<ul><li class="ql-align-justify">Employees work best when they trust their leaders.</li><li class="ql-align-justify">Broken trust leads to low motivation and high turnover.</li><li class="ql-align-justify">Leaders must be honest, reliable, and consistent to build trust.</li></ul>

10. Trust is the Key to a Thriving Workplace

<ul><li class="ql-align-justify">People resist change because it feels risky.</li><li class="ql-align-justify">Leaders should introduce changes gradually.</li><li class="ql-align-justify">Explaining the "why" behind changes helps employees accept them.</li></ul>

9. Change is Hard, Even for Employees Who Want It

People don’t know what they want until you show it to them.

<ul><li class="ql-align-justify">Stay connected with me on all platforms through my <a href="https://linktr.ee/anupchouhan">Linktree</a>.</li><li class="ql-align-justify">Want access to high-value digital products, both free and premium?</li><li class="ql-align-justify">Subscribe to my <a href="https://anupchouhan.gumroad.com/">Gumroad store</a> and be the first to grab exclusive releases straight to your inbox. Don’t miss out! Get the best offers before anyone else!</li></ul>

Thanks For Reading!

<ul><li class="ql-align-justify">Employees care more about being treated fairly than getting a raise.</li><li class="ql-align-justify">Unequal treatment can create resentment.</li><li class="ql-align-justify">Leaders should focus on fairness in promotions, feedback, and opportunities.</li></ul>

4. People Value Fairness Over Rewards

<ul><li class="ql-align-justify">Employees make decisions based on habits, not deep thinking.</li><li class="ql-align-justify">Their brains look for the easiest path, even in work situations.</li><li class="ql-align-justify">Understanding these shortcuts can help managers create better workflows.</li></ul>

2. The Brain Takes Shortcuts

<ul><li class="ql-align-justify">Bonuses and rewards only work if they truly matter to employees.</li><li class="ql-align-justify">Generic incentives don’t motivate everyone equally.</li><li class="ql-align-justify">Leaders should personalize rewards based on what employees value.</li></ul>

6. Incentives Must Be Meaningful

<ul><li class="ql-align-justify">Not knowing what will happen next makes employees anxious.</li><li class="ql-align-justify">Clear communication reduces workplace stress.</li><li class="ql-align-justify">Even bad news is better than no news at all.</li></ul>

5. Uncertainty is Stressful

<ul><li class="ql-align-justify">People need to know their opinions matter.</li><li class="ql-align-justify">A simple "thank you" or "good idea" can boost morale.</li><li class="ql-align-justify">Leaders should actively listen and encourage open discussions.</li></ul>

7. Employees Want to Feel Heard

<ul><li class="ql-align-justify">People often struggle to explain what truly motivates them.</li><li class="ql-align-justify">They might say one thing but feel another.</li><li class="ql-align-justify">Leaders must observe behavior, not just listen to words.</li></ul>

1. Employees Don’t Always Know What They Need

<ul><li class="ql-align-justify">A positive workplace culture increases motivation.</li><li class="ql-align-justify">Toxic environments lead to burnout and disengagement.</li><li class="ql-align-justify">Leaders must set the tone by showing respect and appreciation.</li></ul>

8. Work Culture Shapes Productivity

<ul><li class="ql-align-justify">Tiny adjustments in the workplace can improve employee engagement.</li><li class="ql-align-justify">Changing how questions are asked can lead to better responses.</li><li class="ql-align-justify">Making processes easier encourages employees to perform better.</li></ul>

3. Small Changes Have Big Effects

The Workplace Secret Your Employees Won’t Tell You!

A Science-Based Organizational Change Roadmap for Managers “A science-based playbook that is a must-read for every manager of people…” —John A. List, Wall Street Journal bestselling author of The Voltage Effect and The Why Axis #1 New Release in Office Management and Business Operations Research Adapting to change is part of life. But, change is hard and managing change is even harder. First, understand how the brain works. Because we really don’t know how the brain works, we don’t know what makes us more receptive to change. Employees can’t tell their managers what they need to “get on the train”, and managers don’t know either. How to get your team on board. In her first book, What Your Customer Wants and Can't Tell You, author and behavioral economics specialist Melina Palmer, applies the science of behavioral economics to unlocking what is behind customer decisions. Behavioral economics combines elements of economics and psychology to understand how and why people behave the way they do in the real world. Now, in her sequel, What Your Employees Need and Can’t Tell You, she offers a highly actionable roadmap for business executives and managers faced with the task of instituting successful organizational change. Actionable behavioral economics for successful change management. What Your Employees Need and Can’t Tell You delivers insights and research from behavioral economics and the greater behavioral sciences, presented in an enjoyable way that you can actually use to get results. Inside find: • An introduction to how the brain really works when faced with change• Insights into key biases and concepts the subconscious brain uses to make decisions• “Apply it” sections with tips on how to start using what you have learned—immediately If you are responsible for managing change and have tried books such as The Heart of Business, Humanocracy, or Change, you should read Melina Palmer’s What Your Employees Need and Can’t Tell You.

6. Incentives Must Be Meaningful

Similar ideas to 6. Incentives Must Be Meaningful

Incentives

What Are the Cons of Incentives?

Think long-term on diversity