We’re all only human, so changes in behavior take time to instill. Yet many safety programs attempt “quick fixes” without providing employees with ongoing education and rewards. These kinds of campaigns may improve safety for the duration of a program, but they probably won’t keep incident reports spotless over the long haul.

We’ve found the most effective safety programs take several principles into account. They are:

The program must be measurable and attainable. Decide on the goals you want to achieve and how they’ll be measured. Is your aim to reduce injuries or is it to eliminate safety infractions? Either way, set “thresholds” at which you’ll recognize performance along the way to the ultimate goals.

Successful safety programs are ongoing. They reward leaders who have the best records after so many days, weeks or months. Special awards are given for those who have the best yearly record, or best record several years in a row. By creating a safety mission statement, objectives and strategies at the beginning of your campaign, you’ll be able to better communicate your goals, measure progress and reward achievements at intermediary steps over the long term.

Your safety campaigns should also be educational. Teach your employees the knowledge they require and then recognize them for learning it. You can create games such as “safety bingo” to make the process fun, and give small, useful imprinted gifts to winners. Create a “degree” program in which those who complete a certain number of hours of training or pass occasional testing can then be given diplomas, emblems or apparel specifically created for graduates. Use imprinted materials such as banners, posters, calendars and clocks that constantly educate employees by outlining key practices.

Lastly, safety programs must be appealing to be motivational. The awards and incentives you choose should be carefully selected for the age, gender and psychographic make-up of your audience. You can learn a lot about what employees would enjoy by watching what they bring to work or have on their desks. Listen for clues as to what hobbies or organizations outside of the job they participate in. More than likely, you’ll need a range of items at a variety of price-points to keep your employees engaged and working toward attainment.

If you’d like to put these principles to work for your organization, call us or send us an e-mail!

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