Nudge, Nudge, Wink, Wink. Know what I mean.

Small changes, or nudges, having a big impact on people’s behavior is one that everyone in the behavioral economic community supports. But this great idea isn’t working for everyone. I have few colleagues who inspite of being nudged in different ways doesn’t seem to understand them. They don’t have any effect of nudging and the process is complete failure for them. I have always thought of nudging as having substantial impact on people behaviors, whether done by self or by other. This led me to find out more on nudging and the related process.

Organizations use different methods to bring about behavioral change. The most rigid form is to impose rules, including the prohibition of certain behavior. Sometimes imposing rules can work effectively, but it is not suitable for more complex changes. Another way to let employees show new behavior is to effectively communicate and inform. The idea is to let people consciously choose certain behavior; the employee requires sufficient information to properly assess the options. Long-term focused organizational goals are often being the challenge. Properly informing employees about the goals of the organization can help change their attitude. Behavior is in practice often determined by short-term goals, such as the daily amount of work.

Besides these known methods we now see an addition: “workplace nudging”. This method is aimed at people using small, effective changes to persuade employees to show desired behavior. Nudging builds on the fact that people do not always make rational and informed choices. In fact, most of the choices we make are done automatically and intuitively. This impulsive behavior is difficult to change by arguments. What appears to work, are small changes in the physical environment. A subtle hint can have a significant behavioral effect.

Nudging is a method that responds to human impulsive behavior. Nudging is directed at influencing human behavior, but does not force a particular choice. All options remain available. Because the less desirable option remains available, nudging is less compelling than imposing rules or prohibitions. People still make their own choices and will ultimately have a positive feeling about these choices.

With a few quick interventions at the workplace, we persuade employees to show the desired behavior. Workplace nudging distinguishes itself from other interventions by a combination of the following features:

Quick, Concrete Action. Workplace nudging is an intervention that delivers fast results. A concrete, relatively simple intervention in the work environment, which provides a certain need, rewards certain behavior, or triggers the curiosity of the employee and excites to try something new.

Not Mandatory. Introduction of a new work concept such as the new work strategies, often accompanied by many ” You shall … “. People lose their fixed mindset and must work according to new rules. Workplace nudging is not mandatory, but is trying to positively persuade people to make different choices.

Focus on Objectives. Workplace nudging allows to intervene quickly and directly. This is always done with a clear goal, we first look at the plans and objectives of the organization. By specifically naming the desired organizational change and associated behavior, we can then specifically choose an appropriate nudge.

You can either waltz boldly onto the stage of life and live the way you know your spirit is nudging you to, or you can sit quietly by the wall, receding into the shadows of fear and self-doubt.