Loyalty programmes, onboarding flows, employee performance: wherever people behave differently than expected, the cause is rarely the people. Engaginglab diagnoses where the system sends the wrong signals, builds the capacity to change that, and measures what has changed twelve months later.
What is sitting on the table without acquiring a single new customer?
A loyalty programme with 500,000 members and a 42% activation rate has 290,000 passive members. At an average annual revenue that runs seven times higher for active members than passive ones, this programme is leaving a nine-figure sum on the table it could capture without acquiring a single new member.
This is not an extreme example. It is an average programme. The cause, in most cases, is not the offer. It is the signals the programme sends: what it rewards, when it communicates, which behaviour it suggests as the next action.
What does turnover cost that was avoidable?
At an organisation of 400 employees, 16% turnover and an average annual salary of € 55,000, 64 people leave each year. Cost per departure at 1.5 times annual salary: around € 82,500. Total annual cost: over € 5 million.
A 25% reduction in structurally driven turnover through behavioral redesign corresponds to annual savings of over € 1.3 million. Behavioral Experience Design, which builds such systems, is a fixed fee between € 18,000 and € 25,000, with the assessment fee fully credited.
The assessment sets the baseline. After twelve months, we calculate together. Anyone who cannot say after that time what has changed has not conducted a behavioral intervention. They have delivered a workshop.
Measure the baseline →Your organisation wants innovation, ownership and loyalty. But your system rewards compliance, attendance and safety. That dissonance is not a leadership problem. It is a design problem. And it has a name.
Steering behaviour with incentives does not build engagement. It erodes trust.
Short-term measures address symptoms. The system remains unchanged, and so do the results.
Build the system correctly and the right behaviour becomes easier than the wrong. That is not luck. That is architecture.
Not every behaviour problem is a drive problem. When people do not act, there are three possible causes: they cannot do it, the environment does not allow it, or the drive to act is missing. That is why every engagement begins with a COM-B check that establishes where your problem actually sits.
If knowledge or skill is missing, this is not a case for behavioural design. You need training.
If structures, processes or access are the cause, our work begins with system design: we change the conditions under which people act.
Only when the drive to act is the cause, or part of it, does the Drive Method start at full depth.
In practice the three are often entangled. But the order of examination ensures you work on the layer where your problem actually sits.
Your effort: half a day of joint work · result within two days
A structured process that makes behavioural gaps visible and closes them systematically, from diagnosis to permanent anchoring in the organisation.
Measuring the gap between desired behaviour and the actual signals the system sends.
Selecting the right tools based on the Behavioral Solution Matrix.
Building the solution the analysis calls for: if the behaviour needs stable internal drive, we build the Intrinsic Performance Loop, our speciality. Otherwise nudging, framing or choice architecture are the more economical answer.
Training your teams to run the system independently and scale it themselves.
Embedding in KPIs, dashboards and governance for lasting effectiveness.
The order was gamification for more fun and retention. The diagnosis found an environment gap and a motivation zone in which game mechanics are the wrong tool, and spared the company a misinvestment.
Read the case →A software provider wanted to retain waiters and make the work beside the serving visible. Instead of turning up the bonus system, the analysis built a skill radar into the till, and retention followed as a by-product.
Read the case →Name a specific behaviour from your organisation and answer 20 automatically adapted questions. The result is a complete Diagnostic Report in under twelve minutes. A first concrete look at your system before you decide whether to go deeper.
No score, no three-point PDF. A complete Diagnostic Report: gap analysis, intervention sequence, roadmap, objection cards for internal communication.
View sample report →A loyalty programme that gains 8 percentage points of activation rate through behavioral redesign generates, for 400,000 members at € 180 average annual revenue per active member, around € 5.8 million in additional value. The Behavioral Solution Assessment costs € 9,500. That is 0.16% of the value it calculates.
A guided diagnostic session with Roman Rackwitz. The report delivers your validated Behavioral Misfit Score, a gap analysis per examined behaviour, and the Behavioral Fit Compass: three prioritised interventions with reasoning and failure indicators, plus the exclusion protocol that records which obvious measures were deliberately rejected and why. The Institutional Armor edition makes the result defensible internally, including to the people who were not in the room.
Takes the Specification Sheet from the assessment as its ticket of entry and branches along the diagnosis: behaviours that need autonomous motivation get the design of the Intrinsic Performance Loop, behaviours on the structured side get the matching operational tool architecture. The work happens with your team rather than around it, because the expression of an intervention requires context knowledge that lives inside your organisation and nowhere else.
The decisive difference from Assessment and Design: at the end of the engagement, the capability stays in your organisation. Not as documentation, but as lived competence within your own teams.
The goal of a consulting engagement is not only that something changes, but that the organisation can continue to move forward under its own power. That works precisely when people internally are able to diagnose behaviour, design systems, and integrate this thinking into their daily work.
What makes change lasting is not the quality of the solution, but the environment in which people work afterwards, because the brain is a social calibration system that orients itself by what counts as normal in its surroundings.
The Behavioral Architects Masterclass is the environment in which this internal capacity develops: a year-long programme for HR professionals, leaders and consultants who want to anchor behavioral design not just as knowledge, but as a permanent way of thinking.
behavioral-architects.com →
Roman Rackwitz decodes the mechanisms of sustainable performance. No myths, no motivational speeches, just architecture.
How to build engagement that survives even when external rewards disappear. A practical book for those who want to design systems rather than symptoms.
With the Behavioral Solution Matrix from motivational misfit to strategic fit. The hands-on companion to the Drive Method.
Nine fully worked templates for steps 1 and 2 of the Drive Method, ready to apply to your own system.
"Engaginglab gave us the decisive ideas around the gamification of our business model at a critical stage of development. I am very grateful."
"Roman knows gamification inside out, back to front and upside down. It is clear that he lives it."
"Through targeted questions and his relaxed manner, Roman succeeded in bringing all participants up to speed and arriving at comprehensible results."
Trusted by, among others
Most questions arise not from scepticism, but from the desire to make the right move at the right time. Here are the most common ones, including the uncomfortable ones.
Whether loyalty programme, employee performance or onboarding flow: the conversation always begins with a concrete behavioural requirement from your organisation, not with an offer.
Book a call directlyroman@engaginglab.com
Engaginglab GmbH
Lambertusweg 12
97199 Ochsenfurt
Germany
Roman Rackwitz (Managing Director)
Email: roman@engaginglab.com
Website: engaginglab.com
Roman Rackwitz (address as above)
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