For decades, workplace safety programs have emphasized rules and compliance as a way to prevent incidents. While these efforts have helped reduce risk, they've often put too much focus on individual actions without fully addressing the broader systems in which work occurs.
Human and Organizational Performance (HOP) introduces a new approach, one that acknowledges human error as a natural part of work and focuses instead on improving the conditions that shape behavior. By viewing workers as problem solvers rather than problems to be solved, HOP offers a more resilient and collaborative path forward. In this post, we'll explore the principles behind HOP, strategies for implementation, and the organizational benefits of adopting this safety framework.
What is Human and Organizational Performance?
Human and organizational performance has emerged from human factors engineering and systems thinking, representing a significant shift in how organizations view and approach safety. Rather than asking how employees should perform, HOP asks: What made that action make sense at the time? Mistakes are seen not as personal failings, but as signals of system-level gaps that need attention.
The 5 core principles of HOP
To truly understand human and organizational performance, you must first familiarize yourself with the methodology’s core principles.
- People make mistakes. Human error is not only normal, it’s inevitable. Even the best employees make mistakes.
- Blame fixes nothing. Punishing individuals or focusing on who’s at fault doesn’t prevent future errors. It makes employees feel like they can’t speak up, even when they know they need to.
- Context drives behavior. It’s not just about individual choices – systems, conditions, and pressures strongly influence how people perform and why things go wrong.
- Learning is vital. Organizations must continually examine and evolve their existing systems by learning from past mistakes.
- How leaders respond to failures matters. A leader's response shapes the success of HOP. A supportive and curious attitude is more likely to lead to understanding the root cause of the issue.
Traditional safety programs are often more blame based. Those tactics assume that human error can simply be eliminated with rules and compliance efforts. The individual is responsible for the mistake, and mishaps can be eliminated by “following the rules.” In the traditional view of safety, organizations use a name, blame, shame, and re-train approach – but that doesn’t get to the root of the issue.
The Business Case for Human and Organizational Performance
HOP has gained traction as companies seek to improve safety culture and reduce incidents. But beyond safety, HOP also helps organizations improve how work gets done. By shifting focus from compliance-based programs to understanding how work actually happens, HOP can lead to better decision-making, more resilient systems, and stronger employee engagement.
Safety and operational benefits
More organizations are implementing HOP because it reduces accidents, injuries, and fatalities. Since human and organizational performance requires businesses to dig into the systemic problems that contribute to human error, it more effectively corrects issues. With pressure taken off the individual for errors, employees can feel more confident sharing errors and correcting problems before incidents occur.
When systems run more smoothly, operations are less likely to be disrupted. That makes it easier for companies to meet goals, reduce downtime, and avoid costly fixes later.
Cultural and workforce advantages
Perhaps one of the best benefits of using HOP for workplace safety is the boost it gives to a company’s culture. By taking blame out of the picture, organizations build psychological safety with their employees. Workers know that they can be honest about issues without being chastised, and in turn can also feel safer knowing that issues will be addressed. It also enhances communication and collaboration within a business, where everyone takes ownership over safety measures.
When employees can feel psychologically, mentally, and physically safe at work, they’re more likely to stay engaged and satisfied in their roles. HOP helps reduce turnover and improves the general morale of an organization.
Implementing HOP in Your Organization
If HOP aligns with your company’s goals, implementing it is a practical and achievable next step. However, the shift to this safety program requires thoughtfulness and adaptability. Organizations must be in a position where they are ready to transition and willing to invest enough time to see real results.
HOP implementation
The first step to using human and organizational performance in your organization is assessing your current safety culture. Take an audit of your systems and identify what existing safety management programs you can keep. Look at the data to find problem areas so you can determine what path your company should start with.
Adopting HOP requires a mindset shift - not a one-time rollout. Rather than formal training on a program, it’s about helping teams and leaders build the habits and perspectives that support HOP principles. Start small, allow space for reflection, and grow from what you learn. Implementation works best in phases, where teams can try ideas, adapt, and improve over time.
Once departments begin to participate in human and organizational performance, make sure to track progress. Start with the number of incidents or almost incidents that are being reported and compare them to the previous year to see progress. Also remember to listen and learn from employees. They will be the ones engaging with HOP principles day to day and will be able to give real time feedback on how things are working. Employees are the problem solvers – not the problem to be solved.
The Future of HOP in Workplace Safety
As time goes on, more and more organizations are looking for transformative safety programs and finding a way to successfully integrate HOP philosophies. By putting the main focus on fixing systems rather than blaming individuals, HOP not only encourages people to report problems, but it also strengthens trust, efficiency, and morale.
HOP also promotes organizational adaptability, requiring businesses to evolve their processes. Success starts with selecting an approach that aligns with your company’s values and goals. Begin by assessing your current systems and take the next step toward a safer, more resilient workplace.
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