A New Season for Relationships in the Workplace

March 11, 2024 By Leave a Comment

We are coming into a new season of nature with emerging flowers, nesting birds, new gardens, and sunny, warmer days.

It is a time of anticipation of all the new things emerging from the winter hibernation. There is excitement and anticipation in the air. There is hope for new things. Spring is all about change and renewal.

There is also hope for new relationships with our families, friends, and co-workers. The bright, warm sun warms us all.

Suppose we have a new season at work where we develop stronger, more supportive relationships among us. Just imagine the positive impact this would have. There would probably be a lot fewer people getting hurt and a lot less toxicity if our workplaces were filled with caring and support.

New Relationships

In our February blog post, I introduced the idea of a Cycle of Change, which I show here.

change comes about through work experience

How much stronger would this Cycle of Change be if we could work together in an environment of caring and support? What would the morale look like? Would we be looking out for each other and helping where we could? Would we have more open conversations about what is going on and how we could improve things? Would there be a lot less bullying, dysfunction, and workplace violence? Would there be less fear and anxiety? Would the level of understanding among all organizational levels be a lot better? Would conflict between the people on the floor and the supervisors be less? Would we be growing a more sustainable, stronger culture? Would safety and environmental performance be better? Would productivity, quality, cost effectiveness, competitiveness be better?

It is interesting to think that all these would improve by just working on supporting and caring for each other. How we chose to work together has a big impact.

There are a lot of “would” words written above. And this one is used pointedly…Would that we all could understand and embrace this fundamental of life: “We change through the work we do together.” Leaders, especially need to connect these dots!

working together means success

Making Our Choice

Who decides that supporting and caring are important relationships to work on? Who will make you work this way? Are the ideas of support and caring important to you?

If they are important, can you act on them and spread this way of working, one person at a time? Can you help, and support each other as you spread this way of working?

Each of us can make a positive impact if we want to. What do you want? What do you decide?

Call me at 716-622-6467 and I’ll walk you through how quickly and easily you can adopt this framework to your business, your team, your group.

Filed Under: Safety for Business, Safety Leadership Tagged With: , , , , , , , , , ,

We Change Through the Work Itself: It is not complicated!

February 10, 2024 By Leave a Comment

There’s a need for the crucial conversations to help the people in the organization to raise their awareness and identify ways to improve how they do their work together.

We often fall into routines, and skip thinking and talking about ways to improve things. Sometimes safety consultants are brought in to talk about the need to change the mindset of the workers and improve their safety culture.

I have a real problem with this approach.

The word “worker” sends a message that these people are somehow below us and maybe not so smart as we are. This is a terrible message. These people who are doing the work are really not much different than the rest of us. They have families, are paying their mortgages, paying their credit card debts, buying cars, etc. Most of the time they do their work safely and well. Why do we so often, at work, treat them as somehow inferior? In my experience, trying to fix and change someone’s mindset is a hard sell, meeting with resistance and often resentment.

Many of these “change” consultants offer various ways to change the culture, hoping that the people’s mindsets will also change. Most of these changes come across like New Years Resolutions. They sound good, but after a month or two, we drift back to our old habits and nothing really changes.

Change is a process and not a thing.

In my experience change comes about as we work together on something we need to improve, find better ways to do the work to make the improvement, agree on how we will do the work and then do the work. Change comes about through the experience of doing the work itself, together, and learning from that experience. The process looks something like this picture.

change comes about through work experience

This way of working requires open, honest conversations where everyone feels safe enough to share and contribute. As we learn together, amazing improvements begin to emerge. Visualize this as a learning helix. Each step lifts us from level to level.

The people who are close to the work have the best knowledge of what needs to be done. They do not have it all, so they need to talk with people outside the group like safety professionals, engineers, and others to be sure their ideas are the best they can be.

It will be interesting for you to talk together about these ideas. It would be fun to see how it works for you and your organization. Make a modest start and see what happens.

work issues can be solved together

As leaders in workplaces, we need to do better. Give me a call at 716-622-6467 or contact me via email and let’s talk about how you can do this – working with a real problem and genuinely involving the people – sharing their best to make it happen together.

 

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Safety Works When People Work and Learn Together

January 10, 2024 By Leave a Comment

The year 2023 was a busy and active year with all the increased business activities, increased construction, and lots of safety conferences.

I congratulate those of you who made progress in improving your company’s safety performance and had more people going home in one piece. It is a wonderful thing to know that you made a positive difference in someone’s life.

The safety challenges were difficult and relentless. The preliminary reports indicate that overall, the number of people getting killed or injured went up in most areas around the world, including the United States. There is so much to deal with like drugs, violence, the push for people to produce more and more with limited resources, more reporting, and the uncertain political and economic climate that is so distracting.

What sorts of changes can we all make in the way we are doing our safety work?

Just doing what we are doing, but harder and faster is not getting the improvements we need. Putting more safety people into the work may make a small difference, but not the step change we need to make.

when people work together safety works

My Learnings

One of the things I found that really made a big difference when I was working as a plant manager was going out among the people listening, talking together, getting to know them, and the challenges they had in doing their work. These are the people actually doing the physical work of manufacturing.

As a manager, sitting in my office, I had almost no idea about their daily challenges they faced in doing their jobs. I was also worried that they were getting various messages from me, the other managers, and supervisors that put them into a bind. They were struggling with messages like work safely but get the pounds out. They were unclear about priorities and goals. I think they were all trying to do their jobs as well as they could, but it was like working in a fog.

As we talked together, the messages got a lot more clear. I got a much better understanding of their challenges and difficulties. I could not do their jobs; I just did not know how to do their work. So, I started to ask them for their ideas about how I could help them in doing their work.

It was slow at first, but as trust began to build, a lot of good ideas emerged. Many problems they could solve themselves, so I encouraged them to talk together and figure out a good solution. If it was safe and workable, then let’s try it a see how it worked.

A Deep Learning Developed

I did not know how to do the Level 1 work where the actual manufacturing tasks took place, and they did not know how to do the Level 2 work that I was doing. We lacked the experience, information, and knowledge that we each had. All I could do was to ask the people how I could help make the systems better so their work went better, and the people could ask me about the things that I was saying to make the messages and goals more consistent and clearer.

The frontline people got a lot better at doing their Level 1 work and I got a lot better at doing the Level 2 work. As we worked together improving our Level 1 and 2 work, we also talked a lot about the importance of treating each other with respect, really listening and learning together. We learned to help each other better, talk together better, and learn better. These shared values were our Level 3 work and applied to all of us. We discovered that the values in Level 3 applied to all we did so that our work at Levels 1 and 2 went a whole lot better.

Over time, in working together like this for about 4 years, our injury rates went down around 97%, emissions to the air, water and ground went down about 95%, and earnings went up around 300%. All aspects of our work improved. We all did it together.

working safely together takes teamwork

For the New Year

I ask you to think about how you can begin to do safety differently and make the breakthroughs you want to make.

Workplace Safety is a Local Issue

Improvements in the safety performance (fewer deaths, injuries and incidents) is a local issue. These improvements have to be made by the people working in the particular jobs and activities. Ideas and edicts can come down from on high, but they do not make the place safer. If they could, we would already have injury-free workplaces.

The people, working together, as I described, make the difference. The work has to apply to the specific work and tasks by the people who are involved at Levels 1, 2 and 3.

When people at the facility level decide to work this way together,
amazing things happen.

Let’s have an amazing year!

My offer to you: Give me a call (716-622-6467) so we can talk together about working at Levels 1, 2 and 3. Let’s see what happens.

Filed Under: Safety for Business, Safety Leadership Tagged With: , , , , , , , , ,

The Focus on Safety Situations is Not Working Well

November 10, 2023 By Leave a Comment

Each day I read in various news reports and items about different safety situations and people getting hurt or killed.

It is rare that there is no report of a fatality somewhere.

These are real people getting killed doing their work. Most of these incidents are not new. Things like a boiler explosion, a grain silo explosion, a train wreck, someone caught between things, someone falling, a crane tipping over, a fire in a refinery, a boat accident, and I could go on and on. It is very sad to think of all the families, their losses and suffering.

The technology is there to avoid most of these situations. There are often safety people somewhere around the incident. Presumably there are supervisors around. Most of these incidents are not occurring with people who are working alone. Who is paying attention?

Tool-box sessions at the start of the day help some organizations.

Training is advocated by a lot of people. Some safety professionals look closely at the causes of these incidents. Sometimes the employer is cited by OSHA or fined. Some states pass new laws to try to force better compliance. All this is focused at things and situations, and not having the positive impact we all want.

Partnering with the People

All this safety stuff, the good and the bad, occurs through people. Most people want to be engaged and involved in their own safety…if anyone will listen. Many people are angry and cynical about safety because no one listens and just imposes the rules. Meaningful conversation is missing.

safety is about teamwork

One of the top reasons the OSHA cites organizations is the lack of proper hazards communications.

Hazard Communicating is a core element of any OSHA safety training compliance program, yet it has often been trivialized. You would think that supervisors and safety people would utilize the HazCom opportunity to converse with employees on a regular basis – not wait for an annual review.

Hazards are in the workplace; people need to understand the hazards and Management needs to create the conditions for meaningful, respectful conversations to occur. The conversation avenue for partnering is right there – among our people, not only about hazardous chemicals, but about all safety concerns…all people concerns. Why is there this level of disrespect for the people doing the work? Who cares? This is not difficult work. It takes commitment and time, but aren’t these both worth doing to save a life?

As I engage with people about their work, they are usually quite willing to talk about it, and often have good ideas about how to improve the situation. I have found that in talking together to explore what is the best way to do something, the people get quite interested and pay a lot more attention to what they are doing. Talking with the people, listening, and learning together results in a lot fewer injuries and incidents.

Our safety efforts across the various industries needs to shift to working with the people. We need to help people do things right. We do not need new safety philosophies; we need to be with the people, talking together, listening, learning, growing, and releasing our skills and insights to really make a difference to improving workplace safety.

All of you can walk among the people in your organizations, talking together, listening, learning, and doing together. Try it for 20 minutes a day, every day, for a few months and see what happens. What do you suppose you will begin to see and hear?

Changes Before Us

Change is a time when the possibility for getting hurt increases. By the time you read this, we will have shifted back to standard time. Daylight hour will change. Conditions around commuting will change with different hours and day light.

Some people will be extra tired until they adjust to the different hours. Work conditions may change. Our weather will be getting colder, often wetter, and slippery. Our windshields will need scraping, so we need to start a little earlier.

All this change, the bigger and the smaller ones, will cause us to be more alert and focused. Please pay attention to yourself, others and come home safely each day.

Below is a link to a short recap video on Hazards Communication. As you watch this, count how many opportunities you are provided with daily to:

1) Talk up general and/or chemical safety
2) Converse respectfully with an employee about the work
3) Respect and honor the individual and the task being done

Communicating is a huge key to Partnering in the Workplace. HazCom communications lend an excellent start for meaningful conversations across the board.

Hazard Communication Training for General Industry
from SafetyVideos.com

Filed Under: Safety for Business, Safety Leadership, Safety Partnership Tagged With: , , , , , , , , , , ,

Close Up: YOUR Safety and YOUR Security in the Workplace

October 10, 2023 By Leave a Comment

It is a nice exclamation mark on my day when I’m asked to participate in a blog-talk radio show on topics I’m passionate about: Safety and Security in the Workplace.

On October 2nd, I was interviewed on Close Up Radio by host Jim Masters.

Below is the gist of the broadcast, and while everyone has a crucial and personal role in workplace safety and security, leaders have an even higher level of responsibility and accountability.

Consider this: Employees in the public and private sector are extremely apprehensive about workplace violence. Over the years many incidents of terrible injuries and fatalities have occurred from active shooters and other homicides which has become shockingly all too common. Whether physical, psychological, or sexual, workplace violence is a major concern for employers and employees. We are all entitled to a safe and secure workplace – All of us! The responsibility for preventing these tragic occurrences falls directly on the leaders who must adopt a different mindset and decide on the best approach to commit to the business and their people.

security and safety in the workplace

I shared that leaders play a critical role in creating and maintaining a healthy work culture. Leaders need to lead by example in creating a supportive and inclusive environment. That is why in my previous work as a plant manager in chemical plants and now, as we consult (Nagele, Knowles and Associates), we prepare leaders to improve employee engagement and retention. Because an intentional, highly engaged workplace results in employee satisfaction where a sense of community is established, and the business and the people thrive.

Respect is one of the most important traits in the workplace because it creates a positive work culture, promotes teamwork, productivity, and collaboration. Treating people with courtesy and kindness should be the standard in any workplace. Examples of respect in the workplace include listening to one another’s opinions and conversing with an open mind so we build nurturing relationships. It is also about insisting on good behavior across the board – codes of conduct and respectful workplace policies are necessary for eliminating dysfunctional workplace behaviors like bullying, and harassment of all kinds.

Respect is essential for leaders to build connections.

Leaders are in charge of making certain that all employees feel valued and that each has voice, so they feel like part of the team.

How leaders and workers treat each other by interacting respectfully is critical. Effective leaders model this behavior and set the example resulting in more respect being shown by employees. It becomes a genuinely good place to work with increased job satisfaction where employees work well together and stay productive, boosting the company’s bottom line. Foster a culture of respect and you will create a safe working environment where they will feel emotionally safer, happier, even in these challenging times.

If you’d like to hear the broadcast in its full form, here is the link.

Richard N Knowles on Close-Up Radio

Always willing to answer your questions – Call me at 716-622-6467.

Filed Under: Safety for Business, Safety Leadership Tagged With: , , , , , , , ,

Teen Injuries for Young, Inexperienced People at Work

August 10, 2023 By Leave a Comment

I recently saw several reports of teen injuries or teens being killed at work.

All these deaths involved young people working in dangerous environments like logging and heavy equipment work. It is sad to have any person killed, especially a young person with all their life ahead of them.

But these are not the only places where young people get killed. They are often hired to do basic tasks in unfamiliar environments. They do not know the potential of serious injuries from fork trucks scurrying about, or logs being sawed, or cardboard compactors, or woodchippers, or other moving, dangerous activities. Many get put into these new jobs with little safety training. They think that bad things will not happen to them and take dangerous risks. Their understanding of safety is usually very sparce. These young people are very vulnerable. And it is unconscionable that adults are willing to put these vulnerable youngsters into such situations.

teen work injuries

With the heat waves we are experiencing, they probably do not understand the dangers of heat exhaustion. They may be assigned to work in a closed warehouse, a truck, or other confined space where the heat dangers can be very high. I have a young friend who just started with a package delivery company and was out making deliveries. He was very active and darting in and out of the hot truck to deliver packages. The sun was blazing. He knew he was getting tired but did not know the dangers of heat exhaustion. He became dizzy and threw up but tried to tough it out. He wound up in the hospital.

Newcomers Need Our Help

All of us who know our workplace understand the hazards and know the safety procedures necessary to help these young people. For many of us, these newcomers may seem like they are from a different world. Their work ethics may be strange like thinking it is okay to be late for work or to not follow safety rules.

We need to reach out to them and give them a hand. They need guidance and help as they enter our strange, new world. It helps to talk with them about the work, the expectations, and rules in a way that makes sense to them. We need to sit together with them and talk about this new world they are entering without putting them down or making them feel stupid. Tell them some stories about incidents that have happened. Show them, with hands on, the things they will be doing. Show them where they can find help if necessary. Maybe assign them to an experienced person who cares about people and who can help them get established. Make sure that they have the safety equipment they need. We should not baby them in the process, but make sure that they have the information they need and know the people to whom they can talk if they need help.

It is important to let them know what the standards and rules are so they can clearly understand what is expected of them. We need to be sure that they understand the language we use. Be careful with all the acronyms since they will sound like a foreign language to them.

We, as leaders and managers, have a great responsibility to
these young people and their families to really help them.

The plant manager of a big sugar mill where I was doing some safety work shared a powerful, sad story with a group of men with whom we were working. He asked the men if they remembered what happened to Joe, a mill operator, when he was so severely injured. They all remembered Joe’s tragic accident. The plant manager then told them about visiting Joe in the hospital. Joe’s parents were there also visiting. At one point Joe’s father turned to the plant manager and said, “I trusted my son to you and the company and look at what you did to him!”

Let’s all help the young people coming into our workspaces,
and never have to look a grieving parent in the eye,
apologizing to them for having failed them.

teen work injuries and workplace safety

Leadership

When I was a Plant Manager, I did not work directly on safety issues. My focus was on the people and our relationships together. I spent hours every day talking with people all around the plant about things that were happening, how the business was doing, and some of our challenges. Safety often came up, and we addressed it as we went. Many of them began to take the initiative to identify and solve their own problems.

I felt it was important for people to know what was going on around them. I did this with respect, listening, asking them how I could help them, what problem was bugging them, and how we could improve things. I worked hard to let them see that I genuinely cared and built trust. Sometimes I would have to apologize for something I had said or done unintentionally. I also wanted them to see that they were an important part of the whole plant and were making a positive difference.

Sharing information, listening, and building trust, and helping people to see that their work (including their safety) was important and both their work and integrated safety connected to my leadership work. As I did this every day, things changed and the whole culture shifted. Our total performance significantly improved and in just 4 years we cut our injury rates by 97%. Then they sustained this for 19 years.

Why am I emphasizing this?

Because safety attention is integral to all work…and all work gets done through people…People do their best work when they understand the whole picture, and caring, authentic leadership (listening, sharing information, and building trust) are the absolute essentials to extraordinary outcomes.

Filed Under: Safety for Business, Safety Leadership Tagged With: , , , , , , , ,

The Culture Wars

July 10, 2023 By Leave a Comment

Our country is being pulled apart by people at both ends of the culture spectrum.

The political parties and most of the candidates are engaged in this hateful act. Over and over again they say and do things that are far out and of little use to anyone except the big internet companies who make money by getting people to click on something. People in other countries with whom I talk are amazed and wonder what we are doing to ourselves.

culture wars in the workplace

This is not just spoiling much of the public discourse; it also is poisoning our discourse at work. It is very risky to bring up something that may be controversial because arguments may break out and everyone gets angry. The pace of work slows down or even stops. Safety incidents are more likely to occur as people lose focus on their jobs. The culture of the organization gets broken down such that people stop talking together and learning stops.

There are many organizations that offer consultants to come into fix things as if culture is a thing like a car that we can take to the auto shop to fix something. Culture is not a thing.

In my view, culture is the outcome of the collective behaviors in which the people engage in their organization.

Here are some ideas about culture to think about:

  • Does your organization have a culture of respect and trust where people can come together to learn, share ideas, help each other, try new experiments, grow, and create new things?
  • Does your organization have a hard, top-down driven culture where directives and orders flow downward with little or no feedback?
  • Does your organization have a culture where things are so disorganized that no one seems to know what is going on?
  • Does your organization have strong silos of various experts who don’t talk and protect their territory with a vengeance?
  • Does your organization have different business objectives, often conflicting with one another so no one is working for the greater good?

When consultants are hired to fix these sorts of problems, they usually fail. They are working at the wrong end of the process. The culture is the collective outcome of what we are doing.

Shifting the Culture

When Richard N. Knowles and Associates is asked to come into an organization we come with questions and create a safe space for people at all levels from across the organization to come together to solve their complex problems.

Most organizations have about 85-90% of the information they need to solve their problems. So when they work together on an opening question like, “How do we make this place better and more effective?” in a space that is safe to be open, to share, to listen, to explore new ideas, to explore old ideas in a new way, to learn together, lots of new possibilities emerge.

They co-create their agreements about how they want to work together like helping each other, telling the truth, treating each other with respect, working for the greater good, apologizing for mistakes, sharing all information and building trust. Since these are co-created by all the people, they hold each other accountable and learn. As they come up with things that they want to do to address the opening question, they form teams to address them and work on them.

As people begin to work together in a new way that they have co-created, the culture begins to shift to one that is vibrant, safer, more productive, and healthier.

culture wars in the workplace

In our workshops, all these ideas which the people come up with are written onto a big poster which they put in their workplace so everyone can talk about it and keep it alive.

All their work needs to be kept visible and open for sharing and upgrading as conditions change. Everyone from top management to those working below needs to be a part of this process.

We have done this in many organizations of all types, and the process always works as long as the people are willing to talk together, learn and make things happen.

A vibrant, new culture quickly emerges from doing real work together this way and is sustained by posting their chart and continually talking together about it.

For example, in working with the City of Niagara Falls, NY, the Mayor and her leadership team cut $16,000,000 out of a $62,000,000 budget (24%), improved services and ended up with a $4,000,000 fund balance in their first term.

Please give us a call at 716-622-6467 or go to RNKnowlesAssociates.com to learn more.

Filed Under: Safety for Business, Safety Leadership Tagged With: , , , , , , , , , ,

The Stockholder Revolt at Dollar General

June 12, 2023 By Leave a Comment

I just saw an interesting safety item in my morning safety alerts about the Dollar General Stores.

If you have been paying attention to the safety news, you know that Dollar General is under a lot of scrutiny from OSHA over their very poor safety and injury performance. They have been experiencing a lot of safety violations, accidents, and deaths.

dollar general stockholders

When I go into a Dollar General Store, it is amazing to see all the variety of things that I can buy. They are the modern-day version of the old country general store. They are quite popular and new stores are springing up in many communities around the US. They really seem to focus on pleasing the customer with all sorts of things we most need and want. In just looking around their stores, it is hard to see why they are having safety problems.

Their safety problems are not usually in the front of their stores, but rather back, behind the scenes where new merchandise in being delivered and empty boxes and other wastes are being disposed of. They have mobile equipment like fork trucks and push carts to help unload their delivery trucks, move heavy pallets of goods around and restock shelves. They also have trash compactors to crush and bail cardboard boxes to make them ready for the paper recyclers to pick up.

Slow moving, heavy equipment is dangerous. The equipment is very heavy, does not make much noise as it is moved around, and is easily overlooked by other workers. There is a lot of history of people being maimed or killed by equipment like this. There is also a lot of training that needs to be done for everyone who works around or with this equipment to keep them safe.

The cardboard trash compactors are also very dangerous and need to be carefully used by well-trained people. How many stories have you heard of people being caught and pulled into a compactor with tragic results? You must know what you are doing when using equipment like this. Do all their people get the training they need to do their work safely?

Dollar General tries to keep their labor costs as low as they can, so they keep their workforce at a minimum level. This means that their people are very busy and preoccupied with getting their jobs done. Do they take the time to have the people thoroughly trained and knowledgeable about the safety hazards?

you always have to think about safety

Very busy people mixed in with slow-moving, heavy fork truck and movers, and having to get the trash out of their stores as fast as they can is a very dangerous mix. In this article I just read, they mentioned that Dollar General has had 49 fatalities in the last 10 years. OSHA is pushing them hard to improve with little progress being made. Their board has not been very aggressive in improving the safety in their stores.

However, the Dollar General shareholders have had enough, and they have voted to over-rule the Board’s resistance, and to have safety inspections and audits in their stores. This is a powerful and great event of the shareholders deciding that killing and injuring people is wrong and that it is time do what is the right thing to do. This effort combined with the efforts by OSHA are very likely to have a major, positive impact on Dollar General’s safety performance. We’ll see.

Why am I emphasizing this situation at Dollar General? Because in your own workplace, there can be similar situations: crowded conditions, products and goods being rapidly moved around, housekeeping concerns, fork-trucks, and pallet movers, etc. Diligently adhering to the safety rules and keeping logistics running smoothly, while fully training your people – all come together for reducing the potential for injuries and incidents.

We can all take heed of this situation and learn from it!

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Are You Convinced that Working Safely is a Good Thing?

March 10, 2023 By Leave a Comment

What future lies ahead for safety?

The Winter 2022 HR Magazine has some interesting insights about looking into the future of work. While their focus is on Human Resources, we know that HR and Safety go hand-in-hand. The same future scenarios are coming for Safety Professionals and Leaders.

what lies ahead for safety in the workplace

The Covid pandemic and aftermath became an ugly reminder of how difficult it is to predict and prepare for the future. Yet that doesn’t mean that safety leaders shouldn’t think ahead – especially when there are no absolutes. Older, experienced workers are retiring, and the digital revolution continues. It is not too early to start thinking and preparing for new generations to be taking over or that effective digital training will become a necessity. It is never too soon to think about preparing employees to expect the unexpected…to prepare for what may not yet be known.

One quote that struck me (in this article regarding future training) was, “You’ve got to convince people why they need to do the work, and it’s not just ‘because you’re paying me to do it.’”

For decades, now we’ve been teaching our workers the “why” to work safely, so that they can go home at the end of their shift whole – with life and limb intact – eyes, ears, fingers, toes. The “why” becomes evident with every piece of protective equipment that is required…the last line of defense.

Convincing people that being able to go home to their families in the same condition as they entered the workplace is the goal, without being maimed, having long-term disability, or worse, a fatality in the workplace. That is the “why” that underscores workplace safety.

The next “why” is what we all should know as human beings…we grow, we develop, we learn, we solve problems…individually and together. There is much value to learn by experience, and to learn by training mechanisms that are most effective to the task, the job, the larger picture. Learning while doing work fulfills a natural need for personal and professional growth.

The final “why” is because our economy runs by money…we live the way we choose because we have money to spend on our own pursuit of happiness…when we work, we get paid; when we are paid we provide for ourselves and loved ones; we contribute to the economy in the system in which we exist.

Because of the changing futures (as noted above), Teamwork will become the new game plan. Healthy culture and trust will have to draw more focus. The article notes that scrums, sprints, and squads will be widespread as employers draw workers from all over the company and even from outside the organization to work on projects together. You’ll see a breaking away from hierarchical ways of working and putting people into these newer constructs. Putting together effective project teams is the way of the future.

stay safe and secure in the workplace

In safety, however, this is not new. The best safety improvement teams and trouble-shooting/problem solving endeavors have drawn from people across the workplace – where sharing ideas, prompting new innovations, and, ultimately, improving the safety of the workplace (system changes, process flows, etc.) spring forth from people who have knowledge of the concern, a relationship to what’s at stake, a voice and information to share, experience to convey, and an overall desire to make things better.

In safety, the “buddy” system is tried and true. Looking out for our workplace “brothers/sisters” – everyone – has been a mainstay to help ensure that people not only get the job done well, but that they get the job done safely. The individual “person” has a valued life – underscoring the “why our workplaces have to be safe, and work be meaningful.”

While signage in the workplace helps us with prompts to work safely, taking cues from those we work with, paying attention, having situational awareness for ourselves and others must be the norm. That’s not a bold prediction – that’s a bold requirement in my mind, for the present and the future of work.

We’re all in this together.

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Safety Isn’t Just Safety Anymore…

February 10, 2023 By Leave a Comment

What every Manager needs to know that OSHA and ISO already do!

It started out in 1970 with OSHA’s regulations to enhance Safety in the Workplace – the first leg of the Safety Stool, a.k.a. as Occupational Safety, exampled by preventing slips, trips and falls, requiring hearing protection, hand and foot protection, and eye-ware.

Then came the second leg of the Safety Stool, Occupational Health, exampled by preventing environmental/respiratory and ergonomic hazards. Then came Process Safety Management (PSM), exampled by what it takes to keep hazardous substances in the pipes, and which became an essential part of workplace safety with the comprehensive issuance of OSHA 1910 – the third leg.

All three legs are important and are critical for Safety professionals, HR professionals, Managers and Supervisors to embrace and for people to understand. Indeed, OSHA requires this attention to keep our people safe (life and limb) within the workplace.

safety in the workplace

Now, with this new decade of Workplace Violence rearing its ugly head, we know that we must add a fourth leg to the Safety Stool. Because attention to this 4th prong needs diligent awareness, it is now becoming paramount that every manager and supervisor be schooled in Situational Awareness:

  • What is happening around you?
  • What is happening between and among people in the workplace?
  • Where are your vulnerabilities?
  • Are you noticing the cultural dysfunction happening in your workplace?
  • Are you able to engage appropriately to find out what’s happening?
  • How do you address these dysfunctions?

The fourth leg of this stool is what is called Psychological or Social Safety. Another way to describe it is the psychological harm that comes with repeated bullying, harassment, incivilities, and dysfunctional behaviors, that leave workers dreading to go to work, or that increase the risk of home-growing an active threat/shooter, or having a suicide or murder in your workplace, let alone the bad press that comes with a highly publicized incident.

If no one steps in to stop bad behaviors when they are happening, they continue and escalate over time. Not paying attention to social risk manifests into psychological harm as the continuum of bad behaviors escalate in the workplace – and ultimately can impact people in harmful ways. Yes, OSHA is keen on this 4th leg of the safety stool, too, and wants to know what your business, company, organization, or team is doing about it. Prevention of Workplace Violence is the operative word.

What is Workplace Violence?

OSHA explains that workplace violence is violence or the threat of violence against workers. It can occur at or outside the workplace and can range from threats and verbal abuse to physical assaults and homicide, one of the leading causes of job-related deaths. However it manifests itself, workplace violence is a growing concern for employers and employees nationwide.

OSHA makes it very clear. Employers are responsible for ensuring that the workplace does NOT become a hostile workplace. (Bullying, harassment, and incivilities contribute to hostile environments). OSHA requires employers to provide a safe workplace for their employees…both physically safe and psychologically safe. This is covered by the General Duty Clause Section 5(a)(1).

Enter the new ISO Standard: ISO 45003 IS THE NEW INTERNATIONAL STANDARD (2021-06) – Occupational Health and Safety Management – Psychological health and safety at work – Guidelines for managing psychosocial risks. This new standard states that Management must be prepared to deal with violence that involves a person (employee, visitor, vendor), etc., losing control, without a weapon. This normally means dealing with psychological safety factors.

It is difficult to predict violent acts, so the Standard expects managers and associates to be vigilant. Report any concerns of erratic behaviors to supervision and HR as soon as possible.

Examples of violent behavior include but are not limited to:

  • Intimidating or bullying others
  • Abusive language
  • Physical assault
  • Threatening behavior
  • Sexual or racial harassment
  • Concealing or using a weapon
  • Anger
  • Tantrums

You get the picture. None of these types of behaviors belong in a workplace, thus the underscoring of new Respectful Workplace policies.

employees need to become stakeholders in their safety

At Nagele, Knowles and Associates, we understand the construct of workplace violence and how to identify it. It starts with knowing your inside culture (culture assessment) to understand where bullying and dysfunctional behavior is happening and how to stop it in its tracks. What is your workplace doing to ensure a Respectful Workplace? It equally starts with a physical security vulnerability assessment to understand where you, your site, your people are most vulnerable to a perpetrator entering your workplace to do harm, and how to deter that from happening.

The 4th leg requires Situational Awareness – that is the tip of the spear when it comes to the prevention of workplace violence…from the inside or from the outside! This holds true in the workplace, and in living our daily lives. Wake up! Be Alert! Observing, expecting, embracing, and requiring a Respectful Workplace is powerful for reducing those harmful dysfunctional behaviors.

Employees must become stakeholders in their own safety and security and develop a survival mindset as well. Vigorous prevention programs, timely interventions, and appropriate responses by organizations and their employees will contribute significantly to a safe, secure, and respectful environment. That’s what we teach; that’s what we do.

Want to know more? Check out our book “Guide to Reducing the Risk of Workplace Violence…the Absolute Essentials” available on Amazon. It has been labeled the “gold standard” – a comprehensive guide to reducing your risk of workplace violence happening in your workplace…from the inside or the outside or give us a call at 716-622-6467.

Filed Under: Safety Excellence, Safety for Business, Safety Leadership Tagged With: , , , , , , , , , , , , , , ,
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