Member-only story
How is your company’s UX maturity?
A scale to measure evolution
The word maturity, in whatever context, has associated with it, as a rule, a meaning very much around the growth process of something. It is common to see the term related to the maturity that people acquire over their lifetime.
However, the term maturity in association with the discipline of UX, can also be associated with the assessment of the evolution stage of any company, given the education and involvement with the discipline of user experience in what are its practices and dynamics.
Measure maturity
When we talk about measuring maturity in a company’s UX discipline, a number of fundamental questions may come to mind right away. It is important to note that the discussion about the company’s UX maturity cannot be a topic that involves only the design team, quite the opposite.
This must be a transversal concern for the entire company and must involve all its departments. After all, UX is not only reflected in the work of the design team, but it is, ultimately, a heritage of all the company’s digital products and services.
Among this discussion, which is intended to be transversal, recurrently, two fundamental questions almost always arise: “Why do we need to measure the maturity of UX?” and “How do we measure UX maturity?”.
Why do we need to measure UX maturity?
The answer to this question lacks the answer to another question before, “Does the company recognize UX as a tool for success?” Only depending on the answer to this first question does it make sense to talk about UX maturity. For example, if the company does not recognize value in the discipline, although it is a tremendous mistake for the business, it does not make sense to measure the maturity of something that the company does not value.
In addition to being a waste of time, it will ultimately be useless work. Measuring the maturity of something that the company as a whole does not value or recognize as a factor for success, will not bring any added value or practical consequence. It is okay to say that “yes, acknowledge” at any internal work meeting, but the reality of the company has to demonstrate this.
