Kevin Burns Blog

The one thing that will connect continuous-cash-flow, long-term investments and legacy, is safety. Without safety, everything is at risk. The safety department complains that it’s difficult to get workers to buy-in to safety. Employees resist buying-in to a program of checks, forms and paperwork. Especially the paperwork. Safety meetings, rewards, recognition and paperwork are important. Indeed. Each plays a role in the safety culture-building plan. But to build a successful safety program requires a foundation of employee buy-in. Without it, you will be feeding the monster (spending large amounts of money) and never achieve the desired success. To change that, go to Leadership 101; basic values-based conversations with employees. Coach employees to see that their own long-term goals and the company’s long-term goals are the same. The values are the same. Then, show them how safety is the tool that gets them from where they are (in the present) to where they want to be (in the future). Safety is the insurance to protect the future. Here are three compelling conversations for supervisors and safety people to have with their crews one-on-one. The purpose of these conversations is to influence better buy-in to safety:

People-View is how you talk about your crew to other supervisors or even your buddies behind the crew members' backs. “Keep it simple and as short as possible. These guys don’t want a lot of information and they won’t remember most of it anyway. And don’t make it too complex or it’ll go right over their heads. And don’t give them too many breaks or they’ll take their time coming back. Some of them might even take off from the meeting. You can’t trust them. They’ll take a shortcut if they can find one.” Is that the people-view for your crew? Is this how you talk about your crew to other supervisors or even your buddies behind the crew members' backs? Is that what you would say to an outside speaker or guest getting ready to address your people? People-view is how you view people - specifically your people, your co-workers. People-view is the predetermined opinions you have about either the people you work with or those you do business with. That includes job site contractors and subcontractors. Command-and-control is the default management style for supervisors and safety people who lack basic safety leadership skills. Chapter and verse from the rule book is easy because there is no arguing the rules. Supervisors and safety people, the unskilled ones, are quick to write up job site infractions. Like a cop at the side of the highway, they get compliance through enforcement and threat. They view everyone under them as potential law-breakers. You can’t build a relationship of trust and respect with a people-view like this. If you think your people aren’t capable of grasping safety concepts, that will affect how you treat them. It will, more importantly, affect the relationship you have with them. How do you view your crews and employees? Here are four self-test questions to help you identify your own people view:

Safety people and supervisors who lack a healthy dose of willingness to engage crew members on a human level will limit both themselves and their crews. Safety people and supervisors who lack a healthy dose of willingness to engage crew members on a human level will limit both themselves and their crews. It doesn’t happen on purpose, but it happens. The inexperienced supervisor who doesn’t know how to motivate and develop individuals on the job, ultimately has a harder time getting the job done. If there is no strategy to continuously improve employees, there’s little chance of improving the organization as a whole, and that includes safety.

Lack of engagement is a problem in every corner of every organization. Safety has called this problem complacency. Engagement is the biggest problem in the workplace today. The Gallup surveys tell us that 71% of employees are NOT actively engaged. You would think that a 71% level of disengagement would be cause for grave concern for companies. After all, poor safety performance and lost productivity creates a huge financial mess. Companies pay more and get less.

If you want to become an effective and respected safety leader, work on these personality traits. Back in 2009, when Google first launched their Project Oxygen employee survey, they were looking for a way to help their managers be better. They were also looking for ways that managers and supervisors could help engage employees better.

Improve an employee's motivation to do the work and you improve their motivation to do the work safely. As a front-line safety person or supervisor, you have the greatest impact on employee motivation. The words you use, your facial expressions, and your demeanor all speak without words on how much you value the people you work with.

In order for a safety partnership to work, there has to be mutual benefit. The television shows Shark Tank (USA) and Dragon’s Den (Canada, UK, Australia) feature a panel of investors looking for a great product or idea to get behind. The entrepreneur makes a pitch to the investors. If the pitch is successful, the venture gets backing. If the pitch misses, or if the investors deem that there is too little benefit to them, they won’t invest.

Improve individual safety performance and you improve team safety numbers. This is Part 4 of the Traits of Safety Leaders. To read the first three parts go to: Part 1, Part 2, and Part 3.

Safety improves when engagement improves. Engagement improves when supervisors and safety people make it a point to value the people that they work with. An untrained or under-skilled supervisor or safety person tends to get the basics done. Nothing more. Get production. Stay within the safety rules. Everybody goes home safe (fingers crossed). Job done. Except, the job is not done. In fact, it could be argued that job is systematically being undone. If you’re focused on just getting it done, you may be missing the biggest part of the safety picture.

Technical skills might promote you to a supervisor, safety or management position. But, it is your soft-skills that will keep you there. Let's explore more of the Traits of Safety Leadership as we did in Part 1 (Traits 1-3) and Part 2 (Traits 4-6). This is Part 3 (Traits 7-9).