Goal setting is part of the framework for any successful safety program. A powerful tool for creating results and generating wins that leads to reduced injuries and accidents. Without taking the time to know what you want to achieve you have little hope in making change happen. Below are 3 things to thing about as you develop your safety goals.
1. Goal setting can be difficult because most of us are not used to thinking in specific, measurable terms. It requires you to thinking about the end first and then reverse engineering your goal to achieve it. When you are consider your goals don't be limiting. As an example, many times safety goal conversations center around if zero injuries are possible or not. To keep participants positive ask if zero injuries are possible for one day. If you can do it for a day you can build from there and get key leaders on board.
2. Typically goals are set one time per year and are for an entire company or facility. If you don't have a system to alert you when your programs are failing you can be to slow to respond and miss your opportunity to adjust. To fix this problem make sure your safety goals are integrated into the operations metrics and reviewed regularly. Many times facilities make goals but don't integrate them or adjust them as thing happen throughout the year. Goals setting, strategy updating and adjustments are never a once a year activity. At a minimum, a group that includes senior leadership should be asking if you are on track or need to adjust on a reoccurring basis.
3. Think about setting group and personal safety goals. Many times facilities tend to utilize lagging indicators such as an OSHA rate to establish a facility or company goal. Consider adding leading indicators that drive behavior. As an example, most agree front line supervisors need to be involved with the safety process. Consider adding a personal goal for all front line supervisors to keep them engaged in the safety process. As an example, a requirement to complete a specific number of tool box safety talks with all employees. This personal goal gets supervisors involved and attempts to correct weak areas of your program to drive injury reduction. The concept of facility and personal goals is endless but a powerful way to drive change.
Safety goals are never a set it and forget it activity. They have to be integrated into the operation, reviewed regularly, adjusted when necessary and drive behavioral change. If you are not completing these steps consider having a meeting with senior management and developing a plan to integrate similar concepts.
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