Design Operation
Design Operation
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Team: L&D + Design Lead and Design Mentors | Role: Operations Lead | Duration: 1 Year (2022)
Overview
Overview
The Design Academy at GlobalLogic was created as a structured learning and development journey for employees aspiring to grow into design roles. I joined the initiative during its first phase, supporting the Design Leader by managing all communications with the L&D team and enrolled candidates. My role was to ensure a seamless candidate experience, track progress, and coordinate activities that would nurture growth and retention throughout the program.
Context
Context
The candidate journey framework (based on employee grades and years of experience) was already defined.
I entered the program during the first phase, when 20 candidates had enrolled under the guidance of 10 design mentors.
One Design leader and 1 visual desinger (for Visual OCmmunication) and myself for operations
Challenge
Challenge
My key challenge was to ensure smooth operations, communication, and engagement during a 9-month remote journey (amidst COVID-19).
Phase 1
After 9 months, 3 candidates successfully transitioned into design roles.
They continue to thrive in the organization as design professionals.
Phase 2 Scaling
Collaborated with L&D to promote the program on internal social platform.
Received 180 expressions of interest via Google Forms.
Screened and shortlisted ~50 candidates for the next batch.
Matched candidates with mentors based on aspirations and career goals.
Transitioned responsibilities to a new team member for continuity.
My Role & Responsibilities
My Role & Responsibilities
Coordination with L&D
Aligned with the Learning & Development team to integrate the Interaction Design Foundation (IDF) as the core learning platform.
Created and communicated the reimbursement process for mentors and learners.
Acted as the primary point of contact to resolve reimbursement issues for every participant.
Engagement & Retention
Organized Design Connect sessions to keep learners motivated.
Tracked milestones over 7–9 months, addressing drop-offs and supporting participants.
Designed and coordinated the delivery of customized gift boxes (books) as milestone rewards.
Conducted ~45 hours of virtual calls during COVID to keep the program interactive and collaborative.
Impact
Impact
Scaled Participation: From 20 candidates to ~180 interested employees
Career Outcomes: Supported 3 successful transitions into design roles in Phase 1, setting a precedent for future batches
Organizational Value: Strengthened the design culture at GlobalLogic through structured L&D integration
Key Learnings
Key Learnings
The success of a design academy relies not only on mentors but also on robust operational processes.
Regular engagement and small gestures (like milestone rewards) play a huge role in candidate retention.
A clear communication channel between L&D, mentors, and mentees is critical for program continuity.
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