Tag Archives: teamwork

General Safety Issues

LOOKING AFTER YOUR STAFF PAYS OFF IN THE LONG RUN (GUEST POST)

Looking after your staff really does pay dividends. If you respect and support them through their working careers, they will stay longer, work harder and put much more effort into whatever they do. Happy staff are more productive and will offer you extra help when you really need it rather than a worker who feels unappreciated and gives work not even a second thought after clocking off time. They will more than likely also be unprepared to work extra hours or shifts when asked.  If you treat them as just mere workers and never give them the time of day, that is exactly how they will treat you and your company in return.

Hiring the right kind of staff for the job is of course crucial in the first instance, but looking after them after they have started employment with your firm is probably one of the most important things you can do. The ways to do this are simple. 

Make them feel a part of the team. Welcome them into your company and make them aware that your door is always open if they need help. Greet them on a daily basis and thank them at every opportunity. Make it company practice that their direct managers do this too, as it makes the staff feel valued and not just a number. 

If you set targets, give them an incentive like a prize for reaching set targets or just for doing well. Reward hard work with pay raises or a perk, such as a company car or gym membership. They are sometimes more valuable than extra cash in their paycheck.

You may also want to think about providing childcare vouchers for working parents or medical and dental plans for all staff, if your company can afford it. This way you may attract better workers for less direct outlay. 

Not only looking after your employees financial and physical expectations is needed but also their emotional and mental needs should be addressed. Freedom from bullying and harassment are just two situations that need to be looked at and dealt with quickly and harshly, so they are not repeated time and time again. 

Training is also key and employees should be given every opportunity to learn and grow within your business, a chance to advance their career and climb the company ladder. Give them every chance to prove to you and themselves that they can achieve great things. Let them make mistakes and learn from them, but also be there if they need help and support.  If their job includes safety hazards, be sure they know how to use their industrial safety supplies, (i.e., gloves, safety glasses, etc.) and take care of it.

Integrate them into company projects, this makes them feel important and gives them the push to succeed. Invite them to help make decisions, get them to vote on new company policies or set new rules. They are your staff and should also have a say in what happens within the company. 

Offer to give your staff time off when they really need it, for example when a family member is sick and they need to look after them or let them go early as a reward for working hard. All these generosities will be viewed kindly and will help you retain loyal, hard working employees who appreciate your efforts to make their working careers less stressful and more enjoyable. People who enjoy their job tend to stay on, even if they are offered a higher salary elsewhere. 

So if you treat your staff as you would like to be treated, you will earn their respect and gain their trust. Work in partnership with them, instead of dominating them at every turn. Work to their strengths and abilities and you won’t go far wrong!

“Good words of advice from Conner Short from The Van Warehouse“.

General Safety Issues

CREATING CIVILITY IN THE WORKPLACE

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When we were children, our parents taught us manners.  They expected us to use them anytime we were at home, with visitors, and at school: in other words, everywhere.  If you are old enough, you will even remember getting a grade on your report card for “citizenship.”  The word “civility” comes from the old French and Latin term for “good citizen”, and is the glue that binds our society.  

Our workplace is a reflection of society at large.  Studies and polls indicate that Americans view incivility as a serious problem that is getting out of hand.  One study found that 60 per cent of employees believe that co-workers’ annoying behaviors negatively impact the workplace, and as a result, 40 per cent reported that they are looking for other jobs.  These reports show that disrespectful and uncivil behaviors drain productivity and negatively influence both an organization’s bottom line and the overall economy.  To make civility stick in the workplace, it must start at the top.  The leaders of the organization need to encourage it, and they should be role models, since those who work under them often tend to adopt the same management style as a company’s leaders.  Bullying by bosses is very common.  This kind of bullying often can be as bad as domestic violence, leaving victims with post-traumatic stress syndrome.  Practices and procedures that encourage civil behavior have to be inserted into every level of a company, for example:

  • Job descriptions;
  • Hiring practices;
  • Training policies;
  • Daily codes of conduct. 

Back in school – ages ago, there were the 3 R’s: Reading, ‘Riting, and ‘Rithmatic.  Now, the 3 R’s in creating civility in your workplace are: Respect, Responsibility, and Restraint.  If most employees develop an awareness of respectful behaviors and communication skills, it can help them serve as role models, and these behaviors will spread in the workplace and beyond.  Here are some helpful tips: 

  • Create an inclusive work environment.  When you respect and recognize individual differences and qualities, your organization can realize it’s full potential.
  • It’s never too late to start.  Hone your listening skills.
  • Before acting, think about the impact of your words and actions on others.
  • Realize that people who regularly engage in kindness, generosity and gratitude live longer, healthier lives.
  • Know your triggers or “hot buttons.” When you understand why something frustrates you, you can manage reactions and respond in a more appropriate manner.
  • Adopt a positive and solution-driven approach in resolving conflicts.
  • Don’t assume!  Rely on facts only.  Gather relevant information, before acting on assumptions that can damage relationships.
  • Take responsibility for your actions and practice self-restraint and anger control.
  • Think about today’s difficult situations from the bigger picture and consider what they mean in the overall scheme of things.
  • Include others in your focus by considering their needs.
  • We all should influence each other, by being  bridge builders for civility and respect.  Show that you respect yourself, and demonstrate that same respect to others.
  • Talk to co-workers face to face and establish more personal relationships than through emails. 

Our legislators have a job to promote decency in their private lives and workplace, too.  They should be accountable for their behavior during the upcoming campaigns and when they are in office.  They work for us and should respect the wishes of their constituents.  After all, we are the ones who put them there, and they should set a good example for all of us. 

Personally, we can teach our children and grandchildren about interpersonal skills and relationships by having conversations with them rather than watching them text on their cell phones, use computers, or play games.   If we share our ideas with them about how to go about life by being thoughtful and showing respect, we will be leaving a wonderful legacy.  After all, life is real, not a game!

General Safety Issues

DOES YOUR SAFETY LEADER INSPIRE YOU TO BE SAFE?

Back in January, we presented an article, “How would you grade your safety leader?”  We listed the attributes that we felt described good leaders – ones that led by example.  A great President and leader, Dwight Eisenhower said, “Leadership is the art of getting someone else to do something you want done because he wants to do it.”  If you want to see real safety improvements, you need to motivate your team to want to be safe – even when no one is looking.  You must add leadership to your safety training. 

Although some people are born leaders, the rest of us can learn from them and gain leadership skills through the right training.  We have now completed the first five months of 2011, and have you wondered, how is our training program progressing?  Safety is learned through both training and experience.  A goal that everyone should live with, is “Nobody Gets Hurt.”  This must be the mantra of every company, being committed to rigorous safety programs that ensure that every worker is motivated to work safely so they can go home to their families every day, without injury. 

Safety leaders must have the safety of every worker in mind, which is sometimes a hard task.  Here are some goals for good leaders:

  1. Communication.  Learn all you can about your style of communication and how it affects others.  Do you have a positive reaction from those around you?  A course in interpersonal skills can help.  Being able to accurately convey your thoughts and ideas to those working for you is a key element of leadership.  Remember, your employees are not mind-readers; they have to understand exactly what you are wanting.  When you communicate well, employees can give good feedback to you.  Be sure you present the complete “big picture.”
  2. Teamwork.  Become a part of the team.  Encourage employees to make certain decisions without you, so you can exhibit your trust in them.  Great leaders can accomplish great things, and show appreciation to the people who made those things happen.
  3. Motivation.  Do not try to give instructions through intimidation: “If you mess up, something bad will happen.”  This can cause much resentment, and little success with the job.  Rather, challenge them with an assignment that is just a tad bit out of their range and let them try.  If it hits a snag, coach them back until the situation becomes right.
  4. Appreciation.  It’s always better to give someone a pat on the back.  A little bit of praise for a job well done, goes a long way.
  5. Organization.  Leaders must be able to organize teams and motivate them toward the goal: A Zero-Injury Workplace!  Wouldn’t it be great if the whole team led each other to meeting that goal? 

Some workers still may not completely understand.  They sometimes take chances with safety, and may endanger other workers.  Most workers assume that their workplace is free of hazards.  These unrecognized expectations can lead to job frustration, substandard safety performance, decreased job safety commitment and even high turnover.  This is the time that leaders must learn what expectations the individuals have and work with them to meet and adjust those expectations.  For leaders, being rigorous about workplace safety is not an easy job, but it is very rewarding.  Leadership means looking for workplace hazards, not leaving it up to the safety department.  First , looking for any hazards and starting the day with a short group safety meeting might just remind everyone to work safely, so they can go home at the end of their shift.  It’s a two-way street, however, with each worker meeting the safety leader half-way.

Thanks to all the safety leaders in the workforce!  Let’s hope that the remainder of 2011 will be a “safe workplace” year!

General Safety Issues

HOW DO YOU MEASURE UP AS A “SAFE EMPLOYEE?”

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The main feat to be accomplished in today’s world is to get a job and then prove that you are going to be a loyal employee and perform whatever is asked of you to the best of your abilities.  When asking employers what they are looking for when they are hiring, many common denominators are given: a good work ethic, attitude, intelligence, honest, dedicated, experienced, educated, and that the employee will make a good impression with their customers.  These traits are the ones we all want to have. 

Male or female, a new employee has to begin with the attitude that this company will benefit “by hiring me.”  You have to sell yourself, and once hired, you have to prove yourself.  It doesn’t matter if it is in an office, factory, grocery store, manufacturing, or sales, you have to have the enthusiasm and commitment to do the job you are hired to do.  Job descriptions include the skills needed to fill the offered position.  They are looking for those who can solve problems, work with others as a team, show initiative, and be a self-starter.  Not all of us have college degrees, and there are plenty of jobs that don’t require that much education.  On the other hand, many persons are desperately looking for work who are over qualified for some positions.  Regardless, there is a job that is right for each person;  the trick is to find it. 

Once you have a job, one of the first priorities in training is that of safety on the job.  You may be driving a company vehicle, working in manufacturing or construction, or sitting at a desk.  Regardless, it is imperative that you pay attention to the safety leaders in order to keep yourself and your coworkers safe on the job.  Go into any new job with a positive attitude; it’s more pleasant for everyone to not work with someone with negative thoughts or constant complaining.

As an employee, how do you measure up?  Do you work with people that enjoy horseplay around the shop, or on the job?  Are you one that instigates that type of behavior, or just goes along with it?  If you see a hazard, do you feel free to go to your supervisor and report it?  Most companies enforce their safety standards, and should make their employees feel welcome to be included in discussions about how to eliminate risks.  In all reality, no one wants to get hurt or see another person get injured.  You should be able to identify workplace safety and health issues and follow up with a manager before someone does get sick or hurt.

Good employees will go above and beyond their immediate field or area of responsibility to communicate their concerns.  We talked about grading our supervisors on the kind of “safety leaders” they are.  Now, think about how they will grade you, concerning safety.  They have the responsibility to teach you and evaluate your job performances, so it is very important that you prove to them that you are eager to do the job you were hired for, and to do it in the smartest, safest way possible.  Many jobs are dangerous ones, and safety is foremost on the minds of all involved.  Other jobs can pose unexpected accidents, so we all benefit from playing it safe.  Pay attention to your instructions and those safety information posters that are put up as a reminder to not take chances or shortcuts.  Be grateful for your job.   There are thousands of people out there that need work and have been unable to find it.  Take care of the job for which you were hired.  Just as when we were in school, we want to make an “A+”.  Don ‘t be satisfied with a “C” or “D”, to barely pass, when it comes to being a safe employee, go for and make the top grade!

First Aid Safety, General Safety Issues

COULD YOU DO SOMEONE ELSE’S JOB?

Have you ever wondered if you could fill in for another employee at your workplace if they got hurt and were unable to work for a while?  Statistics show that many personnel absences are caused by accidents in the workplace.  If management has neglected safety measures and failed to do cross training for such occasions, everyone will suffer the consequences.  

Cross training procedures for absences in workplace management must meet with the Occupational Safety and Health Administration’s safety and procedural standards.  When companies do not follow those guidelines, they risk disaster for their employees and businesses.  Employees should be prepared for all types of emergencies.  With our present telecommunication systems, companies can conduct cross training for absences in the workplace for all employees in all work-shifts.  In the absence of a key employee, anyone would be qualified and able to perform safety standards and emergency measures for accidents and/or disasters.  More intensive training can be given in addition to computer-based plans. 

Do you know what to do in case of a bomb threat?  Fire? Emergency evacuation?  Does your management team conduct drills very often?  Do you have first aid training, and would you know how to respond to emergency needs of your coworkers?  Do you know where the first aid kit and first aid supply is?

Safety coordinators should be responsible for designating others to take their place in the event that they are not present at the time of an emergency.  There should be several persons that can conduct an orderly evacuation of employees, those who will stay in the premises for last-minute decisions, and someone to follow up and account for all employees.  It is very important that safety cross training is done.  Teamwork is a necessity!

If you work for a large company, and have noticed a job that you might be interested in, ask your supervisor.  People do best in the jobs that are suited for them.  Persons that follow the rules and are cautious in going about their duties, are ones that management recognizes.  Those that express a desire to learn different aspects of a variety of jobs are able to replace someone who may be absent due to illness or injury.  Being familiar with more than one job responsibility is beneficial to both the employee and company.  And companies may find they can do more with less, when they have employees that are able to “multitask.” 

Sometimes it may not be as easy to fill someone else’s shoes as it looks.  Everyone can stuff the “suggestion box” with great ideas,  but until you actually do someone’s job, you can’t know.  It certainly is admirable if you want to try!