What Is Nudge Theory and How Useful Is It?

It's never simple or fast to bring about change. But what if you could delicately influence 'excellent' behaviour in the workplace with subtle cues?

The foundation of Nudge Theory is the notion that one can impact the likelihood that one option will be selected over another by shaping the environment, commonly referred to as the choice architecture.

A person's ability to retain their freedom of choice and sense of control over their decisions is a crucial component of the Nudge Theory.

How does nudge theory work?

Nudge theory, commonly referred to as choice architecture, is a strategy for controlling an environment to influence behaviour.

This is accomplished by subtly affecting decision-making via using nudges in a particular direction. Nudges can be used in various ways, such as giving decision-makers additional information or giving others behaviour examples.

Three practical applications of the nudge theory for the workplace

1. Social nudging

If you want to accomplish anything or change your behaviour (for example, by establishing a new sustainability policy), you may demonstrate how other organisations have succeeded by putting the same idea into practice.

This can be accomplished by disseminating information inside the company or displaying statistics using visual aids. Most people enjoy finding out how others have accomplished goals or attained outcomes.

Using behaviour to promote results can be a form of social pushing. This can apply to putting new policies into effect. For instance, if you've implemented a hybrid or flexible working strategy, managers could utilise social nudging to make it obvious they work from home on a flexible schedule. By acting in this way, they inspire other employees to follow suit.

2. Choice architecture

Making things simpler for individuals to select the "better" option is known as choice architecture. For instance, establishing a cycle-to-work incentive to promote people to get healthier by cycling to work instead of driving is an example of choice architecture.

A poster advertising the programme close to the office parking lot could serve as an illustration of how the nudge theory is put to use in this situation. Alongside the office biscuit cabinet, you may also provide information about alternate snack options, including fruit.

3. Incentives

If you wish to gently impact employee behaviour for welfare reasons or to encourage better habits, you could consider creating schemes or incentives that encourage specific behaviours.

For example, a monthly step challenge for the entire company encourages movement. To encourage workers to feel better physically and mentally, you may provide a prize or award to the employee who logs the most steps.

Apps for wellbeing provide rewards to motivate users to focus on their health. Numerous wellness or fitness applications can track activity levels and even offer tips. 

Things to take into account when applying the nudge theory at work

While nudge theory can be a valuable tool for motivating staff to make healthy decisions, it also has specific ethical considerations. One should never apply nudge theory in a coercive or pushy way and always handle it with discretion.

When implementing nudge theory at work, it's crucial that employees always feel confident in their decision-making abilities (without repercussion).

When applying the ideas of the nudge theory to the workplace, keep the following in mind:

• Ensure your workplace nudges are subtle suggestions for good action rather than a forceful attempt to alter behaviour. This is crucial in the workplace when trying to influence workers since they can be more willing to go with their boss's proposals out of fear of the consequences.

• Since you're trying to change behaviour, be clear about what you want to accomplish. Make every effort to ensure that your communications are accurate and that employees are aware of the situation, including how their decisions may affect or benefit them.

• Lastly, always make sure workers believe they have the option to decline. As crucial as having a clear message, it's critical to remember that you are always providing employees with a choice rather than pushing them to make a decision. You're merely presenting the option of being nudged in that direction.

Making wise decisions at work can be shaped and informed by the nudge theory, perhaps leading to more sustainable and healthy working conditions.

Next time you're organising communications for the launch of a new programme, a change management scenario, or a policy, why not take nudge theory into account?

Source: BreatheHR