Brief Introduction
Motiation and recognition play a significant role in achieing permanent employee behaior change. Traditionally, safety “incentie” programs hae based rewards on all employees reaching a benchmark. When rewards are based on eeryone succeeding, negatie peer pressure can occur, resulting in injury hiding. Tangible rewards that are positie, regular and certain reinforce desirable behaiors and conditions, making them more likely to continue and een replace undesirable behaiors and conditions.
Learning Objecties:
Learn about SAFESTART adanced safety awareness and skills deelopment training program
Learn why proactie, preention-oriented reward programs that focus on identifying desirable actions
Gain a greater understanding of potential accident recognition as a means of preention.
Learn to design and implement successful behaior-based safety programs that dissuade injury hiding and engage the line management.
Learn the benefits of proactie, preention-focused programs and explore the most “popular” recognition tools
Who Should attended?
The Seminar is useful to operations, maintenance, construction and safety engineers, and also to superisors and safety coordinators of oil, gas, petro-chemicals, chemicals, construction and other industries including manufacturing line management of contracting companies, hotels, goernment regulatory and educational establishments
Course Description
This workshop explores the role of recognition as it relates to changing employee behaior. It focuses extensiely on the mechanisms needed for successful behaior-based safety recognition and considers areas that are often oerlooked. It coers the pitfalls of using downstream or trailing indicators on accident rates instead of focusing on safety successes; the benefits of using upstream or leading indicators for implementing proactie, preention-based programs and the problems associated with using randomized games of chance & lottery programs: giing out rewards that aren’t tied to specific behaiors. It reiews the most “popular” recognition tools in use today: Gift cards and cash substitutes, Trael awards, Big gieaways and Non cash merchandise awards; and what the latest studies indicate about their effectieness for improing job safety.
Session 1
1. Introduction
• Role of recognition in achieing permanent employee behaior change
• Proactie, preention-oriented reward programs.
2. The Fear of Recognition Programs
• Perceied threat of injury hiding.
• Properly designed s. poorly designed incentie programs
3. Do Rewards Really Work?
• American Society of Safety Engineers study
• Recognition as one component of complete safety program
4. Why Recognition Works
• Hawthorne & Herzberg studies
• Dynamics of under-recognition
• Death of the work ethic
Session 2
1. Negatie Recognition
• Long term effectieness?
• Dupont study
2. Verbal Recognition
• Sufficient?
• Uniersity of Waterloo Study
• Tangible rewards
3. Understanding Motiation
• Myths of intrinsic motiation
• Why employees leae
4. Most Popular Excuses for Not Using Reward Programs
• Isn’t a paycheck enough?
• How would we preent abuse and faoritism?
• How do we preent under-reporting?
5. The Proactie Approach
• Rewarding Desirable Behaiors, Eliminating Undesirable Ones
• Old School Vs. New School
Session 3
1. Elements of Behaior Change
• Train and reinforce
• Custom, not canned
• Engage the family
• Speedbumps
2. Rewarding and Measuring Middle Managers
• Complaints From Middle Managers
• CAVE employees (Citizens Against Virtually Eerything)
• Safety not a top priority
• Accountability and tracking
3. Cash Versus Recognition
• 4 common recognition goofs
• Why cash isn’t king
• Value of logo items
• Who picks the gift?
4. Conclusions: Behaior-based recognition
Session 4
1. Case Histories
• Retail store chain
• Schlegel Systems
Session 5
1. Day 1 Oeriew
2. How important is behaior change?
3. Focus group discussion
• Group experiences
• How do we like to be recognized?
• Definitions
4. Negatie reinforcement (R-)
• Misconceptions
• Long-term effectieness
• When it is appropriate
5. Positie reinforcement (R+)
• What it looks like
• The Sid story
• Why positie reinforcement works
Session 6
1. Dynamics of positie reinforcement
• Feeling recognized for a change
• Top 5 incenties ranks by workers
• Use of workplace incenties
• Is money the answer?
• Employee and manager perceptions
2. Positie s. negatie reinforcement
• Benefits of R+
• Facts of R-
• R+ with a problem child
3. Why recognition works
• Secrets of employee engagement
• Why 1 in 5 don’t care
• Motiation lights a fire
4. Supporting research
• Herzberg reisited
• Top 2 satisfiers & dissatisfiers
• Extinction kills the work ethic
• What about Bob?
5. R+ dries success
• The carrot principle
• Two simple words
• “Can I hae my job back?”
Session 7:
1. Behaioral safety
• Attitude
• Pieces of the safety puzzle
2. Safe work conditions and equipment
• PPE
• Tools
• Work zone
• Housekeeping
3. Safe work procedures
• Lockout tagout
• Fall protection
• Inspecting equipment
4. Safety training
• Safe practices
• Bending, lifting
• Ergonomics
• Work procedure training
5. Support systems for behaing safely
• Superisor praise
• Peer pressure
• Indiidual s. group rewards
Session 8
1. Why people take risks
2. Promoting safe behaior
• Common questions
• Understanding the luck pyramid
• Critical dimensions of safety
• The safety dilemma
• ABC model
3. Antecedents for safety
• Prompt, cue, stimulus, reminder
• Impact of antecedents
• Effectie antecedent exercise
4. Behaioral consequences and their effects
• Definitions
• Consequences that increase and decrease behaior
• Sources of consequences
• Classification of consequences
• Power of consequences
5. Making safety a habit
• Safety leadership
• Discretionary safety performance
• Linking behaiors to safety results
• Precision safety management process
6. Coping with change
• Rebirth of the eagle
• “The Note” exercise
7. Questions?
Instructor
By Bill Sims, Jr.
President, Bill Sims Company, USA
Bill Sims, Jr., is President of The Bill Sims Company, Inc. For more than 40 years, the Bill Sims Company has created behaior based recognition programs that hae helped large and small firms to inspire better performance from employees and increase bottom line profits. Bill is currently writing a book entitled Green Beans & Ice Cream-The Definitie Recipe for Employee Engagement, Motiation and Recognition, which is based on this seminar and his experience haing built more than 1,000 recognition programs since. More than 1,000 firms hae benefited from consulting with Bill, including Dupont, Siemens VDO, Coca-Cola, and Ford, to name a few. The presentation is popular in many countries and industries with proen success of reducing injuries with no injury hiding saing undue workman's compensations. This presentation has achieed extremely high ratings from all oer the world as keynote presentation in the USA, Australia, Canada, South Africa, Europe, and in the Middle East in Bahrain and Saudi Arabia.
