Even the most stable work environment must be ready to adapt to change. Whether change is driven by market or business conditions, by new technology, services, or work processes, by anticipated (or unanticipated) staff turnover, it can profoundly impact your business operations. Change is inevitable. So it makes sense to have a model of workplace performance – one that can withstand or adapt to the changes in your business environment.

By identifying what you want employees, stakeholders and/or clients to know, and then taking steps to provide them with it, you solidify your organization’s ability to achieve its overall performance objectives – even in the face of change and uncertainty. In order to this well, however, it’s necessary to first identify the performance you want to encourage and clearly understand the factors that will impact that performance.

What changes do you anticipate? For example, will you be implementing a new process that will change employee or client responsibilities? Are you going to be introducing new services? Will you be downsizing or losing key staff and will remaining employees need to take on new tasks? Are you at risk of losing key expertise?

A well-designed model of performance will enable you and your employees to confidently manage the challenge of today’s workplace. A key component of your success, however, depends on identifying the best way to capture and transfer the knowledge that will support your overall objectives. Whether you need to develop a comprehensive training program, an online learning tool, a simple job aid, or something in between, choose a strategy that will support your performance goals.

Modeling workplace performance adds rigour to how your organization functions and is a powerful method for stabilizing operations. So, even when the unexpected happens, you can maintain or enhance the level of performance that is needed to ensure your ongoing success.

Services

• Organizational / management / program alignment and structure
• Data / content and tools assessment
• Business processes review and analysis
• Change readiness
• Content development
• Knowledge / skills capture and transfer strategies
• Strategic planning / performance modelling

Products

• Workplace performance analysis and needs assessment
• Performance models / metrics
• Roles and responsibilities
• Policies and procedures
• Workflow analysis and process maps
• Training and change plans
• Content and documentation