In the past, many companies have included safety incentive plans in their workplaces. These safety plans are usually considered as additional compensation plans, rather than safety approvals, and convince employees that they are entitled to these compensations. Once employees are rewarded, they will lose interest and return to unsafe habits. These plans have attracted the attention of employees eager for cash compensation.
These safety plans encourage employees to develop safer working habits, but there are also some obvious shortcomings that management can hardly ignore. The management cost of these projects is quite high, and it is difficult to prove that the ROI is reasonable.
In the late 1980s, employers began to seriously consider alternatives and strive to improve safety incentive plans in order to pursue better and sustainable work safety. Cash rewards are replaced by gift cards, and it is hoped that gift cards can lead to long-term behavior changes. However, gift cards did not continuously affect employees to encourage workplace safety.
Soon after, the game element was introduced to help employees pay more attention to it through publicity and exaggerated advertising. But almost no one gets compensation, which will disappoint employees and lose interest.
What have we learned from past experience
After some data analysis, many organizations found that well-designed security incentive plans can bring good returns on investment and keep employees involved for a long time. They found that project management should be eliminated or reduced as much as possible. The introduction of online and mobile security incentive platforms helps reduce management.
Compared with the system with long reward interval, the reward plan with higher reward frequency has proved to be more effective and effective. A successful program includes both the individual and target segments to ensure that the program attracts and motivates all employees.
Projects should encourage employee trophies rather than cash and gift card based alternatives to avoid entitlement issues and potential tax implications. Facts have proved that multi-level incentive system can stimulate employees’ enthusiasm. The sense of achievement of getting rewards in the process of moving from one level to the next helps the project get excited over time.
The modernization of safety incentive and certification programs helps companies develop a sustainable workplace safety culture with minimal overhead and reporting. They can now establish a strong workplace safety ethics at any time, minimize reports, greatly reduce accidents, and save many valuable lives. Use the tools and technologies of the modern world to help employees work smarter. This is the best time to realize modernization. Make life easier and focus your work on safety.
