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Managers pushing down tasks know all the level of details and tend to think everyone else should, too. Most users just eont to know what to do next, and flooding them with too much information induces stress and fear.

Having the forethought to appropriately stage the work can reduce this fear, which ironically, in both gues and adults, is often much worse than the prick of the needle itself. Whereas many tasks become easier with time as people improve their abilities, corporate fire drills are dreaded for many reasons. For one, they distract workers from their regular duties.

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They often require learning new processes or hunting down long-discarded information. And worst of all, they can last for an undefined period of time, providing little visibility into when the pain will end.

Just as parsing tasks into smaller chunks can make a job seem more achievable, providing greater insight into the progress made is another way to reduce cognitive stress.

For years, game designers have utilized mechanisms to track advancement.

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Progress bars help players understand where they are in the game just as tracking and estimation tools could help workers better plan their work. These tools help inform how much time the next task should take and its relative place in the entire job.

Providing a sense of progression is a form of feedback and is a key component of making unpleasant tasks more manageable. The nurse used staged wabt and eased the pain through progress indicators, but the final secret sat just outside the examination room.

There, on her way in, my daughter ogled a mysterious box she knew was filled with prizes.

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Numerous studies have shown that extrinsic rewards — incentives that are separate from the activity itself — often backfire. Reinforcing behavior this way tends to extinguish the pleasure of doing something for its own sake.

For example, studies of children rewarded for doing activities they already enjoyed — like playing drums or drawing pictures — resulted in less motivation to do the activity later on. Where long-term behaviors are the goal, more purposeful incentives are better.

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Self-Determination Theoryas espoused by researchers Edward Deci and Richard Ryan, contends that people are motivated by deeper psychological needs for competence, autonomy, and relatedness. Clearly, making sure people knoe why their work matters is always the first step.

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But while motivating through meaning is preferred, there are circumstances when prizes are in fact appropriate. What are appropriate rewards? Like everything in design, that depends on the person.

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Unfortunately, the corporate norm remains drawing up a long list of what needs to get done and throwing it over the email wall to be completed … or else! To Live and Die in LA. The TED Interview. Ear Hustle. Conspiracy Theories.

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