Peter Honey recently commented on Nudge on the People Management website in the article When managers choose to behave badly which prompted me to think about my own introduction to Nudge theory a few years ago. I was working on a project with a construction company where the remit was for participants to introduce an improvement and we talked about behavioural nudges which would help embed these changes. The concept of behavioural nudges comes from Thaler and Sunstein in their book Nudge and is concerned with encouraging people to choose behaviours which are both beneficial to themselves and others. A good example is one which can be seen in many local parks and here it is
This is Bathpool Park in Stoke and this equipment is part of the government’s strategy to combat obesity. Let me explain - factors that stops adults exercising in gyms are cost and accessibility so by providing free gym equipment in parks the hope is that we will be nudged in the right direction to choose to take more exercise.
Naturally working in HR and L&D I am curious about how this can be applied to our profession and how we can provide behavioural nudges and have provided a few suggestions below
- Pre-appraisal preparation documents which are easy to complete – to encourage participation and two way conversations taking place. One organisation I have worked with had a ten page version of this document which no one ever completed as opposed to a one pager which was completed by 90% of appraisees in another organisation.
- Making Level 3 evaluation part of organisational life rather than a separate task we do afterwards – ask individuals to consider how they have used their learning at appraisal. Let’s not just measure how people have completed their task objectives – what about their learning objectives as well?
- Rewarding the completion of online evaluation forms – this could be a free book, factsheet or a voucher. One organisation I worked with specialised in a day out with a driver (it was a logistics business!) or whatever works for your organisation.
- Selling the benefits of change through presentations using colourful notice boards – explain to people why they should change – what is in it for them?? Use the principles of Kotter’s hange process reward changes in behaviour and celebrate – hold celebration lunches or even a day out with a driver!
- Consistently demonstrate the value of HR and L&D - so that senior managers choose to consult with us at the start of the major projects. Start to talk the organisations language and provide metrics on Return of Investment and Return on Expectation – how has HR and L&D made a difference? Let’s shout more about our success!
- Making Resourcing websites easy to navigate and use - so that people choose to apply for posts with your company and the actions they need to take are clear – too many clicks and candidates will choose to go elsewhere. You may be deselecting candidates without even realising it!
- Providing spaces in organisations where people can network – This will encourage the building of social and professional networks across the business as people may use them to get a coffee or have lunch. Rather than forcing networking opportunities let them happen naturally and watch relationships build across the organisation.
What nudges do you think you can provide in your organisation?
Useful Follow Up References
Thaler Richard and Sunstein, C Nudge: About Improving Decisions About Health, Wealth and Happiness (London: Penguin, 2009)
A couple of links to the BBC website which details how the government is using this
http://www.bbc.co.uk/news/magazine-17818223
http://www.bbc.co.uk/news/uk-politics-16958852
A link on Nudge Theory relating to HR
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