Building Employee Engagement for a Stronger Safety Culture (part 8)

one-on-oneLast issue we looked at the first three drivers (of six) for building employee engagement.  In this issue we look at the final three drivers of engagement for a stronger safety culture.  Keep in mind throughout this discussion that these drivers should not be considered in isolation.  They must be integrated together to be most effective.  We’ll return to this point at the end of the article, and provide an example of how this works. e-books-combined-new

As a reminder, the drivers of engagement include:

  1. Perception of job contribution and value of the job
  2. Clarity of job expectations and the ability to work well
  3. Involvement in decision making
  4. Opportunities for development and growth
  5. Regular, quality, two-way feedback with a supervisor
  6. Immediate recognition for achievement

Since we’ve already covered the first three of these in a previous article, we’ll elaborate only on drivers 4-6 below:

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Eric Svendsen

Eric Svendsen, Ph.D., is Principal and lead change agent for safetyBUILT-IN, a safety-leadership learning and development organization. He has over 20 years experience in creating and executing outcomes-based leadership development and culture change initiatives aligned to organizational goals, and he personally led the safety-culture initiatives of a number of client organizations that resulted in “best ever safety performance” years for those companies.

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