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. www.LinJenSafety.com 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, EHSToday.com and OHSonline.com. 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.