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Relationship Reading

Incentives to Change

Incentives aren’t just about money or perks. They’re about psychology. Behavioral science shows that the most effective incentives:

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  • Trigger dopamine, reinforcing progress and making new behaviors feel good.

  • Tap into intrinsic motivation, like purpose, mastery and recognition, not just extrinsic rewards.

  • Create a sense of achievement, helping people associate change with progress instead of frustration.

 

When incentives align with what truly motivates people, change becomes something they want to participate in.

A few ways to incorporate Incentives into Change Management:

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  • Make early adopters visible. People are more likely to engage in new behaviors when they see their peers succeeding. Spotlight employees who embrace the change and position them as influencers.

  • Gamify the process. Progress bars, achievement badges and interactive leaderboards trigger dopamine and reinforce micro-wins, making change feel like a game instead of a chore.

  • Tie incentives to effort, not just outcomes. Reward engagement, participation and improvement, not just final adoption. Small wins build momentum and create long-term habits.

  • Leverage social incentives. People care deeply about status, reputation and belonging. Public recognition, peer validation and leader shoutouts can be just as powerful as financial rewards.

Reward the Behavior, Reinforce the Change

Incentives Make New Habits Stick

When change feels rewarding, people will commit to it.

yearly Transit Reading

— OUR CORE BELIEF —

Change doesn’t have to be overwhelming.
It doesn’t have to create resistance, burnout, or fear.
Done right—by winning the hearts and minds of employees—change can be an opportunity.
A story worth telling.
A transformation that lasts.

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