By now you might be aware that here at Wundamail, our knowledge of behavioural science and the way that the human brain works underpins everything we do. We’ve researched extensively and used it to inform the design and the inner workings of how Wundamail works, so that you, as managers, can be confident in the knowledge that the lasting behavioural change that you want to implement within your team is being done in the most effective way. But how exactly do we do that? Let’s delve into the powerful behavioural science that make Wundamail so successful.
One of the cornerstones of behavioural science theory is the idea that if people are including in something, they become invested and are more likely to engage and contribute. Participative Management Theory has been around for over half a century, but it’s as relevant in today’s workplace as it’s ever been.
By including your employees and team members in decision making, they’ll be more inclined to stay in the business and contribute, due to the fact that they feel valued. Wundamail does this by allowing you to ask any question you’d like to your entire team, and they all have the opportunity to share their views on a daily basis. This kind of participation has proven scientific links to retention, job satisfaction, and overall employee wellbeing. Feeling like you’re appreciated by your manager or peers is a powerful motivator, which is why it’s woven throughout the fabric of Wundamail.
This is probably the aspect of behavioural science that most people recognise within management. Repetition and reinforcement are both key aspects of affecting behavioural change within teams and forming lasting habits. Change doesn’t happen overnight which is why repeating your intentions, your vision, and your strategies to you team helps to embed them in their day-to-day workings.
Each day, Wundamail sends a question to the whole team, then compiles the responses into a single group email. Team activity is collated, condensed and circulated for all to see- no apps, usernames, or passwords needed. Just like that, a daily feedback loop promotes accountability, unlocks insight, and keeps teamwork efficient and inclusive. Whilst the repetitiveness of filling in and digesting the Wundamail helps to integrate new messaging and ways of working within the core of your team.
One of the first theories on the subject of behavioural science in the workplace was by Elton Mayo in the 1930’s, called the ‘Hawthorne Effect’. Within this theory, Mayo poses that worker’s productivity is boosted by the psychological stimulus that comes from being singled out and made to feel important. This idea that recognition motivates team members to better themselves and work more efficiently is one that is still commonly used today. By making individuals feel special, the person in question gets the recognition that they’re doing a good job, whilst others feel the need to impress or to get on the same level as the person who was singled out.
This is why Wundamail gives managers the ability to respond individually to team members within the compilation, which is then shared with the entire team. Not only does this create a culture of accountability, it emphasises the importance of gaining recognition both from, and in front of your peers. Additionally, it gives individual ownership, and credit to any potential ideas that come out of the question - something that stands out when employees are trying to impress managers and higher ups.
The psychological basis that comes from rewarding good behaviour is well documented. Whether this is in childhood, in the classroom, at home, or at work, we all like to be rewarded for a job well done. It’s the “what’s in it for me?” aspect of human behaviour. Having something to aim for as a reward gives the team members the motivation to continue on with the task, as they can see the pay off at the end and how close they are to achieving it. This relates to the idea of the locus of control - that individuals can control their future or even their day-to-day tasks, thus giving themselves the confidence to progress.
These psychological principles are why Wundamail has a reward centre built in, that is entirely customisable by the managers. Whether you opt for a ‘points mean prizes’ system, a monetary one, or even offer extra holiday days for meaningful contributions, these are all powerful motivators that will engage your team members, and ensure that they will want to participate. The concept of rewarding excellence is one of the most powerful motivators within the workplace, if not the most powerful, which is why it’s an essential part of the Wundamail design.
Behavioural science can sound technical and confusing at times, but it is all based in thoroughly researched fact. This is why, at Wundamail, we’ve studied the theory and used it to inform our practical team management software, so that no matter if you’re a behavioural science pro or a novice, you’ll be able to see the benefits within your team. We’ve done the research and implementation, so that you don’t have to. We pride ourselves on keeping software and science simple - that’s why Wundamail is simply how you manage teams in 2019.