Just thinking out loud.
Safety Programs: To Incent or not to Incent. That is the question.
Installment 3
People have their own ideas of what influences them. Some folks like football, others golf, some fishing, knives, hunting gear, make up, luggage, etc. You get the idea. So what types of reward items can a company select that can be reasonably anticipated to motivate a wide group of people but still fit the company budget. Some reward items will be attractive to some but not all employees. Cash of course seems to be universally acceptable. So too gift cards. Again, the amount of the cash/gift card reward must be balanced with company budgetary limitations but need be sufficient to keep the attention/be meaningful to the class of potential recipients. Comment on cost: The cost of an injury event is significant, even if the injury is minor. The money available for the incentive program should include factor of fewer injury events and the resulting cost savings.
Next issue, how are the identified incented actions measured? In other words, are the incentive criteria clear, simple, not open to interpretation? This component is critical because it goes to the underlying “perception of fairness” in the eyes of the participant class. If the measuring factors are unclear or open to interpretation or program participants have a different understanding participant attitudes can turn negative quickly because of perceived unfairness. The old saying, “Perception is reality” is a important element at play regarding employees. Related to this element goes to the management’s ability to make known reward criteria. What does the employee/participant class need do to receive the reward? Unless the rules are clear and simple confusion and misinterpretation will reign. If this occurs the hoped-for motivation for a successful safety program will end. Such an ending will not be pretty.
Installment 4 by May 30, 2018. Thanks for stopping by. Let me know if you have any comments.