A culture of safety is not just a new set of rules; it is a new philosophy of preventing injury in the workplace. In a true safety culture, safe behavior is not something the boss makes you do; it is a vital part of your job. An unsafe worker is an uneducated and vulnerable worker, while a safety-conscious employee is informed beyond the strict duties of his job. When safety standards are internalized, employees can police their own safety much more effectively and thoroughly than an authority figure. As one safety professional put it, having a culture of safety means “having people work safely when nobody is looking.” The following steps can help your organization reduce injury rates and foster a true culture of safety.

Enhancing communication

One key ingredient to creating a culture of safety is enhancing communication between workers and management. Often, this means opening up new lines for the exchange of information and making sure everyone feels comfortable sharing ideas and concerns about safety. Through improved communication, you can empower your employees and give them a feeling of ownership in the safety process. This is the foundation for your new safety culture.

Setting a zero-incident objective

To be effective, a safety program should set specific, measurable goals that employees can work toward. To set a successful safety goal, identify a trouble spot in your work process and focus on ways to correct it. Your goal could be to maintain a cleaner workspace or to reduce eye injuries through proper use of safety eyewear. While looking for a behavior to target, you should gather data from a variety of sources; safety records, workplace hazard assessments and interviews with employees can all be valuable in setting objectives.

Providing the right tools for the job

Once a goal has been identified and announced, training and education can begin. Managers should explain both what changes expected are from the employees and how these changes will lead to a safer workplace. For example, consider a goal to reduce eye injuries among one group of workers. Suppose research reveals that these employees have protective eyewear but are not wearing it. In this case, a solution could be as simple as providing employees with eyewear choices to encourage compliance. By partnering with an industry leader with the expertise to solve problems like this one, you can ensure your employees are educated on the right PPE for the hazards they face.

Feedback, Feedback, Feedback

Studies of successful safety cultures have shown detailed, timely feedback to be the single most important aspect of increasing long-term participation. Depending on the type of program, feedback could come in the form of posted results, group announcements, or direct verbal evaluation.

More important than punishment for mistakes is reinforcement of positive, safe behaviors. Interestingly, small tokens of appreciation have been shown to be more effective than larger rewards in increasing compliance. When positive feedback is moderate and personal, employees know that they are not being safe to earn extra cash—they are being safe because they want to be safe.

Conclusion

Clearly, the type of program outlined here will require an investment of time and resources—surveys must be conducted, new equipment must be purchased, and employees must be trained and given feedback within the new system. But the most important change brought about by the program isn’t a shift in equipment or procedure. It is something more subtle, something small you can start today: a new attitude with regard to workplace safety. Once a true culture of safety has been established, you’ll be on your way to a safer environment, and all parties will profit from the efforts.

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