Executive Summary

Reyes Holdings, one of the largest privately held companies in the United States, faced a familiar but critical challenge: how to translate strategic safety initiatives into sustained frontline behavior. Training sessions, town halls, and compliance protocols set the foundation—but behaviors regressed over time.

In partnership with ProHabits, Reyes launched the first enterprise-scale deployment of a behavioral nudge platform purpose-built to embed safety into the flow of daily work. The outcome? A measurable culture shift.

286,000+

nudges delivered across merchandising and customer care operations

12,000+

employee stories shared, surfacing real-time behavioral insights

57%

manager engagement in top-performing cohorts

20%

reduction in liability claims

📚 Behavioral Design & Implementation Sources:

BJ Fogg's Behavior Model ideas42: Behavioral Design Process MIT Sloan: Behavioral Economics Principles

But this isn't just a story about safety. It's a blueprint for how behavioral reinforcement can activate an organization's strategy—turning training into action, and vision into results.

Most platforms support the moment. ProHabits supports the movement.

1. Strategic Context: The Safety Execution Gap

The Challenge

Like many large enterprises, Reyes had no shortage of safety strategy. Its EH&S 2025 Roadmap outlined key goals: improved awareness, ergonomic protection, leadership accountability, and system-wide standardization. But while the intent was strong, frontline adoption was inconsistent.

What was missing?

A mechanism to continuously activate safety behaviors after the training ends.

Why It Matters

Over 70% of employee experience is shaped by managers (Gallup)

📚 Research Sources:

Gallup: Why Great Managers Are So Rare Gallup: Employees Want a Lot More From Their Managers

Behavior change is contextual, not instructional (Thaler & Sunstein, 2008)

📚 Behavioral Science Sources:

Nudge: Improving Decisions About Health, Wealth, and Happiness Behavioral Economics: Nudge Theory

Safety incidents are rarely due to a lack of knowledge—but a lapse in behavior under pressure, routine, or fatigue.

Reyes needed a system to reinforce behavior every day—not just on training days.

2. Introducing ProHabits: A Behavior-First Campaign Platform

ProHabits is not LMS software. It is a behavior-first employee campaign system engineered around nudges, micro-commitments, and manager encouragements.

The platform focuses on:

Leading indicators: Commit %, Complete %, Story volume
Lagging indicators: Incident reports, liability claims, OSHA metrics
Manager influence: Tailored prompts to recognize and coach team members
Real-time data: Dashboards that adjust based on behavior, not beliefs

Each campaign is modular, adaptive, and aligned with a company's existing goals. In Reyes' case, each behavioral nudge reinforced an element of their EH&S roadmap.

📚 Platform & Technology Sources:

ProHabits Official Website McKinsey: The Power of Small Steps Harvard Business Review: The Case for Behavioral Strategy

3. EH&S 2025 Roadmap: From Vision to Execution

Reyes' roadmap focused on four key pillars:

Pillar	Strategic Goal	Sample Nudge	Activation via ProHabits
Tools & Procedures	Daily use of safety tools	"Before your first stop, check gloves and cutters"	Pre-shift reminders
Ergonomics	Reduce repetitive injuries	"Stretch wrists before lifting"	Micro-mobility nudges
Awareness & Coaching	Build safety vigilance	"Scan surroundings before restocking"	Situational reflection
Leadership	Recognize safe behavior	"Shout out a teammate's safety win today"	Manager encouragements

The roadmap gave us the vision. ProHabits helped us live it. – Regional Field Manager, Reyes

📚 Safety & EHS Sources:

OSHA: Safety and Health Management Systems National Safety Council: Safety Management Systems CDC NIOSH: Hierarchy of Controls Reyes Holdings Corporate Website

4. Behavioral Science Behind the System

ProHabits is built on decades of research in behavioral psychology and neuroscience:

Theory	Relevance
Nudge Theory (Thaler & Sunstein)	Subtle prompts shape decision-making without enforcement
Implementation Intentions (Gollwitzer)	"If X, then Y" commitment improves habit formation
Social Learning (Bandura)	Shared stories model desirable behaviors
Psychological Safety (Edmondson)	Encouragement unlocks honest participation
Manager Experience Effect (Gallup)	Managers drive culture more than any other factor

Behavior is data. ProHabits helps leaders see it, shape it, and scale it.

📚 Behavioral Psychology Sources:

Gollwitzer: Implementation Intentions Research Social Learning Theory - Albert Bandura Amy Edmondson: Psychological Safety Research Gallup: The Manager Experience Effect Behavioral Scientist: Nudge Theory Explained

5. Program Design: The ProHabits Flywheel

This wasn't a content push. It was a behavioral loop.

The 7-Step Reinforcement Model:

1

Catalyst Moment

Leadership town hall, training, or safety week

2

Pre-Survey

Establish baseline beliefs and confidence

3

Daily Nudges

Bite-sized prompts aligned to role and goal

4

Story Capture

Employees reflect, log, and share safety behaviors

5

Manager Encouragement

Real-time praise, coaching, and team visibility

6

Pulse Dashboards

Track engagement by team, topic, and time

7

Post-Survey & Outcomes

Compare lagging results to behavior inputs

6. Cohort Deployment and Metrics

Audiences Reached

Merchandisers (n=3,400)
Customer Care Technicians (n=2,100)
Customer Care Managers (n=380)
Merchandising Supervisors (n=415)

Sample Engagement Metrics (April 2024–April 2025)

Month	Commit %	Complete %	Stories Shared
April 2024	21%	19%	672
October 2024	18%	22%	931 (peak)
April 2025	17%	17%	499

Insight: Completion rates often exceeded initial commitment—a sign of intrinsic motivation reinforced by peer activity and recognition.

📚 Employee Engagement & Metrics Sources:

Gallup: Employee Engagement Drives Growth Harvard Business Review: Impact of Employee Engagement SHRM: Employee Engagement Statistics

7. Voice of the Employee

The most powerful data wasn't numerical—it was narrative.

Examples from the Field:

"I stretch now before opening a store. It helps my knees and keeps me more focused."

"No more earbuds. I actually hear things and coach others better too."

"I almost tripped on a loose mat. I caught it because of the story someone else shared."

"My manager used my safety tip in a huddle. It made me want to stay sharp."

These aren't testimonials—they're signals. Behavior has shifted.

📚 Qualitative Research & Voice of Customer Sources:

Nielsen Norman Group: Qualitative Research Harvard Business Review: Voice of Customer McKinsey: What Matters Most to Customers

8. Leading and Lagging Indicators: Measuring What Matters

Leading:

Nudge response rates
Manager encouragement frequency
Story engagement and peer upvotes

Lagging:

Injury reports
Liability claims
Missed workdays due to safety incidents

                Correlation ≠ Causation—but:
                Peaks in story sharing aligned with drops in incident reports
Teams with higher manager engagement saw better completion rates
Weekly themes like "Stretching" and "Situational Awareness" had sustained participation

            

📚 Data Analysis & Metrics Sources:

Harvard Business Review: Leading vs Lagging Indicators KPI Institute: Key Performance Indicators McKinsey: Scaling Analytics National Safety Council: Safety Performance Measurement

9. Market Implications: The Future of Safety is Behavioral

This case study isn't just about Reyes. It's about redefining how culture is built.

We are what happens the day after the town hall. – ProHabits.com

Most safety initiatives stop at the awareness stage. ProHabits moves past compliance into daily culture activation, using behavioral science to create measurable change.

This is the first proof point that nudges—when applied with intention—can reduce claims, empower managers, and build long-term cultural resilience.

📚 Organizational Culture & Change Management Sources:

Harvard Business Review: Cultural Change That Sticks McKinsey: Culture - 4 Keys to Why It Matters MIT Sloan Review: 10 Principles of Organizational Culture Bain & Company: Cultural Transformation

10. Conclusion: From Platform to Partner

ProHabits didn't run a campaign. We became part of Reyes' strategy.

                This is what happens when:
                Vision is tied to behavior
Managers become coaches
Employees become storytellers
Culture becomes data-driven

            

Ready to activate your safety roadmap?

Let's turn your moment into a movement.

📚 Additional Research & Industry Reports:

Deloitte: Human Capital Trends PwC: Workforce of the Future Accenture: Future Workforce Research Conference Board: Culture & Engagement Fortune: Best Companies to Work For

The Reyes + ProHabits Case Study