Creating a safety culture

Safety is about more than just ticking off tasks on a checklist – it’s about developing a culture that should become engrained into a business and seen as vitally important, rather than a trivial afterthought.

Creating a health and safety culture takes leadership, accountability and commitment, so how can you forge that path in your own business? 

Leadership drives culture

Culture plays a huge part in determining behaviour and those ‘unwritten rules’. Therefore, a real change in culture must start at the top; leaders send signals to their employees about what is important and worth doing. Leaders should communicate health and safety  responsibilities and expectations clearly, monitor performance, provide constructive feedback and look for ways to improve.

Accountability

To clearly outline what is expected on site, define accountabilities and specific responsibilities for employees. A responsibility is an ‘action to perform’ and accountability is to ensure those responsibilities are met. Key Point Indicators (KPIs) are a tool used to outline and measure employee accountabilities – eg, the number of toolbox meetings a week, compulsory pre-start meetings and near-misses/incidents reported in a week. To create a more positive approach to health and safety, try to set ‘lead indicators’ (proactive/positive indicators) instead of solely relying on lost-time injuries (LTIs) or the number of accidents.

Managing accountabilities is successful when the process is well communicated and monitored, and employees are provided with feedback and recognition.

Communication is key

If responsibilities are not written down, discussed and agreed upon, there is no accountability. Responsibilities can be outlined in job descriptions, health and safety policy statements, emergency plans, task analyses, or the notice board. It’s important to make expectations clear and encourage involvement with your employees.

Monitor accountabilities

It is best practice to check that goals are met through consistent monitoring of registers, audits, controls and employee participation. This will provide data to give valuable feedback and make changes where needed.

Provide feedback and recognition

People respond best when recognised for their performance and actions, as it provides job satisfaction; remember to give positive comments and reinforcement. People also respond well to incentives. Try to reward and recognise safe behaviour at toolbox meetings by letter/email, lunch shouts, preferred contractor lists, references and post-contract evaluations, or a simple pat on the back. Also try the 4:1 approach – give four positives to one potential area of improvement.

Commitment to health and safety

For a safety culture to change and be successful, it needs to be strategic and well planned. Effective leadership is more about managing processes and people, rather than announcing a goal. Start with defining and managing accountabilities and responsibilities, provide feedback and recognition, and then commit to it.

About Site Safe

Site Safe offers a two-day Supervisor Gold Card course that demonstrates the links between a safety culture and profitability. For more information about Site Safe products, training and services, or to speak to a Safety Advisor, call 0800 SITE SAFE or visit www.sitesafe.org.nz.

Site Safe NZ Inc is a not-for-profit, membership-based organisation that promotes a culture of safety in the New Zealand construction and related industries.