Name: Transforming Employee Experience: Coca-Cola’s Story with Workday Journeys & Extend
Uploaded: 2025-09-23T10:30:09.992Z
Duration: 1 h 30 min 8 s
Description: Transforming Employee Experience: Coca-Cola’s Story with Workday Journeys & Extend

Transcript for "Transforming Employee Experience: Coca-Cola’s Story with Workday Journeys & Extend": Hi, everyone. Good morning. Hope everyone is well, and welcome to another looking forward with Workday webinar. We'll be getting started very, very soon. I'm just gonna wait till we see a bit more a few more attendees showing up, but it's, great to see everyone this morning. Please do let us know where you're all dialing in from. It's a pleasure to be with you. We'll just give it a few, more moments before getting started. Great to see everyone and to see everyone from so many different places. Alright. Well, we're nearly at a 100 attendees. We are just over a 100 attendees, so that's a great time to start. Thank you everyone for joining us this morning. Today, we'll be hearing, about Coca-Cola story with Workday Journeys and Extend. Two of our products here are Workday, and we're gonna be discussing with you how these both marry together, how we can marry the best of what both platforms platforms have to offer. And as always, please make your buying decisions based on, functionality that exists within the day. We will be talking about some functionality that, has been recently released and is to be improved very soon. And stay tuned for rising if you are if you are happen to be going to EMEA rising, because I'm sure we'll be announcing more. And for those who, have yet to join us for a Looking Forward webinar, these sessions will be recorded. They'll be available to you afterwards to, view in your own time, should you wish. And please do leverage the q and a. We'll be having a q and a session later on, at at the end of the session. But please do put your questions in, as you see, coming along, and we'll be able to, sift through them towards the end. So my name is Peter Bateson. I'm an enterprise architect based in London. I've been very fortunate to specialize in the extended solution for the last three and a half years or so. I'm I'm joined in today by Tate, one of our senior product managers who works on journeys. And we're very kindly joined by Aidan and Ed from Coca-Cola who will be talking to you about Fair Use Cases Leveraging Extend and Journeys. This is a brief agenda agenda for today. I'll be opening up with how you can leverage extend to build for your unique needs. Then I'm gonna hand over to Tate to talk about journeys and then to Aidan and Ed for, Coca-Cola story. We'll have around ten, fifteen minutes maybe for q and a at the end. The whole session today should take about an hour. So as I said, please do put your messages in and, q and a messages in. And I'm very kindly joined by, Sonia and Sukvinder and some others on the team who'll be assisting with any questions as well. So extend. Why the need for the platform? Well, in today's day and age, the tech stacks, the the the the complex systems that, your employees use are multiplied. Right? We have seen many times the frustration that employees can have from handling all those different pieces of software that they need to use to run their daily operations. And we found in a study from Okta that the amount of frustration is growing with employees seeing an average of 16 systems that they use from their day to day. Okta also found that nearly 90% there's nearly a 90% increase in engagement when employees have a more consolidated experience. Not necessarily to deprecate those different systems that they use, but to have a singular touch point from which they can interact with those systems. So what's the solution for you? Well, Workday already being your system of record for people and finance, can serve as that singular touch point from where your employees can interact with those different systems. Extend is a solution that Workday provides to you that where you can use to build custom apps that sit on top of the Workday architecture and security model. So these apps, they look and feel like Workday. So there is a, consistent experience for users. You'll be able to leverage AI within your extended applications. Within the Xtend professionals package, there are three core AI pieces of functionality. Firstly, is the Workday AI gateway, which allows you to leverage various AI APIs already being used within the core. Things like scanning documents, determining sentiment from free text, and there are, a great few AI gateway APIs to be announced at Rysing. Another is the ability for you to leverage AWS services and AWS AI services through a native AWS integration. And lastly is the developer copilot, generative AI assistant that allows you to build using AI. It was just something as myself as an extend developer, I'm I'm very, very excited to use. We've seen over 50% productivity gains when developers use developer AI, developer copilot. So what is an app? You'll see an example on the screen of a very early application, a charitable donations application. This is actually an app that's featured in what we call our app catalog. As an extend customer, you'll have access to the app catalog, which is a list of about 50 applications now that have been built by Workday to showcase to you the, best practices when building in extend. You'll see here that these applications, they do look and feel like Workday. So if Workday were to suddenly change, the shape of its buttons to a square, which I can assure you they're not gonna. But if they did, uXtend apps will follow those changes. Right? So you you as a developer do not have to worry about a different experience being offered when you have your extended applications. Coming back to that study from Okta to really show the advantages of having this. We have now over 200 UI widgets in extend that are supported, and we're continually adding to that list. We've actually just announced what we call the AI widget, which will allow you to have generative AI text widgets within your Xtend applications where you can, control the prompts, and which is very exciting. I I, as an Extend developer, I remember building chat GPT like functionality into Extend and most recently, Gemini. But now you're gonna be able to use not third party AI, but Workday AI. And to add more functionality, more accessibility into your Xtend applications, you'll be able to surface your Xtend apps within the home page, within Workday delivered hubs, search, and journeys, which Tay will be talking about very soon. And with those 200 different UI widgets, we're pleased to announce full parity with what you can see in the Workday desktop application as well as the mobile application. So all your Xtend mobile apps are available within, all your Xtend apps, sorry, are available within mobile. And now I'm gonna hand over to Tate to talk to you a bit about journeys. Perfect. Thank you so much. Hello everyone. My name is Tate Nelson. I'm a senior product manager on the Workday journeys team, and I'm super excited here to talk a little bit more about some of these personalized and and tailored, experiences. Okay. So you might be wondering, you know, what's next? You've built your application. It may be something like a learning application where you have tailored badges and tracking of training that employees are, taking on. Or maybe a recognition and awards application, where you built your own recognition and awards application within Workday, that's tailored to your organization or an office badging application where you track badge authorization and requests or even a charitable donation application where employees can make charitable donations to a charity that matters to them, and track company matching. Really the possibilities here are endless and you might even have purchased a partner application, and wanna just bring some more awareness to it or increase usage in that overall, improving of the experience. Now this is really where Workday journeys comes into play. Now the second part of how we address engagement and guidance for your apps is by leveraging Workday journeys. For those of you who might not be familiar, Workday Journeys really empowers you to offer an engaging and supportive employee experience, with some of that personalized guidance. So not only just for employee life cycle events like performance reviews or leave of absence, benefits, but also support a wider organizational, initiatives like rolling out a new strategy, your tools, AI, and really helping employees navigate through change management. Moving your organization from kind of the reactive side to more of the proactive side. Now you'll see immediate benefits around things like improved HR efficiency or faster time to productivity, and improved employee experience and engagement, and retention, overall. Now Workday Journey's customers on average see a 73% improvement in their ability to effectively guide employees through significant career events. Now by leveraging Workday Extend and Workday Journeys Together, you get to move away from a fragmented experience where systems and experiences are a little disconnected, where there's maybe a lack of consistency and standardized process, and ultimately just a low adoption rate of the applications that you're building, to really moving towards an orchestrated approach to, of an experience, Delivering tailored and impactful experiences at scale, really streamlining and automating complex processes, and removing silos so that your employees feel supported and they're really engaged in leveraging the applications that you're building to support them. Now with journeys, you get a lot of different tools to help you craft some of those deep and engaging experiences that come in the share of required and recommended steps. And these steps can kinda be one of these six different options here. Now you can add Workday tasks as a step, allowing you to guide employees exactly where they need to go inside of Workday. And you can choose whether or not those tasks open in the journeys experience itself or even in a new tab. You also have that ability to add external links for those steps and information that might live outside of Workday. Or you can add in videos or learning content to get your message across in a format that is more engaging to your employees and users. You can also embed Workday help articles and documents like PDFs to be able to share all that necessary detail around your experience. We also have to do's which are for clearly calling out what needs to be done where, there's no necessarily a link or task in the system to take action on. But there are two features here that are particularly game changing, that I want to highlight. Now the first one, I I briefly mentioned, as the ability to include Workday tasks as a step. Well, that does include links to your extend tasks and apps, that you can find within the same list as all the other Workday tasks. And then there is the new addition to the list of possible steps with extend cards. Now, this is really allowing you to elevate the experience with personalized external data. Now, this is a game changing feature when it comes to unifying your experiences across all of your tools. Let me dive a little deeper into this last step type, and how it can change the experiences that you're building entirely. So in twenty twenty five r two, Workday Extend customers will now be able to add brand new extend card functionalities directly inside Journey Builders. Now with extend cards as a step, as a step type, you will be able to bring in third party or even extend data and actions right within your own experiences. So you get to keep your employees within the journey experience and bring the data and information directly to them. So for example, if you built an application around remote work, you can display the amount of days an employee has taken for remote work or how many remote work days they have left, and then let them take action by clicking directly on that card. Now, extend cards come as simple cards as shown, on the slide here, but also as a list cards where you can list those items. Now, in the example of the remote work application, you could list all the dates and places an employee has requested to work from. And this new step type behaves just like any other step type within a journey. So you can add things like due dates, condition rules, and so on. Okay. I just wanna show this slide, really quickly here, which is what you get from leveraging Workday Extend and Workday Journeys together. Now the first thing you get is you get an increased awareness for your applications, by leveling up the experience that surrounds them in creating a supportive experience. Your experience get to surface front and center on the Workday homepage and you get to add the context and process all around them. Then you get to build dynamic experiences by letting the data shine and bringing it right within your own experiences. Whether that data is extend data or external data. You get to bring the actionable and dynamic data to make your experiences more tailored and more personalized. Then you can also reach higher engagement on both your extend apps and journey experiences by combining them both together. Employees can stay in the Workday system and be guided through your applications. And lastly, you're able to remove the silos between your Workday extend applications and the rest of Workday, as well as remove the silos between your external tools and Workday by bringing those within one experiencing one experience using Journeys, really supporting your employees and keeping them productive. Okay. I will now go ahead and pass this on over to Coca-Cola. Sure. Good morning, everyone. My name is Aidan. Hi. I'm the senior director of HR tech and automation here at Coca-Cola. So I'm the workday platform owner. I own some of our, benefits platforms and then also all our automation apps through, PowerApps, Microsoft apps, etcetera. I'll go over to Ed for a quick intro. Yep. Ed Crossman, also in our HR solutions on the director of Workday reporting. We cover everything reports related, and we also do anything related to Prism and extend as well. Great. Okay. So a little bit about Coca-Cola, if you don't already know. So, we're a total beverage company, originally serving Coca-Cola, Fanta Sprite, etcetera. But in recent years, we've we've moved to become a total beverage company, investing in areas such as coffee, tea, sports nutrition, dairy, and most recently, the alcohol industry with collaborations with the likes of Jack Daniels, Absolut Vodka, Captain Morgan's, and then our very own Tapachiko. In terms of our Workday journey, we went live in October 2017. I've been on the Workday journey with Coke since then, so I've seen as how it all went badly when you turn it on on day one to now having a very successful platform where business owners are coming to us saying, hey. Can we put, put some of our platform, some of our, tools into Workday? And extend is definitely happening, with us. In terms of the SKUs we have, we've obviously got HCM, recruiting, time tracking, Prism, extend, people analytics, talent optimization, and journeys, of course, given we're talking about that today. And, people think Coca-Cola is huge, but that Coca-Cola company just employs 18,500 people. And then we sell the concentrate to bottlers, and that's where you have large volumes of people. So probably across the total system, there's 700,000 people, in Coca-Cola. But in our tenants, we have about 18,500 employees and about 16,000, contingent workers. We've got 20 plus systems and over 200, different solutions, many integrations with different third party vendors. We've got 20 plus extend applications, and we'll touch on a couple of those today. So I'll hand you over to Ed to give us a little bit of background in terms of our journey with, Journeys and Extend. Yep. So with those 20 systems and those 200 plus solutions, which we count as anything of an integration or a business process, we have all these systems and processes, and each one comes with it a little bit of manual work. So you think, we'll just handle this spreadsheet for this one process. We can handle that now whenever we do this. We could email out for this. It should be okay. But with all of these processes, all those manual hours really start to add up, and that's where we've really driven ourselves to to digitize and automate whenever we can. And because Workday is really our system of truth for HR data, anytime some of those processes involve HR data, where it's gonna live, we really put a a Workday first. You know, should it live in Workday? It probably should. So whenever we do this, we try to look for the most automated way, keeping people in one system, keeping it very simple. But these processes, as you can imagine, are very complex. And with that, complexity often comes up as friction in that process. And so here, just wanna display first kind of what that might actually feel like for an employee going through these processes. So in one example, we love our PowerPoint presentations with information. We love our instructional videos. Oftentimes, in a process, we need to communicate that out. It's either emailed out, massively or posted somewhere internally. There's often emailed spreadsheets collecting information from people, and then those combine into larger spreadsheets and bigger spreadsheets. There's offline meetings where notes are taken and information is taken. And then at the end of the day, a manual data input into some system somewhere. And so with each of these little squiggly lines in this arrow, it's really an opportunity for confusion, for delay, for error, and we really look to try to fix this. And this is where we first thought of extend. We can customize our solutions. But what we noticed on our first, iterations of those is we can trade that manual input at the end for an extend data input. So we had a nice app where we could input our data into Workday, but we didn't really fix that that friction that was in that process. And, really, what we are looking for is just a single clear path from start to finish, and that's really where Journeys came into our story. So now when we look through a process with Journeys, we have a single starting point, and that single starting point can guide our employees through the resources they need, the tasks they need to complete, and complete them in the right order. So we we still have our videos and our PowerPoint links. We still have tasks that need to be completed as well as our extend apps, but now we have this way to to channel our employees into that one process. And so we're gonna walk you through two examples here, that we've that we've worked through. The first one is, an educational assistance app. So we offer to eligible employees, the ability to apply for funding each year to reimburse for any other educational expenses. So there's certain requirements they need to fulfill, service length requirements. And we also really wanna make sure it's not just us handing out money. We want this to have some impact, in the employee's development. So we often we require in a developmental conversation with the manager to align on the skills that they're gonna be getting and how they can apply for their job. So we do require, work worker profile updates. So we wanna make sure their educational profile's updated, their skills profile. And what we've noticed before we implemented all of this, we were really only seeing about 30% of employees that were applying for this were actually updating their profile, which wasn't great. So one of our goals is really to increase that rate. We also had information on, our internal site that we wanted employees to review. And then, of course, we have our extend application, which attracts all that information that they're inputting. So all of this is that squiggly line. And so what it came out to be is, extend or a journey first. So we set up our first, step, which was to require profile updates. So we sent employees to the task to actually update their education, to update their skills, or any other other kind of career profile informations, and we made these tasks required. And what we found was there's still a small percentage that got around it, but about 95% of people actually went in and updated their skills and their education. After they were done with that, they completed that step. We sent them, directly to our internal, connect page, which has all of our other information about educational assistance, the different rules and all of that. And then after that, we link directly into our extend application. So now after we go through those steps, you can see they're just checked off on the right. They knew exactly where to go and what was next, and they can open up directly into that extend application and fill out their, educational assistance information. So with this, app, we were still able to put some of that information over on the left hand side of the screen. Over on the right hand side, we were able to capture, some specific information about the programs, the name, the type of program, the institution. So things we would just wanna see in general. But we also created custom categories to help us track skills, in career development. So we have a program category in there. And in this example, we have negotiation skills, by our our fake applicant, Darth Coder. So when we start, when we enable this to be able to track this program category, we can then report on what are the skills that our employees are trying to develop through this program. And it allows us to really dive deeper into the data to see what kind of impact does our educational systems program have. So with this extend app, we're able to capture a lot of information. We can display or surface, additional information about the employee. And after this is submitted, I actually created an approval form within the app where a manager can go directly into the app. They can see their employees, where they have applied for this. They can click open that task, and they can view all of that inputted information. We have extra kind of confirmation check boxes as well that they can check off that they actually approve of this educational assistance. So this was one of our our first kind of, journeys, pun intended into, combining journeys and extend. Our next example is really around our compensation cycle. So we offer a long term incentive to certain employees. And, each year, we do give the employees the option of selecting the mix of, how they receive that award so they can pick a certain mixture of restricted stock units, performance share units, or stock options. As you can imagine, the the information involved in this is it's fairly complex, seeing how stock options work or perform a share unit. So we we definitely provide lots of information to our employees, and we wanna make sure they know where to go to get that information. So some of the tools that we do have is a third party modeling tool, where employees can go in and see what it might look like, for their reward if they pick certain options. We also again, on our internal site, we have more informational PowerPoints as well as other documents and references that employees can go through. And at the end of it, they can all make their selection within the extended app. So what does this look like? We actually created this as an optional journey. So these steps aren't required. We're not requiring anyone to go to the the modeling tool, but we do want them to use it, because it is a third party. So we do have direct links. We we give them some information about it and give them direct links. And what we found is about 63% of our employees actually went through, and clicked the link to go into this modeling tool, which we think was, a great start to this. We again, after that stuff, redirect them to our internal site where we have additional information they can see about the programs, to help them make their decision. And once they've had that, full decision context, we give them that link directly into our LTI choice. And and I mentioned, this isn't required. There is a default option used, so they're not gonna miss out on their award. We just have a default option that I do. But what we found is that when we implemented the journey, we actually got a 80% confirmation rate. So 80% of those eligible would actually go into the app. They may skip the modeler, but they went into that, extend app and they confirmed what choice they wanted. Whereas before this, before we had journeys directing into it, we would only get about 60%. So I'm pretty happy, especially since this is an optional process. But now we know people are being presented their information. They're making an educated choice on which option they would like. And a little peek. This was a a very simple app configuration where we just wanted a a landing page. We wanted, clear, visuals on which option, they had available as well as, like, which ones they've selected, which was default. So after an employee clicks the button, to pick the option, there's just a confirmation update and, they save. And after this, we actually we save this information on a custom object based on the worker. And what this allows us to do is we are able to then pull that information into our compensation cycle. So during our yearly cycle, we're able to determine which, choice they wanted for their LPI choice, and we could capture this information as we go through the cycle. And then it's available for, all of our integrations afterwards as well. I'll pass it over. We've got another extend app that we thought we would share with you. I'll let Aiden share this one as well. Sure. Thanks, Ed. So as I mentioned, we've been on the Workday journey since 2017. And probably around mid twenty eighteen, we surveyed our associates and everybody in the company that uses Workday and asked them, like, what do you like? What do you don't like? And those two resounding areas that people didn't like, one was onboarding contingent workers, and second was, the job requisition, the creation of one. There was too many steps, too many, fields to be entered, etcetera. So we took that feedback away and and looked at what options, we we could use to try and address that feedback, and that's when we started looking at extend, in Coca-Cola. So our first use case became the contingent work application. So the feedback we were getting was it takes too long. You can't modify a record in an easy way. You can't do mass upload. So if you had 20 or 30 different contingent workers to onboard, you have to do it 20 or 30 times, go in and create the position, then go in and hire a person into that position. So it was very cumbersome. It took far too long. And we hiring was painful as well that the managers would just create a new contingent worker record rather than going back and onboarding that previous person. And if you create a new hire, they have a different, log on ID. They have a different email address, all of that sort of stuff. So we wanted to try and address all of that with this app. So, basically, we, had the use case. We used, one of our third party, suppliers to to build the app for us that we used back in in 2018, and it became a one stop shop for managing, our contingent workers for onboarding as well as offboarding. We can now create, modify, terminate, mass upload, rehire, all within the one screen. And then we went for an average processing time of about fifteen minutes if you go through the native business process, down to just under two minutes, which I previously demoed as, rising last year. And we could I think it was one minute ninety second or one minute thirty seconds it took us, to do it. So very quick and easy way of onboarding a, contingent worker. In terms of what that looks like, so recently, we've just moved to this card view. We used to have the the terrifying orange buttons on the screen with seven or eight different orange buttons on the screen. But I think now with the the use of cards within the extend, it's a lot more slicker. We can add in a lot more information into, the screens as well. Some people were picking the wrong contingent worker types, or they didn't know that they have to do a different process if they just wanted to give, sort of collaboration access. So if you just wanted Microsoft Teams, you didn't actually need a contingent worker account for that. So we we give some instructional text up the top here. Then we created three very slick, custom cards, which which kinda direct you. Like, do you wanna reactivate or rehire someone? Do you wanna onboard a contingent worker from the beginning? Or do you wanna update or offboard contingent workers? So I just took in a quick screenshot of what the easy rehire, looks like in there. So you can either do it by their email address to find them, their KOID, which is their network log on, their Workday ID, or their full name or or last name. So you just hit the search button. It brings back everybody with those details. So if you put in Holly, it'll bring you back all the people, with the surname of Holly in the organization. And then, going a little bit further into, each of those, click downs. So you can see, for onboarding, we've got a few, actions here. So first of all, you wanna check that there's no duplicate. So maybe it's like a company like PWC, and this person worked for another manager prior and you didn't know that they worked. You wanna do a quick check to make sure they weren't in the system already. Then we've got a few different options. So, like, if you wanna contract, people, we can go through, Fieldglass here, contingent workers, in other countries, onboarding from a bottler subsidiary. So, like, the company, as I mentioned, like, Costa Fairlife. If we wanna onboard them people for access to Coca-Cola networks, you can do it here, or you can just do a regular onboarding here. And then if you wanna off board or update, you've also got your quick two cards here. So you wanna update them. You wanna do a full off board. You wanted to update other values. Most recently, we've made updates to this app, from a financial point, like who's funding it? Is it coming out of your baseline? Is it coming out of projects, project funding? So that will help our finance team be able to understand who's actually funding the contingent workers that we're onboarding. If it's if it's a subsidiary, we just say, like, if there's no cost because we just need system access. And then in terms of the view, like, we moved from, two screen view to a single, input screen here. So you can scroll across, enter all the the necessary fields. And then because you've got the plus button here, it's very quick and easy to onboard multiple, users at the same time, which was which was key to certain managers. Like, if they're managing outsourced providers, that they may have thirty, forty different people that they need to onboard at any one time, this became very useful, to them to be able to just quickly add, using the the plus button here. So it it's not connected directly to, to journeys, but we thought we'd we'd show one of our very first use cases of extend to address sort of negative feedback we we were receiving when we first went live. And and, we survey employees every month. And from when we started surveying employees, we've gone from, like, 62% favorable up to 86% favorable in terms of Workday usage. So I think the use of extend journeys has really enhanced the user experience here at the Coca-Cola Company. So I'll hand you back over to Edge for a couple of closing slides. Yes. We thought we'd kinda end with some of our future projects, kind of what we have in our backlog, what we're working through now. So definitely the extend cards that you heard about a little bit earlier that came out in this last release. We have about five or six ideas that we're working through now. Those we think will bring, I think, a lot more to the table. And if you can see information, say, on the home page within your journey, within a hub, you can see information and link directly into the app. We think that's gonna be super powerful for informing the teams, as well as directing more traffic into the apps when they need it. So we will be working through those, throughout this fall. And our other major project is we have part of our talent program as we have these performance discussion forums. We call them PDFs, which is very confusing for our technology folks. But for these discussions, it really encompasses three of our talent, processes. So performance differentiation, where we look at performance over the last year, determine, you know, were you a top contributor or a low contributor can, compared to others. We do talent segmentation, which is really just finding out our high potential employees, and identifying those, as well as we have succession planning, for our key positions and putting people in those. For our performance differentiation and talent segmentation, we've historically had a very manual process, which involved emailing out spreadsheets, emailing out informational PowerPoints and videos. Managers would be completing spreadsheets to, assign the values to their employees. It would roll up, and we would have a discussion at the leadership level, but our talent partners and HR business partners will be responsible for grabbing all those spreadsheets and combining them into one, creating a presentation to view during that meeting, and which is not really the work that our business partners should be doing. So there is a big opportunity for us to automate here and digitize the process, and that's what we're going through. And the screenshot really shows you our early attempt in our, GMS tenant and what this process might look like, say, for a manager. So the screen on the bottom left is really a manager coming in. They can see their team. We've got certain information about them, and we have a little pre work pop up that they can do for the certain employees. And for each of these processes, performance differentiation, talent segmentation, we have different prework, showing performance, which is simply, contribution status and then some, other notes that we're keeping alongside that. It's similar with town segmentation, but there's a lot more employee information that we take in, and we capture a lot more notes supporting it. So this enables us to really adapt our manual process that we've been doing for years and really bring it into Workday, because now it's always in the flow. We do use these, the values from here, contributor status, in our compensation cycle as well. So having this data within Workday really helps us out through the whole process of this, throughout this whole panel process. So we're very hopeful we'll be able to launch this one very soon, and then pair it with potentially a journey as well because as you can imagine, there's lots of steps within the process of giving them information, making sure they know the process, what they should be doing all the way through that final meeting. That was all we have. Alright. Thank you so much, Aidan and Ed, for sharing, Coca-Cola story of how they use Xfinity Journeys to offer customized experiences for your users tackling three different use cases. Great to see different screen shares of your Xtend applications. Great to see variety of different widgets on the screen, particularly those cards in the contingent worker app. I know the long term incentive choice application would be of particular interest to us internally. It tackles a process that we have internal internally for our workmates when selecting, their opt in percentage for the employee stock purchase plan. So great visually pleasing UIs. I think this is one of the great advantages of Xtend, the ability to control the user interface to display only the information that's relevant to the user. One frustration that we see with the core is pages that have too many fields, perhaps there's a process that's conducted over several pages. Why not consolidate those processes onto single screens, with only the fields that are relevant to you, whether that's an employee, an HR admin, or any other persona viewing the app? So we do have a few q and a questions, put in, and and please do add any that you want to have answered in the chat, and we'll get those pushed to the q and a as we see them. But one of the questions here is, from from Libby. We are considering creating a workday journey for maternity leavers and their line managers. Do you have a workday journey for maternity leave at Coca-Cola? So I'm gonna hand this one over to Aidan and Ed to answer. No. It's not one of the use cases. We've created in the past, but having having built journeys in the past, like, it's a relatively straightforward process. Like, you could base it on, the business process, like, the the, leave of absence business process that that could trigger the journey to start with. And then you can put in your your information in there. So I'd say it's very, very feasible and pretty straightforward, but as of now, we haven't, built a journey for that use case. Yeah. And I'll quickly add in here as well, for those of you who who might be interested in there. We do have journey templates available for maternity leave as well as some for managers as well. So if you're looking for some inspiration as a starting place on how you might be able to craft that journey, they are available in the the delivered templates. So you can you can go ahead and check that out as well. Yeah. That's a great point, Tate. You know, one one very useful resource to you is the Workday Solutions marketplace. That's a publicly facing website at marketplace.workday.com. In case you wanna check that out, we feature on there a lot of the different extended solutions that have been built by Workday or have been built by partners available to you. So that's a great place to see, a subset of what's available for you already. Our partners, have a lot that's not shared on the marketplace. I believe that to establish some kind of compete compete competition between them. But please do check out that resource for you. We have another question here. Is it work is a Workday extend license required only for the technical team who are responsible for implementation and deployment? So I I can comment on this one. Workday Extend, although it's a technical resource for you, where you you know, I've been using the word developer. You do not necessarily need to be a technical resource to start building with Workday Workday Extend. We've invested a lot into making Workday Extend a low and no code environment with the developer Copilot that I mentioned earlier being a particularly useful resource for someone who isn't technical to start building and Workday Extend. I remember when I first started and extend, it was a strictly coding experience, and that is not the case anymore. We have our visual mode, which allows you to build, in a drag and drop like UI instead of having to code, your applications. So that's made it a lot more accessible for a nontechnical team to leverage. We have another question. We implemented journeys for onboarding and learning, but adoption is an issue. Do you have any suggestion to boost adoption completion of journeys? I might hand this one over to Tate, to to respond to. Yeah. That's a great question. I think when it comes down to it, you know, building journeys, there's two kind of areas that I think can really help boost adoption, and completion rates. One is kind of a step group structuring. So what we tend to have found is that if you have around, you know, two required steps and two to three optional steps within a step group, it keeps it nice and concise, and easy for employees to kinda navigate through that step group. They know it's expected of them, but it's also not too overwhelming. And then also breaking up the journey, into different time segments. So, if we're talking about the onboarding use case, you could think about having a journey, that goes off for, the first, you know, one week of of hire. Then maybe thirty days down the line, then maybe sixty, ninety days. So really just kinda thinking about how you can break up that content so it's super concise and easy for employees to action on then and there, without kind of, putting too much out there in front of them, is a really nice way to boost some of the, engagement there. And I also will just call out too, we do have some, great, features available where journeys can now be added into the onboarding plans functionality. So those two features working together I think is also a very, very nice way, to increase some engagement there because they're they're, kinda harmonizing, the two two features with that. I think also just a one one comment on the onboarding, like, what what was probably one of the first use cases we had for our journeys. But I think giving metrics and visibility into completion rates to leadership can also help benefits driven from the top 10, like, make managers have built it into the conversations that they're having with their new starters. Like, hey. Have you actually done your onboarding? Like, get visibility out there because time has been invested in building these journeys. You wanna get the most drama, and there's a lot of useful information in those journeys. So I think trying to get the visibility out there, make it a metric that people report on, can also drive up, that usage as well. Great. Thanks so much. We have another question here from Aditi. Is there enhanced reporting available in Journeys to track whether someone has actually completed an action? For example, finishing a learning course or watching a video in full rather than the current step, current setup where a step can be simply marked complete once it has been opened. I see. Okay. Yeah. So I I had answered this in the the chat, but I think I was, looking a little bit more specifically on the the metrics, which I'll call out in two parts here at least. So, for any more in-depth metrics that you'd like to gather, you can, of course, go to the standard reporting. But I think this one is specifically on how the actions, are being tracked once an employee actually completes a specific one. So this is something that we are investigating, as part of one of our road map items here in the future to see how we can kind of incorporate more of the tracking functionality across the board for all the different journey step types. So it is something that that we're thinking about, and, keep an eye out for, future road map items to to tackle this. Great. Thanks, Tate. We have another question here for Coca-Cola. So who are the end users for the contingent worker app? Anybody who owns a supervisory org within Workday has access, to the app. So you can create one. If you're a first time manager, then we go to our HCM team. They create the supervisory org for that manager who's gonna onboard the contingent worker, and then they have access automatically, to the app. So it's basically anybody who has a supervisory org within Workday, any manager, really. It's not targeted specific managers. It can be any manager at all in the company. Thanks so much, Aidan. We have another question about the contingent worker app, which seems to be pretty popular amongst our attendees today. Is the contingent worker extend app linked to any Workday profile for the contingent worker? Do they need not need a profile to be included in the extend app? As as soon as, you create like, the the native business processes in the background, so it's just the extend app is doing the front end work. So, the contingent worker profile position, all of that still gets created. It's still included in your headcount numbers. They if you so we have three different types of contingent workers. We've got, system only, physical access only, or system and physical access. So if you onboard someone for system only, that will automatically go to our IT team. It'll create a a Coca-Cola email address and network log on. If it's system own or physical only, it'll go to our secure team, which will then they'll create a badge. They'll be allowed into buildings based on that access. So it's it's still works like as if it was a regular contingent worker. It's just a front front facing way for managers to create that contingent worker in in an easy way. And and it's at the early stages. So if somebody is not in the system at all, never been a a pretty worker or anything like that, you enter their information and do the app, it creates their account. It creates a job req. It fills it with that position, so it actually creates that contingent worker account through the app. If someone's has already been a contingent worker, that's where the search screen that we showed, we can search for a prior worker. So we have kind of the both. If they're very new, never been in Workday, it creates it. Or if it's existing, you could then continue that with an existing worker. Great. We have a ton of questions here. So I'm gonna try and sift through them because I'm aware we are pushing through the time allotted for this session. One question here from Lucy. How can Journeys work with the new onboarding module but without extend? I'm gonna maybe hand over to Tate to take this one. Yeah. Great. No. This is a really great, question here, and I was alluding to it, a little bit previously. But, as of twenty twenty five r one, right around that time, we introduced, the ability to directly embed your journeys into the new onboarding plans module. So with that, as long as you have the, Journeys SKU, you'll be able to add, essentially any journey to the onboarding plans. Now this will show, up to the three most recent journeys that have been distributed to that, specific employee. So directly on the plans, they can now engage with that and really kind of make the whole onboarding experience more robust with extra journeys, and things like that, in extra content that that might help them guide them in other areas of onboarding. So this is a really great feature. I would encourage you to check that out and we have some, great content on community, as well, that, kinda talks about how to how to do this altogether. It's a great question. Great. Another one from Journeys from Kelly. Who is building your journeys? Are you scheduling through, your tech enablement team, or do you democratize that to non tech team members? I think that one's for Coca-Cola. Yeah. Good question. Originally, we held it within our, Peter tech team. But now given The U so we're creating journeys for each of our different regions, on our our, operating units. We're creating a we've created a journey admin security group, and we'll enable those local people and those local businesses to build journeys themselves. Given it's such low code, no codes configuration, like, you're you're not really gonna break anything. You're not gonna disrupt the business process or anything like that. It's really just adding in the steps, the PDFs, the links, the extend apps, etcetera. So we're moving away from sort of the tech team doing it and moving to a more self-service model where we'll allow the business, to build their own journeys. But we'll we'll give guidance and instructions on on how to build it, and we've we've created a couple of work instructions that we we share with those teams as well. So we've we've moved away from the tech team, but we will be there to support them in the back end if if they've got any questions or queries. Thanks so much, Aidan. So we have a couple of, comments here about the extend licensing model, from Martin and from Arena. Martin commented, we don't currently have an extended license, but we are currently selecting already the second solution that was built, by a third party vendor or a partner, as part of the, built on Workday program. So I did mention this earlier on. The the the built on Workday program is one that we launched, last year, end of last year, that allows partners to build apps using extend and provide them to you as an an a as a subscription model, but you don't actually have to have an Xtend license to leverage those applications. So what this means is is it creates a important distinction that although the app is built on Xtend, you don't need an extend license for it. But this means that you won't be able to customize them like you would if you were to build your apps from extend. So whereas you would have control over the development life cycle, you are now subject to how the partner builds their apps. So you're gonna have to submit your your product, inputs to them. But this this program, the built in Workday program, I remember when it first came out, we had less than 10 apps in that in that marketplace that I mentioned earlier. I believe now we have about a 120 applications. And I can foresee that by the end of this year, particularly with rising, that list will grow, into into the two hundreds and so forth. So please do check that out on the built on on the marketplace, if you wanna see those different apps. I'm gonna just answer this quick one now from Irina about the licensing and apps in production for Xtend. I'm gonna say very quickly that the Xtend licensing works on a app entitlement, basis. We have our Xtend essentials package, which allows you to have three apps in production, but you can build as many apps in development as you want. But once you promote them into production, they count towards the license. And we have our extend professionals package, which allows you to publish up to 10 apps in production, as well as leveraging those different AI features that I mentioned earlier on. So that's how the licensing for extend works. Now I'm gonna wrap up here. There were a few other questions in the q and a that I wasn't, we didn't have time to answer, but we will do our very best to get to you after this session, individually. And, of course, you will have the session available for you to view in case you wanna review the different responses that we had, after the session. So, please do give us your feedback. I believe you should be seeing a poll on the screen, very shortly. I mean, it's very valuable to us, to to our team, to understand what you enjoyed most from the session and what you wanna take away. I also want to thank our speakers from today. I wanna thank Kate from the Journey side, sharing you all the best from Journey's, but particularly our guests from Coca-Cola to Aidan and Ed. It's been a real pleasure to have you. And, another great opportunity for, I think, Tate and I to host are looking forward with sessions that we haven't done so in a while. So thanks to I think we had over a 100 attendees here, with us, which is a great turnout. And coming up in November is EMEA Rising. We did talk about a lot of the existing functionality today with Xtend and Journeys, but I know every rising is a huge opportunity, particularly for Xtend, to announce all that we have to offer. There's a lot of talk about AI and how you could leverage that with an Xtant, and you're gonna see a lot of great demos of how that can be done. So again, that is in the November, and this year, it's in sunny Barcelona, which is it's gonna be particularly fun event. And please do join us next time. We have always a nice flow of looking forward with Workday webinar sessions in the pipeline, including these here. You can scan this QR code if if you want to see those different sessions. I wanna also thank Sonya who's backstage on the call today, who's been helping us organize these events. It's a great effort in collaboration with presales product and marketing to get these sessions live for you. And with that, I wanna say a big, big thank you to all of us from Workday and from Coca-Cola for joining us for another looking forward with Workday webinar. It's been a real pleasure to host for you, and we hope to see you next time. From everyone, joining from around EMEA today and and abroad, I think we had someone from South Africa today. Thank you for joining us, and we'll see you next time. Thank you very much. Great day. Bye.