Safety Incentive Programs
Effective safety incentive programs reward the correct behaviors, not correct results.
Effective safety incentives and safety incentive programs can have a dramatic impact on productivity and costs. But safety incentive programs have changed dramatically over the years. Most companies today still measure "trailing indicators" - or past performance - as the basis for rewards. Companies reward employees based on reaching an overall goal -- number of days accident free for example. This simple approach doesn't work: it encourages accident hiding and does not product lasting improvement.
The correct method of rewarding employees is by measuring and rewarding those behaviors that can help you achieve your overall safety. It is only though behavior-based recognition and behavior change that you produce lasting results.
According to Dupont, 98% of accidents occur due to employee failure to follow established safety rules. Are you looking at lagging indicators and rewarding milestones like 90 days with no injury? Are you looking for a more proactive approach because you worry how much injury hiding goes on?
If you are looking for a simple to implement, immediate solution, Safety Bucks may be a place to start. In 1981 we created Safety Bucks, the first true behavior-based safety recognition program. Scott Geller -- in his book "Total Safety Culture" shows how Celanese in South Carolina used Safety Bucks to reward upstream behaviors in the early 80's.
Request a needs analysis or download Bill's workshop on behavior recognition.
ARTICLE
Safety Incentive Programs: What Works?
By William Atkinson
The trend toward implementing incentive programs is based on safety
activities rather than injury results pays off for three diverse
companies.
Even as recently as 5 years ago, the vast majority of companies that
offered safety incentive programs provided cash, prizes, awards or
other forms of recognition to employees for performance related to
"lagging indicators." That is, management tallied up the number of
accidents, incidents and near misses. If the numbers fell below a
certain level, employees would be rewarded. If they were above the
designated levels, they would not be rewarded. Some companies tied the
rewards to individual performance. Others tied them to team,
departmental or even company performance.
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