How do you analyze and improve human performance in your workplace?

1 Identify the performance gap

The first step is to identify the performance gap, which is the difference between the desired and the actual performance of a task or a process. You can use various methods to measure and compare the performance indicators, such as observation, interviews, surveys, audits, reports, or data analysis. You should also consider the expectations and goals of the stakeholders, such as the customers, the managers, the workers, and the regulators. The performance gap can help you define the problem and the scope of the analysis.

2 Analyze the causes of the gap

The second step is to analyze the causes of the performance gap, which can be classified into three categories: human, organizational, and environmental. Human causes are related to the knowledge, skills, attitudes, and behaviors of the workers. Organizational causes are related to the culture, structure, communication, and leadership of the organization. Environmental causes are related to the physical, social, and technical aspects of the work environment. You can use various tools and techniques to identify and prioritize the causes, such as root cause analysis, fishbone diagram, 5 whys, SWOT analysis, or Pareto chart.

3 Select and implement solutions

The third step is to select and implement solutions that can address the causes of the performance gap and improve the human performance. You should consider the feasibility, effectiveness, and cost-benefit of the potential solutions, as well as the involvement and support of the stakeholders. The solutions can be categorized into four types: engineering, administrative, training, and motivational. Engineering solutions are related to the design or modification of the work environment, the tools, or the equipment. Administrative solutions are related to the development or revision of the procedures, policies, or standards. Training solutions are related to the provision or improvement of the education, instruction, or feedback for the workers. Motivational solutions are related to the recognition, reward, or empowerment of the workers.

4 Evaluate and monitor the results

The final step is to evaluate and monitor the results of the solutions and their impact on the human performance. You should use the same methods and indicators that you used to measure and compare the performance gap in the first step, and check if they have improved or not. You should also collect and analyze feedback from the stakeholders, and identify any unintended consequences or new problems that may arise from the solutions. You should document and communicate the results, and make adjustments or modifications if needed.

Analyzing and improving human performance in your workplace is an ongoing process that requires continuous learning and improvement. By following these steps, you can enhance the safety, efficiency, and effectiveness of your work processes and outcomes, and create a positive and productive work culture.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?