K.I.C - Safety Graduates

Iam sure this has happened to you
You’re doing an inspection, and you find what you think is an obvious hazard. You turn to the closest worker and ask, “Hey! What happened here? How long has it been like that?”
And then you get the one answer that you never want to hear. “A while. I figured someone would fix it eventually.” 🤦‍♀️

But the employee never reported it themselves. 🤷‍♂️ They never told anyone.

✅ They saw the hazard

⚠ They recognized it could hurt someone

⛔ But, they waited for someone else to do something about it.

The safety hazard itself is an issue to be corrected. But non reporting is a bigger problem. One that you DO NOT want to ignore.
One of the biggest reasons hazards go unreported is that we don’t make it convenient to report them. We come up with complicated forms that are hard to find, and it’s not clear where to turn them into.

In Safety Management there is an entire lesson dedicated to getting employees to report hazards.

But, let me share one of the BEST secrets with you…🤫
..simplify your forms.

It’s only ½ page
There are only a few lines for the employee to fill out
And their name is optional
But having a simple form is not the end of the process. They need to be easy to get a hold of.

Don’t keep these forms in one place. Have them everywhere.

⏩ Break Rooms

⏩ Work Stations

⏩ On equipment

⏩ Outside Your office, the supervisors, the managers

⏩ Basically everywhere

And then have several places to turn them in. You can put a box in the break room or outside your office. Have them turn them in with their daily work paperwork such as pick sheets, order sheets, or equipment inspections.

The key is to make it as easy as possible for them to report every little thing.
Of course, you then need to act on it, so they know you’re paying attention, but that’s part two, right?

Chat again soon, Have a Safe night.

Culture is an ‘invisible power’ in the organization, that drives, influences, and guides the behaviors of all members of that business. It lives in the perceptions of people, or in simpler terms, in what they ‘believe is the right thing to do where the ‘right thing’ is open to many interpretations.
The ‘right thing’ is mostly defined by management, the leaders, and they translate the requirements for this to everyone else. They design processes to ensure it happens as wanted, they tell everyone what to do - and then they measure whether it has happened.
But then it all goes off the rails!
The message is either misunderstood, or deliberately distorted because it does not suit people lower down the line – especially the middle managers and the supervisors. They have ‘designed’ their work practices over a long time, to minimize effort and maximize outcomes.
Now management want to see more of different efforts, because ‘they’ believe it will create more or better outcomes…but how do they know, how could they know? They don’t know…
Takeaway:
What is culture and how do you measure it?
What is ‘safe’ and how do you measure this?
What does a ‘deepsafe’ look like?
Creating a new power in your company…