1. Wouldn’t it be better if we did it ourselves, rather than hire a company to do it?

    There are many reasons why a do-it-yourself approach is less likely to be successful, but the main two are: There are a lot of components to consider when designing the program that will be the most motivational for each company, and getting all of them right is not easy. Questions of individual, team or group awards, grand prizes or small awards, money or prizes, points, catalogs, how often and how, include managers and clerical, and so on. It sends a message to your employees on how important safety is to the company when you bring in a professional company that knows how to design and run a great program. Right from the start employees are motivated to make safety their priority.

  2. I’ve tried Safety Bingo. Why would your program work any better than that did?

    There is little or no interaction with Safety Bingo – no chance to boost morale or talk about injuries. It is simply a gimmick, and if it works at all, it only works for a short time. Engage your employees! When you involve them and they participate in winning awards for being safe, safety becomes THEIR responsibility, and injuries go down. By the way, isn’t it a little insulting to tell everyone that their safety is your highest priority, then prove it by playing BINGO?
     

  3. Not all Safety Incentive Programs work. Why?

    Most Safety Incentive Programs rely on games, gimmicks, or manipulation. A Safety Achievement program is more comprehensive and reinforces a company’s safety culture. Our Safety Achievement Program is based on the following principles:

    • Engagement is the key. Posting the names of winners does nothing to foster teamwork, or provide recognition.
    • No games or gimmicks. Employees recognize gimmicks, and even if they work for a little while, they do nothing to establish a safety culture in the long term. A program needs to be all about safety, not bingo, with no other qualifications.
    • Visibility. The program thrives on visibility so we hold dynamic, interactive meetings every month without fail. If safety is really a priority, you need to demonstrate it by meeting frequently.
    • Positive peer pressure is a key, but peer pressure only happens if there is a desirable reward. Pizza parties are nice, but they don’t change behavior. There must be a strong potential reward that speaks to your employees, without breaking the budget.
    • Accountability means discussing any injury that occurs. We let the employees suggest how it could have been prevented. We don’t embarrass anyone, but we don’t let injuries go unnoticed, either.
  4. We have already tried our own internal safety incentive program, and it didn’t do all that much. Why would yours be more effective?

    Lack of engagement is why many programs fail. This is one of the greatest challenges for any organization, and we help you accomplish it! Simple plans like bingo or points don’t get people engaged. Our meetings are dynamic, unlike anything a company can create. Our meeting leaders are professionals, skilled at getting people involved in a positive, enjoyable way.

  5. I don’t believe in rewarding people for being safe. They should do this anyway!

    Yes they should, and in fact, most employees do. But not all of them. With our program, your most loyal and conscientious employees will be encouraging others to act more safely, for the benefit of everyone. Recognition and engagement are key components to a strong safety culture.
     

  6. What if top management doesn’t support your program?

    The program will be less effective if senior management is not behind it. The message is most effectively delivered when employees believe that everyone in the company cares about their safety. If we know that a company’s management team is not supportive, we must respectfully decline the assignment. We are dedicated to the same thing you are: absolute maximum results in the reduction of injuries and claims.

  7. I understand that getting employees to focus on safety could reduce legitimate injuries, but what about frivolous or fraudulent claims? How can you reduce these?

    Fraudulent claims are more responsible for breaking the system than legitimate injuries. Accountability means discussing every injury. When an injury that is not legitimate is discussed, it tends to shine a light of truth on the dishonest party. Our program encourages honesty, rewards conscientious behavior, and improves morale: all of which help to reduce frivolous and fraudulent claims. While it is not possible to measure exactly, the impression of many of our clients is that they see their greatest reduction in the area of fraud.
     

  8. I already have an Employee of the Month program. Is it the same thing?

    Programs like employee of the month or others like it recognize excellent employees. That’s great. But do they change the behavior of the employees that represent the greatest risk? The key here is understanding that there is a huge difference between a “reward” and an “incentive.” A reward is after-the-fact; like employee of the month, or a holiday bonus. An incentive influences behavior, and changes the way people act in order to generate a desired result. Our program is definitely an incentive.

  9. How do I know it will work?

    You don’t. It’s possible that your situation is so unique, that it is the one environment that won’t respond to our program. But that hasn’t happened yet. How sure are we that it will work? Here’s how we offer contingency pricing, paid on your results. If your workers’ comp costs don’t go down, we don’t get paid. Trust us, they will go down. See our results.

  10. Will an injury-reduction program discourage an injured worker from reporting a serious injury?

    Our programs are not tied to penalties. Instead, they celebrate success. They are designed to be more of a reward and pat on the back. We make engagement and recognition key ingredients to motivating success. Creating a positive environment, recognizing accomplishment, and establishing clear accountability work wonders. We deliver a clear message that we want no injuries hidden or covered up, and that teams will be penalized if that happens. Our goal is safe behavior, then prompt and complete medical care immediately when any injury does occur.

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