There are groups for different areas of work and interests, the design is completely customized and provides a nice and unique frame thanks to the footer, which tells the history of the library in text and illustrations. And speaking of history, employees can also keep track of who started, quit or changed jobs. It's an intranet that really secures the social kit.

- We wanted to build good support for the employees in everyday life and a main entrance for all systems. And we wanted to create conditions for openness, transparency, dialogue and better knowledge transfer, says Anders Hejll, web strategist and project manager.

To achieve this, they agreed that they needed to change the platform to a more modern and flexible solution and develop a structure and content that better corresponded to the organization's needs. The old internal web did not meet the needs, which led to the emergence of parallel systems and it became difficult for the employees both to find information and to understand what the organization looked like. In Sitevision they found everything they needed and through a variety of special solutions both in terms of design and functionality, they have received an internal website, Interno, which is better adapted to their needs and which generated many cheers.

- Interno is fantastic. It's everything the old one wasn't.

The setting means everything

What really catches the eye on the Interno is the footer. It tells the history and heritage of the Royal Library using illustrations specially designed by Soleil.

- We like the footer a lot. We are glad we took the time to prioritize it. It presents our history in a playful way, Anders thinks.

Employees logging in for the first time can easily access the entire history. At the same time, it serves as a reminder for everyone else as well, and as a way to strengthen the feeling of we and the common identity.

Design is of course super important for a library of rank and many icons and puffs are specially designed. For example, it can be a pointed corner instead of a rounded one.

- Every design choice has a thought behind it and we have put a lot of focus on how we use the colors. White and gray are the basis, and then the other colors are allowed to pop, for example the profile colors again go a lot in tags and icons. The governing documents are also marked with color. The user receives a preview card of the document and when he opens it, it becomes an official "badge". It should feel like you are reading an official document, not just a subpage with text, says Marko Tosic, designer, Soleil.

- The Royal Library has dared to test different orientations and solutions and understands that design and UX/UI are important. We have talked a lot about how the employees should be able to use what we have created and, for example, discussed how buttons should look and function. They are very committed, it's fun, Marko continues.

Bulletin board for socializing digitally

The employees wanted a way to meet digitally to be able to contribute, learn from each other and talk about everything that is not formal. That's why there is a message board where everyone can post, comment and share. There are also icons for emojis and voting, a function that is part of Sitevision's range of modules.

- Via the notice board, everyone can take part in what is happening. It is a way to create commitment, participation and a sense of the internal web as a digital meeting place. The various groups are also a way of promoting participation and collaboration. There are both unit and work groups, but also interest groups such as “Nihon! Japan! Japan!”, a group for those who like Japanese food, culture or Japanese activities, says Anders.

Employee archive for those who want to keep track of personnel news

For those who want to keep track of the latest personnel news, there is an archive of who is starting, ending or changing roles. This is in three different tabs and it is also possible to filter by date and device.

- It has previously been difficult to keep up with how the organization changes and who works where. By making it visible like this, we promote the community. The next time I meet someone who I see is a new hire, I can say hello and introduce myself. It creates a pleasant feeling among the new colleagues, says Anders.

Profile pages to find friends and skills

Interno has many flexible functions to show who works in different departments and units. On each person's profile page there is a name, picture, contact details, but also a list of what skills the person in question has and the groups they belong to.

- Under the heading "Ask me about" the employees themselves can fill in what you can ask them about. Then it is possible to see if there are any common interests and opportunities for exchange. These skills are also searchable, explains Fredrik Stodne, project manager, Soleil.

Lists and tags for an easy-to-navigate start

Something that has made it easier to navigate is that the home page only has three main entrances instead of the five that were on the old internal web. There are also banners here in three levels to highlight what is current, everything from ordinary information to operational disruptions to crisis messages. In the calendar listing, users find links to Zoom meetings and can download bookings to their own calendar. This is one of many custom features.

- Operational announcements and news are listed and tagged to clarify what is current right now, when things are to happen and when they happened. Everything is also saved in archives, says Fredrik.

And of course, employees easily reach Sitevision's collaboration groups and their tools and programs. Here they can mark pages as favorites and choose to receive notifications about new things happening in their groups.

Clear and simple – a guiding light

The Royal Library has worked hard to cut down and compress its content. Clarity, simplicity and relevance have been a guiding light here. Now there are significantly fewer pages.

- We have rather failed than proposed, so to speak. There is a lot of content that we chose not to move over from the old internal web, because we felt that the need for it was limited. Instead, we start from what employees request and search for, and create new content based on that, says Anders.

- I am also very satisfied with our governing documents. They have been as pdfs before, and were difficult to both find and navigate in. Now we have converted all policies and guidelines into html pages. This makes them filterable and searchable in an alphabetical list. The reader can easily navigate the table of contents. It provides a completely different accessibility and searchability, Anders thinks.

High engagement and user involvement

The Royal Library wanted to involve the users in the development both in terms of content and functionality.

- We therefore launched in stages with beta versions so that the employees could test and provide feedback. Based on the tests, we crossed out certain things and waited with some functions. For example, we have opted out of showing the page responsible for pages. We thought that was important for a long time, but then we realized that it was more important to display contact details and provide the opportunity for feedback. We have focused more on contact and feedback overall and are particularly pleased with the tip box. Each page has a tip box where you can suggest improvements. It has given us good input on what we may need to supplement with and what is not clear, says Anders.

We also thought of loading feeds from our social media onto the home page, but instead chose to only have links in the footer. We thought it would be a bit messy because we have a lot of flows anyway, explains Anders.

A function that may come later is a flow on the start page that shows images from the image bank to make it clear that it exists and can be used. In other words, the work continues and so does user involvement.

- In the measurement that was made of the old internal web, we received very low marks. Now we think we have improved a lot on the points where there was the greatest dissatisfaction. We will redo the measurement this fall, so then we'll see, but so far we've received many spontaneous cheers internally, concludes Anders.

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