Product · HR-Tech

eXlygenze Employee Culture Platform

Turning a company's values from a poster on the wall into something people actually do - observed, recognised, and made a daily habit.

eXlygenze hero - the social culture feed and behaviour transaction grid composed over a branded backdrop.

Role: UI/UX Designer (end-to-end)
Client: eXlygenze
Type: Product · HR-Tech
Platform: Web app (desktop-first)

12+

Interconnected modules

Roles: self · observer · admin

Nano

Behaviour model

White-label

Per-company rollout

TL;DR

Every company writes down its values - Integrity, Collaboration, Ownership - and almost none can tell you whether people are actually living them. Values live on a slide; behaviour lives in the day-to-day, and the gap between the two is where culture programs quietly die. The design problem was unusually conceptual: how do you make something as abstract as "culture" into a concrete, daily, social habit - without it feeling like surveillance or a chore? The product's answer is one strong idea: break each big, fuzzy value into small, observable "Nano Behaviours," and let colleagues record when they see one - as a peer, a self-reflection, or sought from others. My job was to design the experience that makes that loop feel like play, not paperwork.

The core challenges

01Turning an abstract framework into UI - values → Nano Behaviours → recorded transactions is a conceptual model that had to feel instantly obvious.
02Habit over compliance - behaviour-change tools fail when they feel mandatory; the design had to earn repeat visits through game loops, not reminders.
03Breadth without incoherence - a dozen modules risk becoming a bag of unrelated features; they needed one visual system and one mental model.
04Positive framing of sensitive data - recording behaviour about colleagues is delicate; privacy, tone and audience scoping had to make people feel safe.
05Org-aware everything - recognition, reflections and reporting respect the company's real hierarchy and roles, without burying the employee in config.
06Teaching while doing - you can't recognise a behaviour you can't name, so learning had to be woven into the loop, not siloed in a separate LMS.

Design solutions

A social feed that makes culture visible and contagious - the home base

The landing experience is a three-column feed: navigation on the left, an activity stream in the centre, and a live notifications / pending-actions rail on the right. It blends everything that makes culture feel alive - colleagues appreciated for displaying Integrity, new games, challenges, assessments, reflections - each a card you can like, comment on, and act on inline.

The intent is simple and important: recognition only changes behaviour if people see it happening. The feed surfaces good behaviour constantly and makes joining in one click away, while the right rail's nudges keep the habit loop turning.

Employee culture feed showing recognition posts. — Culture made visible: recognition posted where colleagues actually see it, which is what makes it contagious.

A single recognition post in the feed. — Each post names the behaviour, not just the person — that's what makes it repeatable.

Feed post hover actions revealed. — Reacting is one hover away; friction is the enemy of a habit.

Likes pop-up listing who reacted. — Who noticed matters as much as the notice.

The Behaviour Transaction grid - the conceptual centrepiece, designed as a game

The heart of the product, and the hardest thing to make intuitive. Instead of a form titled "log a behaviour," it's a grid of colleagues, scoped to a campaign and a week. On the right sits a palette of Nano Behaviours - specific micro-actions like "share credit with deserving colleagues."

To record recognition, you pick a Nano Behaviour and act on a colleague's tile; a focused modal opens - "You observed an Integrity behaviour in:". Tiles carry observer/displayer counts and completed badges, and colour-code by activity, so the grid reads like a live culture heatmap.

Framing it as a "drag a random tile" game was the deliberate move that turns an HR chore into something people want to do - the same instinct that makes bingo sticky, pointed at behaviour recognition.

Behaviour transaction grid showing colleagues against nano-behaviours. — The centrepiece, designed as a game rather than a form: a grid of colleagues and a palette of specific micro-actions.

Create transaction pop-up for logging a behaviour. — Logging a behaviour is a couple of taps — pick the person, pick the nano-behaviour.

Grid picture pop-up with colleague detail. — Faces, not employee IDs. It reads like people, because it is people.

List of logged behaviour transactions. — The ledger behind the game — what was observed, by whom, and when.

Give-and-seek recognition, mapped to the real org hierarchy

Recognition isn't only top-down. From a tile you can share with a peer, seek from a peer, or record on self, and the grid pairs with an employee hierarchy panel (Director → Manager → Account Manager) so observations flow along the actual reporting structure.

This makes the model honest: culture is peer-to-peer and vertical, and the UI supports both without the user having to think about which is which.

Employee hierarchy view mapped to the org structure. — Recognition follows the real org shape, so give-and-seek reaches the people it should.

List of active culture campaigns. — Campaigns scope the week — a bounded ask beats an open-ended one.

Learning that teaches in the moment, not in a silo

Because you can't recognise a behaviour you can't name, learning is built into the loop. Assessments run timed and multi-question, but the detail that matters is the in-line teaching moment: after answering, the screen confirms the answer and then explains why - turning every question into a micro-lesson.

A live timer, a progress bar, an educational tip, and a low-pressure "I'll do it later!" escape hatch keep it engaging rather than exam-like. Assessments are configurable activities, so admins compose them without code.

Assessment question showing an inline contextual tip. — Teaching lands at the moment of the question, not in a separate course — the tip is the whole argument for this module.

Learning assessment overview. — Learning framed as short assessments rather than a silo to visit.

Activity selection for a learning assessment. — Pick the activity; the platform sequences the rest.

Successful completion state for an assessment. — A clear finish — completion is a moment, not a spreadsheet entry.

Reflections with employee-controlled privacy - designing for psychological safety

Behaviour data is personal, so reflections put the employee in control. Writing a reflection, the user explicitly sets privacy (Is Private?), audience (Visible to Organization), and precise scope down the hierarchy - Business Units, Locations, Functions, Departments, User.

That granular, self-owned audience control is what makes the platform feel safe rather than surveilling: you decide who sees your reflection, from "just me" to "the whole org." Designing for the sensitive state - not just the happy share - is what earns trust.

Share Your Reflection composer. — Reflections are written for yourself first — the composer never assumes an audience.

Reflection privacy control letting the employee choose visibility. — The employee chooses who sees it. Psychological safety is a setting here, not a promise in a policy doc.

Games, challenges, and the full listening toolkit carry the habit

The platform leans openly into play. Challenges run as accept → submit → verify flows with participation tracking, and casual games - Tambola, Word Wipe, Scrabble - sit alongside them as the retention engine that keeps people opening the app long enough for the behaviour loop to become habit.

Around the core loop sits the connective tissue of a real culture program: 360° feedback, surveys, polls, discussion forums and a Collab Corner - all sharing the same card, table and modal patterns so nothing feels bolted on.

Culture game screen. — Games carry the habit past the first week, when novelty stops doing the work.

List of active challenges. — Challenges give the habit a deadline.

Challenge participation view. — Participation is visible, which is most of the motivation.

Organisation setup & role-based access - one platform, every company's shape

Because the product is white-labelled and org-aware, it needed a real administrative spine: Organisation Setup and User System Role (RBAC) let an admin model the company's hierarchy and control who can observe, configure and view what.

This is what lets a single platform run across wildly different companies while every recognition, reflection and report still lands in the right part of the org.

Organisation information settings. — One platform bent to each company's shape — org setup is configuration, not a rebuild.

The individual's own record inside it.

Reflection

The hardest design problem was conceptual, not visual. Making "values → Nano Behaviours → recorded transactions" legible in a grid was the make-or-break call - I'd usability-test that mental model first, before styling a single screen.
Game framing was the highest-leverage decision. Presenting behaviour capture as a grid/bingo rather than a form is what makes participation feel voluntary - I'd push mechanics like streaks and team goals further, carefully.
Tone is a feature. Positive-only recognition, self-controlled reflection privacy, and teaching-not-testing are what keep a behaviour platform from feeling like surveillance.
Breadth needed a spine. A dozen modules only cohere because of one nav, one palette, and one set of patterns - next time I'd document that system formally up front.

Visuals are recreated / sanitised representations for portfolio use and contain no real client data. The platform is white-labelled per company; any org branding shown is placeholder.

Want to see more?

More case studies are on the way - or reach out directly.

All work Contact me