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Safety incentives as traditionally deployed (prizes rewarded for no reports of injuries) often do more harm than good. To win rewards, employees might hide injuries and not report them. You’re left with an inaccurate picture of your true safety performance.
The president of the Association for Psychological Science recently published a column titled, “The Publication Arms Race.” Dr. Lisa Feldman Barret’s central point is that we professors are rewarded mainly for our publications, and mainly for the quantity of those publications.
According to OSHA, businesses spend almost $1 billion per week on costs related to occupational injuries and illnesses. “In today's business environment,” according to OSHA, “these costs can be the difference between operating in the black and running in the red.”
One month after ISHN published its October issue cover story on Tesla’s quest to have the safest factory in the world, Tesla’s safety and health practices were again in the news. On November 5, 2018, the Center for Investigative Reporting published an article, “Inside Tesla’s factory, a medical clinic designed to ignore injured workers.”
Have you ever been in “The Zone”? “The Zone” is described as a tunnel-vision experience and an extreme focus. “The Zone” is reported by athletes, soldiers, and researchers.
Employees have come to expect to be rewarded for a variety of professional achievements or practices, including safety and industrial hygiene. In fact, 79 percent of employees want rewards programs, and 73 percent think rewards encourage engagement, according to research.
There is an ongoing debate on how incentives are being used. Incentives should enhance a functional safety program that contains such areas as: return-to-work (RTW), accident investigations, and safety committees.
Incentivizing your employees to ensure that they are constantly fully motivated is vital not only to have a fully functioning business but to maintain your long-term profitability.
I said to myself, it would take decades for this modern technology to make it to the safety incentive market. The tech virus indeed continued its unstoppable path, as we now know. This market is typically slow to change, but not anymore.
Currently VP of Strategy, 20-year incentive industry veteran
January 22, 2018
Carlton One Engagement, a rapidly-growing global technology company specializing in the development of SaaS-based solutions for global loyalty, channel sales, employee engagement and reward management, today announced the appointment of Dave Peer to the company’s board of directors.
