2

Interactive prototypes built to visualize the redesigned flow

2

Interactive prototypes built to visualize the redesigned flow

15+

Usability/accessibility issues documented and translated into build-ready specs

Usability/ accessibility issues documented and translated into build-ready specs

+18%

Increase in Results → Goal Saved conversion

+18%

Increase in Results → Goal Saved conversion

Over the course of this project, I redesigned Joyntly’s post-assessment Action Plan experience from the ground up, rethinking how users move from assessment results into real skill development. The work focused on shifting the experience away from streak-based activity tracking toward a guided, goal-oriented model that supports follow-through in day-to-day work. I led the end-to-end effort, from defining user flows and interaction patterns to building interactive prototypes, identifying usability and accessibility issues, and partnering closely with PMs and engineers to make the redesign build-ready.

SCROLL DOWN • SCROLL DOWN •

The Problem

Context & Constraints

Goals & Success Metrics

Baseline

Solution

Outcomes

Reflection

Joyntly is a B2B SaaS workplace skills development platform that helps organizations turn assessment insights into real, measurable behavior change. Leaders and employees start with a developmental behavioral assessment grounded in the Big Five framework. Then Joyntly uses behavioral science and algorithms to generate a personalized learning path/action plan tied to business goals. The platform keeps development moving with weekly exercises and reminders, and it provides progress dashboards so learners (and admins) can track growth over time. It also emphasizes confidential learning to encourage honest participation, and positions outcomes as measurable

The Big Five Personality Traits

The Problem

In Joyntly, the assessment is only the starting point. The real test is what happens right after someone sees their results.

Do they know what to do next, and does the experience help them stick with it long enough to actually improve?

Results post assessment

In the original experience, users would pick a weekly exercise, log reps, and build a streak. On paper, it sounds motivating. And honestly, the weekly bite-sized exercises were a good idea. They made development feel approachable, even for busy employees.

Old dashboard for completing weekly exercises

The Breakdown

Workplace skills are not something you improve by checking boxes or protecting a streak. People want to understand:

what they should work on,

why it matters based on their results, and

what progress looks like in a real week with meetings, deadlines, and interruptions.

The existing flow started to feel like extra admin, where you are choosing, logging, and tracking, but not always feeling a clear direction or payoff.

Workplace skills are not something you improve by checking boxes or protecting a streak. People want to understand:

what they should work on,

why it matters based on their results, and

what progress looks like in a real week with meetings, deadlines, and interruptions.

The existing flow started to feel like extra admin, where you are choosing, logging, and tracking, but not always feeling a clear direction or payoff.

The friction showed up when users had to commit. Choosing an exercise and translating it into a concrete plan took effort, and the streak mechanic added pressure in a way that did not always support re-engagement.

Redesign Plan

Help people move from results to real progress by:

Making the next step obvious

Reducing the effort to commit

Giving users a clearer sense of what they’re building over time

Context & Constraints

This work sits in the post-assessment part of the product. Users complete an assessment, review strengths and growth opportunities, and then move into ongoing development, where they practice skills over time. It needed to work for both everyday employees and people managers, so the tone and structure had to stay practical and broadly relevant across roles.

35

days

Tight Timelines

Tight Timelines

Live Product

Established Patterns

Had to fit the platform without disrupting the existing behavior

Live Product

Established Patterns

Had to fit the platform without disrupting the existing behavior

Buildable

Engineering Feasibility

Solutions needed to be realistic to ship and support

A11Y

Accessible and Mobile Friendly

Readable, high-contrast and touch-friendly interactions

Buildable

Engineering Feasibility

Solutions needed to be realistic to ship and support

A11Y

Accessible and Mobile Friendly

Readable, high-contrast and touch-friendly interactions

Goals & Success Metrics

We anchored the redesign around three goals:

CLARITY

Make the next step after results feel obvious, so users move from insight to action without hesitation.

COHESION

Make progress feel like a plan that builds over time, not a set of disconnected tasks.

REINFORCEMENT

Support behavior change in the real world through reflection and reinforcement with managers, mentors, and peers.

These were the metrics we tracked while iterating on the redesign

Funnel Conversion

Tracking user drop-offs through the flow

Funnel Conversion

Tracking user drop-offs through the flow

Task Success

Task Success

Measuring completion and the steps it takes

SUS Score

Checking perceived clarity after use

SUS Score

Checking perceived clarity after use

A/B Testing

Comparing key variants

A/B Testing

Comparing key variants

A/B Testing

Comparing key variants

Baseline

Before the redesign, development after the assessment was structured around exercises, reps, and streaks. The system encouraged consistency and gave people something to do each week, but it often asked users to manage the experience themselves. Progress was framed as staying active inside the product, rather than building a clearly defined skill over time. As a result, effort and intention didn’t always line up, especially once the flow became more detailed and reflective.

Default page state for reps for exercises


Selected page state for reps for exercises

Goal Saved/Posted state with previous and this week's exercises

Unclear direction

Unclear direction

It wasn’t always obvious which specific skill a user was building from their results.

Unclear instructions

Unclear instructions

Some sections asked users to review or log past activity in ways that were hard to interpret, such as reflecting on previous weeks while acting in the current one.

Friction without payoff

Tracking reps and streaks added effort, without consistently translating into visible progress at work.

Hard to
re-engage

Hard to
re-engage

Missing time or breaking a streak made it harder to pick back up confidently.

Solution

At the heart of the redesign was a shift in mental model. The redesign moves the experience toward a guided, goal-oriented development mental model, where the product takes on more responsibility for helping users understand what they’re building, why it matters, and how each step connects over time.

Streak-based habit-tracking

Guided,
goal-oriented development

Guided,
goal-oriented development

Guided,
goal-oriented development

Action Plan

Right after the questionnaire, users land on the dashboard and immediately see a new sidebar that lays out a structured path. Each skill is broken into ~6 actions, and it ends with a reflection meeting prompt with their manager. For every action, users pick one exercise from four options.

1.

Dashboard

2.

Action Selection

Once an exercise is chosen, the flow moves into goal setting for that action. Users set where and how they’ll apply it at work, then the plan intentionally pauses for 24 hours before they can continue so they actually try it in the real world at their workplace.

3.

Setting a Goal

4.

24hr pause

After the 24 hours, users can come back to close the loop with a quick reflection: a star rating plus notes on how it went and what they’d adjust next time.

5.

Action available to rate

6.

Rating page (default)

7.

Rating page (filled)

Reflection Meeting

At the end of each skill, users take part in a reflection meeting with their manager, mentors, or coworkers to talk through how the experience felt and how their progress is shaping up.

1.

Select co-workers

2.

Set an Agenda

3.

Reflection page (default)

4.

Reflection page (filled)

Outcomes

Funnel Conversion

Goal Saved

+18%

Dashboard

Task Success

65%

92%

SUS Score

78%

85%

Other Testing & Color Prototypes

Error States

Error state for Star rating and feedback

End of Action Plan

End State

Progress Bar Behavior

Reflection (What I learned)

For behavior-change products, usability is just the baseline.

If the experience doesn’t create momentum, people won’t stick with it, even if every screen is “easy to use.” The real work is helping users feel oriented, lowering the effort to commit, and making progress feel connected to what happens in meetings and day-to-day collaboration, not just inside the product.

Thanks for stopping by !

Say hi

sannapar@msu.edu

Thanks for stopping by !

Say hi

sannapar@msu.edu

Thanks for stopping by !

Say hi

sannapar@msu.edu