Source | hrtrendinstitute.com |
Wikipedia defines nudging as follows: “Nudge is a concept in behavioural science, political theory and economics which proposes positive reinforcement and indirect suggestions as ways to influence the behaviour and decision making of groups or individuals. Nudging contrasts with other ways to achieve compliance, such as education, legislation or enforcement”.
Thaler & Sunstein, in their book Nudge, give the following definition: “Any aspect of the choice architecture that alters people’s behavior in a predictable way without forbidding any options or significantly changing their economic incentives… To count as a mere nudge, the intervention must be easy and cheap to avoid. Nudges are not mandates. Putting the fruit at eye level counts as a nudge. Banning junk food dos not.”
According to Thaler three principles should guide the use of nudges:
- All nudges should be transparent and never misleading
- It should be as easy as possible to opt out of the nudge
- There should be good reason to believe that the behaviour being encouraged will improve the welfare of those being nudged.
The Behavioral Insights Team use the EAST acronym when it comes to effectively stinulatamting behavioural change: Easy, Attractive, Social and Timely.
Examples of Workplace Nudging
Some examples of nudges that can be used in the workplace, virtual of physical. I present most examples here without references. Look at the articles in the “Further Reading section” to learn more.