WHY TAILORED TO ME WORKS
A human-centred methodology that helps organisations see what their work system is doing to people and performance
OUR APPROACH
We combine Human Factors and systems thinking to examine how decisions, structures, processes, working conditions and human behaviour interact across an organisation.
The Tailored to Me Diagnostic Five moves from defining the challenge and gathering evidence to diagnosing systemic patterns, mapping causal relationships and prioritising where change is most likely to make a meaningful difference.
ANALYSE
See how work really happens
We examine how work really happens, not just how it’s intended.
IDENTIFY
Surface the real drivers of performance
We uncover the systemic factors shaping behaviour, decision-making and outcomes — without blame or oversimplification.
MAP
Make complexity visible and usable
We map how decisions and constraints interact across the system, creating shared understanding and clear action.
WHAT LEADERS GAIN
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A clearer understanding of what is driving the issue
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A systemic view of how decisions, structures, working conditions and employee experience interact.
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A prioritised set of actions that are proportionate, evidence-informed and aligned with organisational objectives
EMPLOYEE EXPERIENCE AS A WORK-SYSTEM SIGNAL
Employee experience is often viewed as a measure of how people feel about work.
That matters, and in our approach we extend employee experience to also capture how people interact with the tools, processes, information and systems they rely on every day — including the workarounds they have normalised, the friction they have absorbed, and the time, effort and cognitive load that rarely appear in a standard engagement survey.
Together, these signals provide a fuller picture of what the work system is actually asking of people.
WHAT ITS LIKE TO WORK WITH US
Our work is designed to be calm, facilitative and evidence-led.
Engagements are non-blaming and focused on systems rather than individuals.
We work respectfully with lived experience, helping reduce defensiveness and build shared understanding. The focus is always on practical insight and momentum for meaningful change.
Built on recognised Human Factors methods, including systems thinking, systemic causal analysis and real-world work observation.
Frame
Define the challenge, scope and decisions the work must support.
Discover
Gather evidence about how work is designed, managed and experienced.
Diagnose
Identify recurring patterns, tensions and contributing conditions across the organisation.
Map
Visualise how decisions, structures, processes, working conditions and behaviours interact to produce organisational outcomes.
Prioritise
Identify high-leverage areas and translate the diagnosis into focused, proportionate priorities and recommendations.