Creating a positive safety culture and outstanding safety performance
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This presentation was produced for a webinar hosted by our WC broker to help some of their other clients find a roadmap for success. Also presented this at the North Georgia Chapter of the ASSE in March 2013.
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Creating a positive safety culture and outstanding safety performance
- 1. Creating a Positive Safety Culture and Outstanding Safety Performance Jim O’Dell Safety Manager
- 2. Is your Safety something like this?
- 3. Agenda • Background • Common ground • First steps • Significant impact events • Have FUN! • Free Resources • Ongoing efforts • Q and A
- 4. Background • Safety Professional since 2002 • Helped change the culture of two vastly different companies • Both are award-winning and share World Class figures • Safe downsize and eventual closure of previous employers’ local location • Compassionate for people
- 5. Metrics of each • 2001: 4 REC (1 DART) • 2002: 6 REC (2 DART) • 2003 – 2007: 1 REC each year local (helped improve NA safety 87%) • 2007: 19 REC (6 DART) • 2008: 26 REC (3 DART) • 2009: 3 REC (1 DART) • 2010 – 2012: 1 REC Industry average: 6.2 REC EMR below 1% three years running Dates of last events: Aug 9, 2011 REC Sept 15, 2009 DART
- 7. Safety Culture…Engage! • Inspect • Train • Coach • Ideas • Laugh • Listen • Home • Repeat
- 8. First steps • Thorough inspection of facility • Talking directly with workers – Letting them know you are accessible • Review the past; identify top three needs • Report to directors immediate needs
- 9. First steps • Communication –More Communication –More Communication! • What type is key! • How it is presented is key! • Have fun and be serious
- 10. Communications • Monday – Compliance based or significant safety event regionally • Wednesday – Comical unsafe photos with commentary • Thursday – Health and Wellness • Friday – ‘Darwin Award’ type along with commentary • Each brings with it a TAKE 2 message, and brings it back to what we do here and often, to home
- 11. First steps continued • New Hire Orientation – personally • Training – Select training dates monthly – Stick to schedule (make it accessible) – Know the audience – Managers and/or 19 yr olds? • Style matters – Interactive, high-energy, graphic at first – Always bring it back to home, always
- 12. First steps continued • Track and champion improvements • Coaching employees vs. telling them – Positive sandwich – Why it matters personally to them – Have empathy though be firm • Disciplinary Action
- 13. Significant impact events • Safety Glasses requirement – Put on safety • Cut Resistant Gloves – Why it is important to have fingers! • Root Cause Analysis of each first aid / close call – Post findings and share with huddle meetings – To prevent future occurrence • Emergency planning – Get home each and every day
- 14. • Track safe days • Celebrate first milestone – Invite family members, partners, local CoC members , and your WC rep! – Get prizes for FREE! – Put in local media • Celebrate next milestones Significant impact events
- 16. Have FUN! Hazard Communication / Globally Harmonized System Training
- 17. Have FUN! Inthe spirit of the O lympicG ames,we will have a S afety O lympicsA ugust 1st and 2nd if needed. Y ouwillhave to put onyour thinking capsaswe askquestionsfromsafety training sessionsover the past year. N ot ashard asJeopardy,though! T o be a K ipper T oolS afety O lympian, just answer a couple of questionsand demonstrate a safe workhabit and you’ll be ‘labeled’ asa safety O lympianwhile at the same time, showingyour spirit for T eamU S A ! T rainingrequiresthought and safe workpractices! U ntilthen…T rainhard!
- 18. • Health Fairs at NO COST • Silly Socks for Safety (yes it works for adults, too) • Costume days, tailgate parties, dragonboat • Random prizes, Jeopardy!, weird facts • Making fun (and giving) of yourself, too! Have FUN!
- 19. • We are the spark though our actions • We must interact in fun ways • We set the tone – ‘Work is either fun or drudgery. It depends on your attitude. I like fun’ - Colleen Barrett – ‘I am still determined to be cheerful and happy, in whatever situation I may be’. - Martha Washington (1732 - 1802) Have FUN!
- 20. Free Resources
- 21. • Safety leaders at floor level • ‘I care about you’ cards • ‘Story-telling’ as part of training • ‘Meerkat’ safety (interdependence) • More at-home safety and health messages • Always coaching and reporting Ongoing efforts
- 22. Share the good news in recognition of the Employees & Management of for achieving 1000 workdays without a Lost Workday Incident, June 12, 2012. Together, communicating Safety, working Safely, Safety awareness always. Congratulations! Andrew Bryant Adam Luciano Andy Brooks Ban Tran Beth Garrish Bill Deringer Billy Cantrell Bruce Watson Bryan Mulkey Byron Willis Carrie Mosley Chandler Farrow Chandler Hewitt Chela Mejia Chris Durden Chris Hulsey Chris Traylor Cody Sims Dan Gill Daniel Huckabee Danny Sears Darrin Lee David Jennings Dennis Robinson Denny George Derwin Gooden Dustin Evans Ed Gonsalvez Eddie Jenkins Edgar Paz Elesha Lambert Errick Crawford Gene Harris Greg Hobbs Greg Young Heather Pile Ignacio Medina Jacob Elliot James O'Dell Jennifer Ball Jennifer Hamby Jennifer Rutledge Jenny Roman Jeremy Shockley Jim Southard Jim Thompson Jimmy Harris Joanne Johnston Joe Iglinski Joe VanDiver Josh Parker Josh Williams Justin Segrest Kelli Blair Ken Washington Kim Begich Kris Connelly Larry Schmoll Lee Johnson Leland Prather Linda Hammontree Linda Robinson Lindsay LeMay Marco Sanabria Mark Phillips Mark Price Max McCaslen Melissa Chapman Michael McGraw Michael Owsley Mike Pope Porter Holloway Randall Whitfield Raul Pena Roger Smith Ron Schandera Sandra Grant Santiago Medina Scott Lockhart Sidney Lanier Sonya Hopkins Sonya Vonner Starr Bruce Susan McCrary Ted Morrison Tim Presley Tom Wolff Tommy Smith Tressa Jessee Trey Sears Veronica Reyes Warren Melton Wayne Brown Wes Oliver Yamatha St. Germain Yesinia Lopez 200 days 365 days Calendar year 1000 days 500 days
- 23. Share the good news Shown significant improvement over minimum three year period All had their photo taken holding the award!
- 24. Question and Answer Thank you for your time! I hope this was a valuable resource. Jim O’Dell james.odell@kippertool.com www.linkedin.com/in/jimodell44 770-534-8707 wk 770-561-0382 cell
Editor's Notes
- Hello everyone and thank you for taking part in this session!As Judy said my name is Jim O’Dell, and I have been humbled to serve two workforces in a total transformation of their safety culture, so we’ll review strategies used in both, really keying in with the successes here at Kipper Tool for, as you will see, we had quite a mountain to climb!
- This is an honest question, and we need to look at what we do? If there are known issues in our workplaces and we try to limit our response, then we might as well barricade a manhole with bricks because it is not adequate.Maybe it is due to budget constraints…that is the number one limiting resource I hear at conferences. We’ll look at this too.So our agenda will be
- To look at the background of each employer; where they were to where they ended up safety-wise.The common ground both shared, and the first steps taken to begin finding those first few things to help make a difference.I’ll share some significant events that helped us turn some corners, some of which involve having fun in the workplace!For all of us in budgetary constraints there is a slide that shows where you can get lots of stuff for free, along with some other free items through the presentation.We’ll look at what we are doing here to further our efforts, lest they go stale, and we should have some time for a question and answer session at the end.
- The invite from IOA was very kind and without going into great detail here’s an overview.I came up from floor level as a production supervisor though my crew was always the safest and most productive. So in 2002 I was asked to take over safety at my former employer and found where I needed to be.I enrolled in an online degree program and earned certification as a safety professional shortly thereafter.That said, you’d be amazed how little that is used in making changes!My former employer closed in 2007 safely, something that normally ends with claim after claim. That’s a whole different presentation that has helped countless companies in downsizing and closures,.Really, having a compassion for people is key in our line of work. We’ll see how this plays a role throughout our time together.
- SO here we have where each company was safety-wise. With my former employer it doesn’t look like much in comparison though we were only 70 people. One of the DART events was an amputation that shook our corporate management to the core as we were then in the cellar compared with the rest of that multi-national company.With Kipper the needs were exceptional. Through an amazing growth spurt people were getting hurt left and right! By 2008 they had grown from 60 employees to over 170 and many of these were right out of high school.When culture change started taking place the difference was notable. I was blessed to also travel and help other locations with my former employer up to Feb 2008 and turned around the culture in their north american operations.With Kipper we were able to find some things to work very quickly after I started in Sept of 2008 to where we are now setting the bar when compared to our industry averages.
- Yeah; this is true for both organizations regarding safety! No one owned it; it was a part of someone’s job, though they didn’t do the whole job, and part of it belonged to someone else and….you get the picture. No one took charge so there are no control.
- Here’s the roadmap we used on both occasions to start a safety culture. Inspections in the workplaceTraining employees and managementCoaching – well talk about that in more detail versus trainingSharing ideas instead of telling what to doLaughing with the workers in training and on the floorBeing an active listener is a big part of this culture changeTalking about and coaching employees about at home safetyAnd then repeating this cycle and improving upon it So in the words of Jean Luc Picard…engage!
- What can be better than a good look through a facility to start things off? I am originally from earthquake country so I am always looking above and around; what can fall on me and where’s my nearest escape route? Having a good form to use – a mock OSHA form, for example – can be a good roadmap to find easy issues, and forms to inspect records, offices and so forth go the extra mile.Get out on the floor and get our hands dirty while talking with and gaining the trust of the workers on the floor – the experts – and let them know they can come to you with any and all concerns. Great way to pre-conduct a JHA. Never start with that as you will loose the initial trust.Look at the past to find a path toward the future. We had so many repeat incidents that it was amazing these incidents were still occurring! Some simple, cultural changes had to be made for some.Find the three top issues that have been causing the most headache – not necessarily the most money – and present findings and solutions to those in charge. They do want to see dollar figures to have potential savings from folks not getting hurt along with the cost of change.
- What was lacking most of all in both locations was communications regarding safety. So learn to communicate and do it.Then, do it some more! And even more!There are ways and types of communications we will look at shortly though the key to successful communications is to be both fun and serious…yes, you can have your powerbar and eat it, too!
- This is quite simply what I produce for our facility every week, without fail.Some of this is right off the press; in newspapers, online blogs, CDC, etc.Wednesdays are self-produced and are copyrighted. They involve a photo from something out there in cyberspace, or in many cases some of our employees take pics from outside work, and using some fun writing abilities I have been blessed with produce something both funny and hits a point about safety here and/or at home.Health and Wellness are something that is a natural fit for us in the safety and health field! We need to exemplify health, in my humble opinion, and provide opportunities to outside activities, communications about how to stay or get healthier, and cheerlead when someone makes a positive change in their lifestyle!Fridays it is all about showing how smart our workers are because they are alive! The Darwin Awards, and now fail-blogs and others, have some great stories about how some in society leave this earth through some really absurd actions.And again, each message I’ll add a little TAKE 2 message that can be home related just as much as work related.
- I would hope most everyone has some type of onboarding in place. Do you do this personally?I have found that setting someone down in a room with a DVD, VHS or other non-personal means doesn’t get the point across. We have to be personally involved when going through orientation! That shows care and concern, you will learn a lot about where the new hire has worked, and that interaction gets them immediately on board with your culture!Training is another big one that was not happening in either location. Once we put in place monthly formal training the tide started shifting. Get good information, know who will be there as you may need to tweak style a little (though managers many times want to see and hear what the workers are hearing, too).With this current generation of workers in the 20’s, they are used to video game carnage. I term this group the Invincibles because they hit a reset button and get another life! Not in real life, though.So my strategy here was to shock them. Graphic injury photos, so it can sink in, are best. It may be something they normally do without thought. Now they have something to think about!
- When we measure our results we can make the workers the champions of change! Showing the results of their work – and I mean that, their work – is a great way to have them buy-in to the improved work culture.Coaching is a better way to help make change instead of busting someone's chops. As a coach you always need to find something positive about the actions you just witnesses as unsafe. This is how the Positive Sandwich works:‘Hey Judy, I noticed you were cutting away from yourself and that’s great! Pushing danger away from you is a great way to keep from performing a self-appendectomy!Then you come in with the correction; ‘I also noticed you were not wearing a cut resistant glove on your free hand. You know why that’s important, right?’ Let them tell you why and make any corrections if they get it wrong.Then thank them for doing a good job with their assurance to wear the glove from now on, and to be watchful when they see others not doing it correctly and help them understand why it’s so important. - personally and empathy……when all else fails we have to stick to the rule and use disciplinary action.
- The big events that came from looking back to go forward were to implement safety glasses even though we were primarily an assembly and warehousing operation. They had suffered three eye injuries and this way those would be prevented, and people think about that when they don their glasses, they ‘put on safety.’ Cut gloves was a big one. So many lacerations could have been prevented had gloves been worn and cutting was done in the correct direction. We also began using a knife that had attachments for tape splitting and film cutting so most of the time a blade is not needed.Identifying the root cause of each and every close call and first aid is time consuming though the riches of the findings will more than pay-off as you go forward. It was amazing to me how many incidents occurred from these top two causes when drilled down to find it: in a hurry, or came in very tired. Lots of focus has been on the importance of sleep and of allowing time to perform tasks safely.Having a good emergency response plan is key! Letting the workers know, training on it (and having a home safety plan) lets them know you care about them and their families so they can go home each and every day no matter what happens.
- I think some of the first metrics we had here were those involving safety! By tracking how many days it had been since the last incident it started to develop a sense of pride in the workforce.Our first milestone was 200 days w/o a recordable. We had a real nice catered lunch, handed out some shirts.At 365 days, we again did shirts only this time it was also steaks and potatoes grilled, with all the fixings! Invited local Chamber reps, business partners (including our local IOA rep) and family members.Having celebrated like this before with my previous employer I wanted to get something in way of a prize into everyones hands. All you have to do is ask!We were able to do this by talking with some of our primary suppliers, telling them of this huge milestone from where we’ve been. They will usually ask what they can do to help celebrate! Supplying gifts was huge!Putting the celebration and achievement into the local paper, people get to share this with their friends and family…builds a sense of pride.
- I know what this looks like…Tell the story…
- Let’s say it is time for your annual HazCom training and you are making the transition to the GHS.Part of the new GHS is that labels are easily identifiable with the hazards, so how would you make that fun?There are lots of ways to make training and overall fun in our jobs that should spill over into the culture of the entire organization!
- Wait for music….Talk about Olympic year…local guy…be a Safety Olympian!
- By now about half of the companies I have talked with have held some type of health fair.Did you know you can do this with no out-of-pocket expense? All it takes is your time and some time from your employees and let your network providers take care of the rest! So many of them are always looking for new patients that they will jump at an opportunity to showcase their specialties to prospective clients.Socks…costume or themed days, dragonboating can get me off into a whole different presentation though if you are looking for a fun team-building day on the water there is nothing better!We’d have drawings for prizes at most safety meetings. Most I get for free from area businesses (discounts on car washes, % off this or that, etc). Safety Jeopardy is always a hit.Perhaps what is most important is we take ourselves, as safety and health professionals with a grain of salt! We have to be serious and firm about safety though we can do it in a fun and inviting way that we give of ourselves by making fun of the dumb things we’ve done before. It shows that we are human! Because….
- We set the tone! If we have built those coalitions on the floor and with management then everyone knows how we roll! We provide, in our position, an opportunity to be the spark plug, the exciting person to interact with everyone!The two quotations say it well…I like being a safety cheerleader, not a safety cop. Sometimes I need to wear the officers’ uniform though I’d rather wear my Hawai'ian shirts (every Friday!)
- If you are on a near-zero budget I completely understand!There is so much out there in cyberspace and much of it is free! Don’t cha just love it!?So much info on things such as creating a home escape plan, the latest recall on products, training tidbits, health and nutrition all the way to chemical and the latest forklift news… there is much to be gained just surfing the net!There are more sites than these; just wanted to show the variety of what can be had for zero cost – other than your time. Heck; you can even make signs for free and they look good, too!
- Of course we cannot stop and smell the roses for too long. Workers need us to keep things fresh and lively!We are developing floor safety leaders by having several teams; a first aid squad, an inspection team, an incident investigation team….bear in mind that EVERYONE working at Kipper is part of the safety committee.We developed cards that say ‘I care about You. Similar to DuPont Stop cards, these deliver a different message in that you show someone – could be yourself – being at risk in action. They are filled out and shared with the person that was performing the unsafe act before going into the box for review. These are only identifiable by department, no names.At the end of each training session I open the floor in 2013 to story-time. This is a time for attendees to share experiences they have had with the subject matter. We started this for STF in January and it went over so well; we learn from each other and that is the point.Meekats….Home, more home….Always coaching and reporting!
- We have at accentuate the positive! Share, give, thank!Yada, yada, yada
- Talk about PSG, what criteria are for the award of excellence leading to this award.Not given every year…etc.