TLDR version of key insights found.

Read more to learn about the 6 insights that shape the fundamentals of On-Demand Pay.

Key Insights

Over the span of 10 months, here’s the key learnings gathered based on the 3 research questions we set out to answer.

1️⃣ Employees are not 1-dimensional personas

<aside> ⭐ ****Identified the split view between Office Workers vs Non-Office Workers.

• 3 types of ODP persona were formed: Bob, office worker, 32 years old Struggling Suzzie, restaurant worker, 28 years old Ahmad, security guard, 25 years old

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2️⃣ First Impression Matters

<aside> ⭐ People want to feel empowered, not inferior to the product/service.

• positioning the service and user experience to be relatable and mindful to all types of income groups and employees.

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3️⃣ How much is enough to help employees out?

<aside> ⭐ RM500 is the average requested amount an employee would ask for in a salary advancement.

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4️⃣ The sweet spot with F&B and Logistics Industry

<aside> ⭐ Instant uptake and seamless onboarding with staffs from these industry.

****Several companies have an existing practice in place to request to salary advancement, hence it was easy to grasp a benefit like On-Demand Pay.

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5️⃣ The cost of Asking in a workplace

<aside> ⭐ Stigma still runs high commonly among employees who works in an office, where hierarchy and roles are heavily enforced.

Employees fear that they will be seen as an outcast of unreliable at work if they were to ask for a salary advancement or use something like On-Demand Pay.

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6️⃣ Earlier access to my salary with ODP. Is that it?

<aside> ⭐ Regular uses are expecting more and wants the right tools to help with their financial journey.

We start to see more request and feedback regarding how they would like use the platform and more...

”Make my money work me” ”Teach me how to use it” ”When is the ideal time to request for my salary”

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