Get more from the capability already in your organisation
People do their best work under different conditions.
Attention, energy, sensory processing, sleep, recovery, pain, emotional load, biological context and the demands outside work can all affect how a person functions. The design and conditions of work can support that functioning or add further demands.
Ergonomics for the Mind gives individuals a structured understanding of the conditions in which they are most likely to perform well. It equips your organisation to turn that insight into practical workplace action, identify recurring organisational patterns and improve the conditions affecting performance.
The result is better-informed investment in people and work, with the tools and capability retained inside your organisation.
Four levels of organisational capability
Ergonomics for the Mind develops from private individual insight to organisation-wide capability.
Each level allows your organisation to act with greater accuracy: first by helping people understand the conditions in which they function best, then by applying that insight at work, identifying recurring organisational patterns and using what the organisation learns to make better decisions about people and work.
- 01
Individual insight
Help people understand what supports their best work
The Ergonomics for the Mind Review gives each person a private, structured understanding of the factors affecting how they function and the conditions most likely to support their best work.
It considers attention, energy, sensory processing, sleep, recovery, pain, emotional load, biological context and the demands in and outside work.
The individual gains a clearer understanding of the conditions that support them, the factors that work against them and the information that may be useful to communicate at work.
- 02
Workplace application
Turn individual insight into practical action at work
Nominated internal supporters are trained and accredited to help employees apply the workplace findings from their Ergonomics for the Mind Review.
Using controlled Ergonomics for the Mind tools, they support a structured conversation about what the individual wants others to understand, which conditions may be changed and what action is most likely to help.
The process creates a clear record of agreed actions and review points. Defined role boundaries and escalation criteria clarify when management, occupational health or another organisational function should be involved.
The individual decides which information to share. Your organisation does not receive their full private review.
- 03
Organisational assessment and improvement
Identify recurring conditions affecting people and performance
Individual workplace experiences can reveal wider organisational patterns.
Where similar issues recur across roles, teams, work processes or environments, Ergonomics for the Mind can help the organisation to build a broader understanding of the circumstances in which they occur, the people and activities affected, and the impact on people, performance and operations.
They consider who and what are affected, when the pattern occurs, the work conditions involved and the consequences for people, performance and operations.
Existing arrangements are reviewed to establish whether they address the source, work reliably and avoid excessive dependence on memory, disclosure or individual effort.
Your organisation can then select proportionate improvements, assign responsibility and measure whether the change has made a difference.
- 04
Organisational learning
Use what you learn about people to make better decisions about work
At this level, your organisation brings together what it has learned from individual insight, workplace application and recurring organisational patterns.
This creates a stronger evidence base for decisions about how work is designed, organised and changed. Rather than relying on general assumptions about how people function, the organisation can identify the conditions that support attention, energy, communication, recovery and consistent performance, and the factors that work against them.
That learning can inform new roles, working arrangements, technology, environments, management expectations and organisational change before avoidable problems become established.
The result is an organisation that becomes better at creating the conditions in which more people can use the capability they already have.
A structured method for organisational action
Ergonomics for the Mind helps your organisation build a clear picture of what is happening, assess its effect on people and performance, improve the relevant conditions and measure what changes.
It brings together individual insight, organisational evidence and the experience of the people doing the work, so decisions are based on a fuller understanding rather than assumption or repeated trial and error.
Measurement informs further understanding
Better-informed investment that stays inside your organisation
Your organisation already invests in people, management, systems, technology, occupational health and workplace support.
Ergonomics for the Mind gives you a clearer basis for deciding where individual insight is needed, when workplace change is appropriate, when a recurring pattern should be examined at organisational level and how the result will be measured.
Your organisation retains the trained people, controlled tools, recorded decisions and knowledge needed to apply what it learns again.
Discuss the right approach for your organisation
Ergonomics for the Mind can support private individual insight, structured workplace application, organisational assessment and wider organisational learning.
Contact Jennifer Young to discuss the issues your organisation is addressing and the capability you want to build.