Mortgage free in Forever Home :-)

CCW007

Interestingly KK, H&S is under my remit in new job (first time I've dealt with it) and near miss reporting is very low despite being a high risk operational setting. I've been looking into the reasons and not wanting to be seen to get others into trouble is one of the demotivating factors.

I'm planning a project in new year to try and promote NMR and try and frame it in a positive light as a learning opportunity to prevent something terrible happening in the future, not sure how successful it will be.

KajiKita

PennysIntoPounds said:

What an unnecessary stress at work!
Well done for being professional and as calm as one can be. No.2 is a very apt nickname 😂💩

The wildflower turf sounds gorgeous 

Thank you 🙏 
It should be … 🤞😉 Tomorrow I have to wander up and down with a damp finger end, smearing the dust like orchid seed on the surface of the soil … (I kid you not 😊).

Brewerspride said:

Looking forward to seeing pics of the wild flowers at the front next year.

What a stressful time at work you've had - I'm assuming it is still far better than the last place?

Hope you have a well deserved relaxing weekend KK.

Trust me, I will have them up in lights! 😉😂🤩

Yes, still much better than the old place ❤️ Unfortunately the guy who is my number two is strikingly naive and lacking in management exposure. He really doesn’t get it and so it’s clashing horribly with his self identity of being a ‘good bloke’ iyswim …

It should be a quite, pottering one 😊❤️

CCW007 said:

Interestingly KK, H&S is under my remit in new job (first time I've dealt with it) and near miss reporting is very low despite being a high risk operational setting. I've been looking into the reasons and not wanting to be seen to get others into trouble is one of the demotivating factors.

I'm planning a project in new year to try and promote NMR and try and frame it in a positive light as a learning opportunity to prevent something terrible happening in the future, not sure how successful it will be.

That is absolutely the right way of framing it 😊
The other thing you can do is make it far more dynamic and collective, by regularly going out and walking the floor as a group (production manager, shift manager, you) looking at the things that are ‘uncomfortable’ to work with (dead lighting, trip hazards, stacking things too high, poor housekeeping, lack of space, blocked or impeded walkways etc etc) - as these things get fixed (production and shift managers have the power to make this happen) and people see that ‘The Management care’ slowly, slowly there will be a rise in spontaneous reporting. And if nothing else, there will be an improvement in housekeeping, fewer trip hazards etc. 😉 

Also, when investigating the root causes of an unsafe act or condition, absolutely make it about the process and NOT the person, avoiding a blame culture. Have you read HSG 65 Human Factors? It’s quite old now but still valid about the reasons people break rules that they absolutely apply to them and how to reengineer the process so that it’s easier to do the right thing than the wrong thing. 

Recognition and feedback about what happens as a result of things being reported is worth doing as well - like case studies in the monthly news letter or on the company intranet or just on the H&S board 😊

Do you have a H&S committee or similar. People should feel able to report things through their section representatives as well. 

I wish you well with this. It is one of the hardest parts of the job …

KK

CCW007

Absolutely agree with all you say, lack of visible action is clearly an issue at the site so acknowledgement and feedback will be critical. 

There is a central H&S team and then the operations H&S manager reports to me so we do have a good network of support but need better processes. I did think about a quarterly newsletter which will be a lot of work but will give much better visibility. Plus we have staff boards around the place.