Establishing a strong health and safety conscious work environment is a major challenge for most organizations, nevertheless, numerous companies worldwide have gone on to develop safety cultures that have resulted in them achieving great, and ultimately, more efficient and productive work units.
Perhaps even more challenging, has been the ability to consistently maintain those safety performances. Many companies struggle with how to best keep their employees safe over the long term. With so many guidelines, statistics and opinions out there, it can often be hard to determine the right solutions for any given work environment, as in most cases there are no one-size-fits-all answers.
Research has shown that one tactic that works in developing that culture is active employee engagement. Engaged employees are individuals that have a “Safety is everyone’s responsibility” approach to work issues and are fully invested in both their work and the company’s success. They will put in more effort across the board and show genuine care about the safety of others within their workplace and go out of their way to ensure things are done in the right way. They offer their opinions on safety matters and provide suggestions and feedback to their colleagues where needed.
This of course, does not describe every employee. Workers can often become dis-engaged as a result of a lack of appreciation or not taking their suggestions seriously. A situation which is detrimental to any long-term progress and often results in safety concerns becoming more prevalent in the workplace.
This begs the question; how can we improve the process of engaging our workforce when it comes to health and safety matters? The following five points should be the basic considerations for any organization:
1) Leadership Commitment
The concept of safety leadership is something that is very much talked about in organizations. It is a term we often hear after a major workplace accident takes place. Fingers are pointed and one of the root causes of the event if often mentioned as “Lack of Safety Leadership”.
Companies can best improve this by committing to a duty of care to all their employees, particularly, from the individuals at the very top of the organization. Executives and Managers must display this through their participation in safety meetings, being involved in periodical safety walkthroughs, taking part in work place safety observations and ensuring that they always place health and safety as their top priority.
2) Set up Health and Safety Committees within the business
This is a fantastic way to encourage employee participation when it comes to the safety, health and welfare matters affecting people in your workplace. Not only will employee buy-in increase but a committee will help shape the health and safety culture in a workplace to make it more relevant to staff and their needs. As well as being a strong way to promote health and safety engagement within an organization, ever since the recent transition of OHSAS 18001 to the new international standard ISO 45001, health and safety committees have now become a basic requirement within any organization wishing to work to the latest standard.
The committee, normally recommended to be set up with minimal input from health and safety practitioners, allows workers to identify some of the safety concerns within their workplaces and allow them to make decisions concerning these matters and communicate solutions officially to top management.
As well as instilling a sense of ownership and ensuring their voices are heard, the forum will also allow them to suggest the best safety initiatives that will benefit their work place. Ensuring that that health and safety budgets are better spent on more pressing areas concerning health and safety.
3) Make “Safety” Personal
Some of the more successful companies in terms of health and safety performance, often develop internal health safety training programs that are integrated with their safety behavioral initiatives. In addition to providing the employee with the basic safety competencies to safely perform their work, these programs go beyond that to stress how accidents can affect the employee, their family as well as their fellow workers. Instilling a stronger sense of necessity with regards to following safety rules within the company and better supporting their fellow workers manage workplace hazards.
These programs which often begin in the form of classroom workshops shortly after joining the organization, continue throughout the employees’ career within the company in the form of involvement in behavioral observation programs, coaching and mentoring younger or other recently joined employees and in many occasions getting involved with training their own work groups.
4) Reward Positive Behaviors
It is always important to have a safety recognition program within an organisation, these can be in any formal, informal or on-the-spot gestures that can help show the company’s appreciation for the employee going above and beyond their work responsibilities.
The recognition, in which ever form it may be, will act as a strong recognition to their hard work and would instill those values in both themselves as well as their colleagues and ensure good behaviours throughout the organisation are continued and improved upon.
5) Monitor programs and track results
Organization’s must always have systems in place to track what is working and what is not. Once they have set the type of initiatives or behaviours they wish to enhance, they must strive to ensure performances are systematically tracked and improvements measured.
Key leading health and safety indicators such as number of near miss observations, number of behavioural observations, close out of incident actions or the completion of health and safety mandatory trainings should be set to monitor increase, decrease as well as quality of output.
Once fully implemented, the above guidelines have the potential to present a turning point in any company to build a stronger overall safety culture and a more engaged workforce. One must always remember that these actions cannot be forced on a team, managers and safety practitioners must always give such initiatives time to naturally take hold and invite employees to offer feedback and their opinions on its progress.