Why focus on behavior and habits in the workplace?
Because the company’s habits, better known as the “company culture”, is the most dominating factor when it comes to employee satisfaction.
When designed with skill, it results in lower employee-turnaround, fewer sick-days and more overall productivity as well as a high sense of morale.

In an unnecessarily overcomplicated world drowning in fancy sounding incomprehensible job-titles, vague and fluffy work-roles, and ever more happy-go-lucky-soul-crushing-personal-life-encroaching availability demands, please allow me to get a little primal for a second:

1 = You pay peanuts, you get monkeys.
2 = Monkey see, monkey do.
3 = If you accept monkey business from the silverbacks, then don’t act surprised when the worker monkeys start throwing feces!

Look.
Achieving a desired employee behavior, is not done through virtual virtue signalling, using the standard corporate business mongering templates, such as: Mission statements, values on a website, strategies copied from elsewhere, a motto or cute saying on a plaque or captain-obvious-codes-of-conduct, plastered everywhere you look.

Behavioral changed is catalyzed through leading by actual ample example.
And not through being an exemplary leader, mind you. But through setting an example, of being an honest human being.
Warts and all.
Celebrate victories properly and often, and own your defeats without sugarcoating, because putting sprinkles on a turd, will only fool people who cannot smell bullshit, because what kind of people do you want working for you?:
Intelligent people who prioritize honest labor, or willing fools who accept shitty behavior?
You can ever only truly fool one person:
Yourself.

People respond through the emotions they are left with, by the actions of others, (especially the management).
Not the imaginary superfluous hyperbole being communicated by the HR department.

Trying to use gaslighting to illuminate people, is a foolproof way of proving that you are a fool.
You may try to convince people that your “efficiency improvement efforts” is trying to reduce the company CO2 footprint, and not increase profits, but the resulting methane stink, will leave everyone in line for being fired, gagging for air.

The trick is to choose the right person for the position, instead of trying to alter an existing persons personality, trying to shoehorn them in to a mis-matched role, because people will spot an ill-fitting suit a mile away!
Blindly taking the highest technical performer out of a team and making them a people manager, is a surefire way of loosing your best production resource, and creating a lot of extra work for human resources!

A healthy and honest company culture, has to sprout naturally in a skillfully designed environment, that caters to the desired outcome, else it will inevitably wither, regardless of how much money is being poured into planting roses in a desert.

The problem with old behavior-manipulating systems, is that they seek to force the behavioral change into effect, either through “programming”, or by dishonestly offering apparently “open” tasks, but where the outcome in reality has been predetermined.
Any sane adult can sense when they are being misled, and how do we humans respond to feeling exploited? With resistance!
The “illusion” quickly turns into disillusion!

Modern behavior-psychology clearly demonstrates that autonomy is the biggest driver of self-efficacy, so if we want motivated employees, then we need to engage in dialogue, instead of acting like a demagogue.
This process starts by listening!

By sincerely listening to the employees, we insure that the true experts gets heard, and when they furthermore get an actual say in designing the solution, you now have the optimum circumstances for creating successful SUSTAINABLE BEHAVIORAL CHANGE FOR EVERYONES GAIN!