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It might sound crazy to golfers and brunchers, but some people really do have a hard time shifting from work on their days off. That’s not good. Days off exist for a reason.
“There are some people who pretend at productivity, whose résumés appear impressive until you realize their greatest talent is self marketing. Then there are others… who seem to exist on a different plane of getting things done.”
In the fall of 2015, President Barack Obama issued an Executive Order titled, “Using Behavioral Insights to Better Serve the American People.”
Let’s say you wanted to persuade a few billion people to be more thoughtful about energy consumption. How would you make that happen?
Capturing the attention and passion of employees from the very start of the on-boarding experience is incredibly challenging, but when you layer on the fact that most organizations already face serious employee engagement and culture issues, the task becomes gargantuan.
For the first time in California history, at the start of April, the state imposed mandatory water restrictions in response to the state’s four-year drought. Countless articles have highlighted the drought’s impact on communities, agriculture, and residents alike. While opinions differ, consensus does emerge around the idea that every Californian can and should make some change in their behavior to reduce their own water use.
But behavior change is hard to do and it involves both raising awareness and providing triggers that both elicit interest and motivation to take action, which over time, will change behavior. Triggers can be utilized in many different ways—the trick is knowing which trigger to use based on a user’s likes and dislikes. In order to inspire Californians to reduce their water usage, they need to benefit from technology that will help them become knowledgable about how they can make an impact—and share their experiences with others and inspire change on a large scale.
Employee perks like errand runners, monogrammed cupcakes, and free puppies must be nice, and no doubt they create a fun recruiting experience; but these days people want more. They want the opportunity to do better and to work for a company with a purpose beyond just frosting. An opportunity to connect with something larger — and maybe even help make the world a better place.
Although Gallup has quantified the problem of only about one in eight workers are psychologically committed to their jobs and likely to be making positive contributions to their organizations, employee engagement is a complex issue with many influencing factors. Specifically, the problem of the increasing rate of distraction and multitasking in the workplace is wreaking havoc with the ability to focus on strategic initiatives. Employees are being hijacked by notifications, task switching and the overwhelming temptation to multitask anytime, anyplace and on any device.