Do Safety Incentive Programs Work?
Across diverse industries, every organization confronts the potential for workplace accidents. Research underscores the efficacy of well-designed incentive programs in steering organizational triumph, fostering heightened employee engagement, and harmonizing individual performance with overarching business operations. These programs serve as a catalyst for cultivating a safety-conscious culture and driving collective efforts towards sustainable success.
Elements of an Effective Incentive Program
Keep the following tips in mind when creating safety incentive programs:
Set a Clear and Measurable Goal
Whatever the goal may be, restrict the incentive to a specific behavior or proactive measure within employees' control.
Actively Engage Your Employees
Actively promote the program and put a positive perspective on the change. Consider implementing your program in a fun and interactive manner. Remember that both managers and employees must be excited about the program for it to achieve success.
Make Sure the Behavior Can Be Easily Measured and Tracked
The easier it is for employees to track their success, the more likely it is that employees will actively participate.
Ensure the Program Does Not Favor One Group Over Another
Make sure that all employees can achieve a level of measurable success. An incentive program succeeds only when everyone has a chance to shine.
Include Meaningful and Frequent Rewards
Incentives should excite and encourage employees to succeed. Make the incentives with employee interests and needs in mind. Consider gift certificates and paid time off.
Be Willing to Revise the Program
Few programs are perfect upon first being implemented. It is important to step back and evaluate your program to ensure your goal is being met in a positive manner. Ask yourself if goals are being achieved and if engagement is where it needs to be. If the answer is no, evaluate why and make tweaks to ensure future success.
Can Safety Incentive Programs Include Lagging Indicators?
So, Why the Confusion?
On May 12, 2016, OSHA published a final rule that added the following sentence to 29 CFR 1904.35:
This sentence, as well as the language contained in the preamble to the May 12, 2016 Final Rule, was widely interpreted to mean that incentive programs based on lagging indicators would be considered by OSHA to be retaliatory and therefore could get employers into trouble.
However, in an October 11, 2018 memorandum, OSHA clarified that it believes incentive programs can be an important tool to promote workplace safety and stated that:
OSHA also specifically addressed rate-based incentive programs by stating:
How Do You Implement Safety Incentive Programs Without Discouraging Reporting?
Per OSHA, an employer can avoid any inadvertent deterrent effects of a rate-based incentive program by taking positive steps to create a workplace culture that emphasizes safety, not just rates. OSHA further stated that any inadvertent deterrent effect of a rate-based incentive program on employee reporting would likely be counterbalanced if the employer also implements elements such as:
- An incentive program that rewards employees for identifying unsafe conditions in the workplace
- A training program for all employees to reinforce reporting rights and responsibilities and emphasize the employer's non-retaliation policy
- A mechanism for accurately evaluating employees' willingness to report injuries and illnesses
How Can EHS Software Help Manage Safety Incentive Programs?
EHS Software, such as Ecesis, improves employee engagement and centralizes the tracking of leading and lagging indicators.
