DEVELOPING A SAFETY CULTURE Brent Hilliard Jackie Winters

DEVELOPING A SAFETY CULTURE Brent Hilliard & Jackie Winters

WHAT DOES “SAFETY CULTURE” MEAN TO YOU? 2 Rigid Rugged Resilient

Safety culture Refers to a shared set of beliefs, norms, attitudes, and social and technical practices within an organization. The primary concern is to minimize the exposure of employees, managers, customers and members of the public to unsafe conditions. 3 Rigid Rugged Resilient

HOW DO WE GET THERE? 4 Rigid Rugged Resilient

WHO NEEDS TO BE INVOLVED? LETS PUT THE PUZZLE TOGETHER OWNERS / EXECUTIVES UPPER MANAGEMENT Region Managers CEO’s / Presidents General Managers 5 Rigid Rugged Resilient MIDDLE MANAGEMENT SUPERVISORS Production Man. Foreman EMPLOYEES Leadman

OWNERS / EXECUTIVES UPPER MANAGEMENT Region Managers CEO’s / Presidents General Managers 6 Rigid Rugged Resilient MIDDLE MANAGEMENT SUPERVISORS Production Man. Foreman EMPLOYEES Leadman

OWNERS / EXECUTIVES • CEO’s/ Owners / Region Managers • Involved with leading the entire business • Interaction with employees is very limited • Minimal exposure • Rely on motivation • Developing the roadmap OWNERS / EXECUTIVES CEO’s / Presidents 7 Rigid Rugged Resilient

THE GOLDEN CIRCLE https: //www. youtube. com/watch? v=IPYe. Clt. Xpxw “People don't buy what you do, they buy why you do it. ” 8 Rigid Rugged Resilient

THE VISION 3 FACTORS: • Inspiring • Does it motivate? • Believable • Is this attainable? • Statement • Not a result. 9 Rigid Rugged Resilient

THE VISION Vision 1: “We will achieve zero injuries by the end of the year. ” Vision 2: “Our mission is to create a safe work environment that influences the attitudes of all who enter our production sites and send a message of intolerance to taking risks that could lead to workplace injury. We are dedicated to developing an attitude of elevated awareness in regards to our current Safety standards. ” 10 Rigid Rugged Resilient

EFFECTIVE LOGO 11 Rigid Rugged Resilient

UPPER MANAGEMENT • Regional Managers / General Managers • Involved with core aspects of the plants operation • Limited interaction with plant employees • Couple time a week/month • Meaningful interactions • Share core information about the business UPPER MANAGEMENT Region Managers General Managers 12 Rigid Rugged Resilient

LEADING INDICATORS • Leading Indicators • Input oriented • Hard to measure • Easy to influence • Common Leading Indicators • Safe Behavior Observations • Near Miss Reporting • Weekly/Monthly Safety Meetings • Site Inspection Scores • Job Task Analysis reviews 13 Rigid Rugged Resilient

LAGGING INDICATORS • Lagging Indicators • Output oriented • Easy to measure • Hard to improve • Common Lagging Indicators • • 14 Lost Time Injuries (LTI’s) Total Recordable Injuries First Aid Injuries Hearing Shifts Rigid Rugged Resilient

SMART GOALS Production • Production Managers will participate in at least two safety meetings a month and hold one Safety Stand Down by December 31 st, 2018. • Departmental Supervisors will lead one Safety Behavior Observation a month focusing on an unfamiliar process in the plant during the calendar year. 15 Rigid Rugged Resilient

MEANINGFUL INTERACTIONS HOW TO MAKE THE MOST OF SITE VISITS: • Schedule time with Plant Supervisors • CAP’s • Indicators • Personal Development Goals • Be Visible • Form a Safety Behavior Observation team • Communicate • Listen to Employee’s • Give a Safety Meeting 16 Rigid Rugged Resilient

FIND YOUR FIRST FOLLOWER https: //www. youtube. com/watch? v=f. W 8 am. MCVAJQ • A Leader without a Follower is just “out there” • Its only when the First Follower is convinced to come in that there is a leader • A person with a goal who partners with a follower is a leader with credibility • When enough followers follow, there is a tipping point • At some point, if you don’t participate, you are an outcast • New Followers follow Followers and not the Leader 17 Rigid Rugged Resilient

MIDDLE MANAGEMENT MIDDLE SUPERVISORS MANAGEMENT • Production Managers / Foreman SUPERVISORS Production Man. Foreman • Directly involved with day to day operations • High interaction with plant employees • Developing relationships • Enforcing the message • Obtaining buy-in • *Toughest Level* 18 Rigid Rugged Resilient

How would you like this to be your first day on the job? https: //www. youtube. com/watch? v=1 y. Lu. QEp. R-Js 19 Rigid Rugged Resilient

ASK YOURSELF? Are you involved or are you committed? You are responsible for the most important thing in your company – the people. 20 Rigid Rugged Resilient

ASK YOURSELF? Do you have commitment at all levels? * Owners / Executives? * Upper Management? * Leadmen / Employees?

2 R i 2 g i d R u g g e d R e s i l i e n t ASK YOURSELF? How have you empowered employee commitment? • Promotion? • Title? • Pay Raise? • Accountability? • Responsibility?

2 R i 3 g i d R u g g e d R e s i l i e n t HOW DO YOU SPEND YOUR TIME? • Are you busy doing paper work and administrative duties? • Do you have an open door policy? • Are you out on the line? • Do you know your people at every level?

BE PHYSICALLY PRESENT • When you are physically present you can communicate. • You get to talk to people face to face and understand their concerns and actions • Recognize the challenges/hazards • YOU influence your safety program YOU BUILD THEIR TRUST

ARE YOU A GOOD BOSS OR A BAD BOSS? https: //www. youtube. com/watch? v=Lc 3 xxp. QW 67 c 25 Rigid Rugged Resilient

EMPLOYEES • Leadman • Being the First Follower EMPLOYEES Leadman • Understanding the importance of the message • Being involved in programs • Asking questions • Challenging Middle Management Supervisors • Communication 26 Rigid Rugged Resilient

HOW CAN WE GET EMPLOYEES INVOLVED? 27 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT • Eyes open mentality • Looking for unsafe acts or processes • Open lines of communication with Supervisors • Avenues to report • Education of Safety Programs 28 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT • Identifying anything (including practices or procedures) that has the potential to harm the health and safety of a person. • Always focus on job task before hazard occurs 29 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT • Get all employees involved in recognizing common hazards and hold each other accountable to use appropriate work method. • How do you do that? Safe Environment Safe Employees Identify Hazards Educate Control Hazards Motivate 30 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT What are your Enemies of Safety? • Falls – Same level or elevation • Overexertion – Strain, Repetitive • Environmental Conditions • Struck – By or Against 31 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT Two Simple Questions for Falls: • Is it meant to be stood on? • Are their slip/trip hazards? 32 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT Two Simple Questions for Overexertion: • Are you trying to lift or move something that is heavy or awkward? • Are you using excessive force? 33 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT Two Simple Questions for Exposure: • Are you wearing your Personal Protective Equipment? • Are there any unusual working conditions? • Hot • Cold • Chemicals • Noise 34 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT Two Simple Questions for Struck By: • Are you in the “line of fire” in the event that something happens unexpectedly? • Where are your hands? 35 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT What to do as a Supervisor: • Educate and motivate your employees • Hold them accountable. • Determine what hazards have caused the most injuries in your location. • Communicate, Communicate GET OUT THERE – BUILD COMMITMENT AND TRUST 36 Rigid Rugged Resilient

EMPLOYEE INVOLVEMENT Don’t Forget Your Friends of Safety • Positive • Reinforcement • Opportunities Know your employees – Coach them to not be a referee. 37 Rigid Rugged Resilient

38 Rigid Rugged Resilient