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Designing and Executing Effective Safety Incentive Programs

Designing and Executing Effective Safety Incentive Programs. Introductions. Jim Custer, Principal ROI Performance Group. Karen Turner, Marketing Manager USMotivation. John Domenick, Independent executive consultant, trainer and project manager, Leadership Intelligence.

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Designing and Executing Effective Safety Incentive Programs

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  1. Designing and Executing Effective Safety Incentive Programs

  2. Introductions Jim Custer, Principal ROI Performance Group Karen Turner, Marketing ManagerUSMotivation John Domenick, Independent executive consultant, trainer and project manager, Leadership Intelligence

  3. Safety Incentive Programs Assumption:Rewards for safety are intended to improve safety Reality:

  4. Safety Incentive Programs Injurieson the job are caused by a number of manageable factors: • Work Methods/design • Productivity Pressure • Habitual Non-compliance Every year in America, nearly 4 million people suffer a workplace injury from which some may never recover. --OSHA

  5. Safety Structure Behavior Safe work processes Work environment

  6. Critical Program Elements • Focus: 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 ontheirWork Environment? • Prestige?

  7. 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

  8. 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

  9. Implementing a Program • 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

  10. 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

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