Performance Delta

Improving performance requires constant attention and becomes more effective when the people closest to the work help lead the change. This is the guiding principle behind Performance Delta.

This tool keeps you proactive through continuous review, open discussion, and focused improvement driven by those who know your operations best – your crew. Organisations using it see higher crew engagement, fewer incidents, stronger compliance, and a more proactive safety culture.

The Gap Between Reactive Fixes and Consistent Improvement

Performance often gets serious attention only when something triggers it: an incident, a finding, a vetting. By then, change is already reactive.

Between those moments, attention shifts to what’s easy to measure, while those that truly drive performance often remain unexplored: Are leaders open and consistent? Do crew feel safe to speak up? Are procedures seen as vital or just paperwork?

Without a structured way to regularly reflect, talk honestly, and act on learnings, improvement becomes inconsistent and reactive – and even seasoned organisations risk slipping into complacency.

That’s where Performance Delta makes the difference.

Performance Delta: A Continuous Cycle of Improvement

Performance Delta is an ongoing human performance development tool that helps you identify, discuss, and address performance challenges before anything goes wrong.

“Delta” means change. Performance Delta shows you the difference between where you are today and where performance needs to be – and gives you a structured way to bridge that gap.

This tool involves ship–shore collaboration throughout a repeatable cycle of Diagnosis, Dialogue, and Development.

The 3 Stages of Performance Delta

These three stages form an ongoing process that keeps performance sharp, aligned, and proactive. Throughout each cycle, the Performance Delta team guides and supports you, adapting things according to your challenges and needs.

Performance Delta was previously named Safety Delta.

We have a new delta process where senior officers give feedback to key marine staff ashore.

Client Results

Performance Delta delivers measurable impact across your organisation. It reduces costs by addressing multiple focus areas through one integrated solution.

Performance and collaboration

Higher engagement, morale, and performance
Empowered crews leading their own development
Stronger ship-shore collaboration and trust

Cultural transformation

Proactive, resilient safety culture
Standardised safety behaviours across the fleet
Reduced complacency, even on vessels with good records

Operational excellence

Fewer incidents and near misses
Stronger vetting and PSC outcomes
Better compliance with SIRE 2.0, TMSA, DryBMS

Annual report of a client showing development over three years

What Management Says

Drop in LTIs and incident severity; 50% increase in reporting of unsafe acts/conditions

“Since the implementation of our StenAware Safety Programme, we have seen a drop in LTIs. But more importantly, we have also seen a drop in the severity of our incidents and a 50% increase in the reporting of less serious incidents related to unsafe acts and conditions.

In this respect, we can definitely register tangible safety awareness improvements and activities. The utilisation of Green-Jakobsen’s Performance Delta concept and their leadership and behaviour methods and ideas are, in other words, having the desired effect – improved safety performance.”

Jesper Achard Henriksen, HSEQ Manager, Stena Rederi A/S RoRo Division

Drop in LTIs and incident severity; 50% increase in reporting of unsafe acts/conditions“Since the implementation of our StenAware Safety Programme, we have seen a drop in LTIs. But more importantly, we have also seen a drop in the severity of our incidents and a 50% increase in the reporting of less serious incidents related to unsafe acts and conditions. In this respect, we can definitely register tangible safety awareness improvements and activities. The utilisation of Green-Jakobsen’s Performance Delta concept and their leadership and behaviour methods and ideas are, in other words, having the desired effect – improved safety performance.”Jesper Achard Henriksen, HSEQ Manager, Stena Rederi A/S RoRo Division

Surfacing issues before they become incidents

“Performance Delta is able to discover issues that would never have come to the table unless you do a survey.”

“As soon as the leaders have understood the value of this and adapted to the concept, we have come a long way. I see fewer accidents.”

Stian Haugland, HR Manager, Rederiet Stenersen

Surfacing issues before they become incidents“Performance Delta is able to discover issues that would never have come to the table unless you do a survey.”“As soon as the leaders have understood the value of this and adapted to the concept, we have come a long way. I see fewer accidents.”Stian Haugland, HR Manager, Rederiet Stenersen

Making safety part of daily work

“What’s in for me is that the safety responsibility is on its way to becoming an integral part of the daily work life. The challenge is to merge safety with the tasks that need to be done on board. And that’s where Performance Delta makes a difference – it merges safety into daily work.”

Technical Superintendent, Ultraship

Making safety part of daily work“What’s in for me is that the safety responsibility is on its way to becoming an integral part of the daily work life. The challenge is to merge safety with the tasks that need to be done on board. And that’s where Performance Delta makes a difference – it merges safety into daily work.”Technical Superintendent, Ultraship

Keeping focus alive, avoiding complacency

“We implemented Performance Delta to make sure we are not complacent and to keep our focus alive.

The tools you have, especially for the superintendents who have the responsibility of following up, have made it easier. Starting up with one performance area module, Risk Management, is kickstarting it and giving the superintendents responsibility to follow up on the safety culture on board, emphasising that it is not just relying on the HSEQ.”

Roy Haare, Quality and Sustainability Manager, Utkilen

Keeping focus alive, avoiding complacency“We implemented Performance Delta to make sure we are not complacent and to keep our focus alive.The tools you have, especially for the superintendents who have the responsibility of following up, have made it easier. Starting up with one performance area module, Risk Management, is kickstarting it and giving the superintendents responsibility to follow up on the safety culture on board, emphasising that it is not just relying on the HSEQ.”Roy Haare, Quality and Sustainability Manager, Utkilen

From office-led instruction to crew-led improvement

“The crew have to communicate more – a great difference to just following procedures. Everybody is on board with this and engaged. Several ratings openly said things you would not expect to hear from them, and that was great, because we are not so used to that.

In fact, I spent quite some time with the captain talking about the importance of the crew being honest. We cannot use the data if the replies are not honest, so that has been stressed well in advance before the survey started. And we have succeeded; I can see that.

The fact that I have something tangible (the report) is important. To me, it is not so important whether the report is correct or not, but that it gives us focus – a picture of where we do well or poorly. We can decide on two or three areas we want to work with.

Very often, the crews are told from the office, “Do it this way.” Now, the crew are the ones taking the lead, and my role lies in the follow-up instead. That is the great difference – we are empowering the crew now.”

Rasmus Snejbjerg, Vessel Manager, TORM

From office-led instruction to crew-led improvement“The crew have to communicate more – a great difference to just following procedures. Everybody is on board with this and engaged. Several ratings openly said things you would not expect to hear from them, and that was great, because we are not so used to that. In fact, I spent quite some time with the captain talking about the importance of the crew being honest. We cannot use the data if the replies are not honest, so that has been stressed well in advance before the survey started. And we have succeeded; I can see that.The fact that I have something tangible (the report) is important. To me, it is not so important whether the report is correct or not, but that it gives us focus – a picture of where we do well or poorly. We can decide on two or three areas we want to work with. Very often, the crews are told from the office, “Do it this way.” Now, the crew are the ones taking the lead, and my role lies in the follow-up instead. That is the great difference – we are empowering the crew now.”Rasmus Snejbjerg, Vessel Manager, TORM

A proactive approach to safety

“It is a new way of dealing proactively with safety culture. It helps us to continuously assess and improve the way we think about and act upon safety – both on board the vessels and in the organisation as a whole.”

Tina Herrmann, Crewing Manager, Clipper

A proactive approach to safety “It is a new way of dealing proactively with safety culture. It helps us to continuously assess and improve the way we think about and act upon safety – both on board the vessels and in the organisation as a whole.”Tina Herrmann, Crewing Manager, Clipper

Shared understanding between ship and shore

“Our organisation has matured quite a lot by using Performance Delta. We not only have a better understanding of the challenges on board the ships and also in the office, but also between ship and shore.”

Soren Vest, Head of Marine Standards, Ultraship

Shared understanding between ship and shore“Our organisation has matured quite a lot by using Performance Delta. We not only have a better understanding of the challenges on board the ships and also in the office, but also between ship and shore.”Soren Vest, Head of Marine Standards, Ultraship

Turning insights into ongoing dialogue

“After we introduced Performance Delta in our organisation, I experienced much more engagement between ship and shore. I have experienced vessels calling me to discuss the report, to get some tips and tricks to say about how to proceed and develop further ahead.”

Jan Hoyer, Training and Recruitment, TORM

Turning insights into ongoing dialogue “After we introduced Performance Delta in our organisation, I experienced much more engagement between ship and shore. I have experienced vessels calling me to discuss the report, to get some tips and tricks to say about how to proceed and develop further ahead.”Jan Hoyer, Training and Recruitment, TORM

What Officers and Crew Members Say

Anonymous survey removes pressure

“Definitely, the style of survey (anonymous) gave much more freedom for the crew. Any kind of pressure from the outside disappeared, and I could expect to receive clear and trustworthy results. I have later experienced that some Officers are using definitions and concepts from the Performance Delta survey when we have safety meetings on board. To me, this displays a positive influence of the program already on the first stage.” – Captain

Anonymous survey removes pressure“Definitely, the style of survey (anonymous) gave much more freedom for the crew. Any kind of pressure from the outside disappeared, and I could expect to receive clear and trustworthy results. I have later experienced that some Officers are using definitions and concepts from the Performance Delta survey when we have safety meetings on board. To me, this displays a positive influence of the program already on the first stage.” – Captain

Three-way interaction and dialogues that build confidence

“This is the first time I’ve seen the interaction among crew, officers, and office personnel. It is not only one-way, it is three-way. And that is very good, everyone becomes aware and takes care of each other.” – Captain

“Performance Delta is good because I can see that we need to do the dialogue. It boosts the morale of the crew and junior officers. It builds up their confidence. For me, it is important that they participate because they are the ones at risk because they do the job, so they feel how important safety is to the company.” – Captain

“Before, only the officers talked to the company about safety. Now, the rest of the crew can also give their opinion. This is good. At first it was difficult to do, but now we are used to it. The company advise us to discuss. We have a meeting after the Performance Delta report, and the Master asks us what is the best thing to do. This is nice for us because then, we know where we would like to improve.” – Rating

Three-way interaction and dialogues that build confidence“This is the first time I’ve seen the interaction among crew, officers, and office personnel. It is not only one-way, it is three-way. And that is very good, everyone becomes aware and takes care of each other.” – Captain“Performance Delta is good because I can see that we need to do the dialogue. It boosts the morale of the crew and junior officers. It builds up their confidence. For me, it is important that they participate because they are the ones at risk because they do the job, so they feel how important safety is to the company.” – Captain“Before, only the officers talked to the company about safety. Now, the rest of the crew can also give their opinion. This is good. At first it was difficult to do, but now we are used to it. The company advise us to discuss. We have a meeting after the Performance Delta report, and the Master asks us what is the best thing to do. This is nice for us because then, we know where we would like to improve.” – Rating

New mindset and a common safety language

“It’s about changing the mindset, and the more we work with it and talk about it, the more it becomes incorporated into our entire way of thinking. We know where we need to focus.” – Chief Officer

“It gives all of us a safety language, so when we talk about a specific risk, we are on the same page, and it becomes more routine to use common words. It also encourages us to talk about the completed jobs and learn from them or follow up on feedback on improvements. So, Performance Delta has definitely moved our safety culture forward. It’s about getting everybody on the bandwagon and not always doing things the usual way.” – Chief Engineer

New mindset and a common safety language “It’s about changing the mindset, and the more we work with it and talk about it, the more it becomes incorporated into our entire way of thinking. We know where we need to focus.” – Chief Officer“It gives all of us a safety language, so when we talk about a specific risk, we are on the same page, and it becomes more routine to use common words. It also encourages us to talk about the completed jobs and learn from them or follow up on feedback on improvements. So, Performance Delta has definitely moved our safety culture forward. It’s about getting everybody on the bandwagon and not always doing things the usual way.” – Chief Engineer

Practical guidelines and support

“I want to say thank you to Performance Delta. The training guidelines can be easily followed. This is good. If this were not the case, then let’s say we have a problem with, for instance, Safety Reporting that is shown in the Performance Delta report, then what should we do if we had no guidelines? But in Performance Delta, I have the guidelines and the process on how to develop the issue effectively.” – Captain

“With Performance Delta, we get a plan based on what is missing on the ship, then we do that. It is the ships’ problems that you work on.” – Chief Officer

Practical guidelines and support “I want to say thank you to Performance Delta. The training guidelines can be easily followed. This is good. If this were not the case, then let’s say we have a problem with, for instance, Safety Reporting that is shown in the Performance Delta report, then what should we do if we had no guidelines? But in Performance Delta, I have the guidelines and the process on how to develop the issue effectively.” – Captain“With Performance Delta, we get a plan based on what is missing on the ship, then we do that. It is the ships’ problems that you work on.” – Chief Officer

Learning that engages and sticks

“The Learning Library is easy to navigate. Also, the presentation of the animations is engaging, which is good, because when you only read the text, it doesn’t stick in the mind. But when you watch the animations, you’re more likely to remember the learning.” – Captain

“Most crew do training and regulations based on ISM. The training is the same; they are fed up doing this every week. Performance Delta training has a different approach; even for me, it is a new learning. It gives you interest to gain knowledge. Especially, I appreciate the animations, they perfectly replicate what is actually happening on board – what are the mistakes and what is the correct thing to do.” – Captain

Learning that engages and sticks“The Learning Library is easy to navigate. Also, the presentation of the animations is engaging, which is good, because when you only read the text, it doesn’t stick in the mind. But when you watch the animations, you’re more likely to remember the learning.” – Captain“Most crew do training and regulations based on ISM. The training is the same; they are fed up doing this every week. Performance Delta training has a different approach; even for me, it is a new learning. It gives you interest to gain knowledge. Especially, I appreciate the animations, they perfectly replicate what is actually happening on board – what are the mistakes and what is the correct thing to do.” – Captain

Fun learning activities

“The board game unexpectedly was a lot of fun; the crew were well alive despite the very rough seas and the ship’s moderate rolling and pitching. Aside from picking up good pointers from the flash card questions, what was evident was the crew’s lively participation. It was never a dull moment.” – Captain

“The crew think that the games are fun. And that is important, because very often safety is not fun; it is heavy. It helps that it is fun, it helps with the engagement of the crew.” – Chief Officer

Fun learning activities“The board game unexpectedly was a lot of fun; the crew were well alive despite the very rough seas and the ship’s moderate rolling and pitching. Aside from picking up good pointers from the flash card questions, what was evident was the crew’s lively participation. It was never a dull moment.” – Captain“The crew think that the games are fun. And that is important, because very often safety is not fun; it is heavy. It helps that it is fun, it helps with the engagement of the crew.” – Chief Officer