Renewal Group
  • Blog
  • Guests
  • Events
  • Free Downloads
  • Renewalgroup.com

One Reason Why Your Safety Programs are Failing Your Employees

3/29/2012

2 Comments

 
Picture
My colleague and I had a great visit to Galveston and a very positive, affirming and learning experience at the National Safety Council’s Texas Conference and Expo, the theme of which was The Pursuit of Continuous Improvement: a Journey to Safety Excellence. Our presentation, “A Path To Sustainable Zero,” was well received and generated many comments and questions from the participants. One said, “It’s refreshing to hear about a program that gets to the heart of what safety is really about.” Another offered, “I wish more companies had the courage to take an honest look at and approach to safety.”

In addition to presenting, we also had the opportunity to listen and learn from the experiences of other safety professionals. One of the presentations I attended was on initiating a behavioral-based safety program. The presenter outlined the key steps in the process: form a committee, create observation checklists and train employees to be observers who know how to use the checklists. He emphasized that it was critical to take blame out of the observations so that trust can be built. He further commented that without trust the program would never be accepted and it could not produce results. And then the “ah-ha!” moment: in response to a question concerning implementation, the presenter said, “Before you can even begin the process, you (management) must make decisions on what you want and what roles you want employees to play.” There it is. The defining paradigm, or worldview, that is the foundation of most safety programs. It is one in which management operates from a core belief that employees are not interested, capable or trustworthy enough to make the “right decisions” pertaining to their safety and to the safety of their co-workers. And it is this core belief that causes organizations to lose the war on safety.

Daniel Pink states in his book Drive, “Organizations still operate from assumptions about human potential that are outdated, unexamined, and rooted more in folklore than in science.” This is why organizations continue to search for the holy grail of safety without realizing it is their core world view about human motivation and potential that is the impediment to building and sustaining a high-performing safety culture. They are constricted and bound by antiquated 20th century science on human motivation.

Edward Deci, Ph.D, a pioneer in the Self-Determination Theory, says, “Unfortunately, we observe many mangers and academics who doggedly cling to the now discredited tools of command-and-control methods; these methods ensure the death of employees’ motivation and pro-active engagement in work.” I doubt that there is a “Holy Grail of Safety,” but I’m convinced that the path to building and sustaining a high-performing safety culture is not found by following and applying folklore science and discredited tools of command and control management, which is why “A Path To Sustainable Zero” adheres to a view that nurtures the intrinsic importance of safety.

“A Path To Sustainable Zero” operates from the belief that employees want to be safe and that they care about the safety of each other, and if given the opportunity and trust to demonstrate these intrinsic values they will not disappoint themselves, their co-workers or their organization.

In a recent “what do we want” focus group, a handful of employees crafted the following statement:

“I want to work in an environment that regards my personal safety as a top priority so I can fully engage in my work. I want to feel respected and cared for and to experience satisfaction in the work I perform.”

It’s not managements’ role to force safety on their employees but rather to encourage and allow it to emerge from within them. This statement validates that employees deeply care about safety and that the role of management is to provide the resources, support and training safety leaders and supervisors need to foster and monitor the development of their employees’ intrinsic motivation to create and sustain a safe workplace.

It isn’t perfect and it does take time for employees to trust the transition to a totally new model and approach to safety. Remember that they’ve been trained in Skinner’s operant conditioning system, which believes animals must be trained with carrots and sticks in order to perform. However, if management stays on the new path with the conviction that employees are capable and invested in creating a safe workplace, it won’t be long before employees become fully engaged and everyone experiences the benefits and rewards of a high performing safety culture.

2 Comments
Professional Civil Engineering Service link
2/28/2013 02:33:24 pm

Nice post. I read your post and i like it. You really give your valuable information and link. Thank you for sharing................

Reply
Safety programs link
6/17/2013 09:15:26 pm

Safety programs are very necessary for employees and they make better environment for your company. But sometimes it may be failed due to some reasons.

Reply



Leave a Reply.

    Follow us 
    Twitter
    LinkedIn
    Facebook 


    Enter your email address to subscribe


    RSS Feed


    About Us

    Our Purpose
    To provide leaders and organizations with the skills and tools to sustain optimal engagement, performance and competitiveness and cultures that afford all stakeholders the highest levels of safety and well-being.


    Events

    Time: April 26- 28, 2011
    Location: Evonik Industries Greensboro, NC, U.S.
    Quality Boot Camp 
    Creating a Department Mission and Vision Program



    Categories

    All
    About Us
    Audio
    Authenticity
    Bullying
    Carrots And Sticks
    Change
    Climate
    Communication
    Culture
    Egagement
    Emotional Intelligence
    Engagement
    Leadership
    Management
    Mindfulness
    Motiation
    Motivation
    Neuroscience
    Optimism
    Recognition
    Resiliency
    Return On Safety
    Rewards
    Safety
    Safety Culture
    Sales
    Strengths
    Stress
    Supervision
    Values
    Workforce Engagement
    Workforce Engagment
    World View

    Archives

    January 2018
    March 2017
    February 2017
    July 2016
    June 2016
    January 2016
    September 2015
    August 2015
    July 2015
    May 2015
    April 2015
    November 2014
    October 2014
    September 2014
    April 2014
    February 2014
    December 2013
    September 2013
    May 2013
    November 2012
    September 2012
    June 2012
    May 2012
    March 2012
    February 2012
    January 2012
    September 2011
    August 2011
    July 2011
    March 2011
    February 2011
    November 2010
    October 2010
    September 2010
    August 2010
    July 2010
    June 2010
    May 2010
    April 2010
    March 2010


Powered by Create your own unique website with customizable templates.