How do staff view your safety ethic?

How you think you’re communicating the safety message and how staff are receiving that message can be very different. Why does it matter and how can it be improved?

Safety culture

You think you understand your workplace safety culture but because it’s complex and largely intangible, its hard to measure. Unlike cash flow and sales, it’s not something you can easily quantify. However, safety culture is in fact a key contributor to the health and success of any business.

Saying what you do

If you are saying one thing, e.g. “Safety is our number one priority” and then seen to do the opposite, for example ignoring safety rules to get a high-pressure order ready on time, the message being sent to your staff is mixed, potentially compromising health and safety.

Doing what you say

Critically analyse your health and safety approach using our new self-audit checklist (above). Reflect on your approach towards health and safety, score your business and make it a measurable performance indicator so that you are not simply paying lipservice to safety.

How do you think you’re doing?

Complete the checklist answering questions such as “ Do I allocate dedicated time to health and safety on a daily basis? ” Be honest in your answers, one meaning rarely to five meaning always, and use the results to reflect on the actual message you may be sending. If you record a high score then you think you are sending a strong safety message, but if you score in the lower range you need to invest more time and effort in safety. But how do you know if your staff agree with your assessment?

How do staff perceive you?

The way that you think you project the safety message and the way your staff think you do may be very different. So rather than just rely on your own self-audit ask your staff to complete the same checklist, but instead of answering questions about themselves, they will be scoring the business, or the person who is responsible for their safety, such as a line manager or supervisor.

Tip. Ask staff to undertake this audit anonymously, as you will be more likely to get genuine feedback.

Tip. If you have a high number of staff, select a cross-section of your team to complete the checklist.

Tip. Asking your staff for their opinion on your communication skills and attitude involves them and demonstrates your personal commitment to continual improvement of safety in the workplace.

Interpret the results

Collate the answers and average the scores to compare their results against yours. If the results are similar it demonstrates that you are self-aware of your safety conduct, but if the results differ it shows that what you think you’re projecting is actually different from the way your staff see the business. For example, you may feel you talk safety every day but your staff may think you only really discuss it when there’s been an incident. This would mean that your staff think you are reactive and not as proactive as you think you are. Any gaps in the results will give you an opportunity to reflect and improve, avoid complacency and strengthen your culture.

A self-audit will help you identify how you are driving health and safety culture and what changes you may need to make. Involving your staff and getting their feedback will increase awareness of how you lead safely. It demonstrates your commitment to continual safety improvements and developing or maintaining a positive safety culture.