HR leaders in organizations across sectors are now taking on the role of people scientists, thanks to the increasing impact of data and analytics on people management. Over the last 100 years, psychologists, neuroscientists, and behavioral scientists have made unprecedented progress in understanding human behavior. And now, HR professionals who are equipped with behavioral insights are finding ways to leverage employee behavior to drive desirable business outcomes.
If you’ve been following recent trends in employee engagement, employee experience, customer centricity, and/or customer experience, you’re probably already aware of how these factors affect business. You know for instance that engaged employees = greater work ownership = improved quality of work, but how do you drive behaviors that increase engagement?
There are multiple variables in any behavioral equation – how we behave is influenced by our emotions, culture, past experiences, motives, ambitions etc. In this paper, we discuss three hacks that positively influence employee behavior. These techniques are already being implemented successfully by several growth driven businesses around the world, examples of which you’ll learn about. We’ll also look at the role of emerging technologies and how they can have multiple applications – from training for necessary skills to providing empirical feedback. While it’s empowering to know that organizations can influence individual behavior, this power comes with responsibility; to that end, we’ll discuss the ethics of behavioral design and how businesses can assess whether a behavioral intervention is ethical.
