How to make changes in your organisation successfully? Is it by Implementing a remote working system? Better collaboration between teams? New Behaviors from your employees or customers?
Getting people to change in an organisation is never easy,
Perhaps these 2 behavioral economics concept can help us better “nudge” people in the right direction
Social Proof -By Amplifying the small behaviours we want to encourage, makes it easy for others to follow.
Peak End Rules – Deliberately designed to create (positive!) memories, surrounding the change initiative, create a positive feedback loop in encouraging the change.
Successful organizational changes need to consider both the infrastructure and mindset changes needed.
Often it is the mindset change that needed more effort in.
Social Proof – This concept from behavioural economics articulates how we as humans adapt our behaviour according to what we witness other people doing.
By Amplifying the small behaviours we want to encourage. For example making publicly recognising & celebrating when remote working/great teamwork was done right. This normalises, thus the change is no longer a new endeavor but became the social norm of the organisation and makes it easy for others to follow.
The same principle can be seen from Derek Sivers’s: How to Start a Movement TED Talk illustrating the importance of creating a social norm as seen by the Dancing Guy.
Peak End Rules
Successful organizational changes often seem difficult when people revert back to their initial behavior and lose all progress. 1 step forward, 3 steps back
To counter this, leaders can consider the behavioural economics ‘peak end rule’.
We, as human beings, tend to remember experiences based on the emotional peaks and the endings, rather than how we felt throughout them.
Ensuring the employee experiences are being deliberately designed to create (positive!) memories, especially surrounding the change initiative, create a positive feedback loop in encouraging the employee to remember the positive experience, and when they are asked by others, “How was your (the change)?”
Creating positive memories could be a nice success celebration on a team collaboration effort, or an energising, productive work session using LEGO to help team members generate insight & solutions!
All can be done to give your team something good to say & remember by.
At ease and excited at the same time
Successful organizational changes require attention and deliberation in designing both the change infrastructure and the employee experience.
Employees should feel simultaneously at ease AND excited about the upcoming changes.
Leaders, how do you motivate your team to feel excited about changes and provide the leadership in making them feel at ease?