Name: Simplifying Employee Transitions and Managing Change with Workday Journeys
Uploaded: 2025-06-26T18:30:06.157Z
Duration: 1 h 30 min
Description: Simplifying Employee Transitions and Managing Change with Workday Journeys

Transcript for "Simplifying Employee Transitions and Managing Change with Workday Journeys": We're gonna be getting started here in just a second. Actually, Alright. Good morning, everyone. We're right at the top of the hour. I'm just gonna give it another minute or so, let people trickle in before we get started. I see the number going up. So it's Lauren joining. Welcome, everybody. Give it another minute or so before we, get started since I still see people joining. Alright. Well, we're a minute after the top of the hour, so I'll go ahead and dive in. You know, we might have more folks joining us when you get going. Welcome to today's webinar on Workday Journeys, simplifying employee transitions and managing change with Workday Journeys. So we're gonna be talking through some really fun stuff today. So just for some context, this is our looking forward with Workday adapt series. So kind of adapt in advance. So helping you all, take what you own and coming up with ideas or learning more about how to adopt that functionality, is really the purpose and goal of this series. And as always, as I'm sure everybody on the call knows, we have our safe harbor statement. Everything we're gonna see today on the Workday side is live functionality. We might talk about road map at the end of the call. And if we do, just a reminder, safe harbor applies and to make all purchasing decisions based off existing features and functions. Alright. So we have a couple of housekeeping items as we dive in. We are recording this session, and so you will be able to get a copy of the recording around, twenty four hours after we wrap. And we'll also have that available on demand in community, coming up here soon. We ask that you submit all of your questions using the q and a feature. We do have some folks on the call here on the workday side to help support you, if there are questions coming in. And wanted to call out that there will be a survey at the end of today's session to provide your feedback. We would really love it if you guys would stick around and complete that survey before you head out. Alright. So our plan today is to kind of briefly go through an introduction of Workday journeys. What is it? How can you leverage it? We're gonna talk through some use cases right here on the front end and then go through a live demo of what it looks like from an employee perspective as well as an administrator to see that journey builder. And then the bulk of our time today is actually going to be spent hearing from a customer that has really, cleverly used Workday Journeys. That is the Children's Hospital of Wisconsin. So we're gonna have a couple folks from their team sharing their experience. And with that being said, that kind of brings me to our introduction. So I'm gonna be driving the first portion of this demonstration. My name is Ashley Gomez, and I'm a senior HCM solution consultant based out of Southern California. I primarily work with medium enterprise size technology companies based out of the Bay Area and just, like, generally the West Coast, but, journeys applies to everyone. And then I am joined by Brian Nock and Lisa Michalski from Children's Hospital Wisconsin. When they hop on after my demo, they'll definitely, you know, give a more in-depth introduction of themselves. Alright. So before we dive into product, just a little bit about Workday Journeys. We've had it now for a good chunk of time. We've got, I think, over nearly 1,500 customers that are live on Workday Journeys. We have it available in 29 countries, 39 languages. And as of right now, there's 5,700,000 average monthly journey interactions happening across all of our customer base. So, just some kind of fun stuff there to think about as we kinda dive in. Alright. And then some of the common use cases that we're seeing for Workday Journeys. I know, when we first launched Workday Journeys a few years back, onboarding was a really great use case because there was some, like, functional gaps, I think, in, like, our old onboarding experience. But we have rolled out those onboarding plans, and, it's fun to think about some of the other ways that we can manage your needs. I think that it's especially great for change management. So as your organization has experienced change, adopting new technologies, journeys can be really beneficial for that for, you know, communicating out that change to your workforce. It can also be helpful when a worker is changing a job. Right? Maybe they're going to a new location. They are becoming a manager for the first time. Those types of things can be, really helpful. The example I'm gonna show today is the performance review example. So how journeys can be leveraged to help support workers as they're preparing for those career conversations and what that can look like. Some other common use cases we see, benefits enrollment, so as you prep for open enrollment for the year, leave of absence, maternity leave, parental leave, any kind of leave of absence, giving employees the resources that they need kind of in a guided fashion through Workday journeys, any diversity and inclusion initiatives. We'll see that as well today actually in my demo. And then, Ryan and Lisa are gonna talk about this. But the Workday implementation is a great use case too. So if you're somebody that's not yet live in Workday and journeys as part of your subscription, the change management of rolling out Workday to your workforce is another great use case for journeys because it'll get your workers into your Workday environment and start getting them familiar with tasks and options that they can complete in the system. Alright. So for my demonstration today, we are going to do two things. I actually have this out of order. We're gonna do the employee experience first, take a look at what it looks like, you know, for an employee to go through a journey, see some of those, different steps, what a required step looks like versus the recommended steps, and then some of those different step types. Then we'll take a look from the administrative perspective, what it looks like in the journeys workspace, how to leverage the journey's, templates that are provided by Workday, and then just take a look at the journey builder as well as some key metrics that are available inside of that builder. Alright. So we'll go ahead and dive into the demo. Alright. Let me get my screen going here. Alright. So we are logged in to Workday as our employee, Marcus. Some of you are probably familiar with Marcus. He is actually, I don't think I have the right screen share. Sorry. I had the wrong screen up. Alright. There we go. Marcus. Okay. So we're logged in as Marcus. This is our workday environment. As you can see, there's a lot of information available right on the homepage for Marcus. You know, we're surfacing up relevant tasks to him directly here on the homepage so that we're not having to navigate throughout the system to find information. And that's gonna be especially true when it comes to Workday journeys. They're designed to be surfaced up to your workforce directly on the home page where they're already used to taking action. So, you know, in here, we can see that Marcus has a talent review be completed. He has the compensation statement in his inbox to review and information about required learning. But embedded in all of that, he also has his journeys available for review. So we're seeing that right here. As we click into those journeys, Marcus is gonna be able to see all of the journeys that are active currently as well as any that have been completed. So in this case, we haven't completed any journeys yet, so we're not seeing that. But we have a couple that have been active and one that's already started. So if we drill into our career and progress check-in journey, we're going to start to see some of those tasks that are available for our employee to complete. So earlier, I mentioned performance reviews as a use case for journeys. This is that example where this employee is going through and prepping for that career conversation. We have, required steps that are available. We can see that here on the side with the timeline letting us know what's been completed and what hasn't been completed. We've got three remaining plus the one that we're in right now. So if I click in and click start here, it's going to say, okay. You need to do your goals. We can open that task. And one of the nice things is that rather than taking our employee out to, you know, their worker profiles or another area of the system to update their goals and review this information, it's popping up directly in the screen within the journey. So they can come in here, make edits, make changes, make sure their goals are updated before that, performance review or a career check-in conversation, and then exit out, and it's gonna bring them right back into that journey. Then they can mark that step as complete and continue on the path. And so now we're seeing some other required steps like updating their career profile, reviewing the opportunity graph, which is gonna open here. And then we can also expand into recommended tasks. So we're gonna see this on the builder side, but you can make your journeys a combination of required steps and recommended steps. So things that you absolutely want your workers to get done and then maybe some other things that are available to support them, which then brings us to what some of the steps are or the step types that are available for your workers. So we've already seen the example here and previously of a Workday task. So Workday tasks are one great use case of a step that you can have in a journey where workers maybe historically have had to either go out and find that task, initiate it themselves, or an administrator or a manager had to kick off that task for them. Now it's consolidated in what is essentially a checklist inside of Workday journeys for them to complete. But task is just one type of item that they can complete in journeys. We also have knowledge articles, and knowledge articles are a part of Workday help, but they go really well together inside of journeys. Help and journeys kind of complement each other really well. So if you have Workday help and your housing knowledge articles in Workday, you can bring those knowledge articles into Journeys as well. And just like that task we saw earlier, it's gonna pop up that knowledge article directly on the screen. We can review that information and then exit back out of it and go back to our journey. So we've got knowledge articles. We've got tasks. We can also do Workday learning, which I think if I go to our next let's see. Show all steps. We've got learning right here. So for those of you that have Workday learning as well, you can embed learning courses, programs, lessons into your journeys as well. So what that's gonna do is have the added benefit of rather than just having them watch a video inside of the journey, they're actually gonna you're gonna get all the benefits of tracking that learning, having it on their transcript, the completion reports, etcetera, that are all kind of enveloped under the umbrella of Workday Learning that are gonna be a part of this. So that's tasks, that's articles, that's learning. You can also attach external links. So if you wanna link out to something outside of Workday, Journeys allows for that. So it's not just an experience that happens inside of Workday, but it's something where you can bring together information that you maybe have on an Internet or a knowledge base that's outside of Workday. You can link out to that information. You can also load in video content just to review video content that you have stored in Workday Drive. That would be separate from learning, but you still have that opportunity for them to view that information. And then documents as well. So any kind of document, PDF, whatever, Workday Drive kind of file type that you have can be added into the journey as a step type as well. And we're gonna see that on the administrative side here in just a second. So let me, switch gears because I wanna give our folks at Children's Hospital of Wisconsin plenty of time to share their information as well. So we're just gonna switch over here. Let me make sure it's sharing. No. It's only sharing the window. Trying to share my whole screen. Here we go. We've got our administrator here, Logan, which, again, is probably a persona many of you are familiar with if you've been in the Workday ecosystem for a while. Same look and feel. Right? Not only is she an administrator, but she's also an employee. So she has, you know, her journey that are available to her directly on her home page as well. But she also has access to the people experience admin or the journey's admin workspace. And so this is where journeys are being built, and this is where you can track all of your metrics against your journeys and find kind of all of that information. So if I sort this here, I wanna go into our building belonging journey to show you some of the metrics that are available once you distribute a journey out to your workforce, the information that you can track. So things like total number of recipients, your average or not average, but your completion rate up to that date, the last time that you pushed out the journey, and then the distribution method. So we didn't talk about this a lot, but you can use mass operation management and a report to push out journeys to your workforce. You can also, we'll see it in a second, distribute the journeys manually to a a set target audience. And then as we scroll down, we're seeing some more information about, you know, that total distributed journeys, the breakdown of what's been completed, who had started it. Most of these are not started. And then if any of them got retired, which in this case hasn't happened, we haven't retired the, journey. The workers are all active. And we can also see things like how long it's taking folks to start the journey. This isn't great, but it's demo data. You know? So it's taking people over a month to click into it. That's probably not a good sign. We want that to be a lot quicker. And then your average number of days to complete the journey. If we continue scrolling down, you get even more detailed metrics available here. So things like the step type usage. So every single different step type, you know, we talked about those just a moment ago as the employee, whether you're doing tasks or articles or links or learning, you can see whether they're interacting with those steps. So even if you make it a recommended step or an optional step versus required, you can still track the interactions with that. And then we've got, analysis here on click rate. Now my demo data is not great, but, here you can see some of the click rate through those different tasks as well. So that's some of the metrics that are available built into the journey itself. If we go back out here and we create our own journey, we can kind of create one from scratch here, or you can leverage one of the Workday templates. So if we click into explore templates, you're going to see some of the Workday delivered templates that are available for you as a starting point. So, again, this is giving you some of those use case examples like onboarding, open enrollment, first time manager, and you can leverage these as a starting point for your own journey. So if I drill into one of these and say, okay. I do wanna use this onboarding template. What it's gonna do is give me the opportunity to have that starting point for my journey. So we'll go ahead and create this. And when we go in, we're going to see that we're not starting with a bit a blank slate in this quick case. So we have our overall welcome message. We have these things called step groups, which, like, welcome to company is one step group. Getting to know your team is another step group. But you can come in here from the template and start to add different information. So I can say, you know, I'm gonna add welcome to demo company. Then I'm gonna come in here and maybe say, okay. There's this video stuff. We don't have video content, so I'm gonna delete this stuff. We're just gonna have this onboarding training. And then this is where you actually map all of that information. So right now, this required step is a placeholder for learning that you can come in here and find your learning content that you actually want to map to the journey. So I can come in here, find that content, bring it in, and then move on. Right? So then we can go to the next thing. This is an article. Maybe we want that, maybe we don't. And then what's really nice about adding additional steps is that it's all drag and drop. So say we're you know, we didn't have this article. We we wanna do a video instead. I can delete that and drag over our video step instead and now add in that video from, either directly right here or from Drive. So you have that flexibility of just dragging and dropping your information. One other thing I wanna talk about, and I know Brian and Lisa are gonna talk a little bit about this in their demo just before we wrap up here, is that you can have step group condition rules. So onboarding is actually a really great example of this. Let's say you have an onboarding journey, but the steps that you need different people to complete could vary. Right? Like, maybe managers have steps to complete that are different from an IC Or even with performance reviews, same kind of thing. Right? Managers are preparing in a different way from individual contributors when you're going in to have that career conversation. So you might wanna have separate step groups with condition rules that kind of drive who has access to which groups as you distribute that journey versus having to maintain multiple different journeys for those folks. Alright. And then that's it for kind of a high level demonstration here. As we wrap up the demo, I'm gonna be passing it over to Lisa on the Children's of Wisconsin team. Alright. Lisa, I got the slide up for you. Great. Thanks. I appreciated that overview, Ashley. I learned a few, more things. So, hello, everyone. I'm Lisa Makowski. I'm thrilled to be with you today. I'm part of the organization development team at Children's Wisconsin, and I'm a co lead for our Workday change efforts. I'm gonna kick things off by sharing a quick look at who we are, a little bit about our relationship with Workday, and how we've made Workday's the Workday journey as an integral part of our chain strategy to really guide, support, and engage our workforce during important transitions and, other to support strategic initiatives. We're gonna share how we've used journeys to deliver targeted and timely experiences that drive adoption and make change feel, frankly, more manageable. Then I'm gonna turn things over to Brian. He's our, technical expert. He does all the heavy lifting, and he'll take you, in-depth into some of our journeys and, what we've learned. So let's get started. So, again, before we dive in, I wanna introduce, the heart of who we are, who Children's Wisconsin is. Our mission can be described in one powerful word care. The c is for caregiving. We provide some of the nation's best medical care, to children and families who need it most. The a is for advocacy. This is about protecting, children, and well-being of of every child. Research, we're constantly pushing to to discover better treatments. And then last but not least is education. We are a academic, teaching hospital, and we share our knowledge and train the next generation, to provide cutting edge pediatric care. So all this is driven by our bold mission. You can see on the bottom there to have the healthiest kids in the state, in the nation. Oops. Go for it. Okay. So we're proud at Children's to be the largest and highest ranked pediatric hospital in the state, and we care for the whole child. Meaning, physically, emotionally, socially, we're a major teaching affiliate of the Medical College of Wisconsin. And our care network extends far beyond the hospital walls that you see pictured here. So we have over 20 primary care clinics. We have urgent care centers, for dental clinics. We have specialized we offer specialized expertise through 65 medical specialty clinics. And something unique to Children's Wisconsin is that we're deeply rooted in the communities with 25 service locations, statewide. And we have a strong social service arm. And so we have prevention programs, travel being, and we also have foster care and adoption services. We also have a health plan, that covers over a 170,000 lives. So alright. So a little that's a little bit. And our Workday relationship, we've been it feels like a fast moving journey with Workday starting with our human capital management, suite, which went live March of twenty twenty three. So this included our core HCM functions, learning, compensation, benefits, recruiting, and payroll. And then just a few weeks later, we went live with finance and supply chain. And then this was all followed by, strategic sourcing and prism in, later in 02/2023, and then, we went live with work daytime last fall. And then our workforce, you can see on the right side of that screen, it's comprised of over 14,000, employee combination of employees and contingent workers. Okay. So that's a little bit more about that was a little bit about the background. This slide is, I mentioned that journeys have really been integral to our change management. Some of you might be familiar with the ProSci ADKAR model. ADKAR stands for, awareness, desire, knowledge, ability, and reinforcement. And these are the milestones that, need to be achieved, for change to to really take hold at a, individual and organizational level. So it's a powerful framework that we use here, to support our change efforts and through our Workday implementations. And what we have found is that the Workday journeys have really been a key lever in helping us move, our workforce from that awareness, building our knowledge to true ability and sustained behavior. So for example, when we think about awareness and desire, you know, when we did our first journey, which was the welcome to Workday journey to build buying early on, we included a CEO video, which a short video where our CEO clearly communicated why we were moving to Workday, conveyed some excitement about this opportunity and really how it supported our mission. When we think about knowledge and ability to the other milestones, we use Workday journeys to deliver targeted learning at just the right time. We embed knowledge articles as Ashley just, demonstrated some demo videos, just other content to support, the experience and really help employees build confidence, in using in using Workday. And also just point out, we use, the journey to support adoption of key features, of Workday, and really to promote desired behaviors. So, when I think about, you know, our expectations around the goals here, within the organization, We include, review and setting up goals within journeys. Updating the career profile, we've we've had a lot of efforts to, have people, complete their career profiles or career interests that really supports our talent planning efforts. Is just another example. Okay. I'm gonna turn things over to Brian, and he's gonna get more detail into the the journeys that we've, employed so far. Thanks, Lisa. My name is Brian Knoch. I'm the, it's just the manager of HR systems at Children's Wisconsin. I have, HRIS analysts, as direct reports, and then I'm also the HCM domain lead, so overseeing all of the work day activities, for Children's Wisconsin. Children's has three main pillars of technology, Workday being one of them, Epic and Microsoft. And our executives are pretty clear that if one of these systems, you know, can handle something that we should be using it. So you'll see that we use a lot of Workday, and we're very happy with, all the interactions and synergies that provides. So at Children's, we have two really categories of of journeys that we've done. One is for change management, implementation, something we want the employees to learn about or do. And this is after a long series of communications and leadership forums and, change network, activities that we do. But the journey is kinda like that last thing that, hey. Here it goes. So that's kinda right in the face of the employee, and they can access it directly. And the other thing we do is annual processes. Blanket order renewals and midyear performance renewals are the midyear performance and development reviews are what we're working currently with. When we put Workday in, the people experience modules kind of fell under HR. So we've leveraged those across the organization. So work to help, Workday knowledge articles and, the the attorneys as well with the HRIS and HR teams kind of functioning as a provider for the rest of the organization. So for blanket order renewals, for example, our supply chain friends requested it, and my team will work with them to put that into place. We'll be talking a little bit about our welcome to Workday journey, and how that progressed into our time and absence with the technology changes that, Workday has delivered as well as our increased usage and knowledge of the system and how that we kinda go on with the tool. And then we'll just be talking a little bit about the mid year performance review for 2025. It kinda went through the same journey as the, change management ones. This is the welcome to Workday journey. When we're putting something together, we are very, you know, in or concerned about the amount of steps that we have. So we wanna keep it, you know, 10 ish or or under, I think is what we came up with, so we didn't overwhelm the the user. The technical development is on the left. You can see, based upon what Ashley did. It's pretty easy to put the steps together in the journey when you're not doing anything complicated, and we'll show a little bit more complicated later. And then you can see the user experience on the right. So it really does lead off with that video from our CEO, and we'll talk about kinda why we picked these steps and, what categories we we use to to decide which ones we wanted in the next slide. But this gives you a nice, kind of view of what that looked like at Children's when the person logged on for the first day, of their Workday experience. So when we're looking at the questions for the Workday journey goals, particularly for a change management one, you know, we wanna build some excitement. And so the best way to do that for us was our CEO video. It was about a minute and a half, and it really, let the employees know that the CEO and our senior team was invested in the in their experience as well. Another thing I wanted to do has is make sure that the employees got early exposure to the system. We have some early adopters that get in right away, and we have some people that are less early adopters. I wanted to to encourage them to get in there and start clicking. So, the way we did that was we had a couple of tasks, requiring them to do general navigation, as well as enter their goals into the system. When we converted in March, we didn't convert over the goals. People were instructed to hold on to them and then enter them into Workday so that they would start working in Workday and really get that experience. And the journey was designed to, drive them towards that. Another thing we do we we we wanted to do was verify, converted to incomplete data. So when we move stuff over from PeopleSoft, our legacy system, I'm a recovering, PeopleSoft developer, the the, payroll, bank, the payroll, direct deposit accounts, they weren't structured the same. So we want people to go in there and verify they're correct, their demographic information, their emergency contacts. Not all the the data was clean in PeopleSoft. So we really wanted the peep people to get in there and verify it, as well as their benefit enrollment. Another thing we wanted them to do, if there was something new with Workday that needed to get done right away, we wanted that to drive them towards that. So the workspace for our supply chain friends, we work with them to get, get the the instructions and the tasks necessary for you to go and set up your workspace so that they could receive, any kind of purchase supplies appropriately in the new system. And last thing we wanna do was, just in time learning and support. So we had done webinars. We had done training. We had done all kinds of communication, but sometimes, people don't really, see that. So we did have links in there to our welcome to Workday Learning, which was in Workday Learning, as well as the Workday help, and a, link to our HR service center or the information to get to contact them either through work to help or the number that we had so that they could receive help when they needed it, as we went live. One of the steps we use are knowledge articles, and depending on whether it's an easy step, whether we wanted to provide more information, or whether it's just right to the task and get it done, dependent on, like, kind of what we were trying to accomplish. In this particular case, we wanted to give the the employees some more information rather than just a task for their direct deposit, so So we use the knowledge article. And what's nice about this, in particular, Workday and our model of of having Workday as one of our key pillars, is if we have our knowledge articles in there and we have related knowledge articles in there, the Workday ecosystem will bring up those related articles and hopefully save our service center, some some some calls. What's also nice about the knowledge articles is if it's not helpful, they're they're able to rate it. And when we went live with Workday, we also put in HR service center. And part of the HR service center, which is part of our HR transformation, was a knowledge management specialist. This person, also, provides knowledge management, to the rest of the organization, anyone who needs a Workday knowledge article so that we have a kind of a unique or not a unified look and feel for those knowledge articles. That person also goes and monitors, you know, was it helpful, follows up with the stakeholders, make sure that those knowledge articles are are working, for our employees and, team members. The last thing that's good about, the knowledge articles, it allows you to create that case right there. In that case, we could route to the HR department, could route to payroll, could route to our expense report people. We've set up all of our our different stakeholders inside the application with that, that access. The other things we use are tasks. You can see them on the screen here. Stats are good if you can get right to, the particular item in Workday. And a lot of times for the easy ones where we want you to verify your emergency contacts or they're really, you know, kind of cut and dry, we'll we'll put a task right there with minimal kind of instructions. If there's gonna be more instructions or we want it to be a little bit more robust, we might include, like, a document you'll see later, or we might include a knowledge article. In these, it's pretty cut and dry. We don't want people to have to read a bunch of words on the page, you know, maybe four or five sentences tops before they go ahead and then they click that task. And then finally, our our our actual report use utilization from the welcome to work day, usage. So we did distribute it to 6,000, over 6,300 employees. You can see that, it's hard for me to see the screen here, but about 55% did complete that journey, with a bunch of the interactions shown on the right, 33,511 interactions. We're pretty happy with the utilization there. Of the people that didn't complete the journey, some of them had started it, done some of the steps, but just hadn't finished it. So typically, when we roll out a journey, we have kind of a end of life plan when this thing's going to be shut down. And then we use the mass operation management as Ashley, described earlier to go and forcibly retire those so that, they're out of their way, and they're not cluttering up their screens, so that we can, you know, deliver new ones, in the future. So a little while later, 2024, we are going live with, Workday time. We had already gone live with absence, but we were, you know, using a little bit more of the absence functionality in conjunction with the time of release. So we liked the journey from our first implementation, and we decided to roll out another one. But this time, there were additional steps or functions that the, Workday journeys had delivered in some of the releases. So we reevaluated that. And we had a little bit more need to target the journey towards, different audiences. So in the lower right hand corner there, you can see that, there's a you know, specifically targeted towards a condition rule for pay practices. At Children's, we can use various call centers to determine whether you're eligible for a pay practice. So, some of that's how we use we we drove that. Now the development of a regular journey is pretty easy, drag and drop. The condition rules, you know, a little bit more technical. So we do, tend to have the HRIS staff do these, in conjunction with our stakeholders across our different work streams. So the different categories we had for these condition rules are salaried employees, and hourly employees got the time sheets, and maybe the pay practices depending on whether they were eligible for them. And then our managers, they got, an additional steps focused on approving time and approving absences and reviewing time. So theirs was quite a bit longer. The additional steps that we didn't use for the Workday journey, the welcome to Workday journey were the document, the to do, and the external link. I can't remember which one of those were delivered later, but some of them were new, and we're excited to use those as we we move forward with our our our light latest implementation. So this just shows kinda what the user experience is, when you have those condition rules in. Salaried employees are on the left. They're gonna have something very basic. You know, how do I enter my my time off? But they're not gonna have to worry about, you know, doing time sheets or or pay practices that involve kind of hourly differentials on the weekends and nights that are common with health care. The middle one is people who, are hourly, so they would have to enter their time. They would also still have the the same absence as everybody else. And the one on the right is the hourly employees that are eligible for pay practices. So we wanted them to go in there, review the pay practice, because there were some changes delivered with the with the with the the new system, and that we wanted them to be familiar with that. And then, so that so that, they could ask questions or or view their paycheck, which is one of our steps that we wanted them to do. So one of the new steps we, used with this training that we didn't on the last is a, document. So, we had videos for simple tasks. If you're gonna click on this, it's gonna show you how to enter an absence. But for things that were a little bit more complicated, we delivered job aids, basically, directly to, the users through the journey so they could review them, know where they were, had them in there, saved or completed journeys if they needed it. We also have them, stored in a tip sheets folder, within Workday. We use, a software called UPerform to help us, train our employees with the tip sheets. But this was really just to get them the information they needed right as they were, going through their first, time sheet submissions. Journey step to dos. So there are some things that aren't tasks, that we want our employees to do. And so in order to do that, we use the to dos. So for one of the examples is we wanted them as part of the journey to enter any upcoming absences. And then we use the to do to remind them to, wait for the their leader to approve it and watch the notification to get them familiar with how the process flowed within the system. The other thing we wanted them to do, was to review their paycheck after the first, paycheck so that they could see any, differential changes, pay practice changes, and make sure that it was correct, that it was taking their vacation appropriately. So in order to do that, we gave them to do's, so that they could remember to do that and then complete the journey afterwards. We also, use external links, so that we would have an optional step if they wanted more information or they had, you know, some questions they wanted to to ask. We would refer them to our intranet where we had a robust, library of of questions and answers and other materials for them. So this is something that we, were able to do, with the the new journey that we didn't do previously. We also kinda changed our intranet over the last couple years, so we had a little bit better, experience there. For the time and absence usage, somewhat similar. We had, 6,900 employees at this point, and we we deployed that. We had 41,588 interactions. So pretty heavily heavy heavily used. People like the videos, I think, pretty pretty much so. And those are quick and easy for them to digest. Like, we all wanna use YouTube and we wanna try to do something. Our employees are similar. Now we'll go through one midyear, performance, which is one annual process that we did. When we do whether it's the, ours, the, blanket purchase orders or the midyear performance, we target it based upon the audience. So for mid year performance, all employees, get one of these journeys. For the blanket order purchase orders, we worked with our purchasing team, and they told us, which people have the blanket purchase orders. And we built the journey, based upon their needs to just target the people where it's relevant. We try really hard, and Workday has been very good, you know, for us with this to target any kind of knowledge or or things to people who only need it. And so we've we've worked a lot on that over the last couple years, not just with this, but with some of our compliance and other other things around, you know, required training. So you can kinda see the steps here, for that midyear journey. It's pretty pretty, short and sweet. We wanna get people in there talking to their managers. And in this case, we wanted them to kinda learn a little bit more about mentorship. We roll out some of the functionality. It's maybe not being as used as we wanted, much as we wanted, and so we wanna increase utilization. And so we'll raise awareness at some of these, kind of midyear check ins. So we've been pretty happy with the journeys, and so we're looking forward to some of the new functionality that Workday has delivered over the last couple years and will be delivering. So we are looking at evaluating self-service journeys. One of the things we did would did think about was when somebody's going on a leave of absence for a variety of reasons. We do have a, partnership with a company that does our our leave of absences, but it's still complicated, and there's still a lot of of, handoffs that it would be nice if the employee, was able to get some kind of, more guidance on than we have currently. So looking to do that, maybe, when that comes out. And the other thing that we were excited was that the journeys can be embedded into business processes. So we're looking into doing something, maybe for our, conflict of interest process where, annually and then as well as, on a new hire, we can, kinda go through a, you know, a review of a document and a questionnaire, gathering that information, for compliance reasons. And I'll be handing it back off to Lisa to take us out. Alright. Thanks, Brian. So in, you know, some of our when we as wrap up here, some of our key learnings and suggestions, you know, one of, you can see our headline there is, you know, when we and when I say we, really Brian and his team, began building the journeys. We discovered that that technical side to set them up is real, you know, surprisingly easy. What really made a difference, and where we had to focus time was how, intentionally we design the experience and the steps. So our, you know, our suggestions are to start with simplicity. We learned something that less is more. When we were developing that welcome to Workday journey and, people on the project team heard about it, We had requests for lots and lots of, potential steps. And we really had to be intentional and thoughtful about, what we were going to include. And I think, you know, we said let's you know, we're gonna cut it off at ten. So we had to work to prioritize that. So users appreciate when journeys are short, they're clear, and they're intuitive. When there's fewer steps, easier navigation, and direct links to tasks through embedded actions. When we do these things, we find it's more likely that users will stay engaged and actually complete the journey. So, communication is essential. We really, reinforce what's in it for me to drive engagement. You know, we had a lot of people asking for, a playground prior to Workday go live because that's what people are accustomed to prior to, with Epic, one of our other, partners. And, you know, that wasn't something that we could offer or would offer. And, we kept telling people it's, it's intuitive. And so getting them in right away and experiencing it, that was really helpful. And we really position the journey as, hey, this is key to your learning, this is part of that training, and you'll be able to access it day one. And then really tailor for relevance. Brian talked about really our journey and, you know, that first journey, everyone got the same steps. And then over time, we we learned, how to, tailor when we went with Workday time to our leader audience versus our our workforce. And then last lastly, I would say is, just, you know, use training strategically. They can support broader organizational priorities and, just really reinforce what matters to you as an organization. Brian, is there anything you'd wanna add? No. I think you covered it well and just appreciate the time here today. Yeah. Alright. I think with that, we're gonna turn things back over to Ashley. Thank you both, Lisa and Brian, for sharing your experiences with Workday Journey. This is always so much fun to hear, like you know, I work on the sales side. Right? So I hear things you know, I tell people how they could use it, but it's nice to hear, like, how it's actually being used. So as we kinda wrap up today's session, there's just a couple of recent feature releases that I wanted to highlight. Our twenty five r one road map that has now come out that may you may not be aware of. So we do have and maybe you saw this when I was live in the demo, custom templates. So in addition to having those working provided templates, you can start to build out your own templates internally, make them custom, and then start to repeat and leverage those templates, you know, going forward in the future. So hopefully saving you some time as you create additional journeys and also allowing for more collaboration across the organization. We've also got the journeys about variables. So this is more related to reporting, and it also helps you to, distribute journey journeys to managers when they're supporting their direct reports. So, it indicates who the journey is about. So, like, for example, if you have a direct report and or a new hire or something and the journey is about them specifically, that's what that variable is for. So it's just increasing awareness of who the journey is about for managers and allows for, easy and quick distribution regardless of the method that you choose to distribute it. Alright. And then Brian and Lisa mentioned this, but self-service journeys, they they talked about how they're looking to possibly publish a library of journeys as well that are self-service. And so with this, you can essentially have that library of journeys that employees can go out and select from in order to learn more information about a process that might be relevant, to them versus having a distributed app. And then translations, I know we had some questions come through in the chat about translation. We have been leveraging AI for translations across Workday in the full suite, and this can help with, those text the specific, like, general text fields. There was a comment about, like, links don't translate well and if there's, you know, that's coming on the road map. And what I can say to that is that translation is an area that Workday invests heavily in, and we're always expanding across the entire board. To that specific question, I don't know that we have a a release date tied to that, but we as you can see here, we're invested in expanding translations. And then as we look ahead to twenty five r two and beyond, we have some additional items coming on our road map, including the onboarding plan integration. So I mentioned earlier that onboarding plans are out now, and some customers wanna know, should I use Journey? Should I use the onboarding plans? We're going to increase, you know, interoperability between those two things. We also, for our extend customers, are going to allow for extend cards to be a type in Journeys so that you can push out extend applications and use cases within Journeys. We have more coming related to AI translations. We're gonna expand the distribution with a public API, so that's more of like an extended use case there too. And I mentioned, self-service journeys. And you can see on the screen some of the other things that are kind of we're in discovery with our customers right now to find additional use cases and kind of adventures for for journeys. Alright. So now we have our survey since it looks like a good '85 people. We got a good chunk of folks on the call. Would love for you all to go and complete that survey. It's on your on your screen now. You should be able to complete that. So with that, I really appreciate everyone's time today. Huge shout out to Brian and Lisa for sharing their experiences, and thanks everybody for joining.