What is the Nudge Change Model, and what are best practices, tools and online templates for teams and organizations?
Definition of Nudge Change Model
The Nudge Change Model is derived from Nudge Theory, which provides a framework for understanding how and helping people to make decisions by reducing any influences that might discourage quality decision-making. Therefore, the Nudge Change Model describes a way to create change in an organization by influencing an employee’s choices, but without taking away the individual’s ability to make their own decision. More specifically, “nudges” are beneficial influences that encourage employees to consider the cost and benefits of their decisions, providing them with more information so that they make the most rational decision.
Description of Nudge Change Model
The Nudge Change Model uses support to allow employees to maintain their freedom to choose. Based on the idea that the majority of our decisions are made automatically, nudges are used to provide small hints concerning, or encouragement toward appropriate behavior. However, before allowing employees to choose the manner in which they will change their behavior, managers must first spend a substantial amount of time observing their employees in order to have concrete suggestions of which behaviors to change and the most effective method for changing them. In the Nudge Change Model, there are three types of nudges.
- Perception Nudges: These nudges are aimed to change the way that employees perceive aspects of the organization, including its culture or the way that people are treated.
- Motivation Nudges: These nudges are used to garner support for whatever change is being implemented.
- Ability and Simplicity Nudges: These nudges help to frame behavior in a simple way. This method is effective when implementing large-scale changes or changes that employees perceive to involve significant time and effort. By simplifying the changes, employees are more willing to enact them.
When using nudges, it is important to remember that all behavioral options should remain viable, but the nudge should provide enough information to guide the employee toward the most desirable action. In this way, employees maintain a sense of control over their workplace behaviors and do not feel as though they are being forced to behave in a particular manner or perform a certain task.
Tools & Templates
The Beckhard & Harris Change Process can be used to help identify what in the business needs to be changed, which can help support the initial stages of the Nudge Change Model.
upBOARD's Online Nudge Change Model Tools & Templates
Unlike most traditional Change Models, upBOARD’s online Nudge Change Model tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other change management best practice tools and templates, including:
AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group Change Delta, Brainstorming, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Proposal, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Communications Planning, Core Values, Deming Change Cycle, EASIER Change Management, Employee Engagement Plan, Feedback Capture Grid, Focus Groups, Geert Hofstede’s 6 Dimensions of Culture, GE Change Acceleration Process, Go-Live Planning, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin’s Change Management Model, Maurer’s 3 Levels of Resistance, Nudge Change Model, People Centered Implementation, Performance Support, Process Mapping, Sponsor Roadmap, Stakeholder Analysis, Stakeholder Interviews, Switch Change Framework, User Acceptance Testing, VRIO Framework and What’s In It For Me (WIIFMs).