Put it into action

Whenever we learn something, we need to practice doing it to actually embed the new processes in our work. Think of it as modeling the behavior you want to see in the future. This behavior modeling happens after the lesson, in the design, experimentation, and feedback phases. The best way to learn behavioral science is to run a ton of experiments; the second best way is to design them and predict what would work (or what would be the best choice given time and resource constraints).

Rewards Cheat Sheet & Checklist →

  • In the first page of this sheet, we've broken down many types of rewards by type, impact, and longevity
  • You can use this page to find the best reward types for your personal and work experiments below
  • On the second page of this sheet, we've included some tips for intrinsic and extrinsic motivation, plus some questions to ask yourself when designing a reward system
  • We’ll give in-depth feedback on our experiment or application of these reward principles on this week’s Zoom call; so make sure put these ideas into action early and often this week!

Work & Personal Experiments

We know it often won't be possible to launch an experiment and have data within a week. So when that’s not feasible, it can be useful to brainstorm experiments, predict which would be most effective, and game plan how you'd handle different results with your team.

  1. If we ran this experiment around rewards and got these results, what would we do?
  2. If the results were the opposite, what would we do then?

Additionally, you can do quick-and-dirty applications of these behavior change concepts in your own life around personal goals you might have. What works for you personally? Who might respond the same? What groups might this not work for? The best behavioral scientists we know are often experimenting in their own lives, where they can get data much faster and shorten feedback cycles.

• How can I experiment with rewarding myself to do X using extrinsic rewards that aligns with my intrinsic motivation (or at least doesn't crowd it out)?
• How can we make it more likely for our team to do something we've been putting off by adding a concurrent reward? (AKA temptation bundling)
• How can we get our population to do X by making the experience better evoke an intrinsic reward?

Whatever you do, track it with a spreadsheet or app to measure whether or not it works. Then write a short post-mortem afterwards to deconstruct it - what would you stop doing, start doing, and continue? What could you layer on later to make the tactic more effective or prevent boredom/attrition? Feel free to use any concept from this week, or anything that relates to motivation and rewards.

List at least 5-10 different experiment ideas or reward variations, whether you're planning a work experiment or a personal one. Don't just go with the first idea that comes to mind for you or your team, and list several different reward types. Prioritize ones which will be the most effective and easiest to get going (i.e. best ROI). Feel free to test ideas that combine more than one type of reward.

Zoom, Loom, and Slack

  • If there are any questions you have about this week’s lesson, ask them on Slack and they’ll be added to the list for Thursday’s Zoom call.
  • You can also drop us requests for feedback on any document, design, or personal/work experiment that relates to behavior change, and we'll do our best to respond with a short video. Feel free to send a Loom link yourself (~5 min or less).
  • You can request feedback that’s public or private, but we’ll prioritize public so more people can learn from each others’ work.
  • Don't be shy; we have time marked off on our calendar to reply to these, so take advantage of it.

That's it for week 2. Let's go design some experiments!