How Employee Engagement can Improve Safety in the Workplace. October 8, 2015

Transcription

1 How Employee Engagement can Improve Safety in the Workplace October 8, 2015

2 Agenda Definition of employee engagement Why employee engagement is important How to measure engagement Engaging your employees in safety What has your company done? 2

3 What is Employee Engagement? Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.

4 4 Is Mike an engaged employee?

5 Employee Engagement vs. Employee Satisfaction Employee engagement is not the same as employee satisfaction. Satisfied Employee Happy, content and fulfilled at work For some, this might involve doing as little work as possible Engaged Employee Regularly goes above & beyond Emotionally connected Extremely loyal Fully involved & enthusiastic about their job

6 Engagement Definitions 6 Engaged: Willing to expend discretionary effort in pitching in to meet the organization s goals, emotionally committed and loyal to the organization and feel that helping the organization meet its goals will help ensure they can meet their own. Content/Satisfied: Happy with the organization, committed to their work but not necessarily inspired to go above and beyond, likely more concerned with what the organization is doing for them vs. what they are giving back to the organization. Ambivalent: Have one foot out the door; they are coming into work and punching in the clock, but are likely to go with a better offer if one is presented to them. Typically feel the organization is not meeting their baseline satisfiers or the day-to-day operational matters that would keep them happy and motivated. Disengaged: Not only the most dissatisfied with their work most vocal about it. Likely to actively detracting from the workplace and might already be on manager s radar.

7 How is engagement measured? Typically, measured through a survey. Some types of statements that employees may be asked to rate are: This organization inspires me to perform my best. I am willing to put in a great deal of effort in order to help this organization succeed. I would recommend this organization to my friends as a great place to work. I am likely to be working for this organization three years from now. 7

8 Why is Employee Engagement important? 8 Employees are the company s best asset also biggest cost. Turnover costs $$$$. Engaged workers stand apart from the not-engaged and actively disengaged workers because of the discretionary effort they consistently bring to their roles Engagement is linked to better performance AND higher safety records These employees willingly to go the extra mile, work with passion, and feel a profound connection to their company They are the people who will drive innovation and move your business forward

9 Engagement Statistics 9 Engaged EEs are 5x less likely to have safety related incidents than disengaged EEs And, 7X less likely to have a safety incident involving lost-time PLUS When they do get injured, the cost is 6X higher per incident for the disengaged EE So a disengaged employee can cost you 30X as much in safety related incidents!

10 More statistics Coors Company saved $1.7M in safety related costs in a single year by improving their employee engagement program. Highly engaged employees are 38% more likely to have above-average productivity. Top 25% of business units (in terms of engagement) have 49% less safety incidents than the bottom 25%. 10

11 Return on Investment? 11

12 What drives employee engagement? 12 Opportunities for Advancement Freedom Involvement Job Assignment Personal Growth/Learning & Training Opportunities Recognition Work Objectives Leadership Work Environment/Culture

13 13 Maslow s Hierarchy of Needs

14 14 Coach - Get to know your players!

15 What drives YOUR employees engagement? 15 What motivates and engages one employee, may have the opposite effect on another employee Get to know YOUR employees and what they want. How? Surveys Discussions Individual Employee Development Plans

16 Instilling Frontline Accountability Meet with employees face to face as much as possible Continuous feedback loop Need lots of CEOs (Chief Engagement Officers) or engagement advocates Create an employee driven engagement focus group Engagement action plans should be developed by employees with manager support Closer employees are to decision making, the more they are engaged Managers need to be engaged!!! 16

17 17 What not to do

18 Hiring safety minded people Don t just hire warm bodies hire conscientious employees who care about safety Behavioral interview questions can help us understand how past performance may translate in to future performance Implement testing (cognitive, personality, or vocational) 18

19 Creating a safety culture 19 Get to know your employees remind them why they work safely Help employees avoid distractions (work/life balance) Management needs to actively show support of safety programs Organization support of robust safety training Zero tolerance for unsafe behaviors EEs feel comfortable to correct each other

20 Safety meetings Employee involvement in your safety meetings Invite management Don t preach Show appreciation 20

21 Involve your employees in safety 21 Involve employees in teaching safety Assign a topic to an employee, have them research and present to co-workers Create a safety council and have members from each workgroup/division Share safety ideas with other departments Explain why a policy/procedure/form exists Help employees see a greater connection in their work Mentoring programs

22 Involve your employees in safety 22 Celebrate our successes Learn from our mistakes Creative examples in increasing safety engagement Safety poster creating contest Donations to charity for filling out environmental audits and behavioral observation cards Safety fairs, wellness programs focusing on health and safety

23 Keeping employees engaged during change Communication Transparency Plan ahead - Know where you re going What s in it for them Include employees in change decision making as much as possible 23