If you were to ask employees who the leader of their organization is, most of them would say it’s the CEO, executive director, superintendent or owner.

But if you asked them who the safety leader is, would the answer be the same?

Leadership buy-in regarding safety efforts is critical to maintaining a productive workplace. And it also benefits the bottom line.

Creating an organizational culture where everyone is dedicated to building and maintaining a safe work environment requires commitment to safety from the top down.

A LinkedIn article from late 2023 discusses the importance of involving company leaders at every step of the process, including:

• Safety committees
• Audits, inspections
• Training sessions

Still, it’s everyone’s job to set an example and make safety part of the foundation of your organization.

But if safety isn’t already ingrained in your organization’s culture, how do you get started? Here are four steps toward creating a safety program.

1. Set safety goals

To make your safety program effective, you need to set the right goals for your employees.

Focus on safe behaviors rather than risky ones. Choose goals that relate to safety indicators that are both meas­urable and specific to your workplace. The best behaviors to observe are those that will prevent injuries from happening. Review your injury records to look for any trends. This will give you a place to start.

For example, if you’re noticing a large number of back injuries due to lifting, you may want to create a safety goal around safe lifting practices. But rather than telling your employees that the goal is to go one month without injuries, instead focus on safe behaviors. Take 15 minutes every day to observe your employees at work and make a note of every time someone uses the proper lifting technique. Set a goal of observing 100 safe lifts in a week.

Not only can these observations encourage safe behaviors, but they can also help correct unsafe behaviors. If an employee doesn’t use proper lifting techniques, it won’t count against achieving the goal, but you can still observe what the employee is doing wrong and make corrections accordingly.

If you center your safety goals around risky behaviors or injuries, then it could cause employees to refrain from reporting workplace incidents. If you set a goal of going incident-free for a month, then if one of your workers is injured on day 28, they might wait to report the injury. No one wants to be the one to break the trend. But waiting to report an injury could lead to both further injury for the employee and decreased production for the company.

By setting positive goals, you can encourage safety without affecting injury reporting.

2. Use positive recognition

Reinforce safety culture with your employees through positive recognition.

When you’re doing your observation, take the time to recognize employees who follow proper protocols. This can be done verbally, or you can consider some sort of reward program.

Put together a safety program based on encouraging good behaviors that relate to the goals you’ve set. Perform regular checks and offer recognition when applicable, while also making note of any areas that need improvement. Have your supervisors do checks at varied times.

3. Get employees involved in safety

Once you demonstrate your commitment to safety, start getting more of your employees involved. Encourage workers at all levels to participate in the program and start talking to each other about safety.

Not only will this increase the number of eyes looking for ways to improve the safety of your workplace, but it will also increase personal awareness of dangerous behaviors and conditions.

Some options include:

• Have your employees do safety observations among themselves
• Ask them to fill out safety checklists
• Start a safety suggestion box
• Perform random knowledge checks

Try a few different tactics to see what’s most effective in getting your employees to start talking about safety.

You can also incentivize participation by offering rewards to employees who get involved in the program. Small prizes, such as $5 or $10 gift cards, are an easy way to encourage employees. You could also consider providing a free lunch or entering employees who participate into a drawing for a larger prize.

Once you get started, it will become second nature for your employees to communicate about safety.

“You know you have an effective safety culture when employees are willing to talk to each other when they’re doing something unsafe,” said SFM Director of Loss Prevention Lee Wendel.

4. Respond to employee concerns

Your employees need to see that you’re serious about creating a safe work environment. Once you have employees talking about safety, you need to make sure to be communicative and follow up on their observations.

If you have employees reporting safety concerns to you that go unanswered, the program will lose momentum, as well as credibility. Not only will this prevent you from improving safety, it could also cause things to swing in the other direction if your workers lose confidence in you.

It’s also the responsibility of senior leadership to make sure all supervisors and leaders who interact regularly with other employees are on board with a safety program. Supervisors need to allow employees time to engage with the safety program.

You’ll also have to ensure your supervisors are supporting any actions taken to correct a safety concern. If a supervisor contradicts a decision, that could bring a quick halt to your program.

Conclusion

Ultimately, when it comes to leadership in safety, your goal is to have all employees view themselves as safety leaders. But you are the person who can make that happen.

“The most common reason a safety program fails is due to a lack of leadership support,” Wendel said. “A senior leader has the power to make a safety program work or destroy it based on what they say and do.”

If you can show your commitment to safety by creating a dedicated program, listening to your employees and encouraging everyone to get involved, the entire company will follow your example.

Originally published in December 2020; updated in August 2024.

Employees are at higher risk of injuries during their first six months on the job, according to SFM claim data.

Effectively training new employees on safety can be challenging, but it’s key to protecting and retaining quality employees.

Investing in a quality new-hire safety training program pays off by helping you:

• Take care of your employees
• Control your workers’ compensation premiums
• Avoid Occupational Safety and Health Administration penalties

Planning initial safety training

Your first step is to determine what topics you’ll need to cover.

You’ll want to cover both general hazards, which are applicable to all employees, and job-specific hazards. To identify these risks, conduct general hazard assessments and job-specific assessments. A Job Hazard Analysis, also known as a Job Safety Assessment, should be conducted by someone familiar with the department, workstation and tasks to be performed.

Don’t forget to include the following topics in your new hire safety training:

• Regulatory required training
• General (non-regulatory) training
• Local policies
• Incident reporting
• Return to work
• Emergency response
• Safety committee
• Safety awareness methods
• Right to refuse work or stop job if unsafe or not trained

Appropriate safety training methods are not only necessary to meet regulatory requirements; they are the key to long-term success in reducing potential employee risk. Incorporating a variety of training methods increases employees’ learning retention.

Shadow/mentor training

New employees need to thoroughly understand how to work safely after going through initial and job-specific training. Job shadowing an experienced employee provides an opportunity to learn expectations, observe safe work practices and ask questions to safely become familiar with their new position. A mentor can shadow them to assess whether correct procedures are followed and provide education or feedback.

Refresher training

You can use a safety training matrix to coordinate ongoing, periodic training for your employees.

Start by adding required topics to the matrix. Remaining topics may vary but should include the following:

• Potential hazards
• Injury trends
• Near-miss reports
• Company safety and claims policy reviews

Safety training checklist

SFM developed a simple safety training checklist to help employers determine what to include. It covers basic topics such as:

• Company safety philosophy
• Emergency response – alarms, exits, etc.
• Return-to-work
• PPE requirements
• Compliance-related training
• Procedures that address workplace hazards
• Tools and equipment that support safety
• Behaviors and/or techniques to work safely
• Policies that relate to safety
• Reporting unsafe condition or behavior
• Safety committee members and meetings (if applicable)
• Mentorship program/buddy system

Download our safety training checklist.

Observations

New hire safety orientation programs are most effective when paired with training and periodic safety observations by an experienced mentor or supervisor. Employees should be given expectations and held accountable by their leader to meet them. Consider check-ins at various intervals to assess whether the new employee can work independently to reassure the employee that the employer truly cares about their safety and elevate safety culture within the organization.

Don’t forget leadership training

Employees look to leaders and follow their examples, so it is crucial to include safety as a part of a leader’s onboarding training. Include the following topics in your safety training for leaders:

• Commitment to safety culture
• Goal setting
• Investing in safety
• Work comp 101
• Communication styles

Additional resources

Our Safety Orientation Success Guide is available in our resource catalog. It provides a solid framework that can be used to develop training, help ensure workplace safety regardless of industry, and increase productivity over time.

You can also find a library of helpful safety training resources for a variety of industries on the safety page. Click on “Employee safety orientation” to find resources organized by industry.

“Many companies that I work with really want to keep their employees safe from day one, but simply need some guidance as to what a basic new hire orientation would look like,” said SFM Loss Prevention Specialist Toby Tortorilla. “This new resource is a great reference for businesses of any size, to either start fresh or build upon an existing program.”

Originally published in April 2023; updated in August 2024.

​By 2032, nearly 25 percent of the U.S. workforce is projected to be 55 and older, according to the U.S. Bureau of Labor Statistics (BLS).

And surveys show that more and more Americans are working past the traditional retirement age of 65.

What does it mean for your company? How can you prevent injuries as your workforce ages?

Why older workers are at higher risk for serious injury

Although older workers are injured less frequently than younger workers, their injuries are typically more severe and take longer to recover from.

They may have comorbidities, such as diabetes or heart disease, that lead to slower recovery and higher medical costs — older workers typically take twice the recuperation time of younger employees, according to the BLS .

There are physiological reasons why aging employees are at higher risk for serious injury.

The first is muscle strength. The aging process leads to distinct muscle mass and strength loss, according to the National Library of Medicine . In fact, muscle strength declines from people older than 40 between16.6% and 40.9%.

The second is hearing and vision loss. As people age, the chances of experiencing hearing and vision loss increase. These changes can make employees less aware of their surroundings, and therefore more susceptible to injury. For example, a construction worker who can’t hear the warning beep of a vehicle backing up.

But the No. 1 risk for older workers is falls, and they can result in more serious injuries than you might expect. For example, workers who’ve slipped and fallen on ice while shoveling have ended up with multiple fractures or even traumatic brain injuries.

Four tips for preventing injuries among older workers

Workplace safety is important for all your workers, no matter their age or experience level. A comprehensive safety program will benefit your entire workforce.

Here are a few practical ideas to better protect your older workers in particular.

1. Enhance injury prevention through a wellness program

Employers can help prevent strains, sprains and falls by encouraging improved flexibility, strength and balance.

Consider starting a flex and stretch program, walking program or covering all or a part of the cost of gym memberships — especially if there’s one nearby with a pool. Swimming is a great form of exercise for injury prevention because it improves strength and flexibility without high impact.

Some companies are constructing workout centers onsite for employee use or holding exercise classes such as yoga, Pilates or Tai Chi.

2. Prevent slip-and-fall injuries

Ensure a safe working environment by maintaining parking lots and sidewalks, keeping walkways dry and clear of clutter and applying slip-resistant floor treatments in appropriate areas. Then, make sure your employees are aware of the risks of slip-and-fall injuries.

Oftentimes, simple steps like wearing appropriate footwear, walking cautiously in wet or slippery conditions and using handrails can prevent a fall.

For employees who spend any time working outside during the winter — like bus drivers, maintenance workers or playground supervisors — encourage wearing traction footwear. Employees who work in environments that are sometimes wet or greasy, such as kitchens or hospitals, should wear slip-resistant footwear. (See a list of slip-and-fall prevention vendors recommended by SFM.)

3. Make sure employees can meet the physical requirements of the job

For new hires, require a pre-employment physical to ensure they are capable of all the tasks the job requires. Make sure the person doing the testing has an up-to-date job description that includes all the essential functions. As part of the examination, have the physician review a medical history questionnaire, which may reveal issues not apparent during the physical exam. The cost of testing will likely pay for itself if you prevent even one back or shoulder injury.

State laws and the federal Americans with Disabilities Act govern how pre-employment physicals can be conducted and used, so it’s important to consult your legal counsel before starting such a program at your company. Any tests used must be job-related and consistent with business necessity. Generally, if applicants have disabilities that interfere with their ability to participate in the testing process, result in them failing the exam, or both, employers must engage in an interactive reasonable accommodation process.

For more information see the Pre-employment physical examinations Legal Advisory.

4. Improve ergonomics

Focusing on ergonomics becomes even more important with older workers. Perform ergonomic evaluations in your employees’ work areas — whether they work at a desk, in a vehicle, on a production floor or in another environment. Ask your employees for their suggestions on how their jobs could be altered to avoid fatigue or soreness.

Eliminate manual lifting wherever possible by changing the layout of the work area or providing lifting equipment. If lifting is required, use proper lifting technique. This is especially important in health care, where injuries from patient handling are common.

For repetitive tasks, practice job rotation. This requires cross-training employees on more than one job, which can be a benefit if someone quits or is absent.

Older workers offer knowledge, experience and expertise that many employers find desirable and will try to retain in the coming years. A little planning and attention can help keep your workforce safe and productive at any age.

Originally published in November 2018; updated in August 2024.

Preventing hand injuries in the workplace is vital for a number of reasons.

In 2021-22, there were nearly 240,000 cases of hand injures that resulted in employees needing days away from work, according to the National Safety Council , with another 455,000 days away, restricted or transferred cases.

The two primary causes of hand injuries stem from hand tools and machinery.

Cuts, lacerations and even amputations can have a major impact on productivity and workers’ compensation.

In the manufacturing industry specifically, most modern equipment has safeguards to prevent against hand injuries. Still, they continue to happen.

“Sometimes, people ask, ‘Why would they stick their hand into a piece of equipment when they know it’s dangerous?’ We need to change the question from, why would they stick their hand in there to why can they stick their hand in there,” said Mike Fetting, SFM Loss Prevention Specialist. “One is too many.”

Consider your risk tolerance for using unguarded machines – it should be zero. If you’re unsure of how to guard your machine, you can see the Occupational Safety and Health Administration machine guarding eTool referenced below or ask your SFM contact.

The other key is observation, coaching and enforcement to ensure employees are not removing or disabling guards.

Another critical factor is using Lockout/Tagout when removing a guard for servicing, cleaning, setup, clearing, etc. SFM offers a useful 5-Minute Solution on Lockout/Tagout.

SFM has compiled two resources about hand safety to help employers prevent hand injuries in the workplace. They are specific to two industries in which hand injuries often occur:

• Construction
• Manufacturing

Employers should also note that the federal Occupational Safety and Health Administration has a Machine Guarding eTool that focuses on recognizing and controlling common amputation hazards associated with the operation and use of certain types of machines.

Tips for safe tools and gloves

In addition to maintaining proper safety protocols regarding machines, employers should also do research about gloves and safe tools, Fetting said.

“Not all gloves are created equal, for both chemicals and lacerations,” he said. “Selection is important, but it can be tricky finding the perfect combination of protection and dexterity.”

Fetting recommends contacting glove manufacturers directly to determine the best glove for your operation.

Likewise, ensuring employees have the proper tools for their job is also important. Having the correct safety knife can make a big difference. The safest either have concealed blades or are fully automatic retractable smart knives. Some manufacturers also offer safety training videos for employers to peruse and share with employees.

Lastly, employers in some industries may want to consider if an item needs to be cut at all. If can be ordered to size, that may be a safer option.

Conclusion

Preventing hand injuries in the workplace, especially for companies in certain industries, and maintaining high safety standards should be paramount for all employers.

As summer winds down, school safety should be top of mind.

Schools face unique safety challenges relative to other types of organizations, which is why SFM has a wealth of resources available. View our School safety resources page for more, plus links to even more information for keeping schools safe.

Below are a few highlights for you to peruse.

Safety training talks for schools

SFM’s Supervisor Initiated Training (SIT) series helps managers talk with their staff about preventing common sources of injuries.

• Behavior interventions
• Equipment use safety for custodians
• Buildings & Grounds combo pack

See all school-related SITs

5-Minute Solutions

Check out SFM’s 5-Minute Solutions for brief training talks on safety-related topics.

• Alternative intervention and de-escalation tactics
• Facilitate, don’t participate
• Heat stress

See all school-related 5-Minute Solutions