remind you that you will have robust control over who can manage and what parts of journeys that they would be able to access, and you're able to segment that out as well. For the administrator, the Workday journeys workspace is their mission control for all things related to creating, editing, and monitoring your journeys. You'll notice the ability then for them to be able to categorize what these journeys are as well. And journey categorization is just like what you probably think it is, ways to tag your journeys into functional areas that make sense to your company. You can also utilize these journey categories as part of that security that I was mentioning earlier as well. The top part of a journey's workspace provides to you some high level metrics, a clear view of all of your journeys and your status is a little bit further down onto the page, like where they are in flight and when's the last time that a modification was made to them. We have also embedded some very helpful resource for you over here underneath the resources question. Those of you who have access in the community will be able to have one click access into seeing what's new with Journeys and the Journeys administration guide, but the one resource that our customers find the most value out of are these Journeys templates right here. These templates are a huge time saver for our customers as they're available right from day one, and they cover some of the most commonly used areas of why customers use Journeys, everything from onboarding and open enrollment to relocation and onboarding. But it's not just being able to see the list, but actually coming in to see what is included within this template, giving you the ability to see the different steps, what's been required, what's made optional, and then you can go ahead and decide if you wanna use this template, and then you still can take steps in, take steps out, even be able to see what does this journey actually look like. So you're not just looking at a static list. It gives you the ability then to see what would this look like if we were to use this template. And then even being able to collaborate with others on this, what a great idea as you're working through maybe utilizing one for benefits open enrollment to be able to share this link out with the benefits team and say, hey. What do you think about this? And then be able to quickly go ahead and collaborate on that together. Whether you're building a journey from scratch or you're coming in to edit an existing journey, the process is very simple. For example, if we wanted to take a look at this journey here, getting started in your new location, we simply click on it and then we select edit. I'd like for you to think about journeys like a book and that a book has a title. The title here for this journey is getting started in your new location. Over on the left hand side, you'll notice that we have step groups and steps, much like chapters of a book and then the pages or the content as what's being presented. And that content here can include everything from Workday tasks, a specific action that you're asking for them to take, links. This can be internal links to Workday, or it could be links out to non Workday systems, other third party systems that you utilize. Documents. Documents that you've uploaded into Journey into Workday to be able to view, download, and possibly print. Those of you who are utilizing the Workday help SKU, you can tap into your existing articles right here. Videos, those are those that you have uploaded from your computer or maybe those that you have out into your Workday Drive. Those are really good for announcements or quick updates. If you're utilizing Workday Learning, you can tap into your Workday Learning right here. Not to worry, though, but if you're not utilizing Workday Learning, don't forget that you do have the ability with that third party link to be able to put in. And then to dos are just simply what it sounds like, a simple checklist of what you might be asking them to go ahead and take a look at. So if we use the organization like a book, you'll notice here then that we have the title, changing your location, and then we have a couple of different chapters. We have welcome to your new location. We have a chapter on tell us more about you, and then we have a chapter on making connections, and then the pages or the content that's contained with each one of those chapters. Here, we could see that the welcome to your relocation has two required steps and one optional step. So if we take a look then at the required steps here, you will notice this one happens to have one of those due dates that I was talking about for you here. Your due dates can be optional whether or not you wanna have them, but do help to create a sense of urgency along the way. And this can be whether the journey was either first day of work, maybe it was based on our hire date, or maybe when the journey was even received date and time. And it could be, you know, due one day after, maybe thirty days after their hire date. You can also associate this to a fixed date. I always want this journey then due date to be September 26 because we're gonna go ahead and start closing out of an enrollment for an October 1 plan date. This flexibility here is fundamental to creating meaningful and effective employee experiences within the Workday Journey framework. I also wanna point out to you over here that there is the ability for you to have a work review that is different than what the admin sees. Why this is important for you is this is what allows for you to make it make sense for what your employees have, have different naming conventions. What might you wanna go ahead and title the article description? And then some fun images that, again, you could utilize to help promote your brand and your culture. Shameless plug here, this happens to have a picture of my grandpa's 31 Ford along the way. The next step in this particular journey here was starting a career check-in for your employees. You'll notice that there is a c r on this, and a c r is a conditional rule. Just like the conditional rules that live throughout Workday in absence and in compensation and in payroll, it allows for you to tap into any data that's inside of Workday to help tailor this content going out. This particular journey here is only going to fire out for those who have been indicated as a manager. Some other use cases that you could find here is maybe you only want this journey to fire out to those who are in India, or maybe you only want this journey to fire out to those who are in Memphis, Tennessee and happen to be in a specific union. The ability to have conditional rules are very valuable for you because this is what allows for you to manage one journey and allow the experience to be different for the end user without having to build multiple journeys to serve that purpose. Making modifications and building journeys has been made extremely easy for you as well. You always have the ability then to utilize the related actions, but I'm going to show you an even better way. You simply can grab the step that you want and drag and drop it over into where you might wanna have it, whether you want it to be required, whether you wanted it to be recommended, totally your choice. Since this one here is talking about getting started in a new location, wouldn't a great idea be then to ask the employee to go ahead and take a look at their org chart? So we're gonna go ahead and add in the task for the employees to go see their org chart. And that sounds great for the administrator, but let's change what the worker might see. So instead of saying my arc, my org chart, we'll say view your new team. And this then would be where you have the ability to add in one of those images or can put any more of those descriptions right there. That's how easy it is for you to go ahead and drag and drop from the left hand side, which means building and modifications are very quick and very easy. Just like what we saw before, you have the ability to take a preview of what this information is going to look like after you check for errors. So Workday is gonna keep you on us to make sure that you've got all your required fields put together and you haven't missed anything, and then be able to see what is this journey actually going to look like. But it's not just being able to see what it looks like as the administrator. The ability then for you to change what that's going to look like maybe has to say if I wanted to see what it was gonna look like if we were to distribute this journey out to Marcus, now we're seeing it from his perspective. We can see the title page here. As we take a closer look behind that, you'll notice that it has that one required step that we have talked about. And then as we close a little bit further down, you'll notice that it's giving him that option of worrying about your new location. So what if we wanted to take a look at it then as something different? What if we were to take a look at it then as Susan Steinberg? She happens to be a vice president in our demonstration environment, which means that she is also a manager. Well, we still have the home page showing the same because we didn't do anything with that. But as we take a look then at the different steps associated to that, you are going to notice that she has one more step than what Marcus showed along the way to start a career check-in for her employee because of that conditional rule. So that is a live example showing you then how security comes into play and how you can tailor that content differently for different end users. You even have the ability then to change what you might want this information to look like in a different language. So let's say, for example, then, that you utilized Workday to translate out the journey, and maybe Logan prefers Dutch as what she has set up. You're now able to actually see what that translation is going to look like as well. Journey supports a global population. Distribution of journeys happens in one of four different ways. The first is tied to a business process. You think about your business processes like your hires, hiring contingents, terminating a worker, changing jobs, or maybe adding an additional job, and we are constantly expanding the number of business processes that you could automatically tie into a journey. You could also utilize mass operations management. That is where you build your audience with a custom report and then you tag it into the mass operations management to send that out to your target population. The third way is via API. So those of you who are utilizing built on Workday apps, maybe you've built your own with extend, or you'd like for this journey to trigger when there's some kind of action that has happened in a third party solution. The API functionality is what allows for you to have that. The final way is simply just ad hoc along the way, or you could decide if you wanna pick one or multiple people and go ahead and fire that out. This middle portion here where you see the distribute to, personally related to Target, ties into those types of the journey that are on behalf of. Great example would be that you are distributing a journey to managers that's maybe going to be for onboarding their new employees. This then is what allows for you to target that to say, hey, Susan. The journey that you've been distributed here happens to be for Christopher or it happens to be for Karen along the way. And then when you hit okay, all the different types of alerts and notifications that I spoke of earlier happens, whether that's mobile, whether that's email, whether that's on the home page, or whether that happens to be with the alerts framework along the way. We're gonna wrap up the portion of the demonstration talking about reporting next. Standard and custom reports are available to be able to measure and optimize your journeys, including valuable metrics here that are gonna give you a window into what's actually happening with your individual journeys. When was it last distributed and how was it distributed? Giving you an overview of how long it's taking those to start it and how long is it taking those to complete. What type of step usage overview are you actually seeing? In other words, what are they interacting with? Both from a required perspective as well as from an optional steps requirement as well. And it'll show that to you in order for you to gauge. Is this working or not? Where are we seeing the most traction for you to be able to then go in and make updates and then keep that in mind for your future builds as well? The final area about reporting comes in to those who happen to be a manager then. The ability then for you to configure based upon journey by journey, not just being able to see your own, but being able to see the journeys for your team. This will give you insight into where your team is at on their journey. Maybe there's one that you're going to track together. Maybe one of those performance conversations would be a great example. Or this one here where we're able to track best journey in regards to building belonging. This then gives your managers an insight and the ability then to provide support if it happens to be needed along the way. And that wraps up our admin view. The key takeaway here is whether you're integrating in maybe a new acquired team or a new hire or you're rolling out some type of a new global policy or maybe even creating a development path for emerging leaders, you have a very powerful self-service tool to design and deploy a consistent and engaging experience in a matter of powers, not leaks. This is how HR moves at the speed of a business. And with the built in analytics and metrics, you have complete visibility into employee progress, allowing for you to identify bottlenecks, see where people are struggling, and continuously optimize the experience for better outcomes. We have a wide variety of customers who are utilizing Workday journeys today, and that number continues to increase on a daily basis. The one statistic that stands out for me on this page here is 15,900,000. Yes. Million journeys that have been distributed. That is a testament to the success that our customers are seeing with journeys. This just isn't hype. These journeys actually work. Hi, everyone. My name is Billy Ferguson. I am a services executive with Workday, working with our customer base on how to successfully go live with new Workday functionality, optimize what you have in place today. And I'm thrilled to get to chat with you about how to realize the value that we've just seen with Workday Journeys. Wanna walk you through what to expect in a Workday journeys implementation and what are some tips and tricks that we've learned in our our vast deployment experience since Journey's inception. So we'll start out first by talking about what your options are to deploy Workday journeys as you do have some options. At a high level, Workday journeys is a product area in Workday that has a a lower uplift than some other product areas, a little less complex, but that can vary depending on what your specific use case looks like for for your initial journey. So that may vary, and we wanna help guide you through that decision point, and also show you what your resources are available to help you enable that if that is an option you're considering. But, of course, as with most other areas, you have the option to deploy with a certified implementation partner either through Workday professional services, or through a certified implementation partner. And we're gonna talk through, all three of these options here in in more detail. First, starting with a Workday or partner led deployment, we would typically see this for a customer who either, a, as we see more regularly in our ecosystem, bandwidth is tight, and and we really wanna go live with Journeys. Perhaps you've already purchased it, and we wanna start realizing that value, but we just don't have the time with our team to get that on our road maps. We want a partner to help us, go live with that initial journey. Or you might be recently live with Workday and just wanna have a little bit of support in terms of, gaining experience so that the next time you deploy Journey, you you have that self sufficiency. Whatever the case may be, you have that as an option and there are different, looks and feels to how that can work. With Workday professional services, our deployments are typically fixed fee, but a lot of our partners and one that we'll call out a little bit later are are can be flexible in terms of how they price their models. So there's options there. And you can see from a timeline perspective, we have a baseline there of of six to eight weeks. I would say we have seen customers go live in as, you know, little as two to three weeks for some journeys if it's a simple use case, and some that might require several months if it's more complex and and global in nature. So it really depends, and and that's where, folks on on my services executive team can help, you figure out what that looks like for your use case. But often for customers who, again, might not be able to participate as much looking for more hands on support, or or less experience or skill set in terms of either self deployment or or journeys functionality. We'll call out as of today's Workday tenant policy. You would receive one no charge implementation tenant for your first deployment of Journeys, and that would be available to you throughout the deployment in a short window after you go live as well. But Safe Harbor for folks who are are watching this in the future, please check out your tenant policy to make sure that that is still the case. Next, in terms of self deployment options, we first wanted to make sure to call out, capabilities available within Workday success plans. If you're not familiar, Workday success plans is our premium level support offering, providing you a a set of resources across our technology organization, our product organization, professional services, education offerings, really looking to accelerate your time to value and and ability to own functionality within Workday. A big focal point of that is, helping you to to self deploy, especially low to medium complexity, functionality within Workday. So Journeys is a perfect use case for some of these tools that will, enable you to be confident in self deploying, that that functionality. And and we're gonna highlight some of those features within Workday success plans a little bit later. But to give you a sense, we have some feature accelerators with some available coaching, on demand education offerings, and a real phone a friend office hours type of option called ask an expert, which folks can actually go into your tenant and help provide guidance. So all of those offerings are available and included within your Workday success plan, and and kind of bridge that gap between a customer who isn't sure if they wanna self deploy. They they'd be interested in it, but not sure that that they're ready or not sure where to start, Workday success plans, helps enable that. And lastly, a self deployment without a success plan there, we do have a Workday's version of advisory support that we're gonna highlight briefly, and and many of our partners have, that ability as well. So customers who want a lifeline or phone a friend, we have advisory options that that can be flexible in terms of their model as well. But that assumes that the the ownership, is is, entirely on the customer, therefore, leading to a higher required participation and skill set. In terms of methodology, first focusing on a a Workday or partner primed implementation, This would follow our Workday methodology despite it perhaps being a shorter or or less complex project. We're still gonna go through these phases just perhaps in an accelerated fashion. So plan phase in which the Workday engagement manager or or partner project manager would work with your team's project manager to align on what that plan looks like, what resources look like, what does timing look like, and complete any pre work that we can. So that by the time we get into the architect and configure stage, we actually have a baseline set of configuration that we can bring into your tenant even before design sessions so that you can start to already look and feel what a journey's look like in your tenant from day one. We would then do formal kickoff once we get into architect and configure, leading to those design sessions to finalize and fully flesh out the requirements of your your initial journey's use cases, and have some foundation alignment sessions, which are kind of evaluating or or reconciling those design decisions against that kind of predone configuration. You then expand on that config based on the design, before we play that back through what we call customer confirmation sessions. Workday would do some smoke testing, have your team do similar unit testing to make sure what we configured is what was built, but then actually give an opportunity for your resources to playback that configuration and that prototype internally to your internal audience. So that, a, you start to build confidence and familiarity with journey's concepts and configuration, and your broader team starts to to see what is this going to look like future state and start to get the sense and and kick start of those change management activities. So that's certainly a big component of change management, but, your change manager will obviously have activities beyond that in terms of communications, and and setting the stage for for cut over. Training planning would happen there before we go into a formal, test phase of of end to end testing, incorporating a a broader, audience of testers on our customer sides, while the the project planners are are finalizing that cut over process and and readiness and change content, making sure, end user training materials are completed, before you kind of finally sign off on that design on the testing, and and begin the cutover process in the deploy phase. First in your sandbox environment, one final round of validation before that gets migrated to production. And then with Workday, we provide a a window of postproduction stabilization support. If something were to go, unexpected, in in production, there is a lifeline to help resolve. Now we mentioned that kind of six to eight weeks as a baseline. How do you know where you're gonna fall within that spectrum or, you know, how long to expect for each of those phases? These are the key components, that will likely drive what that complexity looks like. The first of which is, can we start with an existing journeys template? There are journeys templates that are available to you in your Workday tenant that can serve as a starting point. So you can see a list here of of the majority of our baseline templates from, DI, metrics to first time managers, fueling your career, job changes, onboarding and offboarding, open enrollment, relocation, parental leave, and sick leave. So rather than starting from scratch or, you know, not sure where to start, these templates are are a great way to launch into, okay, here here's what we've seen, as best practice. How do we need to adjust this for our own, organization and our own requirements? And that can help save on time and cost. In addition, population size and variety there. So what is the audience that is gonna be consuming this journey? Is it across geographies? Is it across multiple cycles of compensation or open enrollment? Do different organizations need to onboard or off board differently from one another? Chances are yes. And so the more, distinct what we would call, journey paths or or set of steps and step groups within that journey will add complexity to the logic behind it. And also just the the way in which you define each audience can get pretty granular. So all of these variables can help kinda add up, and and and drive what that project will look like. And then lastly, how are you gonna distribute that journey? Is it going to be, individually to users? Is it going to be embedded as a part of another business process such as, you know, onboarding kicked off at once you're hired? Is it something that HR needs to schedule? So all of these factors kinda determine what that's going to look like from a timeline and cost perspective. But as baseline guidance, here's what we see on kind of the the low to medium complexity use case. We would see, you know, ten to twenty hours potentially, per use case. So certainly within that six to eight weeks can can possibly look to, you know, go live with several. 9,000 to 15,000 is kind of a baseline. And then again, as as things start to expand into more of a global onboarding, that might get a little bit more complex. But, we often encourage customers to go live and and start with low hanging fruit, something that you can get a quick win out of and hit the ground running, with your journey so that you can expand on that footprint into more complex use cases, as you gain more confidence in in owning that configuration. So this is a baseline and and work with your account team to to learn more, and see what fits your specific use cases. Here's baseline in terms of what to expect on your side from a resourcing standpoint. From a project team, we would expect an executive sponsor. And and from a Workday deployment perspective, we would have a similar sponsor level who can serve on SteerCos. We have an hour a week, but that that might be, more than they would need. Sometimes it could be one or two hours a month, if that. So, it could vary based on project and and what the process looks like, but would have a project manager, and our equivalent would be called an engagement manager who work on that project plan. We have five hours a week on average, and a lot of that will probably be front loaded in that plan phase, and then therefore, kind of ongoing project status tracking, throughout the rest of the project. Subject matter experts are probably going to do majority of the work and and need the most time. So ten to fifteen hours a week over the course of that project who will know the requirements of those journeys. Some of them might end up being the administrators of of those journeys. So those who will be who product primarily, pair with the Workday consultants. But change management, you know, perhaps one of, if not, most important role in in a project like this to make sure end users know that it's coming, what to expect, how to adopt it, to make that transition as smooth as possible, and ultimately enable whatever kind of functionality you're looking to accomplish with your use case. We have interns and resources for u UAT, outlined there as well. You know, three hours maybe a week and and especially, during those major test cycles that we walked through. Next, as we get into more self deployment options, again, wanted to highlight what are the capabilities within Workday success plans that will enable you, to go live with journeys. First of which is what we call feature accelerators, accelerator webinars, and feature accelerator coaching. So within Workday success plans, one component is feature accelerators, a set of self guided tools, not formally a part of our learn independent courses, but but self guided materials that you're able to own configuration in your own tenant with some step by step instructions. And for every one of those accelerators you complete, you have access to a coach for, several coaching appointments that you can have someone come in, eyeball your configuration, make sure it adheres to best practice, or or ask any questions if you're stuck on anything. And we also have a a a library of accelerator webinars. So beyond just the the on demand education videos, in in our training catalog And in Workday Learning, there's there's a a unique set of webinars available for success plan customers, several of which we've called out here kind of in the middle of this slide. Deliver journeys with various distribution methods, improve worker experience with journeys, or or a subset of some of those webinars that are available to you. There are some additional resources that are are helpful in this arena that we'll call out towards the end as well. But with success plans, you have what we call deployment guidance service. So as you're self deploying, having access to, someone from a project plan perspective to eyeball your project and make sure it's according to best practice and actually can do a checkpoint, throughout the course of your project to look at your design, look at your configuration, and and give the workday stamp of approval, that this looks good and and ready to to go live successfully, or serve there as an escalation point if you're having any issues during that process. And lastly, we have a work date, collaboration cruise where you can meet with like minded customers, looking to go live with same functionality. So meet live once a week, usually over the course of, a quarter to discuss, use cases, to knowledge share, and and gain a Rolodex of of, contacts that you can stay in touch with about that functionality or or or more broadly, Workday in general. In success plans, we also have what we call an administrator library, and you are granted access to all of the subscription only on demand education offerings. So there are some relevant for Workday journeys. There is an ODE video for journeys that would be available, as well as some of these courses that you see here through the administrator library. Learn independent courses, that you receive included, attendances for through success plans. So security maintenance for administrators, report management, business processes for administrators are included in success plans. And lastly, what we call ask an expert. That's the kind of office hours on steroids where you can meet live with a Workday expert to, help resolve really any issue that you're you're encountering throughout all of Workday, but certainly with Workday journeys that that can help you, to enable you to to go live and self deploy. So sample questions, how do I access journey templates? You know, give me a demo of a journey sample journeys. What are best practices for for distribution? What do I need to think about for all the touch points of Workday journeys? And where do I start? You know, whatever the question may be, and ask an expert appointment is a perfect way to help you address it. And they can actually go into your tenant, and help show and tell some some solutions. So, can't recommend Workday success plans enough. Some other considerations for self deployment. First, we wanna make sure that, if you're entirely self deploying, you have some of that relevant experience with your team, perhaps folks who have have gone through some of that training, and perhaps even our Workday Pro certified Workday's accreditation program. That that certainly enables folks to be more successful with with self deployments like this. We talked about some of those complexity drivers, but, middle of the screen, a lot of those resources are super helpful. If you're not familiar with the next level series, it is a a no cost webinar series in Workday community that goes deep into functionality. And there's actually a four part webinar series on Workday journeys that if you have access to community, you can watch that today, even if you don't own journeys. So check out the next level series in community. Very helpful and and additional resource for some step by step guidance and best practices on on deployment. Mention the on demand education option for for journeys, success plan, options. And expert assist, we're actually gonna talk about in just a second, is Workday's version of that advisory level support. But you will want to have, especially in an entirely self deployed, journey, a pretty dedicated project team throughout that that, duration. I would say that that customer requirements, the hours we looked at, you know, wouldn't be too far off if you're self deploying. It it will probably increase slightly, especially on the subject matter expert side of things. So use that accordingly, but know that, again, you you wouldn't have that kind of phone a friend. And then lessons learned, which are outlined in in a lot of this content that, we're sharing and is available in in community. But end user adoption, change management is a, you know, instrumental for the success of a journey go live. And business value drivers, making sure that there's a a clear, problem that you're looking to solve that is kind of the the guiding light throughout the course of of your your deployment. Expert assist, as I mentioned, is Workday's option for advisory level support. Basically, it is a a a quote, unquote bucket of hours, approach where we pre authorize a set of hours to utilize over an eighteen month period. And you can use those hours for really any request for for small project work help there. You can see typically between three and eighty hours, for each individual request. And usually, the maximum I think is up to five hundred hours, to use in that bucket over over eighteen months. We would have a minimum of a hundred hours or or up to five hundred that you can pull from in these three to eighty hour increments. And once we have that, you know, relationship established for pre authorized hours, you would submit a request to secure resources. And it is, you know, one of Workday's most time and cost, effective options for, deployment support, and and configuration and optimization support. As there's no overhead, there's no engagement manager included in in that, so you're engaged directly with a consultant in a pretty, time effective, fashion. And, again, they can go in tenant and help deliver on whatever the request may be from functional configuration to design support to integrations and and reporting support. Actually, you know, building hands on keys, helping, to to solve whatever problem you're looking for. So Journeys is an ideal use case to use for expert assist either to help deploy that whole journey or, can be used as more of an advisory level support. Support. You know, just a couple of hours, maybe a week, to look over our shoulders, make sure that we're thinking through everything we should, when it comes to designing a journey. And and make sure, you know, look at our configuration before we go live to make sure there's nothing that that we're missing. So expert assist is a great way to to get sure notice access to those resources. If you don't use all of those hours at the end of eighteen months, they simply expire. You're you're not charged for any, and you're you're not charged for any hours until, you both agree on the the mini project work. So once those hours are secured, nothing charged until you actually start to to agree to do the work. And lastly, want to highlight a few Workday part, just Workday partners in our ecosystem in in general, as certainly a viable option. We see a lot of success, with our partners as it pertains to to Journeys deployments and and follow the same types of models that we've described from that full deployment support through a coaching or advisory level support model as well. They can often be very flexible, very competitive when it comes to time and cost. So if you have those relationships today, they most partners are certainly certified to be able to deploy journeys. And and if you're interested in in being introduced to new partners, you know, reach out to your your account teams as well. They can establish those relationships, as there, you know, can be a lot of value long term for support, and things like application management services, to help you, iterate on your journeys over time and actually administer them live, in the midst of something like an open enrollment or a comp cycle. One partner in particular we wanna call out is Commit Consulting, an organization that that I personally have I've had a lot of of success partnering with, and and that I think throughout our ecosystem have been gaining a lot of momentum. Referral hires only and, you know, leading to a lot of high quality resources that provide, white glove support, you know, in terms of project teams, pretty, boutique style feel and and, you know, have have, deep relationships with their customers that they support. That being said, they have a vast ecosystem of resources and and one of our fastest growing partners overall. A lot of success in the people experience in in journeys spaces. So if you're interested in in working with commit there, we have contact information for for Chris, Paul, and Landon there on the slide. Additional resources here available for you. We have some QR codes for more implementation questions, details on our customer success offerings that may be relevant for journeys, and and just more about Workday journeys, infographic, heat maps, things like that. Should link you out to some resources in community and elsewhere that are super helpful. Again, can't say enough about, success plans, about the next level series, and reach out to your account teams, of course, to to learn more. But with that, we wanna thank you for your consideration and interest in Workday journeys. It's a piece of functionality that our our customers are experiencing a ton of pretty immediate value from, and it's something that does not take a lot of time and effort to to stand up. So we look forward to hearing about your experiences with Workday journeys. And and so to learn more, reach out to your account teams, your services executive teams. They can provide details on scoping of of projects and estimates. They can get you connected with expert assist or workday success plans, or just high level questions on on how to be successful and continue the conversation. So all the best to those looking to deploy journeys. Highly encourage it, and and thank you all very, very much for your time.