ppt课件-creatingapositivesafetycultureandoutstandingsafety.pptVIP

I would hope most everyone has some type of onboarding in place. Do you do this personally? I have found that setting someone down in a room with a DVD, VHS or other non-personal means doesn’t get the point across. We have to be personally involved when going through orientation! That shows care and concern, you will learn a lot about where the new hire has worked, and that interaction gets them immediately on board with your culture! Training is another big one that was not happening in either location. Once we put in place monthly formal training the tide started shifting. Get good information, know who will be there as you may need to tweak style a little (though managers many times want to see and hear what the workers are hearing, too). With this current generation of workers in the 20’s, they are used to video game carnage. I term this group the Invincibles because they hit a reset button and get another life! Not in real life, though. So my strategy here was to shock them. Graphic injury photos, so it can sink in, are best. It may be something they normally do without thought. Now they have something to think about! * When we measure our results we can make the workers the champions of change! Showing the results of their work – and I mean that, their work – is a great way to have them buy-in to the improved work culture. Coaching is a better way to help make change instead of busting someones chops. As a coach you always need to find something positive about the actions you just witnesses as unsafe. This is how the Positive Sandwich works: ‘Hey Judy, I noticed you were cutting away from yourself and that’s great! Pushing danger away from you is a great way to keep from performing a self-appendectomy! Then you come in with the correction; ‘I also noticed you were not wearing a cut resistant glove on your free hand. You know why that’s important, right?’ Let them tell you why and make any corrections if they get it wrong. Then thank them