Online Safety Community

In your experience, have Safety & Health incentives proved to be an effective tool to engage employees and keep them interested in these programs or do employees ten to hind injuries and near misses to safeguard the incentives awards?

Views: 66

Replies to This Discussion

Safety incentive and recognition programs can (and are) extremely effective at changing employee behaviors, that is a proven fact. Having said that, what matters is how these programs are planned and implemented. I have seen many a well intended safety incentive program go bad due to several factors. The program is all about trying to lure change by dangling awards in front of the employees. Awards are great as a motivational tool, but it has to be the right award for the audience and they have to actually be able, if they really change their safety behavior, to earn (not win, a whole other problem area) that award. The other side is the budget process. If these programs are established with a budget that has been under-funded, it simply will not work. Safety incentive programs, again, properly planned and implemented, can (and do) create a positive Return on Investment (ROI). That investment does have a risk attached to it, as any other would. The difference here is that investment risk will prove to be lower than any other investment risk your company can take and the returns will be higher.

Yes, these programs work, if properly planned and implemented!
The hiding of near misses and injuries comes when employers reward their workforce in groups. The peer pressure alone will discourage an employee from reporting an accident; they do not want to let the entire group down by not making their monthly safety goals. A properly implemented safety incentive program should be designed to reward the individual, not a group. While rewarding for group goals can be a supplement to the program, the main focus must lie in rewarding the individual. With that said, there is no substitute for a well structured safety incentive program; they encourage employees to pay more attention to the task at hand, thus creating a safer work environment for everyone around.
Brian, As Mr. Dawson had alluded to in his comments above, the design elements and earning criteria a safety incentive program are crucial to the program success.
There is a place for 'group safety rewards' if the structure is right...
Group rewards however should not be the primary focus, nor should they represent a significant share of the potential reward benefit that may be obtained. 25% of the total if targets are fully acheived would be a sensible maximum to distriute from the total amount budgeted annually.

For instance, benchmarking should be done based on experience...if improvement is gained against the benchmarks, for instance, a drop in LTA's against the benchmark, lets say by 25 % in a measured period, then perhaps 50% of the pre-allocated pool of "group reward" value may be distributed to this group. (This would be 1/2 of the 25% of the total budgeted amount for the entire safety based rewards program). The balance or remaining 75% should be reserved for individual achievement garnered through well communicated and specific criteria that is focused on apecific challenges and areas of concern.
Compliance issues such as injury hiding are much more severe breaches than a 'rewards program' is intended to influence and should be dealt with accordingly.

Take a look at
Lots of great ideas that can be customized with your logo and/or safety message & milestones for your next safety award, incentive or reminder.


OSHA wants recognition to be leading vs lagging indicators which would eliminate non reporting and reward positive safety performance. Please feel free to contact me to learn more.   Thanks, Linda

This question has not gone away and as recently as this year safety and incentives have been a hot topic of discussion found at the websites, and The answers and possibilities are assessed and viewed with the same pros and cons, even over several years. My own opinion awards and incentives change based on mood of management. There is a middle road to follow that can be positive for the company, the team, and the individual. Using incentives for the collective and with a little bit of psychologic manipulation and team work, using the right incentive program such as a trip, and awards as the tool, this can lead an entire company, division, or team to do better and show or acknowledge good work. I am thinking that intern, the use in this way will then be used by the group of recipients, passing down the points and objectives for the award and incentive, down to individual worker using peer pressure. No negative repercussions such as one worker is better than the other is lessened! The incentive is given to an entire group so that  a company wide goal can be better reached, In the end, incentives can be realized by the individual as well as the group. The ideas of incentives can be creative and limitless. A group gets a paid to attend a retreat for team building,  shows, etc. In the end a team approach develops along with positive changes in individual behavior. There are other ways, we just need to be creative and actually care about what one wants to do! A incentive can be felt long term such a reward of involving family or instituting programs for the employees' family.


Take our poll!

Take our poll!

Latest Activity

The Jacobson Group posted a blog post

10 Ways To Destress Your Employees (Infographic)

The Jacobson Group created the infographic below to showcase easy steps to help relieve stress for your employees during the work day. A more stress free environment can help build a relationship with your employees as well as a more efficient and productive workplace. Check out some of our tips below!10 ways to destress your employees infographic from…See More
21 hours ago
Enviro Tech International posted a blog post

Guide to Comparing Safety Gloves

Something that fits perfectly is said to fit “like a glove,” but those who work with hazardous materials should know that, depending on the circumstances, a glove may not fit “like a glove” at all. That’s because not all gloves provide the same level of protection against all types of hazardous materials. What provides complete protection against certain types of chemical solvents may not protect you from other types. Whether you work in a laboratory or in an industrial environment where many…See More
rodriguezcecelia posted an event

Lean Six Sigma Black Belt-4 days Classroom Training in Calgary at Regus

July 25, 2017 at 9am to July 28, 2017 at 5pm
We are glad to invite you to our upcoming 4 days LSSBB Bootcamp with 100% Money Back Guarantee. Key Features:·         4 Days of in-person Bootcamp·         90 days access to globally approved material·         3 Industry case studies and real world example·         45 PDUs offered·         IASSC exam fee included·         100% Money Back Guarantee ·        6 Monts dedicated QNA support  About MSys Training:We at MSys have formulated a…See More
Madison Quinn posted a discussion

SQL Server Windows Management Instrumentation Tasks

Hello,SSIS includes two special tasks that enable you to query system information and monitor system events: the WMI Data Reader Task and the WMI Event Watcher Task. These tasks are especially useful for system management, as you will discover with examples later in External Management and WMI Task Implementation Topic. WMI uses a specialized query language known as WQL, which is similar to SQL, to obtain information about a Windows system. WMI has many features and capabilities, so we won’t be…See More

Discussion Forum

Safety & Health program incentives prove to be an effective or a cover-up? 6 Replies

In your experience, have Safety & Health incentives proved to be an effective tool to engage employees and keep them interested in these programs or do employees ten to hind injuries and near…Continue

Tags: effective, hind, awards, incentives

Started by John Miley. Last reply by Kevin Moore Jun 14, 2013.

Safety Incentives/Award Programs manual

A member of my association is putting together a safety manual for his new employer and would appreciate it if anyone has a Safety Incentives/Award Programs manual section or program that they would…Continue

Started by Cory Zielke Jul 11, 2012.



© 2017   Created by Safety Community.   Powered by

Badges  |  Report an Issue  |  Terms of Service