Safety

Some

Effective safety delegation is one of the most valuable skills you can master. When we delegate successfully, we not only tap into the potential of our employees, we involve, motivate and develop their skills. Plus – you can accomplish much more, all the while devoting your time and efforts to the tasks you were really promoted to handle. And while safety delegation is often one of the hardest skills to master (especially since it isn't our first response in many cases), fortunately it’s a skill that can be learned.

Managing vs. Leading

• By managing, organizations make things happen

• By leading, organizations show employees why safety matters and why they should be motivated

Top Ways to Improve Safety Management

• Integrate all aspects of the safety program into a single comprehensive management system

• Manage safety at the same level and degree as every other aspect of the business

• Integrate safety into the process of the business• Safety is a value and not a priority• Lead with a philosophy that all injuries/illnesses are

preventable• Provide for and encourage meaningful employee involvement

in the safety process

If employees don’t believe they’re going to be held accountable for their decisions related to safety, the

safety effort is ultimately doomed for failure.

What is Accountability?

• Most common responses refer to negative consequences for failure to perform

• Dictionary: Liable or Answerable• It is the ability to account for or to measure• Obligation to fulfill a task…or else

Accountability

• It can be reactive – constantly putting out fires• It can be proactive – an executed plan that

works in the field

Responsibility vs. Accountability

• Responsibility is an obligation to perform duties– It relies on personal integrity– It does not necessarily have associated

consequences• Accountability requires consequences– Consequences should be balanced

Responsibility vs. Accountability

• Someone is accountable when his/her performance is measured

• When someone is responsible, his/her performance is not necessarily measured

• The objective is to motivate performance

Accountability

• Supervisors are often measured on schedule, production, cost, etc

• They are seldom measured on safety performance

• Holding managers and supervisors accountable for safety sends the message that safety is a core value

Accountability Elements

• Physical resources (conditions)– Tools, equipment, materials, environment

• Psychosocial support (behaviors)– Training, schedules, procedures, management

• Process of evaluation– Daily observations, formal evaluations

• Effective consequences– Positive recognition or appropriate corrective action

Measuring Performance

• Can you measure the Presence of Safety rather than the absence of an injury?

• Does safety have an equal weight to other performance measures?

• Are consequences applied consistently at all levels of the organization?

• How often should safety activities/results be evaluated for their effectiveness?