What are the best ways to develop a safety recognition program for your employees?

Define program objectives, establish measurable criteria, and involve employees in design. Communicate goals effectively and implement diverse rewards aligned with achievements. Regularly evaluate and adjust the program based on feedback. Conduct safety training, secure leadership support, and continuously refine the program. Celebrate successes to reinforce a culture of safety and employee contributions.

Considerando os estudos sobre modelagem de comportamento e sistemas de recompensa, acredito que uma etapa muito importante para o desenvolvimento de um programa de reconhecimento bem sucedido seja dedicar-se a conhecer melhor o seu público. Quem s?o estas pessoas? O que elas consideram ser um reconhecimento? Parece básico, mas é essencial saber o que o seu público espera de um programa como este. Do contrário, você pode acabar investindo tempo e dinheiro em algo no qual as pessoas n?o acreditam, n?o gostam ou até têm medo de participar.

Recognition can take two forms - complimentary and punitive. Complimentary - In one firm I worked for we had small 3' X 5" green cards where anyone could recognize a team member for a role model safety behaviour. This was in the moment and immediate. Team members took pride in displaying these at their work station. Punitive - in another firm, when there was a high risk safety violation and a suspension was often warranted, we sent the team member home WITH PAY. We asked that they discuss with their family whether this was a place they wanted to work at. This approach removed the distraction of 3 days lost pay. For us, it was not about sending a punitive message; it was about creating space for important reflections on the value of safety.

While Rewards and Recognition programs in HSE are established in most organisations, the key challenge is to ensure Programs don’t become mundane and treated as a ritual. More specifically when it is at a predetermined frequency. The tendency that one has to give R&R takes precedence over quality and meritocracy

It should be spontaneous. It doesn’t matter what is the monetary value of that gift. In my latest visit I have given one employee just a water bottle His happiness is amazing.

The focus on safety needs to include psychological and mental safety. We've all seen the signs and posters in various service sectors - "abuse will not be tolerated". Team Members are often reluctant to raise concerns because "customer is king". Break that paradigm and demonstrate your commitment. Don't just put up posters. Build a system of response and model it like you would for quality.

Best ways to develop a safety recognition program for employees would include 1. Developing a balance scorecard dashboard tracking mechanism with lead and lag indicators. 2. Continual Rewards & Recognition/Appreciation program fortnightly or monthly to reward employees having higher numbers in leading indicators of balance scorecard.

I totally agree with you. As a safety officer your must socialize with the employees during the TBT, it doesn't mean you should use company resources, others by humanity you can use even the little you have. Example if an employee tells you he slept hungry, is that what you will take to the management? No if you are in the position you can solve it at glance