Many
safety managers ask a great question …
“Do
safety incentives really produce results?”
There are
at least two schools of thought on the answer voiced by safety managers:
Tangibly appreciating
and recognizing individual behaviors that improve specific safety performance
and outcomes have a measurable and dramatic impact on the overall safety and
financial performance of a company.
We pay our
people to function in a safe manner and get the results the company wants. They are already paid to work safe.
Before you
determine which answer is the right one for your organization, there are
certain aspects you need to consider.
These are founded in the answer to the following key question and the
criteria stated below …
A Key
Question:
Does your organization actively
measure, analyze, and broadcast safety performance and outcomes in terms of …
- The related costs of workers compensation claims.
- Healthcare costs increases or decreases due to incidents and accidents.
- The impact on operating expenses due to lost time and added labor costs.
- Is there a well-communicated and understood correlation between safety behaviors, performance, and the overall financial performance of your organization?
- Do all of the individuals in your organization relate their personal safety behaviors on-the-job and daily performance to the above four safety issues?
If the
answer to the above is YES! … You are in a great position to measurably and
expediently improve your safety behaviors, performance, and related outcomes by
implementing a safety incentive program using a valuable safety appreciation
and recognition system like Award of choice. A safety incentive program based
on the above criteria will provide tangible appreciation and results based on
measurable improvements … and these results can be significant!
If the
answer to the above is No, Not Sure, Sometimes,
A Little, or Maybe …you might want to consider postponing your award
program and start first by making improvements to items as noted above!
Tangible Safety Incentive Programs
Address and Go Beyond the Safety Behaviors Addressed by Basic Compensation
Plans!
In
numerous studies the number one driver that motivates people to excel is
Appreciation for a job well done! and Recognition for making and taking that
extra effort!
A safety
program can be a highly effective performance improvement tool by answering,
addressing, and linking three critical elements in getting the job done!
1st
Do the
individuals clearly understand the defined safety goals and the impact their
safety behaviors have on the required functional and financial outcomes of the
company?
2nd
Do the
individuals understand how he / she links and is connected to the defined
safety goals and the impact their safety behaviors have on the required
functional and financial outcomes?
3rd
Does she /
he realize and live every day the fact that her / his day-to-day safety
behaviors on-the-job directly affect the ability of the organization to achieve
the defined safety goals and the impact their safety behaviors have on the
required functional and financial outcomes … And, does she / he understand how
her / his safety behaviors are critical to their individual and team’s overall
well-being and future security?
When this
linkage and understanding is clear, your coworkers actively and aggressively
seek ways to continuously improve their safety behaviors, performance, and
company outcomes. Appreciating and
tangibly recognizing your coworkers for doing so is one of the keys to improving
and sustaining safety performance and positive outcomes for all!
Experience
shows that safety award systems have, do and will produce results! But there is a caveat. For your safety program to have the best
chance at success it needs to be properly designed, implemented and
communicated.
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