behavior-hack
The Friction Audit
Most workplace programs don't fail on the idea. They fail on the friction. A 20-second extra step cuts participation roughly in half. Here's the audit that finds them.
behavior-design
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The Checklist Effect
When Atul Gawande introduced a simple surgical checklist, complications dropped 36% and deaths dropped 47%. The mechanism isn't information. It's forcing a pause in autopilot.
behavior-hack
The If-Then Plan
People who write "When X happens, I will do Y" are two to three times more likely to follow through. The trick isn't motivation. It's pre-deciding.
research-drop
The Towel Experiment
Robert Cialdini placed a simple sign in hotel rooms: "75% of guests in this room reused their towels." Reuse rates jumped 26%. The sign cost nothing. The mechanism is social proof.
behavior-hack
Temptation Bundling
Katy Milkman's research shows that bundling unpleasant tasks with enjoyable ones increases follow-through by 29-51%. The trick works for exercise, admin work, and manager duties.
research-drop
The IKEA Effect
Harvard researchers found that people value things they helped create 63% more than identical pre-made versions. This changes how you design every employee program.
research-drop
The Loss Aversion Tax
Kahneman and Tversky proved people work twice as hard to avoid losing something as they do to gain something equivalent. Most HR programs ignore this completely.
research-drop
The Peak-End Rule
People don't remember experiences as averages. They remember the peak moment and how it ended. This changes everything about how you design employee experiences.
behavior-hack
The Three-Word Upgrade for Goals That Stick
People who add an if-then trigger to their goals are 2-3x more likely to follow through. The trick isn't motivation. It's offloading the decision to the environment.
behavior-hack
Use the Fresh Start Effect Before It Fades
New Year's motivation isn't just psychological folklore. Research shows people are 3x more likely to pursue goals on temporal landmarks. Here's how to capture that energy for your team before it disappears.
research-drop
The 90% vs 50% Problem
When retirement savings is opt-out, 90% participate. When it's opt-in, 50% do. The same people. The same plan. The only difference is which box was pre-checked.
think-piece
Give People Fewer Choices
More options feel generous. They actually reduce satisfaction and action. The best HR programs offer less, not more.