349 Pushing the right buttons: creating conditions for developing personal motivation towards safe behaviours

<h3>Background</h3> Safety incentive programs are focused on using explicit external rewards for achieving well-known metrics. It is assumed such metrics are achievable only by engaging in specific ‘actions’ which signify ‘safe behaviours.’ However, the metrics themselves usually become the goal, not the safe behaviours originally intended. Worse, a range of unwanted issues are regularly reported, such as false reports, non-reporting of incidents, and paper for the sake of paper. Safety is inevitably impacted, with individual workers perceiving safety less favorably, i.e., just a slogan, a numbers game. <h3>Objective</h3> To investigate why current safety incentive systems are largely ineffective, how they create perverse behaviours, and if they can be reformed. <h3>Programme Description</h3> A literature review was conducted centering on behavioural modification, incentives, and motivational theory in general. Available published reports of safety incentive programs, including unwanted behaviours, were also reviewed. <h3>Outcomes and Learning</h3> The stress on extrinsic motivation does not create individual intrinsic motivation for ‘safe behaviours.’ Research strongly suggests it may even be suppressing the creation of personal motivation. In addition, removing explicit rewards can stop any ‘voluntary’ actions and behaviours that the incentives had driven. <h3>Implications</h3> Safety incentive programs need a serious reworking. Specifically, these programs need to rethink about what to reward (actions vs. behaviour), how to reward (general vs. targeted), and how to mitigate rewards becoming entitlements. A reconstruction of incentive systems needs to focus on intrinsic motivational insights, including supporting new and improved behaviours by targeting individuals personally, unexpectedly, and with ‘gifts’ that are meaningful to them. <h3>Conclusion</h3> Safety incentive programs need to shed their reliance on extrinsic motivation methods. Intrinsic motivation tools and techniques need to become the new foundation of safety rewards. Extrinsic incentives still have a place, but a much smaller one than they currently occupy.