Quais são as formas mais eficazes de comunicar os procedimentos de segurança aos colaboradores com horários irregulares?

One thing I've found helpful is to designate a couple employees from each shift to take lead in making sure everyone is getting the same consistency in messaging as those on other shifts. This takes honest and open communication along with the lead team members uderstanding the importance of the assignment. It will take effort to find the right individuals who are willing to put the leg work in to build a cohesive effort.

The Shift Safety Pass-Off system is a structured approach to ensure that employees with irregular schedules are well-informed about safety procedures. By creating a checklist, assigning a responsible supervisor, conducting shift handover meetings, emphasizing real-time communication, maintaining documentation, and providing regular training and update on what’s happening across the shifts can be of real useful

Firstly, keep the procedures limited to few pages - Use pictorial method - Use local language - Share in bytes - Gamify the process - Bring excitement (don’t make it sound like just a life and death story which safety is) - Use skits/streetplay - Most importantly, communicate ‘what if’ this is not followed

The best way to communicate safety procedures to employees with irregular schedules is to do it like we do for those with regular schedules. Changing how we deliver safety training to workers who have "irregular schedules" is asking for problems. If we want consistency in our safety performance and we believe that safety training is a key piece to that consistent performance, the last thing we want to do is change how some workers get their safety training. It is better for the safety pro/trainer to modify their schedule so that these workers get the same quality training as those with "regular schedules."

The employees need to be teammates. Passing forward the best practise and making sure the information is understood is ultimate way. Don't rely on safety boards, tv monitors, cell phones or even safety personnel. But a supervisor, making the extra effort to reach out personally to every member of the offshifts and showing each person the best practice will be the game changer. Forget Observations, make Interactions the key!

Safety culture is earned, not implemented. Empowering those employees that have irregular schedules and helping them find the “why” for safety. Converting these folks into extensions of the EHS program is how you win in these scenarios. The critical part though is often overlooked - you need to let them help steer the ship. Starting a grassroots culture by being involved with these individuals helps to drive ownership and a feeling of purpose, which is key to fostering a safety culture that encourages a positive feedback loop of continuous improvements for the safety programs holistically. Get them involved and they will help identify and mitigate possible blind spots - which overall will help compel others to also put safety first.

In my experience the best way to create a safety culture is for Leaders to be connected with the front line workers and understand the dilemma's they face daily in trying to execute the work. A practical way to do this is to schedule all senior leaders to a attend start of shift toolbox talks/team talks and for them to reinforce the safety messages. In addition leaders should actively look for good behaviors and recognize it. This will reinforce what good looks like.

Email, online trainings, learning management system,message boards is a good example to connect the people. You can also use safety app for the workers to send a message.

A safety culture refers to the shared values, attitudes, and behaviors within an organization that prioritize and promote safety. It involves a collective commitment to prevent incidents and prioritize well-being. Developing a strong safety culture requires leadership support, employee engagement, clear communication, continuous training, and a proactive approach to identify and mitigate risks. It fosters an environment where safety is everyone's responsibility, leading to improved overall performance and reduced incidents.

The best way to create a safety culture starts with your Senior leaders. Safety becomes a way of life if they provide leadership, guidance and trust in their people. I had a director who believed in H&S, so working with him made my job enjoyable. Thank you, Terry Green

Customized. Not Canned. Effective communications specifically cite receivers' tasks, working conditions, culture, & concerns. Highest-level communications assume that others have a range of learning & communication styles that are likely to be different from the sender's. Eg., rather than just tell others about a new safety tool (works best for auditory assimilators), show it to them (visual assimilators) and find ways for them to try it themselves (tactile assimilators). A direct tone of voice ("This is what I want you to do") most effectively reaches Literal communicators. This could be alternated with an implicit voice ("What might work best could be..."), which will be better received by those with an Inferential communication style.

Customize your communication to employees with irregular schedules by segmenting them into groups based on roles, tasks, risks, or locations. Tailor safety messages to address relevant hazards and controls for each group. Use examples and stories to illustrate the consequences of safety procedures. Communicate in simple, clear language, avoiding jargon. Provide opportunities for feedback and clarification.

Além dos tradicionais e-mails e informações por murais, gosto muito de utilizar as conversas em grupo para antecipar ou ir introduzindo novos programas que serão implementados. Com equipe que possuem horários diferentes é sempre importante contar com o apoio das lideranças para ajudar na divulgação, muitas vezes conseguindo pequenos espaços em reuniões de início de jornada.

Avoiding jargon and technical terms is key throughout workplace safety communication - as the safety professional, you've got the technical knowledge and you need to make that clear and relevant to your audience. A culture of honesty and openness will help ensure people feel comfortable providing feedback and asking questions, as needed.

I support this. This speaks to ensuring bespoke communication which will enable the right kind of response from a place of connection with the message. This again allows for progression from just tick box process to better involvement and participation.

Consult workers in drafting safety procedures and institute an ownership culture. The workers would determine the best method to communicate the procedures for effective implementation

Effective communication is two way communication, include workers to get real field experience. Ask trainees to share their feedback and monitor training structure and outcome in field. Evaluate training after each session in order to enhance to meet expectations.

Monitoring and evaluating safety performance is crucial for maintaining a robust safety culture. This involves regularly assessing and analyzing various aspects of safety within an organization. Key steps include: Performance Metrics:Define key safety performance indicators (KPIs) such as incident rates, severity rates, and adherence to safety procedures. Regularly track and analyze these metrics to identify trends or areas of concern. Audits and Inspections:Conduct regular safety audits and inspections to assess the effectiveness of safety protocols, equipment, and procedures. Identify any deviations and implement corrective actions promptly. Training and Competency:Evaluate the effectiveness of safety training programs.

Para que la información transmitida sea efectiva y garantice que los empleados comprendan y apliquen los protocolos correctamente; se puede supervisar y evaluar la comunicación con las siguientes herramientas: Encuestas y cuestionarios - Pruebas prácticas - Observaciones in situ - Revisiones de registros e informes - Entrevistas y sesiones feedback para evaluar la comunicación y sugerir mejoras - Indicadores clave de rendimiento (KPI) - Grupos focales de discusión sobre la efectividad de la comunicación de los procedimientos - Revisión de materiales de comunicación - Análisis de tendencias de incidentes, tasas de cumplimiento y participación en programas de capacitación - Evaluaciones de capacitación antes y después de la formación.

De acuerdo a mi experiencia y que me ha funcionado es no solo supervisar, es involucrarte al equipo de trabajo como si fueras uno mas en las tareas de acuerdo al procedimiento. Ellos al ver la involucración del líder, siguen de buen agrado las recomendaciones para mejorar las condiciones de las actividades a realizar posteriormente, siempre con la visión de concientizarlos en los riesgos que a simple vista no se ven,

Além da atualização do procedimento, é imprescindível que os devidos treinamentos e atualizações sejam formalmente repassadas ao público-alvo. Gosto sempre de manter uma matriz de treinamento com os respectivos vencimentos para a devida gestão.

É importante ter em mente quem é o público-alvo da sua comunicação e adaptar seu discurso de acordo com suas necessidades e interesses. Manter-se atualizado sobre as tendências e mudanças na linguagem e nos meios de comunicação também é fundamental para garantir que sua mensagem seja relevante e eficaz.

It is essential that safety procedures are communicated effectively to all staff regardless of their schedules. To achieve this: • Respect all schedules and ensure that working time is made available for safety learning. For example by overlapping shifts. • Regularly speak to all staff and identify those who are not receiving the information. Is this related to shift patterns or other factors. • Ensure that safety leaders spend proportionate time will all shifts. • Maintain an effective feedback loop to ensure procedures are resourced, valid, achievable and make sense to those expected to follow them.

Periodically remind and refresh employees on safety protocols, emphasising their importance. Keep the message clear and simple, highlight the changes.

Realizar las pláticas "face to face" hace que la gente identifique al equipo que está ahí para cuidar de ellos y sus seres queridos; esto se pierde cuando comenzamos a enviar videos en cascada esperando que simplemente los vean...

Irregular employees are also exposed to the same hazards, hence they should also be given the same inputs on safety to ensure that they understand the hazards and risks associated with the tasks they are engaged in. Being not part of the regular workforce does not change the hazards and risks that the irregular employees are exposed therefore the organisation should carry out their training with the same diligence as for the regulars.

F O C U S Follow safety procedures and work instructions Observe your souroundings,tools,people, change... Control risks dynamicaly and take time out for safety Understand job in hands and associated hazards and implement adequate mitigations Stop if you feel its not right becuase probably it is not!

While all the contributions for this post are excellent points, we are missing the management team and their involvement with those team members who have irregular schedules. A sports team cannot function without a coach. The same thought applies to our employees. If there are team members with irregular schedules then typically there are managers with irregular schedules as well. They should set the example and not be the example. Providing the management team with the right information with the right training so the safety message is passed on to those team members under them is also essential. Management is an essential resource for their team.

I showed up during their shifts. It's been my experience that these employees often feel "left out of everything", especially safety. When I worked at companies with irregular shifts, I would stagger some of my days to accommodate their shifts. I found safety awareness and actions, ultimately, became more of a habit. Also, I was seen as more of a co-worker than the "safety face". While I couldn't work their shifts 50/50, I tried to show up often enough to create a habit that worked for all of us. I firmly believe that there is no one right way to communicate safety and, for me, the personal approach has always been the best way to improving safety communication and culture.

Safety sounds like common sense but only when safety procedures address current habits and behaviours is when safety rates improve. Workplace safety is both psychosocial and physical.