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DEVELOPING A SAFETY CULTURE

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Presentation on theme: "DEVELOPING A SAFETY CULTURE"— Presentation transcript:

1 DEVELOPING A SAFETY CULTURE
Brent Hilliard & Jackie Winters

2 WHAT DOES “SAFETY CULTURE” MEAN TO YOU?
Rigid Rugged Resilient

3 Safety culture Refers to a shared set of beliefs, norms, attitudes, and social and technical practices within an organization. The primary concern is to minimize the exposure of employees, managers, customers and members of the public to unsafe conditions. Rigid Rugged Resilient

4 HOW DO WE GET THERE? Rigid Rugged Resilient

5 WHO NEEDS TO BE INVOLVED?
LETS PUT THE PUZZLE TOGETHER OWNERS / EXECUTIVES CEO’s / Presidents UPPER MANAGEMENT Region Managers General Managers MIDDLE MANAGEMENT SUPERVISORS Production Man. Foreman EMPLOYEES Leadman Rigid Rugged Resilient

6 OWNERS / EXECUTIVES \ UPPER MANAGEMENT General Managers
CEO’s / Presidents \ UPPER MANAGEMENT Region Managers General Managers MIDDLE MANAGEMENT SUPERVISORS Production Man. Foreman EMPLOYEES Leadman Rigid Rugged Resilient

7 OWNERS / EXECUTIVES CEO’s/ Owners / Region Managers
Involved with leading the entire business Interaction with employees is very limited Minimal exposure Rely on motivation Developing the roadmap OWNERS / EXECUTIVES CEO’s / Presidents Rigid Rugged Resilient

8 THE GOLDEN CIRCLE “People don't buy what you do, they buy why you do it.” Rigid Rugged Resilient

9 THE VISION 3 FACTORS: Inspiring Believable Statement Does it motivate?
Is this attainable? Statement Not a result. Rigid Rugged Resilient

10 THE VISION Vision 1: “We will achieve zero injuries by the end of the year.” Vision 2: “Our mission is to create a safe work environment that influences the attitudes of all who enter our production sites and send a message of intolerance to taking risks that could lead to workplace injury. We are dedicated to developing an attitude of elevated awareness in regards to our current Safety standards.” Rigid Rugged Resilient

11 EFFECTIVE LOGO Rigid Rugged Resilient

12 Region Managers General Managers
UPPER MANAGEMENT Regional Managers / General Managers Involved with core aspects of the plants operation Limited interaction with plant employees Couple time a week/month Meaningful interactions Share core information about the business UPPER MANAGEMENT Region Managers General Managers Rigid Rugged Resilient

13 LEADING INDICATORS Leading Indicators Common Leading Indicators
Input oriented Hard to measure Easy to influence Common Leading Indicators Safe Behavior Observations Near Miss Reporting Weekly/Monthly Safety Meetings Site Inspection Scores Job Task Analysis reviews Rigid Rugged Resilient

14 LAGGING INDICATORS Lagging Indicators Common Lagging Indicators
Output oriented Easy to measure Hard to improve Common Lagging Indicators Lost Time Injuries (LTI’s) Total Recordable Injuries First Aid Injuries Hearing Shifts Rigid Rugged Resilient

15 SMART GOALS Production Managers will participate in at least two safety meetings a month and hold one Safety Stand Down by December 31st, 2018. Departmental Supervisors will lead one Safety Behavior Observation a month focusing on an unfamiliar process in the plant during the calendar year. Production Rigid Rugged Resilient

16 MEANINGFUL INTERACTIONS
HOW TO MAKE THE MOST OF SITE VISITS: Schedule time with Plant Supervisors CAP’s Indicators Personal Development Goals Be Visible Form a Safety Behavior Observation team Communicate Listen to Employee’s Give a Safety Meeting Rigid Rugged Resilient

17 FIND YOUR FIRST FOLLOWER
A Leader without a Follower is just “out there” Its only when the First Follower is convinced to come in that there is a leader A person with a goal who partners with a follower is a leader with credibility When enough followers follow, there is a tipping point At some point, if you don’t participate, you are an outcast New Followers follow Followers and not the Leader Rigid Rugged Resilient

18 MIDDLE MANAGEMENT SUPERVISORS
Production Man. Foreman Production Managers / Foreman Directly involved with day to day operations High interaction with plant employees Developing relationships Enforcing the message Obtaining buy-in *Toughest Level* Rigid Rugged Resilient

19 How would you like this to be your first day on the job?
Rigid Rugged Resilient

20 ASK YOURSELF? Are you involved or are you committed?
You are responsible for the most important thing in your company – the people. Rigid Rugged Resilient

21 ASK YOURSELF? Do you have commitment at all levels? * Owners / Executives? * Upper Management? * Leadmen / Employees?

22 ASK YOURSELF? Promotion? Title? Pay Raise? Accountability?
Rigid Rugged Resilient ASK YOURSELF? How have you empowered employee commitment? Promotion? Title? Pay Raise? Accountability? Responsibility?

23 HOW DO YOU SPEND YOUR TIME?
Rigid Rugged Resilient HOW DO YOU SPEND YOUR TIME? Are you busy doing paper work and administrative duties? Do you have an open door policy? Are you out on the line? Do you know your people at every level?

24 BE PHYSICALLY PRESENT YOU BUILD THEIR TRUST
When you are physically present you can communicate. You get to talk to people face to face and understand their concerns and actions Recognize the challenges/hazards YOU influence your safety program YOU BUILD THEIR TRUST

25 ARE YOU A GOOD BOSS OR A BAD BOSS?
Rigid Rugged Resilient

26 EMPLOYEES Leadman Being the First Follower
Understanding the importance of the message Being involved in programs Asking questions Challenging Middle Management Supervisors Communication Leadman Rigid Rugged Resilient

27 HOW CAN WE GET EMPLOYEES INVOLVED?
Rigid Rugged Resilient

28 EMPLOYEE INVOLVEMENT Eyes open mentality
Looking for unsafe acts or processes Open lines of communication with Supervisors Avenues to report Education of Safety Programs Rigid Rugged Resilient

29 EMPLOYEE INVOLVEMENT Identifying anything (including practices or procedures) that has the potential to harm the health and safety of a person. Always focus on job task before hazard occurs Rigid Rugged Resilient

30 EMPLOYEE INVOLVEMENT Get all employees involved in recognizing common hazards and hold each other accountable to use appropriate work method. How do you do that? Safe Environment Safe Employees Identify Hazards Educate Control Hazards Motivate Rigid Rugged Resilient

31 EMPLOYEE INVOLVEMENT What are your Enemies of Safety?
Falls – Same level or elevation Overexertion – Strain, Repetitive Environmental Conditions Struck – By or Against Rigid Rugged Resilient

32 EMPLOYEE INVOLVEMENT Two Simple Questions for Falls:
Is it meant to be stood on? Are their slip/trip hazards? Rigid Rugged Resilient

33 EMPLOYEE INVOLVEMENT Two Simple Questions for Overexertion:
Are you trying to lift or move something that is heavy or awkward? Are you using excessive force? Rigid Rugged Resilient

34 EMPLOYEE INVOLVEMENT Two Simple Questions for Exposure:
Are you wearing your Personal Protective Equipment? Are there any unusual working conditions? Hot Cold Chemicals Noise Rigid Rugged Resilient

35 EMPLOYEE INVOLVEMENT Two Simple Questions for Struck By:
Are you in the “line of fire” in the event that something happens unexpectedly? Where are your hands? Rigid Rugged Resilient

36 EMPLOYEE INVOLVEMENT What to do as a Supervisor:
Educate and motivate your employees Hold them accountable. Determine what hazards have caused the most injuries in your location. Communicate, Communicate, Communicate GET OUT THERE – BUILD COMMITMENT AND TRUST Rigid Rugged Resilient

37 EMPLOYEE INVOLVEMENT Don’t Forget Your Friends of Safety
Positive Reinforcement Opportunities Know your employees – Coach them to not be a referee. Rigid Rugged Resilient

38 Rigid Rugged Resilient

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