Hello again, Happy New Year and welcome to another issue of our e-newsletter. I am here to share with you another of the 10 energy sources I utilize to help companies create a safe, healthy and productive workplace. In the previous issue I introduced you to the sixth of the 10 energy sources I address in my "Batteries Not Included: The Energized Approach" process: Creativity.
For a quick review... the 10 energy sources include:

1. Commitment
2. Communication
3. Consistency
4. Accountability
5. Flexibility
6. Creativity
7. Inclusion
8. Respect
9. Recognition
10. Fun

In this issue I will introduce the 7th of the 10 critical energy sources: Inclusion.

Why is Inclusion so important to the success of a new program or initiative? When I first began my injury prevention efforts, I went in to companies as the person who was going to single-handedly turn the organization around. I was going to train the employees, redesign workstations and get everyone stretching. Needless to say I thought pretty highly of my ability to influence others, and it didn’t take long for me to be brought back down to earth. The problem was that I was the only one who had ownership in the programs I was implementing. This guaranteed that while I would have great interest in the programs success nearly everyone else had a great interest in proving me wrong. The most powerful thing I learned in those early days was success rarely comes from programs that are done TO people, and are almost always successful when done WITH people. 

For years, companies have owned safety. They make all the major decisions on how programs should be implemented, the timelines, who should conduct training, how jobs should be redesigned, etc. In short, they put on programs FOR or TO employees, but rarely WITH them. The problem is that the one group that we are trying to influence feel removed from this process and are not vested in its success.

I received a call from an employee of a chemical company in Minneapolis. He introduced himself as the director of the stretching committee that had been set up in their work area (the warehouse operations with about 30 employees, mostly men). He was in charge of finding a consultant who would help them establish a stretching program.  He invited me (along with several others) to come in and be interviewed by the stretching committee.

Following the interview process I was chosen as the consultant but I had one more hoop to jump through.  I had to present to the rest of the warehouse employees to get their final “thumbs-up” that I was a good fit. I then provided training sessions on the principles of stretching. The employees wanted to learn enough about stretching and warming up so that they could develop their own program with me serving as a resource.

What took place here was a stretching program that was destined for success. The committee was employee based, they were responsible for finding a consultant they wanted to work with and they built their own program with my assistance. They went so far as to purchase sweatshirts printed with the company logo and a “shape up and ship out” slogan that was submitted in a department-wide naming contest.

Incentive Programs: If you want to give people something that will motivate them, talk to the group you are trying to motivate and find out what they would like to receive for their efforts. More often than not it will not be the same thing that motivates you.

Training: Prior to a training program, talk to a handful of employees, let them know what you are thinking of presenting and get some of their input. Not only are you including them in the process, but you are bound to get some valuable information that will improve your training.

Take a look at all of your programs and initiatives that are designed to influence employee behavior, and determine who actually “owns” the program. Odds are pretty good that if the company or management owns the program employee participation and enthusiasm is less than it could be. The more the ownership you spread to those you hope to influence the greater the odds for success.

Special thanks to the following organizations for letting me be a part of their recent safety efforts: Wells Fargo, Alcoa, Tetra Pak, John Deere, UCLA, Food Marketing Institute, General Mills, National Workers Comp and Disability Conference, Alberta Safety and Health Conference, San Diego Gas and Electric and the National Ergonomics Conference and Exhibition.

The New Year is off to a rapid start. I will be providing statewide training to supervisors throughout the state of North Dakota for Workforce Safety and Insurance the first few months of the year. I also have the opportunity to present to the employees of United Products Corporation, but there’s a catch: I have to present it on a 7 day Caribbean cruise that the company provides for its employees to thank them for a safe, healthy and productive year! Who said safety can’t be fun!

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As always, keep your questions, comments and ideas coming. We’re always glad to hear from you. Be safe, have fun and keep in touch.