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By Propulo Consulting

By Josh Williams, Ph.D. Improving safety culture requires a lot of time, effort, and energy…plus a LOT of employee participation! One powerful way to get employees involved in safety is to advertise all the good things you’re doing to keep them safe. This is especially important when improvements are made based on employees’ suggestions. When workers bring up concerns, report close calls, and provide safety suggestions it’s extremely important to listen and respond well. Otherwise, people’s opinions go into “a black hole” and employees shut down. There’s little point providing your safety input if no one is listening. Strong leaders share safety successes

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By Josh Williams, Ph.D. Sometimes safety can feel like a drag. Leaders are constantly reinforcing safety meetings, rules, policies etc. These are critical safety accountabilities but aren’t always fun. Here are two quick ways to add a little spice to your safety programs. Safety Fairs Fairs aren’t just for kids. Establish annual employee safety fairs to reinforce safety and have some fun. Provide speakers, health tests, music, food, and giveaways (like first aid kits) and invite employees’ families to join in on the fun. Forward-thinking organizations emphasize wellness programs to promote employee health and safety. Hosting events centered around safety shows that your

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By Josh Williams, Ph.D. Strong safety rules, policies and procedures are integral to incident prevention. While the topic of “rules” isn’t scintillating, it’s extremely important to get it right with procedures. It’s also easy to mess up if you’re not careful. For example, one auto manufacturing facility over-reacted to an employee eye injury by mandating safety glasses in all areas of the plant even where glasses really weren’t needed. This is sometimes called the shotgun effect. Although most employees begrudgingly wore their safety glasses, several employees got creative and popped the lenses out of their safety glasses and simply wore the

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By Eduardo Lan Recognizing employees for the good work they do is a powerful way to strengthen desired behavior. When we are aware of the things people do right and point them out to them, they are more inclined to repeat them. This happens because people feel seen and appreciated, a desire and need for all human beings, and because they can more easily identify said behaviors (2014). When the recognition relates to safety, we are promoting a culture of safety ownership where people work safely out of desire rather than obligation. This is known as discretionary effort, and it represents the

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By Eric Michrowski and Emily Wood We often communicate to employees through trainings, weekly email updates and with posters plastering the walls, that safety must always be our number one priority. But, when our words and actions during times of high pressure emphasize production and on-time performance, the message surrounding safety is lost. It must be acknowledged that production pressure, much like the stress of completing work on time within an office, is inevitable within any industry and cannot be eliminated. However, achieving a balance between production pressure and safety by establishing standard procedures that build a resilient workforce and capture

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By Josh Williams, Ph.D. Effective and interactive pre-job briefs are an essential way to start the day and keep people safe. Unfortunately, in some organizations, these meetings are simply a “check the box” activity that is repetitive and stale. Field leaders go through the motions and read items off a piece of paper, then quickly get back to work. In other companies, pre-job briefs are robust and interactive. Hourly employees often speak up during these sessions and sometimes lead the meetings. So why do pre-job briefs matter anyway? Throughout the course of any given day, there are a number of unforeseen circumstances that

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