<![CDATA[Advisor Works - Blog]]>Thu, 30 Oct 2025 04:11:52 -0700Weebly<![CDATA[Nudge don’t shove]]>Fri, 05 Jan 2018 17:00:01 GMThttps://www.advisorworks.ca/blog/nudge-dont-shoveFor the topic of Nudges in the workplace read Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead By Laszlo Bock. Google is constantly running experiments on their employees to see how they can improve efficiency, health and wellness.

For a deep dive into Nudge Theory I recommend Nudge: Improving Decisions About Health, Wealth, and Happiness by Richard H. ThalerCass R. Sunstein

If you Google “Nudge Theory” you will get the wiki definition “Nudge theory (or nudge) is a concept in behavioural science, political theory and economics which proposes positive reinforcement and indirect suggestions to try to achieve non-forced compliance to influence the motives, incentives and decision making of groups and individuals.”
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The concept of the nudge has countless applications in the workplace. The reason I’ve included it here is to help managers do a better job at onboarding.

For the purposes of this application, let's consider a “nudge” as a small signal or reminder in the environment that prompts you to do something.

One of my favourite uses of a nudge for managers was from Work Rules! In the Pilot project Google sent reminder emails to managers the Sunday night before new hires started work. The reminder email noted a simple checklist that detailed what successful managers should do with their new hires:
  1. Have a role-and-responsibility discussion.
  2. Match your Noogler (New google employee) with a peer buddy
  3. Help your Noogler build a social network.
  4. Set up onboarding check-ins once a month for your Noogler’s first six months.
  5. Encourage open dialogue. [1]
The results were astounding. The new employees who reported to the managers who received the nudge emails, became productive 25% faster than their peers. This shortened onboarding by a month in some cases.

Consider what best practices you would like all of your managers to follow with new hires. Create checklists and give them to your managers to help with new hires. As a rule of thumb, the more formal the person, the more specific the onboarding milestones need to be.

[1] 5 actions from P.295 in Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead By Laszlo Bock]]><![CDATA[Predictive Index Performance Snapshot Retail Sales]]>Fri, 05 Jan 2018 16:36:13 GMThttps://www.advisorworks.ca/blog/predictive-index-performance-snapshot-retail-salesPredictive Index Performance snapshot. 

Results: These top performers achieve over 310% more sales volume than the bottom performers, averaging over 6 million dollars in additional sales volume.

Average PI Pattern: Top 15 Performers
Average: $618,490.00
Minimum : $482,880.50

Average PI Pattern: Bottom 15 Performers
Average: $193,383.40
Maximum : $255,261.00

Download the PDF for details. 

predictive_index_performance_snapshot_retail_sales.pdf
File Size: 409 kb
File Type: pdf
Download File
]]><![CDATA[Rob Friday featured in Truck News]]>Fri, 22 Dec 2017 08:00:00 GMThttps://www.advisorworks.ca/blog/rob-friday-featured-in-truck-newsI was recently interviewed by truck news for the great work we are doing in transportation safety. 

Check out the article on Truck News

https://www.trucknews.com/features/can-six-minute-test-help-safety-game/

Enjoy

Rob
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