Designing and Executing Effective Safety Incentive Programs.
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Transcript of Designing and Executing Effective Safety Incentive Programs.
Designing and Executing Effective Safety Incentive Programs
Introductions
Karen Turner, Marketing ManagerUSMotivation
John Domenick, Independent executive consultant, trainer and project manager, Leadership Intelligence
Jim Custer, PrincipalROI Performance Group
Safety Incentive Programs
Assumption:
Rewards for safety are intended to improve safety
Reality:
Injuries on the job are caused by a number of manageable factors:
• Work Methods/design
• Productivity Pressure
• Habitual Non-compliance
Safety Incentive Programs
Every year in America, nearly 4 million people
suffer a workplace injury from which some
may never recover.--OSHA
Safety Structure
Behavior
Safe work processes
Work environment
Critical Program ElementsFocus: Determine what you want people to do
• Expectations of Senior and Middle management, front line supervisors, associates
Control: Do your employees have control over
• Job performance?• Work practices?• Performance Measurement Systems?• Feedback Systems?• Reinforcement and Recognition?• Rewards?
Significance: Are the rewards meaningful?
• Impact on their Wallet?• Impact on their Work Environment?• Prestige?
What Not to Do
In an unsafe work environment a Safety Rewards program will be viewed with contempt• People must have some level of control over their own safety
Rewards for team results alone can NOT produce predictable individual behavior
• Teams are made up of individuals, who act individually
Rewards that are not given frequently will not impact routine short-cuts or bad habits
• Positive Immediate and Certain Consequences
Implementing a Program
Don’t implement a program unless the essentials are in place:
Physical Environment (lighting is good, tools are available, and machinery is working, plans are in place to make improvements)
Safe Work Processes are in place (procedures are realistic, people have been trained and are aware of the policies), and the work process allows people to produce in a safe manner.
• Clearly identify your purpose for the program• Identify all performance requirements (manager,
supervisor, employee) that will contribute to prevention measures
• Accurately and effectively communicate performance expectations and results objectives
• Provide skill training in performance areas as required
• Establish budget/funding for the program• Identify and deliver meaningful rewards for group results• Regularly communicate with participants • Offer tangible recognition for individual performance• Monitor and continually improve the system
Implementing a Program
Key Points
• Vary recognition and rewards – don’t escalate.• Never take away rewards that have been earned!• Leaders at every level have to play an active,
visible part in the program• Link social recognition with tangible rewards