In my previous blog on ‘behaviour change,’ I discussed some of the meanings of this concept.

 Now, I want to turn to how to successfully implement ‘behaviour change’ in the workplace.

 Here are my five top practical tips.

Define your goal

Your employees will only change behaviours for new ones if they fully understand what they’re aiming for.

The most productive discussions about behavioural change, whether individually or collectively, are those that start with the strategy and goal the change is concerned with. Ensure employees know what the desired behaviour includes and what they must do to exhibit this behaviour.

Individual and collective goals must be repeated frequently to make employees aware of these goals and to drive behavioural change. Collective goals can be displayed through public communication channels repeatedly, such as digital signage, a corporate screensaver, or a corporate app.

Staff inspiration

One of the best ways to drive behavioural changes amongst your employees is to inspire them. Work with them at an individual level to find out what their goals and ambitions are. Identify their passions and motivations at a deeper level. Make an emotional connection with them.

Inspiring your employees can also be done on a larger scale - using inspirational language and sharing stories can be done by having employees or leaders in your organisation share their personal experiences.

Create a collective strategy

Sometimes, changing behaviour is easier for your employees when their complete team is making changes instead of just one of them working in solitude.

This not only creates a sense of unity in your team; but provides team members with an opportunity to learn from each other.

According to psychologist Albert Bandura’s Social Learning Theory, learning can occur simply by observing the actions of others. He states that “Fortunately, most human behaviour is learned observationally through modelling. From observing others, a person forms an idea of how new behaviours are performed.”

Reinforce positive behaviours

When you notice employees displaying behaviour that you want to see more often, be sure to reward them for it.

Rewarding employees for specific behaviour will drive behavioural change. It motivates employees to exhibit this behaviour more often. Acknowledge and recognise a positive behavioural change. Likewise, when employees display undesirable behaviour, provide constructive and direct feedback immediately, so employees understand this wasn’t the behaviour you were intending.

Not only does workplace recognition motivate employees, but it can also outline what success looks like for other employees.

One step at a time

The most effective approach to facilitating employee behavioural change is to tackle one issue at a time, as focus is essential during these efforts. 

Trying to change multiple behaviour issues at once can be overwhelming.

Alternatively, single out the main behaviour you’d like to see a change in, and coach your employee to work on that issue specifically. Give your employee the time to get used to this new way of doing things to make sure the change becomes permanent.

Move onto the next change only when the first new behaviour has become a permanent behavioural change.

Watch out for the last blog in the ‘behaviour change’ series - what are the benefits of behaviour change.

In the meantime, if you need any support or guidance relating to anything discussed in this blog, then please don’t hesitate to contact me via Email: russell@theresiliencecoach.co.uk or visit my website www.theresiliencecoach.co.uk