Incentives: Is Behavior the Key to an Effective Program?

REWARDS

Ways to reward desired behaviors are varied and many, but generally can be categorized as either extrinsic or intrinsic. Extrinsic rewards are tangible such as bonuses, pins, cups, plaques, certificates, lunches, etc. These often are used as part of a strategy to develop internal rewards or motivation.

For example, to get kids to read, teachers and parents often use a reward system during which the child receives a reward for time spent reading. This is positive reinforcement of a desired behavior. Over time, fewer rewards are offered, but many kids will choose to read and find that they enjoy it.

The reason for this is that the reward is intrinsic. Intrinsic rewards are internal and intangible. They are how we reward ourselves. The results can include improved self-esteem, increased sense of purpose, higher credibility, feeling of accomplishment, etc.

Is it the tangible reward itself or the underlying meaning that motivates your employees the most? If they're like most people, a sincere “thanks” offers an intrinsic reward that results in real motivation to continue the behavior. It makes us feel that we are part of something bigger than ourselves.

Consider the example of rewarding kids for reading and think about what behaviors you want to increase in the workplace. Can the initial use of extrinsic, tangible rewards eventually lead to intrinsic rewards in a similar way? Yes, and this can be accomplished by using a variety of incentives.

WAYS TO ENGAGE

Safety slogans — Reinforcing the same topics in the same way can make safety boring. This easily can cause employees to stop paying attention to your message and become complacent. To make safety new again, have employees create safety slogans.

Safety slogans are extremely popular. The possibilities are infinite and usually do not require employees to have special knowledge about safety. Safety slogans promote proactive behaviors by encouraging employees to think about safe work practices and ways of preventing accidents in the workplace.

Even if they don't submit an idea, your employees might spend a little extra time contemplating the importance of safety.

Point-based system — In a point-based incentive system, the emphasis is not placed on the occurrence of an injury. While this still may be a factor, the primary criteria for awarding points should be based on proactive safety behavior. For example, an employee might get one point for being injury-free, three points for making a safety suggestion, five points for conducting a safety inspection, five points for attending a safety talk, etc.

Rewarding employees for a wide variety of safety activities will force you to spread the points around. This ensures that as many employees as possible actively are engaged in the safety and health management program. A company cannot be successful in its safety and health efforts without employee involvement.

Safety bucks — Issuing safety bucks is a common way to reward safety efforts and a popular approach with employees. Make sure, however, that they are awarded to employees for desired safety behavior. Have supervisors carry safety bucks and give them to employees when they do something impressive such as:

• Warn a coworker about hazards or hazardous behavior;
• Identify a hazard;
• Immediately report an injury; or
• Make a suggestion that prevents injuries.

By rewarding employees soon after the performance, it reinforces the desired behavior. This then will motivate employees to become more aware, interested and involved in uncovering unsafe work conditions and practices.

Although rewards are an integral part of a safety incentive program, it is essential to focus more on the behaviors you're promoting than on the rewards themselves. Remember, you want to have a safety incentive program and not a safety reward program.

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Jennifer Stroschein joined J. J. Keller & Associates Inc. in 1998 with a BA in environmental studies and biology and expertise in regulatory compliance with federal regulations and standards. As the editor of J.J. Keller's publication Workplace Safety, she is responsible for providing timely, accurate information and technical support to workplace safety professionals regarding a variety of issues. Her areas of specialty include safety incentive programs, audits and inspections, walk-working surfaces and pandemic preparedness.