The English verb nudge, which translates as nudge, is not unknown to HR managers. This is an increasingly popular way of such communication and management of employees, in which they themselves "subconsciously" decide to do things a little differently and better. Apply nudging in your team as well.
Evolutionarily, we use shortcuts in setting decisions. If one row of people in a movie theater starts looking back, within a few seconds everyone behind them will join them, and maybe even the people in front of them - if they can tell by the sounds from behind that something is going on.
And exactly this behavior can be used when applying nudging - gently and non-violently pushing people to choose an action that is suitable for them and for their work, performance, and employer when making decisions.
It's not manipulation, is it?!
The margin of manipulation is always very thin. Even assertive behavior can be considered manipulative from a certain point of view. But as long as the decision is left to the person himself and is not pressured in any way (no matter what decision he makes, he is not threatened with unpleasant consequences), nudging is in no way manipulation.
"The right nudges can take many forms. They are non-violent and they work. A good example is the menu with the daily menu. If there are healthy foods at the beginning, people are more likely to choose those for lunch." explained Lívia Bachratá, director of the Public Affairs department at Edenred.
Research has also proven, for example, that if you first ask employees for a certain promise or commitment, it is more likely that they will keep it even when no one can see them. Because we all cheat to some extent, but at the same time we all need to stay at peace with our conscience.
"This can be applied, for example, in companies where work is done remotely or where the superior is often not present at the workplace. If you talk to employees from time to time about how to use time effectively at work and that you should work during working hours, people will do so." L. Bachratá advised.
At the same time, he advises the management to be humane in this communication and to mention that, of course, it is not possible to continuously perform at 100 percent and that the management will appreciate it if a person who is not feeling well, is unable to work or for other reasons cannot work at full capacity, takes a break or takes time off. "If people just sit around at work, they feel bad themselves, but if they know that the management understands their experience, they do their best when they feel like it," added our expert from Edenred.
Benefits as a form of respect
Guiding employees to better performance, which also includes improving their qualifications, education, maintaining good fitness and health, or benefiting from time off to gain new physical and mental strength, can be very well achieved with the help of employee benefits.
"You can also motivate employees to develop, train, play sports or have quality rest through the points provided in the Edenred cafeteria (a tool for simple management of employee benefits). These are incentives that encourage employees to make reasonable decisions beneficial to their long-term development and satisfaction." gives another topic on how to apply nudging in your company L. Bachratá.
Behavioral economics has repeatedly proven that a small change that does not cost a lot of effort or money is enough to achieve a fundamental change in behavior. "These important little things include, for example, thanking employees, or even better, each employee separately, for their work and performance. Praise really works wonders for people, and a good word costs nothing." continues L. Bachratá. "Showing yourself belongs to a similar category - that is, the boss, as a person, with his strengths but also his weaknesses, his values, maybe his sorrows. I recommend applying this if you need to bring more humanity and spirit to the workplace."
Help, not a panacea
Nudging is not a panacea and will not help motivate frustrated, disgruntled or burnt out employees. But if people on your team are more satisfied than dissatisfied, small nudges can further strengthen their satisfaction (including with themselves).
Don't you believe? Try this cheap experiment: if you want people to walk up the stairs (to a reasonable floor, of course) or if you don't have an elevator at all and have to walk up the stairs, upgrade the staircase. Cheerful inscriptions (for example, days of the week with a humorous password, days of the week in several languages, etc.). On the platform, paint the "nursery" that we used to jump on as children: the squares must be jumped on one foot, but when two squares are next to each other, you can land on both feet. Simply make ordinary stairs fun and playful. You will witness how the stairs can improve people's mood and how they will start the working day better in this mood.
