A Suggested Strategy For Setting Safe Working Expectations

A Three-Step Strategy for Setting Safe Working Expectations.

Stage One – The aim of this initial phase is to become an understanding and agreement that the expectations of the business are clear and unequivocal.

“Personal Safety comes first” The initial meeting is to provide this message as clearly as you can. Recognition needs to be given to the men and women that have a misguided sense of loyalty. Some people put their own body on the line to get a workout in time. The supervisor has to understand that these people have pride in their work and wish to be successful in getting the workout on time.

The corporation would like to have all of the work out on time, but maybe not at the expense of its staff. Taking risks in the office isn’t an alternative. We have no choice to reduce risks on the job. The human cost is too high. The more senior the individual giving the message that the greater chance there is that the employees will understand that the company is serious about working safely.

Everything important thing we’ve learned was as the result of repetition and opinions. It’s improbable that the first meeting will create a massive change in behavior.

The message ought to be given repeatedly. It is irrelevant how many meetings have to be held. The most important thing is that the message is provided consistently. It is unacceptable that, “If the job is finished on time we’ll develop a blind eye.” This applies to everybody, especially managers, supervisors, and team leaders.

The meeting can start off with a lot of tension. People might wish their say even if it is insignificant. Let them blow. When they are more open-minded, start your message off. A fantastic question to ask is, “If you owned this business, what will your security instructions be to your staff? Where could your priorities lie?” This may create a reply like, “You only wish to save accidents since the organization saves money”

Obviously, we want to stop accidents because we don’t want our staff injured or killed. Everyone has a right to go home without a worse condition than when they arrived. They deserve to go home with the pieces that they came to utilize. No-one deserves to be hurt at work. Everybody, without exception, shouldn’t perform any action if they are at risk. We ought to adopt the saying, “If it’s dangerous, do not do it”

The objective is to find agreement from the team that this doctrine is fair and reasonable and they can follow it. I don’t understand how much discussion this will require. There’s no point going on to Stage 2 unless Stage One has been completed. Support from the representatives of the union for this initiative should be sought following an explanation of those 3 phases.

Phase Two – The aim of Stage Two is to identify what is regarded as unsafe behavior. In other words, collect a record of unsafe behavior as identified with the people working in the website.

The group must be given credit for their understanding of their work. They’re in the ideal position and have the most precious understanding of how to work safely so that no-one is in danger. It’s very likely that this point may take over 1 meeting to generate progress. This means that we can’t go for efficacy but for efficacy. Leaving this stage with no subject exhausted means that the whole process is at risk of having little effect.

The unsafe behavior as described by the group could be cataloged. Having reached agreement on what is safe and unsafe, the next move is to find agreement to execute safely. Again, repetition of the secure working behavior philosophy is part of this exercise. The group has to be educated that”Personal security comes first.” The company doesn’t need any member of staff to place themselves at risk doing their job.

Stage Three – The aim of Stage Three is to help the group to decide what is a fair and sensible means of managing people who put themselves and others at risk in the workplace. What’s the right method of tackling a situation where there is a lapse of memory? How can we get a commitment from each of the teams in the site? What sort of refresher training is essential?

Phase Three will lead to a lot of talks because now the team will be able to understand that they have a say in their safe working methods. In case the facilitation is powerful, there will be an advancement in communication and increased understanding of the company’s safe working philosophy.

The next thing to consider is how the group will back up each other to maintain a secure working environment. How are they going to care for their workmates and just how are they going to remind them when there is a lapse in concentration. After all, we have to bear in mind that this unsafe behavior is deep-seated and been around for several years.

The most important factor in the entire exercise is to use positive reinforcement in a meaningful manner when safer behavior is observed. It must be performed in a non-condescending method. This usually means that all supervisors, managers and team leaders might have to consider and share how they are going to execute this crucial part of performance management. Bear in mind, if the behavior you desire is ignored it will not continue. Talk to the experts now at Safety Culture Works.

Note. This is an outline only and should not be followed rigidly. The approach must be flexible because it’s impossible to foresee how the team will react.

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