The Pros and Cons of Behavior-Based Safety

Have you ever heard of BBS or Behaviour-Based Safety? Most of you have likely heard the term before, but do you know what it truly means? Beyond that, do you have a solid understanding of how to implement a behaviour-based safety framework in the workplace?
 
Like a lot of theories and frameworks, BBS isn’t perfect. While it touts numerous benefits, it also carries potential risks. The experts at MidSouthWest Training and Consulting are here to help you understand the benefits and risks of implementing BBS in your workplace. 

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Behaviour-Based Safety is about reinforcing safe behaviours

What is Behaviour-Based Safety?

A behaviour on its own is an observable action. Therefore, a behaviour might include how employees maneuver lift trucks or how they hammer nails. Behaviours are not attitudes, thoughts, or feelings.
 
Behaviour-based safety (BBS) is built on a series of “safe” behaviours that are designed to help employees perform their jobs. The aim is to prevent human error by analyzing employees’ work actions and then determining how to complete them in a manner more conducive to safety, decreased accidents, and less likelihood of injury to self or another.
 
At its core, BBS is about reinforcing safe behaviours and correcting those determined to be less safe.

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What are the Risks Associated with BBS?​

Correcting unsafe behaviours can easily be misinterpreted as blame. BBS should be focused on positive behaviours and isn’t about blaming employees. However, if it is poorly executed, a safety culture that includes BBS can quickly turn into a culture of blame. That can lead to:
 

• Distrust
• Decreased reporting
• Individualism
• Competition between employees
• Toxicity
• Loss of opportunities for continuous improvement

BBS can reduce the risk of creating a blame culture if implemented correctly

Do the Benefits of BBS Outweigh the Risks?

It may seem that BBS is a risky endeavour, and better left out of your workplace safety program. Not so fast. BBS has a myriad of benefits. When executed correctly, the risk of creating a blame culture is almost zero. So, what makes it worth the risk?

• It’s a positive-first approach to safety: BBS depends on the observation of positive safety behaviours. When safe behaviours are observed, the employee is offered positive feedback and reinforcement, motivating them to repeat the behaviour. In safety, there is often so much focus on what workers are doing wrong or when went wrong, that it’s become very focused on negatives. BBS takes that philosophy and turns it on its head. Employees react better to feedback praising safe behaviours rather than receiving corrections or a list of everything they could have done better.

 

• It creates observable change: When you implement BBS, you’ll see the change because behaviours are observable. It’s harder to identify whether training aimed at changed attitudes or understanding was successful. And it usually doesn’t take long. Employees tend to respond quickly to positive feedback.

 

• It’s a great way to provide feedback to help employees learn and develop: Developing your team is part of the job. BBS provides you with a great opportunity to do that positively. On a broader level, having frequent feedback conversations helps you make connections, build trust, and create a stronger safety culture.
  
  

So, while there is a risk of creating a culture of blame, the benefits far outweigh the risks. If you want to ensure you don’t create a blame culture, be sure you provide positive feedback the right way, every time.
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Providing Positive Feedback

To incorporate BBS into your workplace safety practice, start by making it a habit to observe behaviours. When you see a safe behaviour, consider the following:

• ​Observable: Has the behaviour been seen or heard? By whom? (Hint: it’s best if you saw it directly, but there may be times you choose to accept a second-hand account)
•  Reliable: Did anyone else see it the same way? If not, do you think they would? Was the behaviour a fluke, or does the employee consistently behave this way? 
• Control: Does the employee have control of the behaviour? For example, are the manually operating the machinery, or is it an automatic function of the machine that just happens to be functioning safely?
• Using Positive Language: if you determine that the action was observable, reliable, and within the employee’s control, be sure to provide positive feedback about what they did and how they did it. Use only positive language, focusing on what they did – not what they didn’t do. For example: 

Examples of Positive Feedback

I saw you use the tomato slicer earlier. I notice you didn’t cut yourself and you didn’t use your bare hands. Nice work.
 
This example is confusing. It’s praise, but it seems to be listing all the things the employee didn’t do!
 
I saw you wearing the cutting glove earlier while slicing tomatoes. Way to go!
 
This example highlights the safe behaviour that was well done. How likely do you think this employee is to wear the cutting glove next time they use the slicer? 

When Employees Behave Badly

Despite your best effort, employees may still engage in unsafe behaviours. When you observe unsafe behaviours, they must be addressed using constructive feedback.

• ​Be specific and factual: “I saw…” or “I observed…” Focus only on what you saw. Resist making assumptions. Be sure to keep it specific to the individual, regardless of who was involved.  
• Confirm & question: Don’t just say what you saw without asking the employee if you’re seeing/understanding things correctly. Ask, “Am I getting that right?” or “How do you see it?”
•  Stay objective! Talk only about the behaviour – this is NOT about the person!
• Follow Up: A constructive feedback conversation should not end when the conversation is over. Follow-up is essential otherwise your feedback loses power. Check back in with the worker frequently. Be sure to notice any positive changes and provide feedback on those.

When you observe unsafe behaviours, they must be addressed using constructive feedback

Trust MidSouthWest Training and Consulting

Need help getting started? MidSouthWest Training and Consulting offers an online Behaviour-Based Safety program. You can trust MidSouthWest Training and Consulting to provide you with cost-effective training solutions tailored to meet your organization’s unique health and safety needs. 
 
To ask questions, contact us online or call 289.309.1143. Visit us 24/7 on the web at midsouthwest.ca.

​Last updated April 10, 2022