STEP 4 – Develop a plan to implement changes to the company’s safety culture
Now that the desired company culture has been identified and analysed, a number of steps can align and manage these changes. These can be part of the implementation process, start with 1 or 2 in each step and build on this over time to achieve the desired results.
Employing the right people in the extractive industry
If you have made the change toward developing a positive safety culture within your business, then ideally you want to employ new recruits whose values align with the company culture you want to achieve.
Workplace values and their importance
By now you have a good understanding of the values and culture you are aiming towards or have already developed. These are the company’s guiding principles and determine the behaviours that are valued and the ones that are not.
They might include:
This builds a common purpose when values are aligned, and everyone is working towards the company achieving its core vision.
“When values are out of alignment, people work towards different goals, with different intentions, and with different outcomes. This can damage work relationships, productivity, job satisfaction, and creative potential.”
How to identify potential employees that will best fit the company’s values and culture
When looking for new staff, you need to learn what behaviours and attitudes they value in the workplace. People can be trained to learn new skills or gain further experience; however, it can be challenging and disruptive to get employees to change their values.
While many businesses have a HR department that is skilled finding the right people for the job, many smaller businesses don’t have that luxury. It is useful to gain some understanding on how to find people who are a good fit for your business.
Asking the right questions
You could ask questions like these:
An article on LinkedIn by Terra Carbert has some great interview questions specifically for safety and are worth a read.
Every company is different and if you have completed the culture web discussed previously you will have a good understanding of where your company culture stands and where you want it to be. It is also a good idea to analyse the characteristics of current and previous staff, including their positive and negative traits. From this, create a list that will support your company culture, and this will provide the framework for structuring the questions to determine the traits you are looking for.
Potential employees work history
Take time to research and find out about the company the candidate previously worked for and what values and reputation they have. Consider this with an open mind and why the candidate left the job, perhaps it was because the culture was not a good fit.
Ask questions relating to the employee’s values when talking to the candidate’s references. Consider how they respond to management and rules, follow safety guidelines, and worked as part of a team.
The new company culture!
Changing the company culture takes time, commitment, planning and hard work. The benefits, however, are far reaching and influence most aspects of the business. It can be financially; through better production, less sick leave and injury, utilisation of best practices and processes which all affect the bottom line. A good company culture develops good morale with people working together towards common goals. The company often becomes recognised as an employer of choice and attracts further great talent. Additionally, if the company culture is healthy than staff turnover is usually lower.
The new culture ideally would have:
At the end of the day we want people to buy into a safety culture to keep them safe, reduce injuries, prevent exposure and damage from chemicals and dust and have everyone return home each day safely to their families.