18 Nov How Your Company Culture Puts Employees At Risk
They say that employees are a company’s greatest asset. And, for many businesses, they’d be right. It’s the ideas and the talents that your staff has that truly makes your company what it is today. But with bad management, that asset can be put at risk. Cultures at companies can change. And soon, safety slips down the list of priorities. There’s only one place where things end when that happens: disaster.
We all know what it’s like to work in a company where managers and employees have a bad attitude to safety. People get hurt, and those that want to do the right things get sidelined. Here’s what to do to turn the culture around in your place of work.
Check The Character Of The People You Hire
Culture is all about the character of the people who work for you. If you hire people with great characters, you’ll have a great culture of safety at work. If you hire people with poor character, standards will inevitably decline. To make sure that you hire the right people, focus your interview questions on matters of integrity. Don’t just ask them about their CV and their past experience. Get them to share with you times they’ve helped other people and when they’ve used their judgment. Ask them to tell you a story about their ability to help others and how they make decisions.
Inspect Your Equipment On A Regular Basis
According to the BLS, around 35,000 people a year are injured by machinery. People suffer fractures, amputation, and lacerations. Often, they have to spend weeks, if not months off work recovering.
Ensuring that you have safe machinery is a top priority for your business. If you aren’t an expert on the machinery you use, look for expert help. Maintaining machinery and ensuring that it is safe saves businesses from litigation and absentee costs in the long term.
Have Regular Check-Ins With Employees
Steven Hanson is a restaurateur. He realized that employees who were not happy were more likely to be at risk of accidents. He decided that he needed to organize a form of check-in service where employees could talk to managers. Each morning he asked employees to rate their happiness from 0 to 5. If they gave a score that was three or below on two consecutive days, Hanson got a manager to talk to them. He realized that his employees were his business, and if they weren’t happy, he needed to do something about it. Not improving the morale of his employees simply wasn’t an option.
Create A Safe Environment
Bad safety cultures are usually traceable back to one thing: a repressive environment. Workplaces that don’t encourage conversation between employees and management tend to fare the worst. Why? Because employees feel like they can’t approach managers with their concerns. Samantha Ettus, a Forbes contributor, suggests that employers should behave more like responsible parents. She’s not suggesting they should mollycoddle their employees. Instead, she’s saying that they should eliminate the fear of ramifications if an employee reports a problem. Staff shouldn’t have to bury their concerns deep below the surface.