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Forms

How to transform 2D mockups into 3D designs in Blender

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In my latest article, I spoke about transforming plain 2D designs into 3D presentations. Now, since someone wanted to know how to do it, let’s find it out in 10 simple steps, using Blender.

1) Do the Mock-up

I didn’t go very complex for this example, and using images could be a lot trickier. Just simple text and vectors.

Export it in SVG.

2) Open Blender and delete the cube

Simple as that. Click on the cube, press X, and then Delete.

3) Import the SVG

3) Select everything and rotate it.

Select everything, then start rotating. If you stop, you’ll notice a widget on the bottom left. There you can easily set 90 degrees.

4) Extrude everything together.

Right-click once you’ve selected everything, and this should open to you the next menu.

Choose Extrude Size, and then move the mouse. Don’t worry if you extrude it too much, we’ll fix it.

Once you’ve extruded a large horrible thing, just go on the “Scale” widget and resize it on pleasure.

tip: I recommend keeping text extremely tight in depth.

5) Select the backgrounds and move them a bit behind everything else.

I recommend pressing Z and choosing material preview, to understand when you’ve moved them enough.

Do the same with everything you need. You can move texts and items at different distances to give some depth.

6) Create a scenario

SHIFT + A -> Mesh -> Plane.

  1. Enlarge it,
  2. go on edit mode (top left),
  3. Choose edges (the second option),
  4. Extrude the back edge (once selected, press E).
  5. Move it a lot higher
  6. choose the back edge and CTRL+B to bevel it.

To edit the plane’s color, you can pick the material editor down there, and select a material!

6) Move the camera at will

Select the camera and put it where you like it.

tip: never tweak the Y rotation of the camera.

7) Prepare the render

I recommend using this setup, but it’s up to you.

You can edit the global lights here, or add them as new items with SHIFT+A. Up to you!

8) Add some other items.

I just added a plant as an example. Be creative!

9) Render!

Just press F12 to start rendering. This could take a couple of minutes.

10) Don’t forget to save.

Here you have your render!

BONUS TIP: Convert to mesh.

Let’s suppose you want to bring your design into Three.JS or another software: you can easily convert your curves into Meshes by clicking on

Object -> Convert to -> Mesh.


How to transform 2D mockups into 3D designs in Blender was originally published in UX Planet on Medium, where people are continuing the conversation by highlighting and responding to this story.

Categories
Forms UX Research

How to perform research for complex B2B product

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My favorite thing to do is to observe B2C designers, who are shifting to B2B market and… fail as a specialist. We’ve all been here, am I right? I bet you do. Familiar pattern: «passion young designer» with a few B2C projects in portfolio decided to make the world better and go to B2B company. Them motto is: will add a lot of dead space, make fonts bigger and bolder, use only nice bright colors, more contrast. And more importantly, I find exact a few use cases and that’s it. It is going to be a good UX for a

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Forms

Revamping the website of a Workspace Rental Platform

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Disclaimer: I’m not affiliated with Qdesq in any capacity, and the views for this case study are strictly my own. Since I don’t have full access to all the user data that influenced their current design, this case study is not fully comprehensive. This project was done to enhance my learning experience and challenge myself to redesign it to serve a specific purpose.

What is Qdesq?

Qdesq.com is a premier destination and nation’s largest tech-enabled platform for today’s workforce to search, sort and book a flexible and serviced workspace, without the hassle of a lease or brokerage and moreover completely Free of Charge (without

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Forms

How IoT may transform Healthcare in the coming future?

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Ever since we remember, the healthcare industry has been using technology to ensure optimal care and services to patients and their families. The health-tech industry has quickly adopted modern-day technologies, such as AI, Big Data, Blockchain, AR, VR, IoT, and others.

For instance, this case study on using AI-powered nanorobotics in medicine will give you a glimpse of how these technologies are revolutionizing healthcare. Similarly, you can read about the use of Virtual Reality (VR) in this case study. You can find many such examples of implementing technologies in different sectors of the healthcare industry.

According to Gartner Analytics, IoT was among a few technology trends for CIOs in the healthcare industry to look out for in 2020.

Expected to reach a whopping $1.3 trillion by 2026, IoT is one such technology that is increasing in numbers rapidly and having an actual impact on the lives of doctors and patients.

What is IoT?

IoT, short for the Internet of Things, is a network of objects (things) that can collect and share data over a network without human intervention. These objects are equipped with software, sensors, chips, and other technical components that allow them to connect and exchange data with other internet-connected devices. It is evident that this capability to collect and share data in real-time has great potential in the healthcare industry.

75% of IoT projects fail, and one of the reasons behind these failures is lack of user experience.

However, all the potential is only worth it with the right design and user experience. If the IoT design or user experience is not polished, neither the doctors nor the patients will leverage the technology to its full potential.

Why user experience design in IoT is challenging in healthcare?

Creating a consistent great IoT user experience in healthcare is challenging due to numerous factors, the primary challenge being multiple and different interfaces. IoT devices can connect regardless of the manufacturer, which diversifies the interfaces. For instance, the interface of an IoT device manufactured by one company will be different from that manufactured by the other. However, both the devices must be capable of communicating with each other.

Creating an easy-to-navigate dashboard, especially for patients, is also a primary challenge for creating a consistently good user experience. Even doctors might be smart, but they are not necessarily into technical devices. Hence, it is vital to have a simple UI dashboard where both doctors and patients can keep track of everything. Let’s consider an example of a remote medical assistance app and device to understand the need for a great UI.

If you think from the doctor’s perspective, he or she should be able to view and keep track of all the scheduled appointments for a particular day. There can also be notifications for new appointments, and the device can also allow the doctor to accept further ones based on a daily schedule. Now, coming to the patients’ perspective, they must easily book an appointment and enter their details, such as weight, age, symptoms, etc., for seamless medication.

Numerous such challenges can impact IoT user experience in healthcare. Hence, it is essential to follow the laws of UX and UI design to design next-generation IoT healthcare devices.

What are the significant points to consider for designing next-generation IoT healthcare devices?

The key to designing next-generation IoT healthcare devices is to focus on the five principles of UX design. Here’s a brief of all the five precepts.

  1. Focus on the user’s needs: For designing IoT healthcare devices, there will be two sets of user personas: doctors and patients. The primary focus should be on their needs. For instance, if a patient is trying to book an appointment with a doctor, he should be able to do that with limited clicks and in the shortest possible time.
  2. Define a hierarchy: Defining an order will help to organize content appropriately. For instance, if we consider the same remote medication IoT device, having a hierarchy can help patients to find the right doctor for their problems quickly.
  3. Law of Familiarity: Your UI must be consistent with the components of other IoT applications and websites on the internet. If the users are familiar with the design, it becomes easy for them to use the IoT device.
  4. Inclusive design: The IoT device’s design should be engaging and appealing for all users regardless of age or gender. It means that the UI components, such as color contrast, font, structure, elements, and others, should not be created keeping a specific target group.
  5. Remove redundancies: Instead of providing additional functionalities, it is vital to focus on the core ones. Try not to include irrelevant features unless they can give something useful to users.

Focusing on the core principles of UX design mentioned above will simplify user navigation, making them comfortable with IoT healthcare devices and building the trust factor. You can read this case study of a design perspective for IoT products for more help. If you can hit the right spot with the appropriate UX design, you can leverage IoT healthcare devices’ numerous benefits.

A great UI and UX enhance user-machine interaction that leads to user satisfaction, thereby reaching IoT devices’ full potential.

What benefits does IoT offer in the healthcare industry?

When used optimally, IoT can provide healthcare professionals and patients with numerous benefits. Here are some of the significant benefits of IoT in healthcare.

  • Preventive medicines: IoT devices can collect vital information to help healthcare professionals take preventative care of patients. For instance, a doctor can analyze the vitals’ data and provide medicines for any significant changes before waiting for apparent symptoms to occur.
    It can also help doctors to keep track of their patients and their medical history on fingertips to provide the right medication on the go.
  • Accelerated data processing: The healthcare industry has long been collecting and storing medical data in Electronic Health Records (EHR). With the help of IoT, healthcare personas can quickly analyze and use this data at their disposal.
UX in Healthcare
  • Improved equipment management: IoT devices can alert any mishappening or failure of equipment used at a hospital. This can help replace the equipment before giving any wrong results and leading to inappropriate medicine and treatment prescriptions.
  • Enhanced treatment management: Doctors and patients can both keep track of medicinal drug consumption. IoT devices can also alert the patients if they have forgotten to take medicines.

Summing it up

The IoT healthcare sector is growing tremendously. According to a report, the global IoT healthcare market will reach a whopping $400 billion by 2022. It is evident that this rise in the market size has something to do with IoT’s potential in the healthcare industry. Hence, it is the right time to adopt the right technology and leverage its benefits to provide the best care to your patients.

Key Takeaways:

  • The global health-tech sector is growing significantly, and IoT is one of the reasons behind it.
  • By collecting, analyzing, and sharing data over the internet, IoT devices can offer numerous benefits if you have the right design in place.
  • 75% of IoT projects fail, but the perfect design for IoT healthcare devices can make them successful and allow doctors and patients to use them optimally.
  • Follow the five principles of UX design to create successful next-generation IoT healthcare devices.
  • It is time to become a part of the growing IoT healthcare sector by adopting and implementing the right devices.

Originally published at https://www.onething.design on February 11, 2021.


How IoT may transform Healthcare in the coming future? was originally published in Muzli – Design Inspiration on Medium, where people are continuing the conversation by highlighting and responding to this story.

Categories
Forms

Form inputs redesigned

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The usability implications of minimalist design patternsArticle written and project lead by:
Kim Torres (UI/UX Designer) and Jim Warwick (UX Engineer)Address form: Left: Material 1; Center: Material 2; Right: AureusSummary

With our Material Design form inputs, the minimalist affordances made interactions difficult and less intuitive. Although first glances make the sparse lines and larger areas of whitespace more attractive, the lack of structure and visual affordance lead to dead ends and missed cues.

Background

In order to hit the ground running with a solid, well-documented and well-supported design pattern, we opted to move full steam ahead with the Material Design aesthetic. In a lot of cases, Material

Categories
Forms

Form design: multiple inputs versus one input

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There’s been some comments about this on Twitter.

While most fields are made up of just one input, like an email address, some fields (that are essentially one value) could be split into multiple inputs, like a sort code.

This is done to help users read back their answer more easily, in small chunks, or to help users meet the formatting requirements of something like a reference number.

While using multiple inputs can be helpful, most of the time it’s completely unnecessary and it has a number of drawbacks.

Here, I’ll explain why that is and I’ll show you how

Categories
Forms

UX Hiring: The Performance Profile is a Game Changer

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After all these years, it still amazes me how much a single document can improve the teams we build, and the products and services our teams deliver. That single document is a performance profile and it’s a game changer.

The idea of the performance profile came from the recruiter Lou Adler. I first read about it in his book, Hire with Your Head, which is where you’ll find the best description of his thoughtfully-designed Performance-based Hiring approach.

The idea is simple: get the team together and describe what the work will be like for their new team member. What will they accomplish in their first year? What will the work environment be like for them?

At first, it’s unlikely the team members will agree. Yet, as they discuss and come to a consensus, they’ll develop a shared understanding of what their new teammate will face. That shared understanding improves the entire hiring process. And it all gets documented in the performance profile.

Solves problems we didn’t realize we had

The first time a hiring manager creates a performance profile and goes through the Performance-based Hiring approach, they come out stunned at how much more effective it is. Going through the process makes it easy to see how horribly ineffective their old process was.

They now realize how many highly-qualified candidates they had been pushing away without even realizing it, because their job ad didn’t clearly say what work the team needed the new person to do. With their improved process, they get applications from candidates who are far more qualified than those they’d seen in the past.

They also now realize how slow their previous hiring process was. By establishing, up front, a clear understanding of what makes a great candidate, their new hiring gets to an offer much faster.

The Performance-based Hiring process removes much of the stress out of hiring. With a detailed understanding of the position and what it will require, those endless theoretical discussions of what makes a great UX professional fade away. Instead, the hiring team can quickly focus on each candidate’s comparable experience.

Hiring managers realize they’d been making it harder on themselves, because they couldn’t see the problems in their previous process. Once they adopt the Performance-based Hiring approach, they can clearly see the difference.

Capturing shared understanding of the job

A performance profile is a job description on steroids. It’s a detailed document that tends to run five to six pages long. Of course, the length isn’t what’s important. It needs to be as long as necessary to communicate the job clearly.

What’s important is what the performance profile contains. The hiring team uses it to capture an in-depth look at what they can expect their newest team member to accomplish and the environment that team member will be working in.

The performance profile is a type of design deliverable, just like a persona description or a journey map. In the case of the performance profile, it’s capturing the team’s shared understanding of the new job. And like any great design deliverable, it’s the discussion and alignment that goes into it that is important.

Our performance profiles have five sections, each make up a kind of framework for thinking about the position we’re trying to fill:

Section #1: The position summary

These two or three paragraphs describe, in high-level terms, what this new person will bring to the team. We describe the good things the team will deliver because we’ve hired someone great in this position. If this is the only section someone reads, that reader will learn why the team believes this position is essential to fill right now.

Section #2: The position objectives

This section describes what the new hire will accomplish in their first year. This is a meaty section, often describing five to eight critical objectives.

For example, if we are hiring someone to oversee the design and deployment of a new design system, our objectives might be:

  • Conduct a UI component inventory

  • Get organizational buy-in for a design system project

  • Choose two pilot projects for the first design system rollout

  • Create and document the initial set of components for the first rollout

  • Work with pilot project teams to integrate new components into their next releases

An image of Position Objectives with detailed bullets for Objective #1: Creat A UI Inventory and Objective #2: Get Organizational Buy-in for A Design System Project as well as a timeline for each of these objectives to be completed by the new hire.Example above shows what Position Objectives look like.

For each objective, we describe what we think the steps are. (This becomes the outline of each candidate’s comparable experience we’ll be looking to identify.)

The position objectives tend to be the largest section of the document. We want to supply enough detail so that it’s obvious to every reader what is expected of our new team member.

We’ve found this section can be difficult to write. We use exercises, like The Thank You Note technique to help get things started. (We also got this from Lou Adler.)

It’s a quick sketch of what the objectives could look like. Once everyone agrees on what we’re thanking our future new hire for, writing the objectives becomes much easier. The team just fleshes out the details.

Section #3: The organizational structure

Here we describe where the new person will be in the organization. It’s usually only one or two paragraphs, listing who they’ll report to and who they’ll work with to accomplish their objectives. We can use this paragraph to inform who should be involved in the hiring process. Everyone on this list should have input into the performance profile and probably have a role in interviewing the candidates.

Section #4: Situational needs and challenges

This section describes the hard truths of the job. What does the work environment demand of the person who will fill this position? What will make this job challenging?

We list (as politically carefully as possible), all the things that make the job easy and all the conditions that make it challenging. And, yes, we describe how organizational politics will affect the work.

This can be a hard section to write. We want to be as honest about this as possible.

An image of Situational Needs and Challenges with a brief company history and detailed Technological Needs and Challenges for the company and detailed Team Structure Needs and Challenges for the company.Example above shows Situational Needs and Challenges.

It’s important that we identify challenges. In interviews, we’ll want to explore how candidates have dealt with similar challenges. We need to know what comparable experience to look for.

Eventually, our final candidates will read the performance profile. We want them to understand what they are getting into, so there are no surprises on their first day of work.

Hiring managers are often concerned that, if they are too honest, they’ll scare these candidates away. I’ve always been surprised how many highly-seasoned candidates tell us they loved this honesty. More importantly, those candidates could then share stories on how they encountered similar challenges in their previous work experience, which gave us confidence they’d handle our challenges well.

Section #5: Basic Requirements

This is where we put in the basic, non-negotiable requirements for this position. Does it require reporting to work in a particular location, or is working remotely a possibility? Will there be travel associated with the work? Does the new hire need to be a citizen or have a security clearance?

It’s typically a short section that ensures we know what questions to ask up front, so we don’t waste anyone’s time.

The performance profile becomes the basis of hiring

A performance profile gives a hiring team new superpowers.

The hiring team will use the objectives and the situational needs to write a very compelling job ad. That ad will attract an improved set of highly-qualified candidates.

The performance profile also makes interviewing much less stressful for the team. We assign each interviewer their own objectives. Because they have their own objective, they can dive deep into the specifics.

For example, the interviewer assigned the objective “creating a UI component library” can spend their entire interview just talking about how the candidate has done that in the past. Other interviewers cover other objectives, so each interviewer can dive deep into learning what skills, knowledge, and experience on just one topic.

The interviewers can use their interviewing time exploring every nook and cranny of the candidate’s previous work. They’ll emerge with detailed notes full of evidence describing how each candidate achieved their past accomplishments.

The performance profile also helps us hire people who are earlier in their career and don’t have many accomplishments under their belt. In the objectives, we focus on what the new hire will need to learn once they arrive. We can use that information to uncover how each candidate has learned similarly challenging skills and techniques in the past.

Solidifying our partnership with top candidates

When we’re writing the performance profile, it’s top-of-mind that we’ll eventually share the document with our top candidates. Any candidates who make it through the first round of in-depth interviews (the ones where we explore each objective) will get a copy of the performance profile to read. We’ve seen several benefits from sharing the document with our top candidates.

First, they can see what we’re looking for. Maybe we were smart enough to ask all the right questions, but there’s a chance we missed something important.

Hiring isn’t a gauntlet of tests that each candidate has to run through to prove their worthiness. (Well, it seems to be in some places, but it shouldn’t be.)

A smart hiring process is a partnership between the candidates and the interviewing team. The goal of that partnership is to surface all of the comparable evidence that the candidate can do the job.

If our previous interviews haven’t uncovered something important, the candidate will discover that when they review the objectives. In subsequent interviews, they can bring that evidence to the surface, so the team can grow their understanding of how qualified the candidate is.

Second, after reading through the profile, we’ve had candidates withdraw from the process. They didn’t withdraw because they were somehow scared away from the position.

Instead, they withdrew because they now had a better understanding of what we needed. One candidate gave us this reason: “I can see exactly what you’re looking for, and it’s a good opportunity for someone. It’s just not where I see my career going at this point.”

That’s a fantastic thing to learn before we give them a job offer. Much better than if they’d accepted our offer and learned about it after they had started.

By sharing the performance profile with each top candidate, they now know exactly what we need from a new team member. Those that stay in the interview process are now committing to the position, because it’s the right thing for their career.

Getting to an offer faster

A well-crafted performance profile reduces the time it takes to identify a highly-qualified candidate. Because we’re confident that candidate can do the job, we can make them an offer quickly.

In today’s market, where every organization is competing for the same small pool of UX professionals, it’s important to act quickly. If the hiring process is delayed in any way, the chance that a great candidate will get swept up by a competing organization increases dramatically. Time is critical.

The performance profile is our definition of what we need. As soon as we meet someone who matches that profile, we make them an offer, even if other candidates are in the pipeline. Hesitating can cost us the candidate, so using it to speed us through our hiring process gives us a great advantage.

Getting to an offer faster also means having someone start the work faster. After all, we’re not hiring because it’s just a fun thing to do. We’ve got work to get done.

And because the hiring profile helped us identify a professional with the right comparable experience, they already know what to do. They come prepared on day one to dive into the work and hit the ground running.

The performance profile is a game changer.

It’s amazing how a little document can dramatically improve our hiring process.

In essence, we’re creating a user manual for the new position. We’re capturing what we need from our new teammate in that user manual. We then assess the qualifications of every candidate against that user manual. We make an offer to the first person who matches what we’ve described in the manual.

It’s hard to break old habits, and this is no exception. The first time hiring managers sit down to write a performance profile, they usually struggle with it.

Yet, persistence is key here. After using a performance profile for a few positions, it becomes substantially easier.

That’s because we’re thinking about the positions we want to fill in a new way. We’re starting with the end in mind. As Lou Adler says, we’re now hiring for year one, not day one.

And that’s what will improve our team’s capabilities to deliver better-designed products and services.

Categories
Forms

Form design patterns webinar, course update, January resolutions

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Webinar, course update, bullet journaling, job update, Veganuary and Red January.

# I did a webinar on form design patterns

Vitaly from Smashing Magazine invited me to do a webinar on my book Form Design Patterns.

I talked about why form design is so important and then I did a live redesign of the ASOS checkout flow.

It was really fun and I even though I was dreading the Q&A at the end, the audience asked a load of awesome questions which I think I managed to answer okay.

In fact, it went so well, that I might be doing

Categories
Forms

Where to put buttons on forms

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There’s been some comments about this on Twitter.

Button placement on forms is often ignored or prioritised based on what looks good.

But button placement can make or break a form, and a form can make or break a user’s experience. That’s why it’s essential to get it right.

This is more challenging that in sounds because it depends on the buttons and the form in question.

It also requires us to analyse different forms holistically. Otherwise we could end up with the same button appearing in different places which is inconsistent and confusing.

Here I’ll explain where to put

Categories
Forms

Form design: from zero to hero all in one blog post

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Hi there. If we haven’t met before, I’m Adam and I’m obsessed with designing forms. And I have been for almost 20 years.

What is it about forms then?

Every meaningful interaction on the web is achieved by a form of some sort. Whether it’s letting users renew their passport, send an email or buy something.

Basically anything that isn’t just reading content.

What’s interesting though is that on first glance, forms are easy. In a few minutes you can have text boxes and radio buttons on screen and working.

But look around the internet for a minute, and you’ll