Human Performance
Let us remind ourselves of the fact that performance is the result of our efforts and that humans play the most important role. However, contrary to machines, human performance is influenced by far more factors, and we should be very careful not to look at human performance from a mechanical and linear cause-and-effect perspective.
Instead, human performance should be treated in a more human and holistic approach, which can happen if an organisation shares the same mindsets based on the 5 key areas that enhance human performance.
In Green-Jakobsen, we see human performance as a resource that we can cultivate if we create an open and trusting work culture where people reflect, engage, and collaborate.
What is
Human Performance?
Quick definition
Human performance is a measure of what people can achieve as an individual, team or as an organisation. It refers to physical and mental readiness to tackle challenges.
The best human performance occurs when the human performance influencing factors (PIFs) are at their best.
What works?
Knowing your present performance conditions (data) will benefit employees and business.
There is a documented effect when companies Diagnose (Review), Discuss and continuously Develop their PIFs.
Human Performance optimisation must be set off by the company but managed by the crew – especially the leaders.
We work with 5
human performance pillars
Our research and data indicate that these five performance pillars (leadership, reviews, work structure, behaviour, and HR architecture) are the essential components for developing human performance. Together they provide a holistic approach to managing how people perform at work.
Success does not rely on just one part but comes from having all parts working well together. By focusing on these pillars, organisations can create a conducive environment that helps individuals and the whole team do their best and thrive, leading to sustained positive outcomes.
