People not performing as well as they could be?

Individuals do influence their own productivity - but 70% of their performance is caused by environmental factors. Consider this - performance improvement is directly influenced by the work environment.

To find answers, we apply the knowledge of Skinner, Gilbert and Binder to explore the environment, the problem areas and the solutions.

The design of the survey is crucial. If it's logical and well designed, then the correct decisions can be made about resources - money, time, material, people. Typically, we design surveys around Gilbert's behavioural model, but we may include insights from five to ten different models, depending on the client's need.

It's not just about the answers. It's also about the best way to get to the answers and seeing beyond the surface of the information supplied. In addition, our surveys determine how the client actually hinders or helps the running of their own business.
Throughout the survey process, we supply insights into the bigger picture - not simply the survey itself; but its context and what should be done with the findings.

Some of the science we apply:

Skinner observed three factors - the ABC - that influence positive performance:
Antecedents are the elements that need to be in place before people can perform well (eg. clear instruction, resources, skills, feedback).
Behaviours are the things people do to fulfil their tasks, and the way in which their performance is measured.
Consequences are the results of their behaviours - and if the antecedents and behaviours are not in place, the consequences can be damaging for the company and staff alike.

Gilbert determined three environmental influencers on human performance...
• the expectations of the company and the way in which people receive
feedback on their performance;
• the tools, processes and resources made available for them;
• the consequences of their behaviour, including incentives.

... and three individual influencers on human performance:
• individuals' skills and knowledge;
• their personal qualities and capacity to perform well;
• their motives and preferences.

At the Achievement Awards Group, we implement surveys that help individuals and organizations improve performance - and the bottom line
.
It's a subtle, persuasive art which we know well.

7 Apr 2011 10:24

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