Why a Workplace Would Want to Institute a Safety Incentive Program

This is an essay I recently wrote for a graduate class that I am taking.

Incentive programs are often used to help promote a safe working culture. Although there are some areas of concern to consider when planning such a program, it is important remembering that there are many strategies that can be used to get the most out of one as well. One area of concern when setting up an incentive program is entirely budgetary. If there are not sufficient funds to make it worth the employees’ time and effort, than starting such a plan should be reconsidered. At least $100 per employee per year should be allocated towards an incentive plan. Another potential problem to consider when setting up an incentive program is the appearance that the program is not fair. If, for example, incentives are given out on a yearly basis, than moral can be severely weakened, when on the last week of the year an accident occurs that diminishes or negates the good work of the previous 51 weeks. Incentives based on daily observations of safe behavior or work practices will maintain employee support of the program. The most serious problem that can occur because of the use of an incentive program is also a situation that could have severe legal implications and should be dealt with immediately. If an incentive program is strictly statistic based, than it may become common place for departments to not report injuries or infractions to maintain their numerical advantage in the key areas of the program. Although statistical analysis is important in the overall structure of a safety program, its use should be minimal in the overall structure of the attached incentive program.

Once it is determined that an incentive program will be implemented at a company there are a few things that can be done to help make it a successful endeavor. Developing specific performance criteria is the first thing that should be done. It is important to determine and publish specific criteria for the level of performance that will be rewarded. This will eliminate some of the feelings that the plan is unfair. If the criteria is set at the beginning, than there can be no questioning later on. Another strategy for enhancing an incentive program is to keep communications clear. Frequent communication with employees is needed so that they have up to date knowledge on where they stand compared to the specific criteria that is expected for incentives to be rewarded. Nothing should be a surprise at the end of the year. It is important that communication be allowed to flow uphill as well. All employee feedback and concerns should be listened to and if appropriate, acted upon. Employees will be more likely to participate in a program if they feel that they have had input into its planning, implementation and evaluation. A final strategy that will enhance the overall effectiveness of an incentive program is to reward teams rather than individuals. This is due to the fact that most industrial work is accomplished by teams and to single out one member can create resentment by the rest of the team.

It is through my own personal experience that incentive programs can be very useful tools in the creation of a safe working environment. If the initial criteria are clearly communicated and understood than most employees will follow through to receive their incentive reward. Although I do support the use of such programs it is important to recognize that the safety culture of the organization may not have actually changed. If the incentive is taken away, than prior tendencies, as well as, mistrust and resentment may take its place.