Performance Improvement Services

One of the most exciting outgrowths of the science of behavior analysis has been its application into the world of business and industry. This field is often called "Organizational Behavior Management," or more recently "Performance Management." Both of these terms leave something to be desired, so we refer to it as Performance Improvement. Essentially, it means setting up systems and processes that ensure that people are rewarded for doing the right thing, thus keeping their highest-quality performance strong and accurate. As is shown again and again in the pages of the Journal of Organizational Behavior Management and other publications, it works!

Quality Safety Edge helps clients develop and implement strategies that achieve lasting improvements in human performance. Our services typically target measurable improvements in areas such as quality, productivity, customer service, cost control, regulatory compliance, and project management. We and our Associates have pioneered innovations such as balanced scorecards and incentive pay systems. We help companies to create work environments in which people perform their best because they want to, not because they have to. Our experience includes a variety of industries, including engineering, banking, software development, petrochemical, food processing, manufacturing, transportation, and many others.

Performance Improvement

Step One: Performance Assessment

QSE Specialists work with the client's organization to…

• Assess current level of job performance
• Evaluate key factors in the work environment affecting performance
• Identify opportunities for significant improvement
• Calculate economic potential of solutions
• Establish a thorough implementation plan for each client
• Communicate feedback on strengths and opportunities

Step Two: Implementation

A QSE Project Manager works with each client company to coach all levels of management. With the support of our team-based approach, managers learn to effectively …

• Specify precisely the performance desired from employees
• Develop data and feedback systems which speed performance data back to employees
• Improve and maintain high levels of performance
• Establish performance teams
• Implement recognition and target setting to ensure continuous improvement

Step Three: Maintenance

A detailed follow-up system connects the program activities to key managers in the company. Their performance teams meet regularly to …

• Review data and operations
• Plan and support further performance improvement

Values-Based Leadership Development

Values-Based Performance Assessment

Workshop on Performance Management

Workshop on Facilitation

Quality and Customer Service

Papers On Performance Management

Effective Feedback: The Key to Engineering Performance by Terry E. McSween and Robert L. Lorber

The morale and the productivity of an organization depend on whether the workers know how well they are doing. Here's how this feedback could be improved in your company.

Obstacles to the Effective Execution of an Incentive Pay System by William Abernathy, Ph.D.

Problems of measurement, communications, and management can hinder the proper execution of an Incentive Pay System.

Business, Blind Men, and Elephants by William Abernathy, Ph.D.

Build Pride in the Workplace by Terry McSween, Ph.D.

How do we "put pride back in workmanship, drive fear out of the work place?" By increasing positive consequences and decreasing negative ones! Effective feedback makes the workplace more pleasant and more productive.

Leaderspeak: Converting the Language of Values to Frontline Performance by Jerry Pounds

The words you choose to use, or use but do not choose carefully have a significant impact on the performance of your organization.