Why do most workers so dislike the Safety Program and may even knowingly not follow it? This question is asked by most managers, employers, and CEOs.
But the main thing is not only to understand that such a situation exists in the company, but also to think about how all this can be fixed. Just here you will learn 10 non-obvious reasons why employees do not like their safety program so much and how to fix each of these reasons.
Many workers are annoyed by the fact that they have been introduced only once to their safety program, and then they are constantly blamed for its non-compliance.
Write down all the goals and provide it in the public domain. For the program text to be understandable and readable, you can contact specialized companies that will help you create the desired and simple text. Pay attention to the site Online Writers Rating, where you can get such help. As soon as you have the text, explain the points of the program to everyone to stop constantly reproaching employees.
Many employees do not understand why this program exists at all, because apart from statistics and reports about violations, nothing happens.
Agree, this should not happen. Goals must be measurable. Every injury or accident should be recorded in the registry to measure system failures. In addition to such a registry, there should be a response. Of course, it reinforced actions in the form of audit and inspection.
Most workers do not understand what they need to do, and most importantly why.
Your program should be detailed. That is, each large-scale goal must be divided into sub-items. Thus, your employees will be easier to act and strive to achieve goals. There will no longer be a misunderstanding of what is required of employees. The simpler, the better and more realistic for implementation.
This is the main pain of workers who work with equipment. For example, when working with obsolete equipment, the authorities set the goal of accidents or errors with a value of zero. Does it really depend on workers when the equipment comes out of tune through time?
The only solution to such situations can be the set of feasible goals.
Set up such tasks, the implementation of which really depends on the workers.
When goals are achievable, they bring a sense of success for the entire company. And when they are overpriced, they respectively bring the opposite effect.
Employees do not see the motivation to follow such programs. This may be related to the goals that seem easy to achieve and overtime seem so simple that they can be ignored. Of course, employees themselves do not understand what is happening, but as psychologists say, this is the most common situation that over time causes hatred of the entire program.
The main success factor is the formulation of more complex and motivating tasks and not the complication of the whole process. Otherwise, there is a risk to screw up the entire program.
Some employees note cases where the manager does not set clear objectives for each department but makes them general. Which ultimately creates the inability to transform them into reality. After that, accusations due to non-fulfillment of the program can be directed only to a few employees.
It is necessary to register who should participate to achieve a certain point and who should be responsible for both compliance and non-compliance. The role of each employee should be indicated and then many misunderstandings can be avoided.
Not all employees are interested in hearing about statistics. Especially when, compared with last year, no action was taken for development. Or when this data is fictitious.
Your approach should not be based on statistics but actions. When there are real results, you will not need to talk about them in numbers.
Many workers are already tired of hearing about the safety program and how important it is. When elementary they can’t be provided with protective clothing or something like that.
What could be above security in this case? Unfortunately, this happens at many enterprises. The only solution is to beg for a higher budget for the inventory that is responsible for safety. Agree, it’s unwise to say about the importance of security when you simply don’t provide the minimum conditions for this.
Employees simply cannot stand it when the CEO arrives and starts broadcasting about safety, having no understanding of what is going on in the company from the inside. Such meetings are not encouraging and once again prove the neglect of the staff.
All managers must make an effort to understand what is happening at the employee level. If possible, personal communication and communication with staff will not be out of place. Managers should meet with the CEO before such meetings and provide a clear picture of what is happening in reality.
Some workers report that their superiors are constantly saying that security is crucial and they need to constantly strive to improve it. But no one says how to achieve this!
Before focusing on such a moment, consider how your workers can help improve security. Write down what is achievable for this action. Do not forget that you should regularly inform about success and progress.
Forewarned is forearmed. But the most important thing is the quick reaction and action. It’s not enough just to understand where your program is suffering, you need to understand why and how to fix it. If it’s difficult for you to make a good plan yourself, then keep in mind platforms like Ving microburst safety training.
By the way, the above solutions to problems can be used even if it seems to you that this is not about your situation. So you can create the perfect program that all managers and owners of your company dream of. It is time to say goodbye to the reasons people hate your safety program and say hello to a safety program everyone loves.
Author Bio:
Frank Hamilton is a blogger and translator from Manchester. He is a professional writing expert in such topics as blogging, digital marketing and self-education. He also loves traveling and speaks Spanish, French, German and English.