Every organization wants a high-performing workforce, but what truly drives performance? Is it better training? More incentives? The latest technology?
As we explored in the previous post, Gilbert’s Behavioral Engineering (Six Box) Model reveals that performance gaps often stem from environmental factors rather than individual shortcomings. Companies that recognize this shift their focus from blaming employees to engineering better systems for success.
In this post, we’ll explore how modern organizations apply the Six Box Model in different industries—corporate settings, healthcare, education, and technology—to solve real-world performance challenges.
How Companies Apply the Six Box Model
Forward-thinking companies use the Six Box Model to diagnose and fix performance gaps across leadership, learning & development (L&D), and employee productivity. Below are some of the key ways it is used today:
1. Workforce Training & Development
Many organizations assume that training is the default solution to performance issues. But using the Six Box Model, they uncover that:
Lack of skills (Box 4) is only part of the problem.
Poor feedback (Box 1) or missing tools (Box 2) can make training ineffective.
🔹 Example: A Financial Services Firm’s Training Revamp
A global financial services company noticed that new hires struggled to meet productivity goals despite extensive onboarding training. Instead of assuming the training was ineffective, they used the Six Box Model to investigate:
- Box 1 – Information: Employees weren’t receiving performance feedback on time.
- Box 2 – Tools & Resources: Outdated software made processes cumbersome.
- Box 4 – Knowledge & Skills: Training covered theory but lacked hands-on simulations.
Solution: They implemented a real-time feedback system, updated the software, and introduced interactive learning modules. Within six months, new hire productivity increased by 35%.
2. Leadership & Management Development
Organizations use the Six Box Model to assess leadership effectiveness and remove barriers that prevent managers from guiding their teams successfully.
🔹 Example: A Tech Company’s Leadership Gaps
A fast-growing tech startup struggled with high employee turnover. HR initially assumed that the managers needed better leadership training. However, an assessment using the Six Box Model found:
- Box 1 – Expectations & Feedback: Managers had no clear leadership KPIs.
- Box 3 – Incentives & Motivation: No rewards or recognition for strong leadership.
- Box 5 – Capacity: Managers were overloaded with operational tasks.
Solution: The company introduced leadership scorecards, incorporated leadership behaviors into performance bonuses, and restructured workloads to allow more focus on coaching and team development. Turnover rates dropped by 25%.
3. Employee Productivity & Performance Improvement
Organizations use the Six Box Model to pinpoint bottlenecks in workflows and job performance instead of assuming employees need to work harder.
🔹 Example: A Manufacturing Company’s Productivity Boost
A manufacturing company’s assembly line workers were missing daily production targets. Managers believed workers were simply not trying hard enough. However, a Six Box analysis found:
- Box 2 – Tools & Resources: Machines frequently broke down, slowing production.
- Box 3 – Incentives: Employees weren’t rewarded for exceeding production goals.
- Box 6 – Motivation: There was little recognition for their work.
Solution: The company improved machine maintenance scheduling, introduced a performance-based bonus system, and launched an employee recognition program. Within three months, productivity increased by 20%.
4. Enhancing Customer Service & Experience
Customer service teams rely on clear expectations, the right tools, and motivation to provide great service. The Six Box Model helps companies remove friction points that lead to poor customer interactions.
🔹 Example: A Retail Chain’s Customer Service Improvement
A large retail chain faced customer complaints about slow service at checkout. Initially, they considered training cashiers better, but an analysis showed:
- Box 2 – Tools & Resources: Slow point-of-sale (POS) systems were causing delays.
- Box 3 – Incentives: Cashiers had no motivation to work faster.
- Box 6 – Motivation & Cultural Fit: Employees felt their work was undervalued.
Solution: The company upgraded the POS system, introduced team-based incentives for fast checkout times, and launched a customer service recognition program. Customer satisfaction scores improved by 15% within three months.
5. Digital Transformation & Technology Adoption
Companies implementing new technologies often face resistance from employees. The Six Box Model helps ensure successful adoption by addressing more than just training needs.
🔹 Example: A Healthcare Organization’s Telemedicine Rollout
A hospital introduced telemedicine software to improve patient care, but adoption among doctors was low. A Six Box analysis revealed:
- Box 1 – Expectations & Feedback: Doctors weren’t sure how the software fit into their workflow.
- Box 2 – Tools & Resources: The system was unintuitive, and training was minimal.
- Box 6 – Motivation & Cultural Fit: Some doctors felt it reduced personal patient interactions.
Solution: The hospital provided hands-on training, collected doctor feedback to improve the software’s usability, and communicated how telemedicine enhanced patient care rather than replacing personal interactions. Adoption rates rose from 40% to 85% within six months.
Key Takeaways from Applying the Six Box Model
- Performance issues are rarely about just one thing. The Six Box Model helps companies see the full picture and design holistic solutions rather than knee-jerk reactions.
- Technology is not a magic bullet. Even with the latest tools, performance won’t improve unless employees have clear expectations, proper incentives, and the right support.
- Leaders must create environments where employees can succeed. Instead of asking, “Why isn’t this person performing?” companies should ask, “What’s missing in their environment?”
Conclusion: Why Organizations Need the Six Box Model
Gilbert’s Behavioral Engineering Six Box Model provides a structured way to diagnose and fix performance problems—whether in leadership, training, customer service, or technology adoption. Companies that use it avoid wasted investments in unnecessary training, reduce employee frustration, and create more effective workplaces.