NudgeTech: Guidance or Surveillance?
NudgeTech: Guidance or Surveillance?
I learned a new word this week and dove head first into a rabbit hole: NudgeTech. Am I late to the game, probably, but it was new to me so let’s explore.
What Is NudgeTech?
NudgeTech is based on “nudge theory” which is essentially a way to apply behavioral science in business. Its intention is to gently steer employees toward preferred choices without limiting their freedom of choice or autonomy. I would say it’s like having an accountability partner to go to the gym who also acts as your spotter.
The original theory was from a 2008 book called Nudge by Richard Thaler and Cass Sunstein. Nudge theory was referred to as Libertarian Paternalism and was aimed to help people make better life choices. Using a B2C example: think of how grocery stores place candy and cereal at eye-level for kids to increase sales of impulse items, but reverse that so that the intention is for good. Their theory would be placing healthier options at eye-level or at the checkouts to create opportunities for consumers to make better choices, versus how we see it being used in sales and marketing now in my candy example at the checkouts- which just entices the kids right?
This nudge theory, is now being applied in digital workplace tools to encourage helpful behaviours like employee wellness and productivity. The tools provide gentle reminders to take breaks, help prioritize tasks, and provide how to’s on breaking tasks down into manageable “chunks”.
In a 2017 article by Boston Consulting Group they aptly state: “If you want to change employees’ behavior, give them a nudge. If you want that change to spread quickly, go digital”. This speaks to the potential for NudgeTech software to scale support and reach across large teams or organizations.
My initial thought : Is this Big Brother?
As an HR Executive, my spidey senses go off, because I know the first question employees are going to ask “Is this big brother” or “why is the company monitoring my work” So, is it Big Brother? The answer is my favourite phrase, it depends.
Nudgetech is not built for the purpose of employee monitoring and really comes down to how it's implemented. The tool should be supportive, not manipulative or monitoring. NudgeTech is meant to enhance employee well-being and decision-making. Ultimately, it comes down to transparency and clear communication on how the tool is being used and what, if any, data is being collected.
As with any tool, a poorly designed system, policy, or lack of communication can leave employees to fill in their own narrative. Any tool or new process, especially those that are meant to persuade, can feel manipulative so roll-out and communication are going to be important. NudgeTech shouldn’t replace employee autonomy, or one-on-one interactions with employees. It should enhance these. To me, change management is going to be key to roll-out to reduce fears.
Earlier this year in an article by WorldatWork they cautioned “Ensure employees truly have a choice about whether they want to engage with nudges… ‘there is a risk of the framework being used for Machiavellian purposes,’… That’s why transparency, opt‑out options, and consent are critical.”
NudgeTech isn't Big Brother, but misuse could make it feel that way. When thoughtfully deployed, using change management principles alongside employee consent, personalization, communication, and opt-out options, it should empower employees rather than create fear or paranoia.
Monitoring and Reporting
It still begged the question for me, could it be used to monitor and report on employee behaviour? Technically, yes it can. Ethically, it’s risky territory.
Some tools, like Humu, gather anonymous feedback and analytics to deliver personalized nudges aimed at improving performance and satisfaction. It is AI after all and just like ChatGPT it’s only as good as the information fed into it. The feedback these tools receive focus on patterns to tailor responses and nudges to the employee using it, not as a reporting mechanism.
Similarly to any tech that is accessing your data and behaviours, it may be argued that consent for data usage is implied rather than obtained. So, if you are implementing in your workplace, be cautious on who has access to any data (if it is available) and be transparent with employees on how the tool is being used.
Calling All Neurodivergents
I was most excited to understand how it may benefit employees who are neurodivergent. This is a brief highlight of some things I learned it can do:
- Tailored prompts: reminders to take breaks, prioritize tasks, or use quiet time.
- Reduce overwhelm: help with planning, and reinforce positive habits.
- Strength-based recognition: Neurodivergents often have a deeper focus when working on tasks, increased creativity, and a higher pattern recognition, NudgeTech provides a platform that supports, and may even feel like it rewards, these behaviours.
- Flexible environments: creating quiet spaces, clear and simple written communication, encourages flexible scheduling.
- Well-being: prompts can reduce anxiety, provide reminders for breaks, and create “whitespace” in calendars.
- Focus: they can help reduce procrastination by breaking tasks down, prioritizing, and time-blocking, creating manageable workloads and reducing overwhelm.
According to a 2019 post by WorkplaceInsight.net: “When applied in the workplace, ‘nudges’ can positively impact a person’s wellbeing and productivity. Combined with artificial intelligence and data, nudge theory can be applied in the workplace to improve a company’s digital culture”. This supports the growing case for using NudgeTech as part of inclusive, wellbeing-focused work design.
Neurotypical Employees
All of the above will also benefit neurotypical employees. The tools provide thoughtful nudges, simplify overwhelming information, encourage better habits (breaks, task scheduling, wellbeing), and reduce decision fatigue. Who couldn’t use help in these areas?
Inclusivity
When we can offer additional tools to be more neurodiverse-aware, we are creating a more inclusive environment, which benefits everyone. When organizations and leaders prioritize work clarity, flexibility, and personalization, and autonomy they enhance satisfaction for all employees. Clearly defined roles? Work flexibility? Employee autonomy? These are all themes that come up on any employee engagement survey.
Final Thoughts
NudgeTech is a tool for positive reinforcement and habit building, not surveillance. It can help all employees, especially neurodivergent team members, to thrive by offering subtle structure, reducing friction, and supporting autonomy. It can help with common areas that impact employees job satisfaction and productivity. It all comes down to implementing with intention, communication, and ethics.
In a perfect environment, organizations would utilize change management principals and employ an employee task force to help select the right tool, implement, train, and support new users.
Ready to roll-out new tools without losing employee trust or team cohesion?
At Temple Leadership Consulting Inc., we help organizations manage change with empathy and intention. From building implementation task forces to facilitating inclusive conversations and supporting diverse teams, we specialize in aligning people strategies with workplace change. Let’s work together to ensure your next initiative supports well-being, performance, and long-term culture.
Email us: hello@templeleadershipconsulting.com
