Get rid of that tricky habit of touching your face

This article first appeared in Mint as an opinion editorial on 31st March 2020.

Few days back Dr. Sara Cody, director of the Santa Clara County’s Public Health Department, US was speaking at a press conference about a simple, yet vital, way on how people can stop coronavirus from spreading: Don’t touch your face. “Today, start working on not touching your face — because one main way viruses spread is when you touch your own mouth, nose, or eyes,” Dr. Cody, said at the press conference. Less than a minute later, Dr. Cody brought her hand to her mouth and licked her finger to turn a page in her notes.

It’s not just Dr. Cody, millions have the habit of touching their tongue before turning the page of a document, especially the elders, who are at the highest risk of catching coronavirus. This is just one of the instances of touching a part of the face. The bigger problem is that almost every human being in the world has a habit of touching their face, including me and probably you too. A study by scientists in New South Wales, Australia, Kwok, Gralton and McLaws, found that on average people touch their faces 23 times an hour. What makes this behaviour tricky is that it’s a habit.

Habits are automatic behaviours that are done sub-consciously. They are actions that we perform frequently on auto-pilot. That’s precisely why they go unnoticed. This makes habits tricky because we aren’t even aware of it. Honestly this is the first time, being a behavioural scientist, that I’m even thinking about touching my face. I must be doing it all the time everyday without any realization whatsoever. But now we’re finding that coronavirus can spread easily, by touching surfaces that may be infected with the virus, and then touching any part of the face like mouth, nose or eyes – where the body’s mucous membranes are vulnerable to infection. That’s bringing up our habit of touching our face and making us aware of it. But even after being aware of it, I can’t help touching my face.

Ironically, the more you want to consciously avoid something, the more you think about it. So the more one thinks about not touching the face, the more it makes you want to touch your face. You are probably wanting to touch your face right now. That’s because you’ve been momentarily made conscious of your face, eyes, nose and mouth. This simple fact makes you want to touch it, perhaps as simple as scratch your cheeks a little or adjust your eyebrows or itch your nose. The other reason is psychological reactance. People cannot resist indulging in precisely what they’ve been told to avoid. It’s like being on a diet. When people are on particular diets and forbidden to eat certain foods, it makes them want to eat those foods even more.

Touching the face is an instinctive response. A recent study by behavioural scientists Mueller, Martin and Grunwald show that face touching is involved with coping with stress, regulating emotions and stimulating memory. Other researchers have established it’s an instinct we share with monkeys and apes. Gorillas, orangutans and chimpanzees all exhibit similar face-touching behaviour. But what can we humans do to prevent touching our faces and prevent getting infected this way by coronavirus?

Washing hands is the need of the hour. But we also need to use our hands often to open doors, press lift buttons, use keyboards, drink from glasses, use pens, open and shut taps, and a hundred other things that  we don’t think about. How often can one wash hands or even use the hand sanitizer. It can be overwhelming if we have to wash hands after touching everything. I’m not recommending we don’t do it. I’m simply saying that it’s not practical to keep washing hands after each and every interaction.

Keeping our hands away from our face requires a lot of willpower. But willpower has been shown in behavioural science studies to always be limited in supply. Willpower works temporarily in the moment when one is conscious but wears out quickly as we slip back into doing things subconscious i.e. habits. Willpower is a bit like our muscles. The stronger our muscles are, the more we can work them out. But eventually they tire out. Similarly, the stronger our willpower is the more we can work them out but eventually we tire out. So willpower is not a dependable way of avoiding to touch our faces, while touching our face is going to be unavoidable.

That’s why we need to rely on behavioural design to help us not touch our face. Behavioural design is about tweaking our environment, right at the time and place our behaviour takes place, to achieve the desired action. For example, to reduce the quantity of food intake, instead of relying on willpower, if we reduce the size of the plate we eat from as well as the size of the spoon, we’re likely to eat less. Similarly, to avoid touching our face with our hands, we could try keeping a clean tissue at a close distance. By using clean disposable tissue we could prevent our bare hands from touching our eyes, nose and mouth. You can use a small portion instead of one whole piece to conserve paper. Small things make a big difference.

Honesty: such a lonely word

Honestly, how many of us are honest all the time? We would like to believe we are honest, good, wonderful, moral people but at the same time we also would like to benefit from cheating if it helps us economically. But can both happen together? Can we cheat a little and yet think of ourselves as wonderful honest people. Apparently the answer is Yes.

Says Dan Ariely, “Due to our flexible cognitive ability, and due to the fact that we can rationalize things very quickly, as long as we cheat just a little bit, we can both benefit from cheating, just a little bit, and we can still view our self as honorable people.” And that’s he calls the fudge factor.

Once Dan ran an interesting experiment in which he gave people a sheet of paper with 20 simple math problems to be solved in five minutes and paid them $1 per correct answer. At the end of the 5 min people counted how many ones they got correctly, shredded the sheet of paper, announced how many questions they got correctly and got paid accordingly. What the people in this experiment didn’t know is that the shredder only shred the sides of the page. Dan found that people solve 4 problems, but they report to be solving 6. And most of the people cheated. He tried the experiment with 25 cents, 50 cents, $2, $5, $10 but the results were similar – lots of people cheated a little.

In another experiment Dan went to UCLA, and asked about 500 students to try and recall the Ten Commandments. None of them could recall all Ten Commandments. But after getting them to try and recall the Ten Commandments he gave them the same math task. And the result was – zero cheating. Regardless of whether one was religious or an atheist, nobody cheated.

Just thinking about morality seems to shrink our fudge factor, gets us to be a bit more careful about our own behavior and therefore allows us to be more honest.

Dan also tried a secular version of the experiment. He edited one sentence to the beginning of the test. “I understand that this short survey falls under the MIT or Yale honor code – Signature.” What happened? People signed, they did the test, they shredded, no cheating whatsoever. And no cheating whatsoever despite the fact that neither MIT nor Yale actually had an honor code.

Source: Dishonesty of Honest People – A Theory of Self-Concept Maintenance – Nina Mazar, On Amir and Dan Ariely – Journal of Marketing Research, Vol. 45, No. 6, pp. 633-644 – 2008

Should a company offer job applicants money to NOT take up the job?

Yes if it wants to induce cognitive dissonance – the feeling you get when behaviour and belief don’t match. Like when you gorge on that sizzling brownie with ice-cream and chocolate sauce when you know it’s going to make you put on. But then you say what the hell ‘Life is an ice-cream, enjoy it before it melts.’ Here’s an interesting way a company uses the same principle of cognitive dissonance to meet its hiring goals, by paying applicants to NOT take up the job. This complicated phenomenon is best explained by behavioural scientist Dan Ariely…

“There’s this interesting company called Zappos. Zappos is a shoe company. One of the interesting things about Zappos, is the hiring process.

They bring people in for training and train them for around a week. At the end of this training, they say to people, we would love for you to be part of the Zappos family. But this is not the right place for everybody. And if this is not the right place for you, we don’t think this is something good for you. And therefore, we will pay you to NOT take the job.

They started by offering people $500. They increased it to $2000 and then increased it to $4000. Think about it. What a crazy idea. You come, you do a week of training. At the end of week of training they say we’ll pay you $4000 not to take the job. Now these are not highly paid people, these are people who are going to get paid $12, 14, 15 an hour to do customer service on the phone.

Why would Zappos pay people not to take the job? There are basically two reasons. The first reason – you actually don’t want the people who don’t like their jobs so much to be around because not only are they not going to do a good job, they’re going to pollute other people. And Zappos is a fantastic customer service company.

The second thing has to do with cognitive dissonance. Cognitive dissonance is about the fact that if we behave one way but don’t believe in the same way, this creates a tension, what Leon Festinger called dissonance.

Can we change what we’ve done? No. We’ve done it already. Maybe we can change what we believe. And that actually happens quite a lot. You behave a certain way, and then you shift your belief to, to fit with that.

So what happened to Zappos? You have these $4,000. Now, it’s not as if Zappos is telling you, you know what, for the rest of your life every morning you could wake up and decide if you want to take the money or stay on the job. No, no. You have 48 hours. And if the end of 48 hours you decide not to take the money, you wake up every morning for the rest of your career at Zappos and you’ll tell yourself, I could have gotten $4000 but I decided to work at Zappos. That means that if I say no to this offer, then I am buying in. And because of that, you go to work much more excited.

Only 2% of Zappos trainees take the money and leave. Often they are the same people the trainers already had doubts about.”

Do you suffer from the money illusion?

In a study by Kahneman, Knetsch and Thaler, subjects were asked to judge the fairness of pay cuts and pay increases, in a company located in a community with substantial unemployment. One group of subjects was told that there was no inflation in the community and was asked whether a 7 percent wage cut was “fair.” A majority, 62 percent, judged the action to be unfair. Another group was told that there was 12 percent inflation and was asked to judge the perceived fairness of a 5 percent raise. Here, only 22 percent thought the action was unfair. Similar results suggesting this money illusion have been reported by Shafir, Diamond, and Tversky.

People fail to notice how inflation eats up savings, people fail to notice how inflation eats up returns, people fail to notice convenience fees on air tickets, people fail to notice fees on mutual funds, people fail to notice brokerage on stocks bought and sold, the list goes on.

Do you suffer from the money illusion too?

Sources:

Daniel Kahneman, Jack L. Knetsch and Richard Thaler – Fairness as a Constraint on Profit Seeking: Entitlements in the Market – The American Economic Review Vol. 76, No. 4, pp. 728-741 (Sep, 1986)

Eldar Shafir, Peter Diamond Amos Tversky – Money Illusion – The Quarterly Journal of Economics, Volume 112, Issue 2, Pages 341–374 (May 1997)

Behavioural Design for Urban Planning

We were happy to be invited to speak at Milano Arch Week 2019 on applying Behavioural Design to urban planning or as they liked to refer to it ‘Urban Regeneration’. We are happy that architects are opening up to our practice of Behavioural Design to build cities that work for people living in it and to use architecture to modify public behaviour.

Our talk included Behavioural Design examples from my Instagram feed. Some of the examples we referred to were the Ballot Bin that gets cigarette smokers to stub their cigarette buds at the Ballot Bin because they are motivated to vote for their choice, whether the choice is about your favourite football player or some other topical question. We were asked about Bleep horn reduction system as a Behavioural Design nudge to reduce drivers’ honking. We spoke about how the Bureau of Energy Efficiency (BEE) in India has made it mandatory for appliances to come with star ratings and how it’s nudging people to choose higher star rated appliances so that people can save money and in doing so also consume lower power and contribute towards climate crisis in a positive manner. Some of the other examples we spoke about were Behavioural Design nudges to reduce overspeeding, getting people to – use trash bins in the outdoor, use sanitizers in hospitals, use stairs instead of escalators, and many more. If you’re curious to know more, click here.

Behavioural Design & Sustainability Workshop

We were very happy to be invited by a foundation known as Acting for Good based out of Hong Kong, for a workshop on applying behavioural science for sustainability, conservation and climate change conducted by persuasion stalwarts Influence at Work (UK). Nature, wildlife and conservation is very close to our heart. Sure we’ll continue to work with commercial clients on consumer, employee and investor behaviour change, but solving behavioural aspects of climate change is something we are likely to dedicate a big portion of our time towards, because we all need to begin reversing the damage we’ve been causing to our planet. There isn’t a bigger challenge facing mankind and we’d like to be on the side of creating sustainable Behavioural Design solutions.

We loved interacting with environmentalists, ecologists, wildlife protectors, conservationists, trainers working in Asia as well as catching up with behavioural scientists from Influence at Work (UK). The workshop was very well put together. And the participants’ understanding of the behavioural science principles was also amazing. We got along so well, it felt our meeting had to happen. We already miss them. We’ve also begun thinking about behavioural challenges related to climate change and conservation. We can’t wait to spread the workshops and to work on some of the tough behavioural challenges in Asia being faced by workers on ground. We’ll communicate on this topic as and when we make progress. The journey has just begun and we’re hungry to make a big difference.

To change the habit, change the environment

Habits get automatically activated by our environment, especially so in stressful situations like when you get home hungry and tired – that time our habits are in full control of us. An effective way to change the habit is to change the environment.

Behavioural scientists Neal and colleagues had participants sit in a cinema watching trailers while others sat in a meeting room watching music videos. None were aware that the study was about eating habits; they were told it was about attitudes and personality.

When sitting in the cinema, strong habits cued by familiar circumstances had their familiar effect – people ate popcorn like robots. In the cinema, it didn’t matter whether the popcorn was stale or fresh or whether the person was starving or had a full stomach. Liking for popcorn had very little effect on how much they ate. Those with weaker popcorn eating habit did eat less of the stale popcorn.

In contrast, participants in the meeting room, all behaved, more thoughtful, whether or not they had a strong habit of eating popcorn at the cinema. They ate less of the stale popcorn, and less overall if they weren’t hungry. Even for those with strong popcorn eating habit, the change of environment was enough to disrupt their automatic behaviour. Overall, in the meeting room, people ate 50% less popcorn than those in the cinema.

Then some people in the cinema were told to eat with their non-dominant hand. If they were right-handed, they were told to eat with the left hand. This jolted them out of their habitual behaviour and brought the conscious mind back into action.

Take a close look at your kitchen. Is the first thing you see healthy or unhealthy? What’s easily accessible – fruits or packaged snacks? How big are the containers in which food is stored? How big are the plates you eat out of?

Source: D.T. Neal, W. Wood, M. Wu, D. Kurlander – The pull of the past – personality and social psychology bulletin 37, no. 11 (2011): 1428-1437

Behavioural Design for Employee engagement at Nasscom

It was fun speaking on applying Behavioural Design to improve employee engagement at Nasscom Technology & Leadership Forum on 21st Feb 2019 at Grand Hyatt, Mumbai. I spoke about few high-impact low-cost Behavioural Design nudges, based on experiments in behavioural science, that demonstrate how employee engagement and experience can be improved at the workplace. Given that employee engagement is at abysmally low levels at a lot of companies, it’s high time to apply behavioural science to transform processes like appraisals, feedback, learning, rewards, recognition, productivity, collaboration amongst other experiences to improve employees’ performance and happiness. The Behavioural Design nudges shared raised a good amount of smiles and curiosity. There were inquiries to deliver talks at different companies and do projects to change employee behaviour. Let’s see which of them happen. After all Behavioural Design is about improving conversions.

The journey from taking the lift to walking the stairs

The journey from taking the lift to walking the stairs

How often have we heard that we must take the stairs especially if we need to go to Floor nos. 1/2/3, yet how many times do we take it? It’s an exercise that can be so easily incorporated into everyday life, but awareness yet again doesn’t translate into action.

So a few behavioral scientists put a sign at the bottom of the stairs telling us that walking up the stairs burns about five times as many calories as taking the lift. Sixteen studies analyzed this intervention and found that on average, stair use increased by 50%. Sure this is from a low baseline, because not many people generally use the stairs in the first place, but it does demonstrate that a small nudge can do more than any big-budget-ad-campaign to change behavior. Few stations in Tokyo, Japan like Tamachi station have implemented it by mentioning the number calories burned with each step. And a friend of ours says he feels better while walking up the stairs because he can see how many calories he’s burning with each step.

Of course there’s a way of making climbing stairs fun like the Volkswagen piano staircase, but putting signs is probably a thousand times cheaper.

Source: R.E. Soler, K.D. Leeks, L.R. Buchanan, R.C. Brownson, G.W. Heath and D.H. Hopkins – Point-of-decision prompts to increase stair use: A systematic review update – American Journal of Preventive Medicine 38, no.2 (2010): S 292 – S 300

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