Kevin Burns Blog

Concerned about complacency? Careful. Complacency may not be the problem. Find out if it is the problem at your workplace.

There are five traits that if your people have them, safety will be the easiest thing they do. What are the five? Find out.

You know that you want to improve your safety culture. You just may not be going about it the right way. So, let’s give you a tip on where to start to improve safety culture the more effective way.

Think about the last time your company expanded or the last time you had a big round of hiring. Think about the times you’ve spent in management meetings discussing new initiatives being rolled-out or a new direction being taken. None of that happens by accident. It is all part of a large vision and executing a plan.

You don’t need more rules and procedures in safety. You need more people to buy-in to what you are trying to do in safety. That is a very different issue. And it requires a different set of skills to capture hearts and minds of employees in safety.

If you’ve adopted a leadership mindset, then you will have already spent time envisioning what needs fixing in your safety program. Without spending time to assess what’s wrong, you can’t possibly improve your program. Without a vision of where you would like to end up, you’ll stay stuck right where you are.

Sending people home safe is the least you are allowed to do by law. You’re not allowed to do less than that. So, when you celebrate sending your people home safe, you are undermining your own safety program. You send the wrong message to your people. You are suggesting that you have to work hard to be safe. But, safety isn’t supposed to be hard. So when you celebrate sending people home safe, it feels to them like you had to work hard to accomplish that.

Your people show up to work expecting that you have taken every reasonable precaution to provide them a safe place to work. When you celebrate that you’re sending them home safe, you’re celebrating the basic minimum and it contradicts your people’s expectations.

You look for the members of your team to deliver their best performance each day. Or at least something near to their best performance. Despite their best intentions to do that, your people can be pulled off-task by something or someone new in their workspace. Or a sudden change in the workflow. Interruption is the quickest way to mess with the flow of someone’s excellent performance.

Safety numbers don’t matter … to front-line employees. They matter to you and your senior management team. Maybe to the finance department and of course to your sales and marketing department, but that’s where numbers stop mattering. 

Can you seriously call it “employee engagement” if the employee has little to do with it? Safety engagement needs to connect better.

Twenty years ago, most of the safety jobs that exist today, weren’t around. In another ten years, most of the safety jobs as you know them will have disappeared. New ideas make way for new approaches. And for anyone who thinks that safety will be the same in ten years from now is not paying attention. Everything cycles, including safety.