What exactly was the difference between the two messages?<\/p>\n\n\n\n\n\n\n\n
_ _ _<\/strong><\/p>\n\n\n\n Let\u2019s get scientific for a moment with some human biology (yes, biology, not psychology).<\/p>\n\n\n Our neocortex \u2013 the most evolved part of the brain \u2013 is the area responsible for language and rational thinking, like logic and reason.<\/p>\n\n\n\n Our limbic system \u2013 our monkey brain \u2013 is the part of our brain that\u2019s responsible for our emotions, feelings, and instincts. It may not surprise you to learn that it\u2019s also responsible for all human behavior and decision-making, but did you know that it also has no capacity for language?<\/em><\/p>\n\n\n\n In other words, the part of the brain that controls behavior and decision-making is not connected to the part of the brain that processes language. This is why pro\/con lists don\u2019t really help you make better decisions, why you get \u201cgut feelings,\u201d and why you can\u2019t trust others to accurately describe the reason they do anything they do.<\/p>\n\n\n\n If you want to influence people or drive behavior, you need to speak directly to the limbic system.<\/p>\n\n\n\n _ _ _<\/strong><\/p>\n\n\n\n Let\u2019s reflect back on the emails. The first example opened with what <\/em><\/strong>(donate), an ask processed by the neocortex. Alternatively, the second example started with why <\/em><\/strong>(someone needs you), triggering the decision-making limbic system. Author Simon Sinek discusses this concept in depth in his book, Start with Why: How Great Leaders Inspire Everyone to Take Action<\/em><\/a>. After studying innovative and influential leaders, Sinek determined the factor that set exceptional individuals apart from the rest: they started with why<\/em><\/strong>, a move that enabled them to influence people around them naturally \u2013 no manipulation required.<\/p>\n\n\n\n How can organizations use this concept to enhance the employer-employee relationship? To start, when it comes to hiring, you can choose the employee whose goal is to make money (what<\/em>: cha-ching $$$) or<\/em> the employee who believes in your company\u2019s mission (why<\/em>: an alignment of purpose). Whats<\/em> tend to remain on the surface, whereas whys<\/em> go much deeper; they influence the things that shape human behavior. If a person supports your why<\/em>, they\u2019ll instinctually back your what<\/em>.<\/p>\n\n\n\n Consider how this concept applies to employee conduct, especially your policies and procedures. The core purpose of these policies is to create a What if, rather than diving head-first into the pool of whats <\/em>(rules, rules, and more rules), you started by emphasizing your why<\/em>? This can be accomplished by sharing your mission, vision, values, and\/or why your company was created in the first place. If employees are on board with your company\u2019s why<\/em>, the whats<\/em> will fall into place. It doesn\u2019t have to stop there! You should even start with why<\/em> within each of your policies so employees don\u2019t think you\u2019re just telling them what<\/em> they can and cannot do.<\/p>\n\n\n\n Let\u2019s say your company\u2019s paid time off policy doesn\u2019t allow employees to roll time over from one year to the next. If you wanted to get right to it, you could write that PTO rollover is not permitted, end of story. However, why did your company determine this policy was best? Maybe, rather than risking burnout, you encourage employees to regularly take time off to do things they love because refreshed and balanced employees are happier, healthier people. If that part \u2013 why<\/em> \u2013 is stated first, the policy transforms from these-are-the-rules-and-you-better-abide-by-them to oh-wow-they-care-about-my-wellbeing.<\/p>\n\n\n\n![\"\"](\"https:\/\/blissbook.com\/blog\/wp-content\/uploads\/2020\/10\/jesse-orrico-rmWtVQN5RzU-unsplash.jpg\")
<\/figure>\n<\/div>\n\n\nless litigious<\/s> more compliant and harmonious workplace by influencing behavior. At a minimum, you want employees to sign their handbook acknowledgement form, but is that enough to truly accomplish your goal? Ideally, employees will actually read, understand, and act in accordance with your policies.<\/p>\n\n\n\n