Considering A Safety Incentive Program?

Considering A Safety Incentive Program?

Safety Incentive Programs are designed to reward employees for safe behaviors and participation in employer safety programs, but accidents are not always the result of an unsafe behavior, they usually result from unsafe behavior in combination with an unsafe condition. No safety incentive program can improve on a safety system with fundamental gaps or errors.
Before starting an incentive program, audit and develop your existing safety and training program. Correct deficiencies. Analyze injury and incident reports for root causes. Train employees how to identify and correct hazards. Encourage good safety communication to and from management and between workers.
Once you have an effective safety and training program, involve management and employees to identify the best incentive program for your facility. Choose programs that require and reward proactive safety actions such as inspecting the work area, reporting hazards, making safety suggestions, participating in safety committees, attending and/or giving a training, completing documentation, etc.
Active involvement in safety programs builds safety awareness and safe behavior. Implementing a system
of low-cost improvements resulting in measurable impact allows employees to identify, track, and correct workplace hazards. Safety bingo, safety “bucks,” and safety recognition awards can be tied to positive safety behaviors and involvement that you want to reward. Carefully consider if you will “reward” required behaviors (e.g. wearing protective equipment, following procedures) so you don’t send the message that these activities are “optional.”
Avoid incentive programs that are based on no- or low- injury, incident, and near miss numbers that may promote under-reporting. Don’t cancel your incentive program if there is an accident or injury. If you base the program on positive behaviors and leading indicators like trainings, hazard correction, and process improvements, the program should not be affected by lagging indicators such as injuries, claims, and costs.
Define and communicate the rules and goals of your incentive program. Unequally managed or team vs. team programs can cause low morale and decrease safety. Decide how long to run the incentive program; keep it fresh with periodic changes.
Choose milestone goals that promote progress and improvement. Choose appealing rewards like money, gift certificates, food, movie tickets, company logo items, free tools, sporty safety equipment, a premium parking spot, time off, etc. Rewards can be issued on the spot, at a periodic celebration, or in a silent auction environment. Avoid “everything or nothing” goals and ensure that the “prize” is not the main motivator, both potential pitfalls that discourage employees and promote cheating or under-reporting.