Purpose:
Pioneer Production Services' policy and procedures for a Behavior Based Safety Program. The emphasis of the BBSP shall be on identifying unsafe behaviors and more importantly, the causes associated with the unsafe behaviors. This process uses a proactive approach and is intended to communicate to employees the elements and the procedures of Behavior Based Safety that will assist in reducing at risk behaviors which in turn reduces injuries in our workplaces.
The PPSI BBS applies to all staff. Employees are permitted to participate in BBS initiatives already in place at customer locations if required by the customer. Employees are requested to participate in Behavior Based Safety process and follow process guidelines.
Feedback:
Feedback is information given to an individual or a group about their behaviour and its impact, and is one of the most important communication tools in helping people stay healthy and safe. Feedback can take many shapes and forms, and generally in a work setting feedback is a combination of positive and constructive information.
A feedback-rich environment enhances both communication and motivation. Positive feedback can act as a consequence that increases behavior (reinforcement). Feedback lets us know that we are performing the correct behaviours – positive feedback should be specific in pinpointing the exact behaviors that warrant positive praise.
For example, instead of saying “nice work Bill”, saying “Bill, your housekeeping skills are so impressive.
My path is always clear walking through your workspace”, will convey exactly to Bill what he has done to impress the person delivering the feedback. If individuals receive feedback telling them that they are doing ‘the right thing’, then they will most likely increase that behaviour, provided the feedback is specific and genuine. Sometimes it is necessary to deliver constructive feedback. Constructive feedback refers to when clear non judgmental instructions are given to the individual on what behaviours they need to change to reach the desired behaviours’. If positive feedback is delivered on a ratio of 5:1 to constructive feedback, then it will be easier for the communicator to deliver the constructive feedback, and for the listener to receive the feedback. If a person is habituated to receiving positive feedback, when he/she receives constructive feedback indicating that a change in behavior is required, the person will make the changes, particularly if a goal is set around the new behavior. We often ‘do’ incorrect things because we haven’t been shown how to do the correct things.
When delivering constructive feedback, remember: - Constructive feedback should be used as a tool to teach and learn the correct way to complete a task or ‘do’ a behaviour. - It should be viewed as a training mechanism, and if delivered correctly, employees should want to receive constructive feedback.
Using feedback in conjunction with goal setting provides a clear objective for the individual, so a combination of goal setting and frequent feedback produces maximal behaviour change.
Reinforcement and Feedback