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A vaccinated workforce - motivating staff to get the jab

Yes, we're going there: the COVID-19 vaccine. But we're not here to debate the science, rather a problem facing some organisations: low vaccination rates.

New Zealand is a country built on production. Between our primary, manufacturing, transport, logistics and retail trade industries alone, it’s a $65 billion contribution to our GDP. That’s a lot of workplaces built on large team environments, people movement and the flow of goods. So it stands to reason that an employer would want that workforce to be vaccinated, at the very least for their employee’s own health and that of their community.


Added to that, many of our essential businesses (such as retail, supermarket or transport) are reliant on one or a few distribution centres. The risk associated with COVID-19 affecting workforces in these sites, whether from a moral or operations standpoint, has been highlighted with recent cases at NZ Post’s distribution centre


Despite living in a developed world largely free of infectious diseases - thanks to modern vaccinations - more individuals than ever are feeling hesitancy around whether to get the COVID-19 vaccine themselves. Evidence suggests that few of these people are outright ‘anti-vaxxers’; most support the concept of being vaccinated. But as we look forward to an economy that is more resilient to COVID-19 in whatever shape or form that may be, many will be looking at our (unvaccinated) workforce as a potential weak spot – whether from the risk of shutting down sites, the potential it can have on the wider economy and needs for regional lockdowns, or from a health and safety perspective.


So what can employers do to increase the likelihood that their staff will get vaccinated, and reduce the risks inherent from this virus?


The most straightforward approach would be to mandate it. But regardless of whether that’s even legal, there’s a risk of backlash amongst your workforce and the wider community.

 

Another common approach is education and awareness programmes. As a behaviour change solution, such programmes are often not a solution by themselves, but require additional supporting strategies to address the impediments to seeing the desired change. So, it could be a good idea to make people aware of the need to get vaccinated, but don’t assume more education and information will be the solution.


What other options are there?

Thankfully, behavioural scientists around the world have looked at this issue, and similar issues for a number of years. There are a few options that can work:


A trusted messenger

Who is telling people to get vaccinated? If it’s you the employer, then you might not be someone whose opinion is respected in the context of vaccinations. Trusted internal – or external – messengers with a respected opinion could help.


Make vaccination the social norm

People inherently want to belong, so encourage everyone in the workforce who is vaccinated to wear some form of pin, or something that might indicate their support. Then, you’ll increase the social proof that vaccination is something worth doing.


Play to a different identity

People have multiple self-identities, so while one identity might be the barrier to vaccination (e.g. from a religious or peer-group standpoint) another could be the key motivator (e.g. encouraging multiple generations to get vaccinated together, or “doing it for your family” could activate a parents role to protect their loved ones).


Let people play hooky 

If you’re able to offer vaccinations at your workplace, can you time it for when people are most receptive to the message? Timing matters, so potentially asking people towards the end of their shift, for example, might lead to greater uptake as people try to avoid work!


Procrastinate today, but commit to tomorrow

Can you get people to commit to getting a vaccine ahead of time? It’s been shown that people might agree to do tomorrow what they don’t want to do today, and being reminded of this commitment has a strong impact.


Cole, your Pfizer vaccine dose is ready and waiting

Can you send targeted text messages to your workforce that let them know their dose is waiting for them? Research from the USA has shown a personalised approach has a strong impact on vaccine uptake. 


No barrier is too small: remove obstacles

Finally, what are the small points of friction, the small additional points of effort that people might need to go through? Offering vaccinations offsite? Bring it onsite. People need to book a vaccination slot into their shift? Do it for them, with the option to reschedule. 


What we’re trying to do is use multiple psychological cues to increase people’s motivation and ability to get vaccinated. The more approaches used, the better the chances for success. 


Ultimately, people’s reasons for not getting vaccinated can stem from a range of sources. And without being moralistic about the issue, they will be making the best decisions based upon their experiences, their access and the motivations that are put in front of them. 



Our goal is to support a choice towards getting vaccinated. Good luck!


By Cole Armstrong September 4, 2024
In recent discussions about customer behaviour, a recurring theme has emerged: the belief that providing more information will lead to better decision-making (“If only they knew … then they would …”). While this perspective isn't entirely misplaced, it overlooks a crucial nuance. It's not merely what people know that drives their behaviour, but rather what information is most salient and readily springs to mind in the moment of decision. The Limitation of Knowledge Alone It's easy to assume that if customers simply knew more, they would make better decisions. For instance, knowing how to budget effectively or save money can indeed be useful. Knowing that I should save more for retirement or for investments. That I should eat less red meat for health or sustainability reasons. That I should be careful about what information I share online. These are all real-life examples of issues I’ve worked on where educating customers (or users) might have been a solution – and where helping people ‘know’ why they should do it failed to shift the needle. The critical factor isn't just having the information, but rather how accessible and prominent that information is when it’s needed. The question then is not do I know something, but rather does it spring to mind when it can actually shape my decisions? The Salience of Information in Decision-Making Consider a scenario where a customer interacts with a product or service. The decision-making process is often instantaneous and intuitive, driven by what immediately comes to mind rather than a comprehensive evaluation of all known benefits. This means that the information most salient at the moment—whether it's the immediate cost or a specific feature—has a more significant impact than the general knowledge a customer might have. As an example, I was involved in a project where my client was responding to new environmental regulations – and wanted to find out how to do this without upsetting their customers. The initial solution didn’t work because what was salient – and thus impacted customers responses – was the benefit to the brand not the benefit to the environment. While both benefits were ‘known’ by customers, it wasn’t till small tweaks were made to subtly emphasise and customer support for such actions, that complaints dropped off. A Case in Point: Council Rates Another example where this idea is relevant are the rates (tax) bills that New Zealanders receive from their local council. While residents might be well aware of the benefits their rates support—such as parks, libraries, and community services—this knowledge doesn’t always translate into a positive reaction when the bill arrives. For many, the first thing that springs to mind is the expense, not the benefits. In my case, receiving a $1,000 council rates bill (these are billed quarterly) was a stark reminder of this phenomenon. Despite understanding the value provided by these rates, the immediate focus was on the financial burden. If the benefits were more salient at the time of billing, the experience could be more positive. For instance, if the rates bill included a summary of the value received from various services—like a breakdown showing the value I obtain from the library based on the number of books borrowed—this could shift the focus from the cost to the benefits. In my case, borrowing 35 books over three months at an estimated value of $30 each amount to $1,050 worth of benefits, which highlights the value received far beyond the cost. And of course there are other services that I use as well – my local park that I go running in, the playgrounds that I take my kids to, the roads I drive along or the public transport that is subsidised. I ‘know’ these things, but do they immediately spring to mind when I see my rates bill? Seizing the Opportunity This concept of salience extends beyond council rates. In various customer interactions—such as bills, invoices, loyalty schemes, and product renewals—the opportunity lies in enhancing the salience of positive attributes at the critical moment of engagement. To effectively leverage this understanding, organisations should focus on making the benefits of their products or services more prominent when customers are most engaged and in a way that is relevant to the context. This means designing communications and touchpoints that highlight the value received, not just the cost or features.  While knowledge is important, it's the salience of that knowledge at the moment of decision that truly influences behaviour. By ensuring that the most relevant and positive information is top-of-mind, organisations can improve customer satisfaction and decision-making outcomes.
By Cole Armstrong July 24, 2024
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By Cole Armstrong March 15, 2024
How do we create persuasive touchpoints that make a difference? By considering how simple ways of reframing our messages, using insights from psychology and behavioural science, can create greater motivation to act.
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