Nudge training for better employee performance

The Nudge or “boost” consists in positively inspiring virtuous behavior, for example by using the game. Free of punishment and guilt, this method has already proven itself in many contexts. In business, Nudge training helps guide employees to adopt more productive behavior.

The principles of the Nudge approach

This approach is at the crossroads of economics and psychology. It refutes the economic theory of rationality. Indeed, authors who have worked on the question argue that humans do not always make well-considered decisions. We are subject to numerous “biases”, factors that influence our behavior and that are not rational.

Some examples of biases include:

• Framing bias, which concerns the presentation of the message or product: pre-cut portions that weigh less than the spontaneous choice of consumers help to establish temperance;
• Anchoring bias: you make a decision more easily when you are “informed” by a decision that has already been made or that of a loved one;
• Short-term bias: we tend to value immediate rewards more. The sensation caused by cigarettes masks the chances of lung cancer;
• Risk aversion bias: we prefer to earn €1500 rather than €1600, including €100 to be donated to taxes.

Les Nudges or “nudges” aim to exploit these biases in order to inspire more virtuous behavior. Thus, nudge training consists in causing a smooth change in employees, so that they can integrate new skills in the long term. To do this, experiential learning is preferred, whether it is production activities themselves or games.

The Nudge has been used successfully by several governments and organizations. In business, this approach opens up a lot of perspectives. In addition to increasing the skills of workers, it can also be used for customer relationships and management in general.

Fifty, a training course by Nudge for corporate employees

Fifty is a digital platform that is presented as a Workplace Training Action (AFEST). It is therefore rooted in practice, and makes it possible to combine productivity and learning requirements. Fifty consists of micro-actions to be performed every day, in order to improve the targeted skills.

The method Fifty Is an action of Nudge training, which uses the achievements of this approach to optimize the motivation and commitment of collaborators-learners. Without constraints or sanctions, it promotes structural change, as subjects learn to adopt more beneficial, effective and productive behaviors in the long term. This training, oriented towards human resources, concerns both technical and human skills. However, it is particularly interesting for developing know-how (procedural skills) and interpersonal skills (ability to adapt).

Thanks to Nudge, the company can achieve new performances and outperform its competitors. Indeed, Nudge training makes it possible to support each individual in personalized learning, in order to obtain convincing personal and collective results. With Fifty, changes are quantified in real time, all with anonymized results.