Safety Incentive Programs
Safety should always be a main concern for employers. It is cost-effective to care about your employees. It is good employer-employee relations. It's also great public relations when employers and employees work together for the sake of safety.
Give the horse a carrot. We've all heard this expression but have you ever really thought about how true it is? Basically, reward the worker and the work will get done. This is a technique we have all been victim to since pre-school. Recall your teacher for a moment. Picture her telling you that you can have a sticker or a prize if you recite the alphabet. Same principal.
Every year, 3.0 million workers in the United States are injured in job-related accidents. The Social Security Administration reported that employers and their insurers paid more than $39.0 billion in workers' compensation benefits in 1991, i.e., approximately $438 per covered employee. Statistics reveal 5.9 million work-related illnesses and injuries in the private sector, with a rate per 100 workers of 6.7%; it is estimated that injuries alone cost U.S. businesses over $110 billion annually (1998 statistics).
The need for additional safety measures are obvious. Safety programs are strategies to improve unsafe environmental and human working conditions. Most safety initiatives focus on identifying preventable hazards, such as repetitive motions, unsafe behaviors, faulty equipment, or poor housekeeping. By mitigating or eliminating these hazards, successful safety programs prevent or minimize accidents.
A properly structured safety incentive program can encourage employees to ensure a safer working environment. The safety of your employees at work should be a top priority. Giving them incentives to follow the workplace safety rules is a good way to ensure their safety. Safety incentive programs can also be used as a type of insurance. A good number of lawsuits are based on workplace injury. Making sure that the employees are aware of the dangers at work and aware in how to avoid them, you are inevitably ensuring that injuries are kept to a minimum. These programs also help to bring employees together, to unify the team.
A simple way to start is by looking around. Identify workplace hazards, such as the slippery floors, unstable ladders and bad lighting. Identify personal mistakes such as not wearing the correct protective gear, not notifying management of possible hazards, and not looking for potential hazards. Explain OSHA rules and regulations to your employees. Explain to them why they cannot chew gum on a production floor instead of just saying not to do so/
Several sources agree that there are two school of thought or practice in terms of safety in the workplace. Behavior-based programs focus on how many safe behaviors are observed in the workplace. These programs reward the right activities being completed, putting the burden on management to run the business in a safe manner. On the other hand, the older, results-focused safety programs emphasized how many accidents were reported over a period of time and, typically, offered incentives and awards to celebrate reduced rates.
The criticism of these programs," says Tim East, a director of risk management for Walt Disney Company, "is that they are downstream measurements of system failures, rely on gimmicks, suppress reporting of injuries, and put the burden on workers to not get hurt."
East suggested a combination of these two methods.
For the idea of rewards or incentives to work, an employer needs to do more than dangle a carrot. First management must be committed and fair. The rewards must be obtainable. The time periods should be short. Encourage teamwork. Reward group efforts. Give out tangible prizes. Prizes that can sit on their desktop at work will remind them, and others, to be safety-conscious the remainder of the year.
KHT Insurance, in Fort Worth, TX, suggests:
Keep rewards relatively small and frequent. Suggestions include t-shirts, hats, pizzas, tickets to events, preferred parking for a month, gift certificates, etc.
Base the incentive on specific, individual acts. This allows you to single out certain ideal behaviors. However, group safety goals can also be rewarded.
Use a variety of rewards and deliver them promptly. Changing incentives from time-to-time will help maintain employee interest in the program.
Establish detailed criteria to measure employee performance. Deserving employees can only be rewarded if supervisors know what to watch for. Establish and record criteria that will help keep the election process fair and objective.
Get everyone involved. Kick off the program with a company-wide meeting led by top managers to show your commitment to workplace safety. Employees should not only help create the rewards, but also deliver them to recipients.
Michael LeBoeuf, a management consultant, lists ten basic categories of employee incentives. Besides money, these include:
Recognition
Time off Stock ownership
Special assignments
Advancement
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