Motivating employees is one of the most difficult, complicated aspects of management. It’s one thing to know your team, it’s another to understand the core needs of each member. Sometimes, money isn’t enough to get people to perform at their best. And when you implement a workplace safety program, an awareness of danger sometimes isn’t enough to get people to be more careful. That’s where different types of motivation can make a difference.

When building a safety program, you can make use of different employee motivations to help increase interest and engagement with your program. A workplace safety program functions best with buy-in from employees at all levels, not just management, and helping employees make a personal connection to your initiatives beyond commonsense safety practices will allow your program to grow and keep safety on everyone’s minds.

Belonging

Some employees are motivated by being part of a group at work, whether that means working closely with coworkers to solve problems or just sharing time in a workplace setting. Group activities may help get these employees invested in your safety program. Try toolbox talks to discuss safety topics and reinforce existing training as a group, or organize fun safety activities like the ones recommended on this Occupational Safety and Health Association page.

Influence

Leadership roles, even informal ones, motivate some employees. Ask their opinion on aspects of your safety program that impact the entire group. During safety meetings, give them increased opportunities to contribute; you might even let them give safety talks, create safety awareness materials, or help choose meeting topics. 

Appreciation

Recognition of their efforts can be a central motivation for some employees. This can mean anything from a sincere note of thanks to a callout in a team meeting, letting them know you’ve seen their work to make conditions safer. Well-considered incentive programs may also inspire them, such as awards for useful safety suggestions.

Achievement

For some employees, increasing their own skillset or productivity is a reward. These employees may respond best to understanding and meeting the key performance metrics of your safety program. Having safety policies and goals located in a highly visible area not only makes them more accessible but may also motivate achievement-based employees further. They may seek out additional safety training courses and certifications or sign up for them when offered.

Security

For some employees, workplace and financial security is a powerful motivator, and any cause for insecurity about their status or skillset, whether that cause is real or perceived, can inhibit motivation. Establishing openness and transparency in your safety program will be crucial for these employees and is necessary for a safety program to function well at all levels of employment. Ensuring that workers feel safe bringing up potential hazards or violations means that your someone in your workplace is more likely to spot an issue before an accident occurs. Security-based employees may need the reassurance that their feedback is valued and necessary, and that it’s being used to make their workplace safer.

Growth

Some employees are always looking for opportunities for advancement. Like influence- and achievement-based personalities, these employees may be interested in becoming more involved in helping implement your safety program, increasing their knowledge base through courses and certifications, and taking lead roles in safety meetings. Even opportunities that don’t directly contribute to their career path can help establish them as workplace leaders and well-rounded sources of knowledge, so ensure these employees have the opportunity to build their portfolio.