I was invited by a colleague to give a talk to a group of Joint Health and Safety Committees for their education day. I was honoured and looked forward to passing on my enthusiasm to workers the volunteer to make their workplace better. Unfortunately, the presenter before me had finished and had changed the tempurature of the room to an uncomfortable level. The committee members were told that this would be an opportunity to ask questions about standing issues from this particular manager on this day, however, there was clearly a communication break down. They definitely were not on the same page, and this manager handled the situation in a very poor manner. While this is an unfortunate circumstance, it is not the first time I have witnessed safety issues become confrontational. It is also unfortunate because this is not the intent of our legislated purpose for committees. We rely on the 'Internal Responsibility System' to get things done in Canadian workplaces. This is a concept that we all have an invested interest in Health and Safety and should work together on all levels for workplace improvements. Over the years, I have witnessed several business concepts for Leadership, Management, Safety, etc. Many have positives and negatives. Some examples are: Behaviour Based Safety (BBS) is the application of science of behavior change to real world problems. BBS focuses on what people do, analyzes why they do it, and then applies a research-supported intervention strategy to improve what people do. The problem is that many human beings are inerherently resistant to change and this process isolates safety into its own world rather than integrate it into the overall culture of organizations. Reward Based Safety has always confused me. I think positive outcomes can come from rewarding employees for milestones. I have personally witnessed this drive companies to the top when implemented in quality and production. With safety, I have seen how it fails miserably. When rewards attached to safety performance, there is a tendancy to under report. This does nothing for system improvements because you have no idea what the small indicators are that lead to the bigger issues. I wonder if we a really only celebrating the last time we hurt someone. Enforcement Based Safety is, in my opinion, a last resort. I can appreciate that in many jurisdictions this is a requirement and really, what is the point of writing policies and procedures if there are no consequences for deviating from them? Unfortunately, phsycological reports tell us that when you continuosly scold a person they no longer become an active participant and in many cases can wind up rebelling against their oppressors. This leads to no reporting at all for the underlying fear of losing ones job. Granted, failure to enforce safety rules is equally detrimental. A company has to find the delecate balance. Over the years, society has had some fundemental changes happen. Technology is moving with lightning speed. A massive generational gap companies are struggling to deal with. Those that are inheriting work are driven much differently than their parents and grandparents. Younger workers no longer feel the need to be loyal to companies and being grateful for having a job no longer applies. There is a sense, in general, that employers should be grateful to have them as employees. Years of cutbacks, lay offs and an instable economy has worn on the overall morale of those that still hold these beliefs. "Without a specific reason for the worker to behave, without a reward or benefit, the overwhelmed worker will refuseto perform at peak." Ethics are playing a large rolein todays society which products to choose, which post secondary school they choose and which employer they choose. This poses an interesting challenge to companies today. Exceptional safety performance should not only be acheivableand accessable to only the most enlightened employers. It should be a goal for all employers! Consider for a moment that as an owner or senior manager that you are creating a business on the sweat equity of others. I am reminded of the quote, "No man is an island". In reality, every company is a team effort, no matter which position you play. A team only works when everyone feels that their contribution is appreciated. This is why "Ethics Based Safety" may gain some ground. Something just feels right about making the proper ethical decisions. Major corporations are capitalizing on this daily and increasing their bottom line tenfold. A company that makes a safety decisions based on it being the right thing to do, has the same impact as Fair Trade Coffee. Employees see that the company is making concious decisions based on what is the right thing to do and it cares about the people who make up the organization. There is no doubt that proper investment in training and development, equipment and personnell improves the bottom line. Done right, this also improves how potential customers view your organization as well. Sure, the costs need to weighed, but do not forget, workers that feel organizations care about their well-being are profitable! Safe employees are productive employees. The right organizational attitude attracts the right candidates. Customers see you as a top performer and want to do business with you. How can this philosophy not increase the bottom line? Start to view thing differently from the perspective of what is right and not from the bare minimum legal requirements and see, how your company becomes so much more engaged and profitable. Synergy Advantage Group Inc. Founded on the principals that there is a better way of doing business, with the right attitude we can help companies reach the next level, and beyond. The Synergy Team understands that superior perfomance and value is critical to our growth and profitability and our clients. The cheapest option can often turn out to be very expensive indeed. Synergy hunts out ways of reconnecting sustainability with value for money. The average company might just be wondering how the simple process of buying services became so fraught with complexity. Spending their money wisely - to maximize the corporate good - and getting value for money does not sound like it ought to be hugely difficult. Yet these two ideas - wise choices and value for money - have become the battleground of sustainable procurement. "Sustainability demands that people are guided by a longer-term and wider perspective," Using value for money to make the business more sustainable is the vision that started Synergy. As a partnership firm, Synergy enjoys the availability of professionals that will share ideas, knowledge, develop skills and abilities and help each other grow. When you experience an individual from our company, you have the entire team looking out for your best interest. A "Partnership" with Synergy allows us to share our full range of abilities and our enthusiasm with you. Synergy's programs, products and services have a common theme and a common vision that ensures all of your programs deliver the very same message. We can provide and manage an entire corporate package. We pride ourselves in our ability to; not only meet and exceed the expectations of our clients; we anticipate their needs as well.
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