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7 tips for Behaviour Based Safety in 2015

by , 08 May 2015
According to modern psychology, a great part of what constitutes our behaviour is learned and later on reinforced through our daily interactions in the various social contexts.

Psychology can also point at what we can do in order to change some learned behaviour. Many times, attributes we consider innate are learned behaviours and we can still change our habits even when we believe there's nothing we can do.


Here are seven tips to use for behaviour safety, according to Hsa.ie, with our additional notes:

1. How many times do you actually sit down and think at how our behaviour in the workplace is influencing (positively or negatively) the behaviour of those we work with?

It's important to understand this and start with our own behaviour. A first step when it comes to behaviour based safety in the workplaces can group together the following:

• do things safer (more thoughtfully /slowly/ etc),
• to do things in a less chaotic way,
• to relate in a more calm and convivial way to those we find hard to communicate with.

Believe it or not, other people in the workplace will change in reaction to that.

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2. All human behaviour is dynamic, writes our source. This means that in every organisation people behave in ways which are infuenced by attitudes, thoughts, ruminations (thinking about thoughts) and the context (or culture) in which they exist.

3. We're less eager to take risks as we grow older. It also depends on the gender. Older workers, or male workers, in certain contexts, will be more or less likely than younger works or females, to behave safely. This is an aspect that you shouldn't gnore just to be 'politically correct'.

Be correct and include a consideration of this in your assessment of things -people are not machines, - Hsa.ie

4. Keep in mind that people also behave differently when the same decision is presented a different way.  For instance, if you want someone to stop doing something, you have better chances to be successful at that if you focus on recommending actions that the person should do instead of the activity you'd like him to stop doing.

5. Our behaviour is also influenced by the work context and the after-work context. We develop different habits which constitute our confort zone. It's important to keep this in mind whenever we decide to make a change in the workplace. It's important to make people understand why you want them to do something a different way.

6. Recognise and reward publicly any attempt (even if not perfect) to carry out the new behaviours by employees in the initial stages of the change implementation.

By doing this, explains the previously quoted source, you will encourage repetition of those behaviours by those rewarded and commencement of desired behaviours by others who witness the reward.

7. You're familiar with the 'carrot and stick' approach to motivating behaviour change? Well, it doesn't work for sustained change because most individuals are motivated by activities that they enjoy, find interesting, and have ownership over.

Finally, keep in mind that in order for your employees to change behaviour, they need to have a reason to do that. They also have to believe they are capable of that change and feel positive about it.



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