Behavior Based Safety the Right Way! Bashir Zayid Safety Services Consultant
Some Interesting Numbers • Almost 10,000 people have lost their lives in the Construction Industry in the Last 10 years • In 2011 over 61,000,000 Americans were injured in some type of accident • In 2011 almost 200,000 people died from accidents, injuries, and violence in the United States. That’s as many as the population of Des Moines • It is estimated that 100,000 Americans will die as a result of Medical Errors in 2012 (one every 6 minutes) • Almost 45,000 will die in Traffic Accidents • Accidents at home will claim over 19,000 lives • Accidental cost the American Health Care System 129 Billion Annually
Is Your Company a “SAFE” Organization? • Yes, Very Safe • Yes, Somewhat Safe • Not Overly Safe or Unsafe • No, Somewhat Unsafe • No, Very Unsafe
Does your Current Organization Use Behavior Based Safety? • Yes • One of My Previous • No, but we are Considering It • No and it Hasn’t Been Considered Yet • No and it NEVER will be Considered
Types of Discrepancies* Performance Discrepancies 92% Knowledge Discrepancies 2% Equipment Discrepancies 6% * LMI/General Industry data
A Fundamental Question • Why do Employees Work Safely? • What is Wrong with the Basic Motivation?
Some Behavior Based Safety Results • After 1 year 25% - 40% Reductions in injuries • Improves Safety Culture • Enhances Productivity • Turnover/Attrition Reduced • Increases Morale • Other companies (RCI Customers) 65% to 90% • Behaviors that LEAD TO Unsafe Conditions Improve Dramatically!!!
A Antecedent B Behavior C Consequence The ABCs of Human Behavior
Two Types of Antecedents Hunger, Fatigue, Aggression Stop Signs, Neon Lights, Volume Controls Controlled (artificial) Antecedents Unsolicited Put in place to deliberately influence ourselves or others Are generally less effective than natural antecedents (15%) Can become natural with enough time to associate (classical conditioning) • Natural Antecedents • Generally Helpful • We have very little control over when or how they are generated • Much of our lives are focused on controlling the responses to these antecedents
ANTECEDENTS • Occur before behavior • Communicate expectations • Provide instructions • Cue behavior
Some Examples of Antecedents…
BEHAVIOR • Desirable Behavior • job behavior which meets expectations and requirements • complies with all safety rules all of the time • Undesirable Behavior • job behavior which does not meet expectations and requirements • fail to comply with all safety rules
Are either Positive or Negative for the behaviors Predict the probability of future behavior Occur after the behavior Are too powerful to be left to chance Not used often enough CONSEQUENCES
Let’s put it together… Example: • What is the Antecedent when you’re walking into this room? • What is your Behavior? • What is your Consequence?
In the Last 12 Months Have You… • Been Injured? • Fallen Asleep While Driving? • Texted or sent an E-mail While Driving? • Experienced Physical Violence? • Consumed Too Much Alcohol?
In the Last 12 Months Have You… • Had a workplace injury (Major or Minor) • Put yourself or others in harms way at work? • Taken pain medication as a result of workplace activities
In the Last Week Have You… • Become Extremely Fatigued as a Result of Working • Undertaken an Unsafe Act • Engaged in Less Than Ethical Action • Stolen Something
In a Behavioral Safety Culture • It will happen to someone • Focuses on accomplishment • Emphasis is on Behavior not Conditions • Success oriented • People work safely because they want to • Becomes self sustaining • Is truly doing something different
Is Safety Culture the Same Thing as Behavior? • No, but the interrelatedness is undeniable • The culture of the workplace obviously drives the organization's behavior and influences the individual employee’s behavior • Research shows that behavior also influences culture…. Behavior Culture
OBJECTIVE To discuss how to conduct observations and provide feedback in a manner that promotes safer behaviors Leadership occurs whenever a person tries to influence someone else toward a goal.
The Importance of Management Support • Gives the resources necessary to make the process work • Ensures the process happens when times get tough • Top-Down >> Employees always follow the action of the leader (their supervisor) • Management sets the tone • Shows support and reinforces when the process is working well • What happens when we don’t have management support…
Employee Ownership • Driven by employees after the first series of meetings • Management involvement becomes no more than overseeing the process, not directing it • Employees driven by positive results • Measurement of positive results • Provided with the tools to implement while still sensitive to business-related issues
The Plan • Select Steering Committee • Introduce Risk Assessment and BBS • Conduct Risk Assessment & Select Behaviors • Introduce the process to the employees • Conduct Observations & Give Feedback • Measure the Percent Safe • Resolve barriers
The Steering Committee • Cross-functional • Determines a Process Name, Vision/Mission Statement • Identify Committee Roles/Responsibilities • Delegate Committee Tasks • The Leaders in Implementation of BBS • To become the BBS Champions
The Process (in a nutshell) • Behaviors Selected • Observations Conducted • Feedback Provided • Progress Reports Presented • Barriers Resolved
The Results • Provides management with an overall view of safety • Barriers are resolved in a timely manner (depending on what the issue is) • Observation goals/progress is tracked daily or monthly • Trends are drawn from different areas to see where the process is weak/strong
Final Thoughts • Recognize the challenges of the organization • Plan, Plan, and Plan • Follow the Plan • Make sure management support is strong • Involve employees at the outset and let them craft the process CELEBRATE ACHIEVEMENTS!
The Keys… • The key is management support • Does management know what BBS is and will they support it completely? • A second key is employee involvement • Do employees have a good relationship with the company? • The third key is planning • Think through every possible angle and hang-up
Be a Leader with a Vision and Make a Change! Questions??