A balanced safety incentive program measures and recognizes your people for their safety engagement on and off the job. By implementing the proper structure plan, it has the capability of raising awareness, reducing incidents and increasing the bottom line- all without encouraging the non-reporting of incidents.
There are many benefits to safety incentive programs, one in which includes ultimately saving your company money, as well as, fostering teamwork, leading to mutual respect amongst management and employees, and improving communication.
It’s all too easy to launch a fun, exciting employee safety reward program – put up lots of colorful safety theme posters, hand out theme buttons, kick it off with a pizza lunch and announce some great prizes/ rewards for achieving safety goals.
While safety recognition programs can be highly effective at changing or reinforcing employee safety behavior – to ensure real success in your overall program, there are a number of critical Safety Program components that must be in place first – otherwise, your overall company safety results may fall well short of your program goals.
Effective employee Safety Programs are critical for all manufacturing companies. They must start from the top down in the organization. Senior company leaders must continuously and visibly endorse and support the overall importance of the Safety Program to the organization. In addition, the necessary resources must be committed to ensure the continuous achievement of required company safety objectives.
Safe Work Environment – it seems obvious but employee working areas must be safe from all potential hazards (both naturally occurring and man-made).
Safe Work Equipment – again seems obvious, but it can be overlooked.
Invest in your Safety Department – equip your safety department with adequate resources from experienced knowledgeable safety professionals to training materials.
Hire ‘Safe’ People – consistent attention should be paid in the hiring process to seek and hire individuals who indicate high levels of overall general ‘responsible behavior’.
It should be ongoing because things change. Safety laws, legislation, and safety practices, along with possibly the work environment, equipment, materials, and products.
Perhaps the biggest reason training must be ongoing is because of your employees. They’re human and human nature makes people do silly things. They may be tired or thinking about personal issues while on the job. Perhaps they’re anxious to complete an assignment, finish up a project, or even meet a production goal. Then there’s always employee turnover – new hires to consider.
The reasons are many but mistakes and accidents can and do happen. That is why continuous ongoing training, as a reminder/reinforcement of how to work safely and why it is important must be ingrained in your organization – 24/7, 365 days a year.
The Carrot or the Stick? Employees are human and as such, at times they must change their safety behavior if it’s not at an acceptable safety level.
Equally if the behavior is at a highly acceptable level – this means your employees are really making the required effort continuously to be safe. We all know we like to be recognized for overall efforts / job performance.
It’s really ‘the carrot and the stick approach’ – volumes have been written and studies done indicating ‘the stick’ approach can only work so far – but for overall most effective employee behavior change or overall maintenance of high levels of employee performance ‘the carrot’ approach is more effective. “I don’t have a Safety Program recognition budget – it costs too much”
This can be a typical response – the great news is that your overall employee Safety Recognition Program doesn’t have to cost a lot. If it’s part of an overall effective employee Safety Program, far from costing anything it can generate a positive ROI!
How? By helping to reduce the amount of on the job safety related accidents.
Key Components in an effective employee Safety Reward Program (once all other Safety program elements are in place)
Pick a program theme. Consider posters, banners, employee newsletter, employee website, corporate voicemail/email message (from CEO), or imprinted message on paycheck stub etc.
Hold a fun kick off meeting. Music, balloons, pizza lunch, coffee /donuts – hand out company logo pens, drink bottles/t-shirts etc. – announce/explain the program in detail.
Nominal rewards can be handed out eg; $5 gift cards to Shell, Subway, Starbucks, iTunes, Burger King, movie cards, etc. Overall Safety Program themes can be imprinted on many merchant gift cards to reinforce safety program message/theme.
Perhaps at the end of the training class a special “Mystery Prize” gift card (no one knows the card brand or the denomination) can be awarded – a complete surprise!
Consider dividing classes into teams for fun competition.
The more fun your Safety Training class is the more your employees are going to learn about safety.
Again, have a little fun with this!
All supervisors, plant managers, and managers in general should seek out opportunities to catch employees working safely, using the right safety equipment clothing, and using safe work practices.
Visibly tell them – recognize the employee on the spot, in front of their peers – give them a recognition reward (eg; gift card / ‘Atta boy’).
This can be individual, team, shift, or plant Safety Recognition Program.
Ensure the goals are:
S. Specific M. Measurable A. Action Orientated R. Realistic T. Time Bound
Note – if a key measurement is ‘reported accidents’, care must be taken to ensure that neither the reward program nor any type of inappropriate peer pressure is applied to encourage an employee not to follow company policies and report an accident that they have had.
“Excellent companies make extraordinary use of celebrating the winning once it occurs” – a quote from the famous book ‘In Search of Excellence’.
Sadly for most of us, we’re not going to play in the Superbowl or hit that three point shot to win the NBA Championship – our work is a huge part of our lives – in many ways it’s our Superbowl!
Let’s treat it as such and reinforce and recognize our employees when they achieve and maintain required levels of Employee Safety – “We’re # 1 – We’re World Champions in Safety”.
There are many different types of rewards out there from t-shirts to trophies to merchandise premiums to gift cards.
Company logo items such as pens, t-shirts and coffee mugs are nice but they are not really considered highly motivational by employees as they are considered a type of company / program advertising.
Merchandise is expensive (middle man markup) and very difficult to determine what a diverse group of employees really would like to earn/receive.
Gift Cards continue to grow in popularity in Safety Programs because: • They allow employees to choose their own reward e.g.; Shell, Wal-Mart, Best Buy or Visa gift card. • Cost effective for employer – generally can be purchased at or close to face value (no middleman mark ups). • Easy to hand out/present – very light and portable. • Easy to use – at the retailer, online or thru a toll free number. • Many denominations – from as low as $5 and up – they can fit any safety recognition budget.
Good luck with your Employee Safety Recognition Program. We hope you find this information useful in designing an effective Employee Safety Recognition Program.
Royal Performance Group is the leading provider of Safety Reward and Promotional Programs, running many diverse Safety Programs annually. RPG specializes in providing over 100 leading gift card brands such as Shell, Visa, Wal-Mart, Starbucks, Target, iTunes, and more.
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