A 3 Step Strategy for Placing Safe Working Expectations.
Phase One – The aim of this first stage is to become agreement and understanding that the expectations of this business are clear and unequivocal.
“Personal Safety comes first” The first meeting is to give 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 body on the line for a workout in time. The supervisor has to understand that these people have pride in their job and wish to be prosperous in getting the workout on time.
The corporation want to have all of the workout on time, but maybe not at the expense of its own staff. Taking risks in the office isn’t an option. We don’t have any choice to reducing risks at work. The individual cost is too high. The more senior the person giving the message that the greater chance there is that the employees will understand that the company is serious about working safely.
Everything significant thing we’ve learned was as a consequence of repetition and opinions. It is improbable that the first meeting will create a large change in behavior.
The message ought to be given repeatedly. It is irrelevant how many meetings have to be held. The most crucial thing is that the message is provided consistently. It’s unacceptable that, “If the work is finished on time we’ll develop a blind eye.” This applies to everyone, especially managers, supervisors and group leaders.
The meeting may start off with a lot of tension. Folks might want their state even if it’s insignificant. Let them blow. When they’re more receptive, begin your message off. A fantastic question to ask is,”If you owned this business, what would your security directions be to the staff. Where could your priorities lie?” This may make a response like,”You only want to save accidents since the company saves money!”
Obviously, we wish to stop injuries because we don’t want our employees injured or murdered. Every one has a right to go home without a worse state than when they came. They got to go home with all the pieces they came to utilize. No-one deserves to be hurt on the job. Everybody, without exception shouldn’t carry out any activity if they’re in danger. We should embrace the saying,”If it is dangerous, do not do it”
The purpose is to find agreement from the group that this philosophy is just and reasonable and they can follow it. I really don’t know how much debate this will require. There’s not any use going on to Stage 2 unless Stage One has been completed. Support from the representatives of the marriage for this initiative should be sought after an explanation of the 3 phases.
Phase Two – The aim of Stage Two is to identify exactly what is considered as dangerous behavior. To put it differently, collect a record of unsafe behaviour as identified with the people who work in the website.
The group must receive credit for their understanding of their job. They’re in the ideal place and possess the most precious knowledge of how to work safely so that nobody is in danger. It’s likely that this stage may take more than 1 meeting to make progress. It follows that we can’t go for efficiency but for efficacy. Leaving this point with no subject exhausted means that the whole process is at risk of having little impact.
The unsafe behavior as described by the group can be catalogued. Having reached agreement on what is safe and dangerous, the next move is to get agreement to execute safely. Again, repetition of the secure working behavior philosophy is part of the exercise. The team has to be reminded that”Personal safety comes first.” The company does not want any member of staff to put themselves in danger doing their job.
Phase Three – The objective of Stage Three will be to assist the group to decide what is a fair and sensible way of dealing with people who put themselves and others at risk in the workplace. What is the right way of handling a situation where there’s a lapse of memory? How can we receive a commitment from all the groups in the site? What sort of refresher training is essential?
Stage Three will lead to a lot of talks because today the group will be able to understand that they have a say in their own safe working procedures. If the facilitation is powerful, there will be an advancement in communication and greater comprehension of the organization’s safe working doctrine.
The next matter to think about is how the team will back each other up to maintain a secure working environment. How are they likely to care for their workmates and how are they going to remind them when there’s a lapse in concentration. In the end, we have to bear in mind this unsafe behavior is deep-seated and been around for several decades.
The most important element in the entire exercise would be to use positive reinforcement in a purposeful manner when safer behaviour is observed. It has to be carried out in a non-condescending manner. This means that all managers, supervisors and team leaders will need to consider and discuss how they are going to perform this crucial part of performance management. Bear in mind, if the behaviour you want is ignored it won’t continue.
Note. This is an outline only and should not be followed rigidly. The strategy has to be flexible because it’s impossible to foresee how the team will react. safetycultureworks.com/