Why the Smallest Shifts Make the Biggest Difference: Harnessing the Power of the 1% Change
Change is often imagined as something loud and dramatic: a complete restructure, a bold new strategy, or a sweeping transformation programme. Yet in most organisations, progress doesn’t arrive with fireworks. It arrives quietly, through repeated small steps that steadily accumulate into something meaningful.
The idea of the 1% change is simple: make one small improvement, stick with it, and let time multiply the impact. At EVOLVE HUB, we see this play out constantly in our work on people, culture, and operations. When teams embrace marginal gains, they unlock momentum, build confidence, and foster an environment where positive change becomes everyday behaviour rather than a daunting event.
This article explores what a 1% change is, why it works, the science behind it, and the practical ways organisations can embed it into their DNA. It also offers frameworks, exercises, and examples you can apply straight away.
Key Takeaways
● Small improvements build momentum; even tiny adjustments establish confidence and habit.
● Micro-changes multiply over time; incremental gains lead to meaningful results.
● Focusing on people, culture, operations, recruitment lets 1% shifts produce broad impact.
● Listening, prioritising low-effort/high-impact changes ensures relevance and sustainability.
● Embedding small wins into daily rhythm keeps change alive and builds culture.
Did you know a 1% change each week can amount to nearly 67% improvement in a year?
What is a 1% change?
Defining the concept
A 1% change is not about measuring an exact percentage. It’s about framing improvement as a micro-shift — something small enough to be achievable, but big enough to make life easier or better. Examples might include:
● Replacing a confusing form with a clearer version.
● Ending meetings five minutes earlier to create breathing space.
● Checking in with a colleague you wouldn’t normally connect with.
Why it works
● Psychological safety: People rarely resist small changes. They feel safe, so they try them.
● Momentum: Each micro-success becomes evidence that change is possible.
● Compounding: Just as interest accumulates in a bank account, small actions compound into long-term value.
Breaking the “all or nothing” cycle
Many organisations delay acting because they are waiting for a grand redesign. The 1% mindset challenges that paralysis. You don’t need to wait for the stars to align; you can start now with what you already have.
The science of small wins
Behavioural psychology
Studies by psychologists such as BJ Fogg and James Clear emphasise that tiny habits are easier to start and harder to abandon. Success is addictive. Once we prove to ourselves that a change is possible, even in miniature, we’re more likely to repeat it.
The mathematics of compounding
Improving by 1% each day leads to being 37 times better after a year. While real life is less linear than maths, the principle holds: repeated improvements amplify.
Why the brain loves it
● Positive reinforcement: A small win releases dopamine, which motivates us to keep going.
● Reduced fear: Tiny adjustments bypass the brain’s resistance to uncertainty.
● Progress visibility: Measurable improvements, even slight ones, reassure us that effort pays off.
Example
A customer service department decides that every agent will ask one additional open question per call. The effect is minor at first, but after three months call satisfaction rises because customers feel heard. Staff report greater job satisfaction too, because conversations flow more naturally. One micro-change triggered multiple ripple effects.
Practical exercise:
Think of one recurring task in your week that frustrates you. Write down a 1% adjustment you could make. Trial it for two weeks. If it helps, keep it. If not, tweak it.
Where 1% changes make the biggest difference
People and culture
● Feedback flow: Managers add one more feedback conversation per week.
● Recognition: A short thank-you shared at the end of team calls.
● Inclusion: Rotate who chairs or takes notes so everyone has a voice.
● Wellbeing: Encourage a two-minute reset between tasks.
Business operations and coaching
● Simplifying steps: Remove redundant approvals or duplicate forms.
● Knowledge capture: Share one quick learning at the end of a project.
● Coaching practice: Leaders ask one more open-ended question each session.
● Communication: Replace one long email with a concise, clear summary.
Recruitment and onboarding
● Application process: Shorten or clarify confusing questions.
● Candidate communication: Add a clear “what happens next” note.
● Onboarding: A 15-minute Friday check-in with a buddy.
● Retention: A weekly welcome message from peers during the first month.
Examples of 1% changes
How to spot and prioritise the right 1% changes
Listen actively
● Pulse surveys: Short questions to capture frustrations.
● Drop-in sessions: Informal chats that surface everyday irritations.
● Shadowing: Leaders spend a day in staff shoes to uncover hidden friction.
Choose wisely
Not every improvement is equal. The best candidates are:
● Low effort, high value.
● Aligned with strategy. Small changes should reinforce the bigger picture.
● Measurable. If you can track it, you can celebrate it.
Make it participative
Involving employees ensures relevance and builds ownership. When staff help select changes, they are more invested in making them succeed.
Practical checklist:
Collect at least 10 micro-ideas from staff.
Score each on effort vs. impact.
Select the top three to trial.
Assign clear ownership.
Review after four weeks.
Overcoming barriers
Even micro-improvements face hurdles.
Common barriers
● “Too small to matter.” Counter with the maths of compounding.
● Inertia. Break it by showing quick results.
● Competing priorities. Frame micro-changes as enablers of larger goals.
Practical strategies
● Celebrate small wins in team updates.
● Use storytelling: “Last month’s tweak saved us five hours.”
● Leaders model micro-changes themselves.
● Build change into existing routines rather than adding extra layers.
Exercise: spot resistance patterns
Ask your team: “What worries you about making small changes?” List responses, then match each worry with reassurance. This builds confidence and removes excuses.
Embedding 1% changes into culture
Sustainability is everything. A few isolated tweaks won’t last unless they become habits.
Practical methods
● Create rhythms: Five-minute retrospectives at the end of the week.
● Connect to strategy: Show how a micro-change supports long-term goals.
● Celebrate stories: Share examples of small shifts that made life easier.
● Track progress: Keep a visible board of micro-wins.
Sustaining micro-change
Building rituals
Imagine if every Friday began with a five-minute reflection on one thing that improved slightly that week. Over time, the organisation would collect a library of micro-wins, reinforcing the mindset that improvement is ongoing and collective.
A simple action plan to start today
Map friction points. Ask staff: “What slows you down by five minutes a day?”
2. Select two improvements. Choose low effort, high impact.
3. Define success. For example, “cut time to schedule meetings from 10 minutes to 8.”
4. Trial and observe. Run for two weeks, collect feedback.
5. Celebrate and embed. Share results, refine, repeat.
Example action scenario
A finance team notices staff spend ten minutes locating codes for expense reports. They trial a shared quick-reference sheet. It saves five minutes per claim. Within a month, the whole team feels less frustrated. A tiny shift produces measurable improvement.
Conclusion: Mastering the 1% Change in Business
The power of the 1% change lies in its simplicity. Rather than overwhelming people with sweeping reforms, it invites them to take one manageable step at a time. Over weeks and months, these steps add up to real transformation.
At EVOLVE HUB, we believe this mindset is a practical and sustainable way for organisations to grow. By embedding micro-changes into culture, you create workplaces that are resilient, agile, and human-centred.
Your challenge now is to identify one small shift you can make this week. Share it, try it, and celebrate it. The compounding effect will take care of the rest.
Contact us to find out more.
Further Reading
● The Power of Small Wins (Harvard Business Review): Research showing how making progress in meaningful work, even in small steps, powers motivation and engagement at work.
● From Small Steps to Big Wins: The Importance of Celebrating (Psychology Today): How recognising small successes strengthens motivation, resilience, and well-being in both professional and personal life.
● Why Small Wins Matter for Mental Health (Psyquench): Explains how recognising and celebrating tiny achievements can improve confidence, reduce overwhelm, and support mental health.
