It’s important to involve leadership in goal-setting, not just getting their approval. They should be an active part of the process because many actions will need to be taken and their support is vital. Simply signing off on something is not enough.

It’s important to identify what data is available to report on and what data is missing.

First, take a step back and evaluate your organization to determine which metrics you want to measure based on your current baseline. Next, start identifying any data gaps and processes needed to fill them in (which can be a challenging task.)

Many companies have lagging indicators that they report to government agencies, such as TRIR, DART, LPR, and workers’ compensation dollars. That may be all you have, which is fine. But, what metrics are missing? What do you need to measure that you’re not currently measuring? Is it risk assessments, behaviors that need to be incentivized, participation, or a culture change regarding safety? Or do you need to increase reporting across the board?

It’s important to identify what data is available to report on and what data is missing.

First, take a step back and evaluate your organization to determine which metrics you want to measure based on your current baseline.

Next, start identifying any data gaps and processes needed to fill them in (which can be a challenging task.) Many companies have lagging indicators that they report to government agencies, such as TRIR, DART, LPR, and workers’ compensation dollars. That may be all you have, which is fine.

But, what metrics are missing? What do you need to measure that you’re not currently measuring? Is it risk assessments, behaviors that need to be incentivized, participation, or a culture change regarding safety? Or do you need to increase reporting across the board?

One of the major issues new KPA customers face is that employees do not trust their reporting system and feel their concerns aren’t being addressed.

Employees were hesitant to report incidents on paper, as they often didn’t reach the appropriate departments or supervisors.

New customers often come to KPA because they need a digital tool that can help employees report incidents quickly and easily. That’s where KPA Flex’s mobile app comes in and allows employees to report incidents instantly, no matter where they are.

After introducing the mobile app, one KPA client’s reporting numbers skyrocketed from 23 to over 6,000. This was a clear indication that employees preferred the convenience of using their phones to report incidents.

The first step in making the most of the data collected is to share it with all stakeholders in the organization, not just the executive team. This ensures that everyone is aware of the relevant information and can learn from it. Consider sharing the data through weekly, quarterly, and annual reports and training sessions.

To reinforce positive behavior, many KPA clients have recognition programs for employees who excel in areas such as submitting the most safety concerns and corrective actions. Consider recognizing employees who have potentially saved a life through near misses. You can also submit your employees for national awards or give out company awards at annual trainings.

Some KPA clients also incorporate safety performance into employee evaluations, making it an integral part of the performance review process. It’s a great opportunity if you notice a trend of poor safety performance in a particular location, to have conversations with the employees involved to hold them accountable and address the issue.

Overall, there are many ways to use the data we collect, but the focus should be on making it relevant to everyone in the organization and holding people accountable for their actions.