People are the driving force behind every good business. Without a motivated, skilled, and engaged workforce, organisation can’t thrive. Everything from customer service, reputation, culture, productivity and risk are impacted by the workforce, and more specifically the behaviours of the workforce. By actively shaping behaviour, organisations can foster a more effective,cohesive, and innovative workforce that drives long-term success.
Shaping behaviour
There are a range of techniques for shaping behaviour in organisations. Grounded in behavioural science and psychology, they focus on encouraging positive habits and actions.
You may have already come across the concept of ‘nudging’. Nudge theory, popularised by Thaler and Sunstein in 2008, is a behaviour change method that subtly steers people toward desired actions by modifying their environment. Humans often make suboptimal decisions due to mental shortcuts(heuristics), and nudges work by influencing these automatic responses without restricting options. For example, placing healthy food at eye level encourages healthier choices.
Boosting
While nudges target behaviours, boosts, on the other hand,target people’s cognitive and motivational competences. Behavioural boosts have been developed by Prof. Ralf Hertwig in recent years. Boosts allow individuals the autonomy to make their own decisions, as they equip us with the tools to do so by ourselves, and on our own terms. Boosts differ from nudges; in that they are designed to allow individuals to build on learning in the long term. Boosts empower individuals to change or engage in behaviour by improving their decision-making capabilities. Typically, the environment acts as an information source, promoting a reflective approach to decision making.
Organisational challenges ripe for a boost
Talking all things behaviour at Learning Live, our behavioural insights team delivered a talk all about boosts and how they can be used to effect within organisations. Some areas in which they can work particularly well are:
Improving operational safety
Operational safety is fundamental in any organisation, especially in sectors like manufacturing, healthcare, and construction, where the consequences of unsafe behaviour can be severe. This can lead to a lot of pressure and employees in these areas often must remember lots of different information. A boost could help to reduce the overwhelm by focusing on the key actions they can take to identify hazards and reduce accidents.
For example, small, focused boosts in the form of quick,digestible tips could be integrated into daily routines—reminders to follow protocols, or even bite-sized refreshers on emergency procedures. By improving employees’ awareness and decision-making abilities regarding safety practices,a boost can lead to fewer accidents and create a safer work environment.
Cybersecurity and compliance
In today’s digital age, maintaining cybersecurity and adhering to compliance standards are non-negotiable. While many organisations already have cybersecurity training in place, the challenge often lies in ensuring that these guidelines are internalised and applied consistently.
Here, boosting could take the form of mini learning sessions that regularly remind employees of key cybersecurity practices, such as recognising phishing emails or using strong passwords. Rather than overwhelming staff with dense manuals, these regular, manageable boosts help employees retain the essential skills needed to protect the organisation’s data.
Managing Difficult Conversations and Sensitive Areas likeDEI and Wellbeing
Managing difficult conversations, especially around sensitive areas such as diversity, equity, and inclusion (DEI) or employee wellbeing, requires not only empathy but also specific communication skills. A boost here could be transformative, giving employees the confidence and knowledge they need to approach these conversations effectively.
For instance, a series of brief, targeted boosts could help employees practice active listening, empathy, or constructive feedback. By gradually building these interpersonal skills, organisations can create a more inclusive and supportive workplace. Regular reminders can empower employees to handle these situations with care, improving both individual and team wellbeing.
Leadership commitments
Leaders play a crucial role in shaping organisational culture, and their behaviour sets the tone for everyone else. Boosting can be especially useful for developing leadership skills, as it provides small,actionable pieces of advice that leaders can immediately apply.
For example, rather than just providing training on leadership principals, a boost could help leaders embody the principals by identifying the actions and embedding the behaviours of good leaders in decision-making,team motivation, or conflict resolution.
Building a good working culture
Building a positive organisational culture isn’t just about formal policies; it’s about day-to-day behaviours and the way employees interact. Boosting can reinforce these desired behaviours by subtly shaping employees’ daily interactions and encouraging a culture of support,transparency, and respect.
A boost here could involve regular, low-effort nudges that encourage collaborative behaviour or highlight examples of positive workplace interactions. These small, cumulative boosts can strengthen the fabric of the organisation’s culture over time, helping employees internalise and replicate the core values the company wants to promote.
Why Boosting Works
The success of boosting lies in its ability to make complex behaviours easier to adopt without overwhelming employees. By delivering small,practical interventions at the right time, boosting helps individuals build their capabilities and become more confident in their decision-making. Boosts are more digestible and actionable, which makes them more likely to stick.
When applied effectively, boosting can be a powerful tool for driving behaviour change across various organisational areas, from safety and compliance to leadership and culture. The key is to provide employees with the knowledge and skills they need to navigate challenges themselves—resulting in more sustainable and meaningful change.
The potential for boosting is vast. It offers a unique opportunity to empower employees, helping them not just meet organisational goals but thrive in their roles.
