Is "Zero Injuries" a Realistic Expectation?

In their July issue, the National Safety Council Safety & Health magazine conducted a survey to evaluate whether or no a goal of zero injuries is feasible. There was a total of 143 respondents where 80 (56%) of them said yes.

In the past many companies didn't know how to or didn't have the resources to eliminate worker injury. Times have now changed where a lot more companies are now prioritizing safety and putting it on their budget. Companies now realize that injuries and prevention have an influence on indirect and direct costs, such as workers compensation, quality, OSHA fines, and productivity. Studies show that for every dollar invested in safety it has a $4-$6 return.

Is zero injuries a realistic expectation? Is the goal of zero injuries too unrealistically high that instead of it having a motivating value it has an opposite effect where employees just ignore it and work as usual? Many argue that focusing on zero injuries will turn off employees from reporting injuries. Employees might cover up injuries so they don't hamper the chance of their co workers to win a prize. Peer pressure and fear now becomes an obstacle for that employee. Others claim that employee involvement in a awards program makes a positive difference where employees feel ownership for their own safety.

According to Aubrey Daniels, a clinical psychologist, "Positive recognition has to occur on the spot and immediately (within 15 seconds of the behavior)." This means that you have to create an on the spot reward/recognition solution that eliminates favoritism, and injury hiding....and you have to get supervisors to buy into it and use it.

We do agree with Mr. Daniels that it's critical that supervisors have to buy into the "idea of safety." Supervisors set the tone for a safety culture in the workplace. It can make a world of a difference when supervisors accept a corporate responsibility to send their employees safe. "Employees behave in a manner they feel is acceptable to their supervisor (S&H 33)." It is up to the employer to set standards. It is imperative that management's behavior is consistent with the written and verbal safety rules of the company.

Each individual employee must mentally embrace safety. Incident reduction must become a goal and a key value not only for management but for all employees. At the end of it all, the focus must be on the employee and their well being; not the number.

Sources:
Johnson, Ashley. "Target Zero Is Achiveing the Ultimate Injury Goal Possible?" Safety + Health July-Aug. 2010: 32-33. Web. 5 Aug. 2010.
Sims, Bill. "Article Injury Hiding-How Do You Stop It?" Bill Sims Company Behavior Change, Safety Incentives, Employee Recognition. 02 Oct. 2009. Web. 05 Aug. 2010.