Safegagement™, a concept developed by Jeff Ross, CPA, CRP (our President/CFO), occurs when engaged employees are safer at work and make better decisions because they care about those they work with, the company they work for, and the overall accomplishments of the organization. This is the fourth post in a series where we discuss the Five Components of Safegagement. As we near the end of our series, we hope you're gaining a clear understanding of how the Five Components of Safegagement work together. Alone, each component holds enormous potential for your workforce and their overall quality of life, both in and out of the workplace. However, when these components are combined and instilled as one, they can truly help your company accomplish a safe and engaging work environment for all.
Recently, we introduced you toSafegagement™. A key component to building a safe and engaging environment, leading indicators promote continuous improvement by drawing attention to successes—both big and small. Today, however, we will be focusing on the second component -- Comprehensive Training.
As you’ll see, this sentiment is once again on display in our next pillar, Positive Reinforcement. Often times, companies will simplify this powerful concept by distilling it down to monetary and tangible efforts. However, this is an all too critical mistake as this is an idea that goes far beyond annual bonuses and free coffee in the break room and one that will make all the difference in your ongoing engagement efforts.
In the past, we’ve discussed the importance of active employee engagement as it relates to safety in the workplace. And within those discussions, we’ve placed an ongoing emphasis on maintaining proper channels of communication. So, today we’re going to dive a little deeper into this facet of engagement and highlight 10 ways you can improve your ability to create a safer working environment by receiving and disseminating the right information—in the right way.
When building an effective recognition strategy for the workplace, incentive programs can play a key role in developing higher levels of active engagement. Combined with additional tactics, such as employee referrals, milestone awards and wellness packages, these efforts have the potential to increase productivity, employee ownership and even individual self-worth. Keep in mind that if you choose to incentivize your company’s safety program, it must be done in a manner that’s conducive to your policies, efforts and regulations. If incorrectly set into motion, you run the risk of encouraging team members and managers to hide and/or not report injuries that occur.
“Given his wealth of experience in an array of industries, I know Scott will make an excellent addition to the company. His knowledge and wisdom are an incredible asset to us and we can’t wait to see his skills in action,” says Jeff Ross, President and CFO.
As we’ve been discussing in our latest series of blogs, employee engagement is far and away one of the most crucial advantages any organization can have—regardless of the industry. But, with only 30% of the American workforce engaged in their jobs, how can we ever hope to realize our full economic potential? The truth is, it can be accomplished by following the lead of companies who are already making a difference within their own offices.
With such a strong, proven link between employee engagement and financial outcomes, if we could find a way to double the current rate of 30%, it would dramatically improve everyone’s bottom line. At least, that’s the wisdom Gallup dispensed within their recent report, “State of the American Workplace.” They were able to derive this number from their client base, which showed that their engagement level was actually higher than the national average at 47%. But an even more important sign rests with winners of the Gallup Great Workplace Award. Those organizations averaged 63%—or five times greater than the national average.