Nudge Theory is a novel and distinct approach that focuses on assisting learners in retaining what they have learned. This is accomplished via constant positive reinforcement and indirect recommendations. These factors influence the learners' behavior and decision-making abilities. Various statistical research studies indicate that the use of Nudge theory has shown a positive impact on the users of Nudge theory corporate e-learning solutions.
Nudge theory involves a slight prod in the correct direction, some encouragement, and some direction. These are diametrically opposite of an overwhelming feeling of compulsion.
In other words, a nudge informs workers about the different options available in every situation. It gives them the option to "do the right thing" or to push back and dismiss the idea entirely if preferred.
Fundamentals of nudging:
The fundamentals of nudging are very straightforward:
1. Frequently, empathy and soft, emotional persuasion triumph over cold, pragmatic rational application.
2. Positive conduct is an ongoing process that must be progressively ingrained in both employee and corporate culture.
3. Baby steps and bite-sized invitations to action are difficult to resist and may prove to be the long-term victors.
4. Harsh and overzealous reprimand may have the exact opposite impact of what is intended.
The primary differentiating factor of 'Nudge' is that the learners are pushed to constantly revise the learned information. This results in easy retention of the concepts, which is in line with the learning objective. This is one of the primary reasons why the use of nudge theory may be useful in corporate e-learning solutions.
What interests e-learning development companies is that Nudge-based learning provides clear guidance to learners, without driving them into rote memorization. Another advantage of Nudge theory is that it can be tailored to an individual's learning style. With Nudge’s theory, learning is quick and enjoyable. Above all, from the viewpoint of a business organization, it aids in providing feedback to learners.
Example: Use of Nudge theory in a corporate e-learning courseware:
A digital nudge can help leaders develop empathy and maintain a healthy work-life balance. A manager can send a work email to their team outside of normal business hours. Based on the same, an automatic popup displays with a list of potential responses.
Consider two points here: the popup softly nudges the reader to revise the taught chapters. Second, there is no need for the course of action if it has been done.
Corporate online learning solutions should include the following features of a nudge approach.
Timing is critical:
Timing is critical. They do not refer to it as "just in time" education for nothing. You must determine the optimal time and location for using nudge theory.
Create a game out of learning:
Gamify learning inside your organization by using points, badges, and leaderboards.
Learning in a prominent location:
Ensure that your course is promoted in areas where your learners gather. This may be in the company's breakroom or on its website.
Attract learners' attention by putting your course description in a prominent location. An excellent alternative is to use the company's bulletin board or the intranet's main page.
Communicate efficiently with your learners:
Ascertain that you communicate successfully with your course's pupils. You want to seem helpful and encouraging, not stalker-like.