By Dr Jeffrey Lant
That’s why you cannot wait another minute to fill this vital post.
To help understand what this position is all about, let’s start at the dictionary:
Nudge (nuj) v. nudged, nudging. v. t. To touch or push gently as with the elbow, in order to attract attention, convey a meaning, etc. v.i. To give a nudge. n. The act of nudging; a gentle push as with the elbow. Norw. nugga, push.
Frankly, I think the original Norwegian (“nugga”) has it right: push.
The nudge is your company’s designated representative to push employees and associates for more and faster results.
Why you need a nudge
Let’s face it, you’re human.You try to set goals. You try to reach them in the time provided. You try to do more and better, right? But somehow you fall behind, miss deadlines, bobble opportunities, trip and crash when you should be sprinting ahead. Isn’t that about the size of it?
Which is why you need a designated nudge. In a nutshell the job of the nudge is to
- check progress on existing projects and objectives
- ask how you are getting on with what needs to be done
- remind you what needs to be done and when it must be done
- offer incentives for achievement
- make it clear what happens when achievement is not forthcoming
And, in general, spur, motivate, challenge, chide — and push.
The nudge must be organized, efficient, focused, indefatigable, with a thick skin Only a person of the utmost efficiency, clarity and organization can be a nudge. After all, a nudge who falters and fails is hardly going to make a success of the position, much less deliver the benefits you have every right to expect.
Beyond such skills, the nudge must be a person who, above all, has a thick skin and who doesn’t take things personally.
Nudges are often regarded as people butting in where they are not wanted… perfectionists in an imperfect world… annoying, interfering, pests; in short not the most welcome of creatures.
That’s why two things are absolutely necessary for the successful nudge: a thick skin and immunity for whatever they say.
The necessity for immunity
A nudge by definition pushes other employees… and must therefore be protected from the comments and reactions of all employees.
Consider this typical situation:
Nudge: Mary, as you know your monthly sales figures are a little off. What are you planning to do to get back on track?
I guarantee you that Mary is not likely to be very happy when the nudge drops by with this message.
However, that is the nudge’s job: to get Mary back on track ASAP, to enable both Mary and the company to achieve their clearly understood goals.
Mary may well be inclined to respond with a “get out of here. I am fully capable of handling this matter myself” comment.
But she cannot and must not.
The nudge’s job is to remind Mary of what needs to be done, when it needs to be done, what Mary is doing to achieve the objective, and to give Mary all appropriate help and directions, right up to and including warnings and admonitions.
The nudge is constantly in motion and may appear anywhere, at any time.
By definition, a nudge cannot be a stationary object; the nudge must constantly be
- connecting with employees
- reviewing their progress
- making suggestions
- focusing employees
- recommending what must be done and when it must be done.
The nudge must be supremely well organized and must have a clear daily “to do” list.
- knowing who must be contacted today
- calling and emailing such people (including follow-up e-mails after all meetings).
- re-focusing employees, tweaking, adjusting, reminding.
The nudge is a creature in constant motion…
- prodding Joe
- complimenting Neal
- chiding Sally
being clear on what each needs to achieve… and working with each and all to achieve those objectives.
There isn’t a company on this earth which wouldn’t be better off having a designated nudge on staff.
That’s why you must start today.
- Review the nudge candidates you have. Who is best equipped to contact each and every employee and representative to improve results?
- The nudge must be in constant communication with employees AND with management.
- The nudge’s conduct and mode of operation must be reviewed at regular intervals. Remember your Lord Acton: “power corrupts. Absolute power corrupts absolutely.” You must ensure that your nudge doesn’t develop arrogance and “big head” problems, which can easily occur without periodic intervention and oversight.
Review the nudge’s results
A nudge who understands and is good at this job is a godsend to any company.
After all, nudges are clear on what is likely to deliver better results:
- allowing employees to go their own ways without regular oversight and reminding, or
- having to report progress (or lack of same) to a designated representative whose task is to get people to produce more in a designated period of time?
Obvious, isn’t it?
And so we come back to the original Norwegian word “nugga”, meaning push.
The nudge is your company’s secret weapon, who by simply showing up and pushing and prodding employees will achieve better results day after day.
Cherish nudges, for they are a source of endless benefits to you and your organization. Far too many employees are slow, slothful, disorganized, inefficient.
Apply the magic of the nudge to the solution of these problems and deficiencies. The results will most assuredly please you!
About The Author
Harvard-educated Dr. Jeffrey Lant is CEO of Worldprofit, Inc., where small and home-based businesses learn how to profit online through automation. Attend Dr. Lant’s live webcast TODAY and receive 50,000 free guaranteed visitors to the website of your choice!
Republished with author’s permission by Graham Lee – The Income Zone
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