Misplaced motivators: Production over safety
As a supervisor, you expect everyone on your team to consistently follow all safety rules. You also expect them to perform their jobs efficiently and productively. But are these expectations equal, or does one get more recognition?
If your company delivers annual performance reviews, you most likely discuss productivity. But if the review doesn’t cover safety, your team members may focus on productivity (the area getting measured) at the expense of safety (since it’s not getting measured).
For example, a performance evaluation might indicate whether a worker meets expectations for output, and even call out safety violations. But do you offer praise for consistently following safety rules? If workers meet expectations for safety, that should be highlighted.
Consider giving recognition to employees who always follow the rules, especially those who report safety concerns. All workers should watch for potential hazards or unsafe behaviors. Workers who are always in a rush may take shortcuts, and are less likely to report problems.
A worker who actually causes damage might not report it for fear of discipline. If the company really wants to identify and eliminate hazards, then the consequences for failing to report a problem should be higher than the consequences for causing a problem. Praising those who step forward to report their own mistakes (and learn from those mistakes) is a good step.
If workers are known to take safety shortcuts, or if they hide problems and don’t report them, think about their potential justifications. Employees have a reason for every decision and action (or inaction), and perhaps they are motivated to place productivity over safety.