Pros and Cons of Incentive Programs: Part 2

Safety Kaizen

“We have a ‘safety kaizen’ monthly competition. Employees compete with other departments using the kaizen concept (a Japanese philosophy based on the principle of continuous improvement). Employees find a safety hazard, generate an idea that will eliminate the hazard, take action on their idea, and turn in a kaizen. At the end of each month, each department’s kaizens are counted and the one with most gets lunch (their choice) on the safety department. This has increased team spirit and safety awareness. When we started the program we were getting an average of 3 to 5 kaizens per department. Our last winners had turned in 73 kaizens! THAT’S 73 SAFETY HAZARDS ELIMINATED IN ONE DEPARTMENT FOR ONE MONTH!!!!!”

Light a Fire Under Supervisors

“We started an incentive program tied to recordable accidents (which is not the best thing to do). However, we added one twist. All safety training must be completed by the due date and submitted with signed training rosters. Every Monday I send out a new training topic with the due date of the end of shift on Friday of that week. Twice a month I have a training video that supervisors have to show, and leader sheets and quizzes that have to be turned in. If supervisors don’t do the training, or if they show the video, but don’t fill out the sheet, or if they do the training but don’t turn in signed documentation, or they do the training after the due date, that department is eliminated from the monthly incentive award—even if they didn’t have a recordable accident. This puts the pressure on the supervisor to get the training completed. It’s a sad day when we give out the awards and a department doesn’t get it because the supervisor fails to complete the training. Monthly summary reports are posted, which clearly show who was late, or who did not do the training. I find that the supervisors do not want their department highlighted as one that didn’t get the award.”

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Hit Them at Home

“I don’t like safety incentives programs. They create under-reporting and a sense of entitlement. I use another approach. I have employees close their eyes and think of a person they want to spend time with that evening or do something with in the near future. Then I ask them how they would feel if I told them that they couldn’t be with that person because he or she was injured or killed as a result of an unsafe act on the job. Most people will well up with some tears. If that isn’t incentive enough, I don’t know what is. Hit them at home.” 

Worth the $$$

“Be sure that whatever safety incentive you choose is appropriate for your company, not just a popular idea that sounds good. There are a lot of things out there that may work. Some incentive programs may put a little dent into your budget, while others (usually the ones I think work the best) really don’t cost much at all. Anything that keeps the employees focused on safety is a great idea. And I truly believe that for every dollar you spend on safety you are saving so much more on workers’ comp and lost time!”

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