![]() However, when we compare ourselves to people who have different values to us, we are bound to fall for vividness bias. We are often tempted to compare ourselves to others, particularly to individuals that society considers successful. Avoid the pitfall of social comparison.Setting our priorities straight beforehand can shield us from vividness bias. However, before entering a negotiation or making a decision that can have a major impact on our lives (such as where to study or which job to choose), it’s worth pausing for a moment to think about what is most important to you. We can’t stop and think about every little decision we make in our daily lives. Vividness bias can harm negotiations, so it’s important to have a strategy in place to avoid it. It seems that the longer people are in the workforce, the less interested they are in the vivid aspects of a role. ![]() Instead, workers younger than 35 place more value on respect, which is reflected in some of the increasingly popular perks like flexibility, paid time off, and mental health support. These perks served as the vivid elements of the job offer and although some employees were (or might still be) lured by them, recent studies have shown that this is not what young employees want. Over time, employees could see through all of that. Hiring managers thought that these vivid elements would attract young talent.Īlthough it seemed like a generally accepted belief that fun work perks were effective, the idea probably worked well at the very beginning, when hiring managers would walk prospective employees through the office. Example: Vividness bias in the workplaceMany tech companies in the recent past have tried to outdo one another in their offerings of fun workplace perks, such as ping-pong tables and free gourmet meals. Vividness bias can explain why we’re more drawn to the fun or bold aspects when faced with an option, such as which company to work for. ![]() Studies suggest that vividness does not affect persuasion, but rather what people think would persuade others, regardless of their own reactions. Why would a college advertise like this? Because it is a more vivid way to promote the college than dry facts. The other college includes factual information, but it also highlights the food available, their winning football team, and funny anecdotes about the campus. One college emphasizes figures such as student-to-faculty ratios, graduation rate, and the employment rate of recent graduates. Example: Vividness bias and decision-makingSuppose you are deciding which of two colleges to attend. ![]() These are more impactful than abstract messages and ideas, like statistics or charts, because the latter fail to draw or hold our attention. Vividly designed communications usually incorporate images, metaphors, and concrete, colorful language. This is because vivid information is more readily available in our memory-we tend to pay more attention to it and recall it more frequently. Vivid messages are thought to be more effective in changing our opinion or behavior. ![]() Here, “vivid” information inherently influences our judgment more than non-vivid information. Vividness bias is believed to be caused by the so-called vividness effect. Because of vividness bias, we tend to “fall for” the flashier option and are often led to decisions and choices that do not fully align with our priorities and values. Recently, vividness bias has become popular specifically in the context of job negotiations, where vividness highlights our concerns to seek status and prestige. In other words, vividness is essentially the information that is most persuasive or that stands out the most. In general, the “vividness” of information is the degree to which it is emotionally engaging, concrete, imagery-producing, and personal. Vividness bias is a phenomenon in social psychology in which the most evocative information dominates our thinking and greatly influences our decision-making. Frequently asked questions about vividness bias. ![]()
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