Request a call Login

  • Seasonal workers play a crucial role in many industries, from retail and hospitality to agriculture and tourism. Currently, there are more than 73,000 seasonal employees working in the United States. While the number of seasonal job openings shrunk after the COVID-19 pandemic, they’re finally beginning to creep back up.

    As businesses gear up for peak seasons, attracting and retaining skilled seasonal employees becomes essential for maintaining smooth operations and delivering excellent customer service. Offering competitive compensation and benefits tailored to meet the needs of seasonal workers not only attracts top talent but also enhances employee satisfaction and productivity, ensuring they feel valued and motivated throughout their tenure.

    What Is A Seasonal Job?

    A seasonal job refers to temporary employment during specific times of the year when businesses experience increased demand or require additional staffing. These jobs are typically tied to recurring cycles or events, such as holidays, seasons, weather patterns, tourism peaks, or agricultural harvests.

    Seasonal employment can be found in various industries, including retail, hospitality, tourism, agriculture, event planning, landscaping, and outdoor recreation. The duration of seasonal employment can range from a few weeks to several months, depending on the industry and specific seasonal demand.

    Key characteristics of seasonal jobs include:

    • Temporary nature: Seasonal jobs are intended to meet short-term demands and are not permanent positions. They are often filled to handle peak periods or specific events.
    • Predictable cycles: These jobs follow predictable cycles based on calendar events (e.g., summer vacations, winter holidays), natural occurrences (e.g., agricultural seasons), or business trends (e.g., retail sales seasons).
    • Varied industries: Seasonal work spans across different sectors, each with its own peak seasons and staffing needs. For example, retail sees high demand during the holiday shopping season, while tourism peaks during summer or winter vacations
    • Flexibility: Seasonal jobs may offer flexibility in scheduling, making them attractive to students, retirees, or individuals seeking supplementary income.
    • Role variety: Depending on the industry, seasonal jobs can range from customer service and sales positions to roles in agriculture, hospitality, event management, and more.

    Understanding The Needs Of Seasonal Workers

    Overall, seasonal jobs serve a crucial function in supporting businesses during busy periods and providing employment opportunities that align with specific times of increased demand or activity within the economy.

    Before delving into compensation and benefits packages, it’s crucial to understand what seasonal workers prioritize. Many seasonal workers are looking for:

    • Schedule flexibility
    • Fair pay for their work
    • Opportunities for additional hours or overtime
    • Access to essential job benefits that enhance financial security and well-being

    Competitive Compensation Strategies For Seasonal Workers

    First and foremost, businesses should offer competitive hourly wages that align with industry standards and local cost of living. Employees will quickly find new jobs if your pay rate does not meet their needs. Be upfront about this number. Additionally, overtime policies should be clearly outlined, and compliance with labor laws regarding overtime pay should be ensured.

    Clearly communicate how pay rates are determined and potential wage increases based on performance or tenure. Transparency builds trust and helps manage expectations among seasonal employees. Beyond pay, to help make your business attractive to seasonal workers,consider the following:

    Performance-based incentives

    To motivate seasonal workers, recognize and reward exceptional performance. Implement discretionary bonuses or incentives based on achieving sales targets, customer satisfaction scores, or productivity metrics.

    Seasonal premiums

    Consider offering seasonal premiums or a sign-on bonus for workers who commit to the entire season or specific high-demand periods. This can incentivize reliability and encourage workers to return in subsequent seasons.

    Benefit Offerings For Seasonal Workers

    Seasonal workers need to take care of themselves and their families. Providing access to essential benefits such as workers’ compensation insurance, which covers work-related injuries or illnesses, is one way to give your business a competitive edge. In addition, you can offer unemployment benefits for seasonal workers who meet eligibility requirements, including:

    • Flexible scheduling: Allow flexibility in scheduling to accommodate availability and personal commitments. Consider offering shifts that align with school schedules for students or parents.
    • Training and development: Invest in training programs that enhance seasonal workers’ skills and knowledge, improving job satisfaction and performance. Provide opportunities for cross-training in different roles or departments to broaden their experience.
    • Discounts and perks: Offer employee discounts on products or services to reward and enhance their overall experience. Consider also providing perks such as free meals during shifts or access to company facilities on off-time.

    Ensuring Fair Treatment And Compliance

    Compliance with labor laws is crucial to protect your business from fines and penalties. Adhere to local, state, and federal labor laws regarding minimum wage, overtime pay, and working conditions for all employees, including seasonal workers. Regularly review and update policies to ensure compliance with evolving regulations.

    Additionally, it’s essential to foster an inclusive workplace culture that values diversity and prohibits discrimination based on race, gender, age, or other protected characteristics. Ensure equal opportunities for seasonal workers to advance or transition to permanent roles based on merit.

    Retention Strategies For Seasonal Workers

    One way to help keep seasonal workers around is to include and consider them during company decisions.  Regular communication keeps seasonal workers informed about company updates, policies, and upcoming events. Encourage feedback and suggestions to improve their experience and engagement with the business. Just because an employee is seasonal does not mean they don’t have valuable insight to share.

    Additionally, aside from financial compensation and bonuses, acknowledge the contributions of seasonal workers through verbal recognition, certificates of appreciation, or thank you notes. Celebrate milestones or achievements as a team to foster a sense of belonging and loyalty.

    Lastly, provide information about potential long-term opportunities within the organization, encouraging seasonal workers to consider future roles. Make it a point to promote career growth and offer long-term opportunities to motivate seasonal workers to stay on or come back for another season. To go the extra mile, offer career development resources or mentorship programs to support their professional growth.

    The Importance Of Competitive Compensation

    Offering competitive compensation and benefits for seasonal workers is not just about meeting regulatory requirements but also about fostering a positive work environment where seasonal employees feel valued and motivated.

    By understanding their needs, implementing fair pay practices, providing essential benefits, and investing in their development, you can attract talented seasonal workers and build a reliable workforce for peak seasons. Remember, treating seasonal workers well enhances business operations and strengthens your overall reputation as an employer in the marketplace.

    How GMS Can Help

    It can feel overwhelming to manage full-time employees, let alone create a new list of benefits and programs designed for seasonal workers. However, every employee is important and deserves appropriate recognition and compensation. The good news: You don’t have to do it alone.

    GMS provides a variety of services that can be tailored to meet the needs of seasonal employees, including benefits management, employee development programs, and essential HR functions. GMS works with businesses to help them retain top talent and stay compliant with labor laws. Contact us today to talk to one of our experts about how we can help you revamp your approach to seasonal employee management.

  • Depending on your location, severe summer weather usually starts sometime in June and ends in November. The Occupational Safety and Health Administration (OSHA) mandates that all employers create a written plan of action to protect employees in cases of emergency, including weather-related states of emergency.

    To avoid potential disruptions to your workflow and ensure your team’s safety, it’s critical to prepare for the potential onslaught of extreme weather events that can disrupt operations, damage infrastructure, and pose risks to employees and customers alike.

    Types Of Extreme Summer Weather

    Before preparing for extreme weather events, it’s crucial to assess the specific risks your business may face based on your geographical location and climate patterns. Coastal regions might need to prepare for hurricanes and storm surges, while inland areas could experience heatwaves, thunderstorms, or wildfires.

    The following are the most common weather events that may be cause for emergency in the workplace during the summer season:

    • Heat waves
    • Wildfires
    • Tornados
    • Hurricanes
    • Severe thunderstorms
    • Lightning strikes
    • Flooding

    Workplace Summer Safety Tips

    Building a well-defined emergency response plan is the cornerstone of preparedness and should be one of the first tasks you complete. This plan should outline procedures for various scenarios, including:

    • Evacuation protocols
    • Designated meeting points
    • Emergency contact details
    • Employee responsibilities during severe weather
    • Checklist of crucial items like flashlights, batteries, non-perishable food, and first aid supplies

    Many businesses form committees to devise plans for personnel safety and protecting data, documents, and equipment. Whether you create the plan yourself or delegate it to your team, once it’s formed, it should be communicated to all team members. All your staff should receive a copy of the emergency response plan and a form requesting a signature to verify that they have read it.

    While building your emergency response plan, there are a few other aspects to consider, including:

    Protect physical infrastructure

    Protecting physical infrastructure is paramount to minimizing damage during extreme weather events. This involves taking action on the property’s exterior and interior areas.

    Exterior

    • Secure or move objects that could be moved by high winds.
    • Ensure gutters are secure and cleaned to avoid water damage
    • Repair leaks in roofs, windows, or skylights that can cause severe water damage during heavy rain
    • Call a professional to trim trees or plants that may interfere with power lines or infrastructure in high winds
    • Consider installing flood barriers, like sandbags

    Interior

    • Clear areas around broken glass
    • Remove items off the ground, such as filing cabinets, that flooding could damage
    • Unplug electrical equipment
    • Use tarps or plastic bags to cover critical equipment

    Use backup power and utilities

    Power outages are common during severe weather events. Investing in backup power generators can help you maintain essential operations such as lighting, refrigeration, or other necessary equipment such as computer systems. Backup power can also help avoid or reduce damage from high heat or humidity.

    Implement weather monitoring systems

    Early detection of weather patterns can allow you to respond swiftly to impending threats. Weather monitoring systems, including weather apps, alert businesses to approaching storms or heat waves, enabling them to promptly activate emergency response plans if needed.

    If you choose to use a weather app, make sure it’s reputable. For example, the Federal Emergency Management Agency (FEMA) offers one that provides weather alerts and safety reminders. Your local media is also an excellent source of information and updates.

    Maintain communication channels

    Effective communication is critical during emergencies. Establish multiple communication channels, including email, text alerts, and social media, to quickly disseminate information to your employees, customers, and stakeholders.

    Secure data and digital assets

    In today’s digital age, protecting data and digital assets is as crucial as safeguarding physical infrastructure. Critical data should be regularly backed up to offsite locations or cloud servers to prevent loss due to equipment damage or power outages. Cybersecurity measures should also be strengthened to defend against potential breaches during chaotic periods.

    Designate safe shelters

    According to the American Red Cross, businesses should establish a designated shelter-in-place (SIP) area where anyone in the building can seek refuge in case of a sudden emergency. In tornado-prone areas, this weather shelter may be underground or in a room without glass windows.

    Develop local partnerships

    Collaboration with local emergency services, community organizations, and neighboring businesses can enhance preparedness efforts. Establishing partnerships allows you to share resources such as emergency supplies, manpower, or expertise during crises. It also fosters a sense of community resilience and support in times of need. A response plan should identify key contacts from these organizations to contact in case of emergency.

    Educate and empower employees

    Employees are often the first line of defense during emergencies. Training employees on emergency procedures, first aid, and evacuation protocols will empower them to respond calmly and effectively. In addition, educate your team to recognize warning signs of extreme weather and encourage them to report concerns promptly.

    Training will vary between workplaces. For example, businesses that regularly require employees to wear heavy personal protective equipment (PPE) should educate employees on the signs of heatstroke and develop protocols for avoiding working in extreme heat. Businesses that require employees to work in an office should develop a work-from-home protocol to avoid driving during bad storms.

    A great way to maintain regular training is via a quarterly meeting, one for each season. At these meetings, management should review emergency protocols, conduct drills, collect employee emergency contact information, and update employees on any changes to the emergency preparedness plan.

    Review and update regularly

    Emergency preparedness is an ongoing process that requires regular review and updates. Conduct post-event evaluations to identify areas for improvement in response plans and infrastructure. Updating contact information, reassessing risks, and incorporating lessons learned from past incidents ensures that your business can remain resilient in the face of evolving weather challenges.

    Know when to close up shop

    Finally, and perhaps most importantly, know when it’s time to close your doors. Ensure employees have adequate time to safely travel home and secure their homes ahead of severe weather. Establish a remote work policy to maintain operations until it is safe for employees to reenter the building.

    Preparing for extreme weather is a precautionary measure and a strategic imperative that can help protect your business during an extreme weather event. By following these tips, you can enhance your resilience, minimize disruptions, and maximize safety.  

    Stay Safe By Partnering With A PEO

    Severe weather can be unpredictable, but businesses can take steps to minimize risk and protect employees by partnering with a professional employer organization (PEO). A PEO like GMS offers comprehensive workplace safety programs with onsite training and consulting to help you prepare for extreme weather in every season.

    By collaborating with a PEO, companies gain access to expert guidance, safety training, and compliance resources. Contact our safety experts today!

  • While peak seasons can bring exciting opportunities, it can also be a stressful time for small business owners. These periods often mean a surge in customers and needing to adjust your staffing and operations accordingly. To prevent your employees from feeling overwhelmed by the increased demand, you may need to hire temporary workers, extend business hours, or reorganize work schedules. Balancing these adjustments while maintaining service quality requires planning and flexibility so your business continues to run smoothly.

    Finding and training temporary employees can help alleviate the pressure off your regular staff while meeting the heightened need for more workers. However, hiring temporary workers presents its own set of challenges. Not only do these positions need to be filled quickly, but new employees need to be prepared to deliver the same level of service your customers expect. Providing adequate training and support is key to effectively integrating temporary workers into your team and promoting your business’s success during peak seasons.

    The Seasonal Staffing Cycle

    Seasonal hiring can provide businesses with the extra help necessary to manage sudden spikes in demand during specific times of the year. This cycle is crucial for industries where demand varies with seasons, holidays, or special events. Retail, hospitality, tourism, and agriculture heavily rely on seasonal hiring to adjust their workforce during busy periods. The flexibility of seasonal hires allows businesses to swiftly ramp up their staff to handle increased customer traffic, production needs, or service demands.

    By having enough staff on hand during busy periods, you can continue to provide quality service while also capitalizing on increased sales and profits. Furthermore, the ability to adjust your workforce as needed with seasonal hires can help control operational costs and maintain efficiency during fluctuations. Once the busy season ends, you can scale back without the long-term costs of hiring permanent employees.

    Steps In The Seasonal Hiring Process

    Businesses should establish clear timelines and objectives well in advance for a smooth and efficient seasonal hiring process. Take a proactive approach and prepare for the following steps of seasonal hiring:

    Pre-planning

    The key to successful seasonal hiring is planning well before extra workers are required. Before the hustle begins, set clear goals and objectives aligned with your business needs during the peak period. This includes determining the number of temporary positions required, the necessary skills, and balancing your budget.

    Review previous seasonal hiring efforts to identify areas for improvement and strengthen your strategy. By analyzing past metrics such as turnover rates, time-to-hire, and employee performance, you can better prepare for the upcoming season.

    Step 1: Recruitment

    In the recruitment phase of seasonal hiring, it’s essential to use all available channels to attract qualified candidates for your unfilled temporary positions. To start spreading the word about your openings, post clear, targeted descriptions on online job boards and on your social media channels. Online job boards quickly reach a wide pool of candidates, while social media lets you directly engage with potential hires.

    You can also tap into referrals from your current team, which can bring in pre-vetted candidates with existing knowledge of your company. Combining these methods can boost your chances of finding seasonal talent that fits in with your team.

    Step 2: Selection and hiring

    Determining the right seasonal hires goes beyond skills and experience. While technical skills are important, prioritizing candidates with a strong learning mindset and willingness to adapt can ensure they thrive in dynamic roles. Screening techniques, such as phone interviews or online assessments, can help quickly identify qualified candidates.

    Ask questions to gauge whether they’ll fit in well with your team and company culture. Be clear about job details, schedules, and potential for long-term roles to help manage expectations on both sides. Taking a balanced approach will assist you in identifying the appropriate candidates.

    Step 3: Onboarding and training

    Once you’ve found the right candidates, onboarding and training seasonal workers must be efficient yet impactful. Seasonal hires should be trained in company policies, safety protocols, and basic procedures to ensure they have the essential knowledge for their role. While training, measure their engagement to ensure they are truly grasping the expectations of their position. Leave room for questions and feedback during training sessions to encourage more involvement and interaction from new seasonal hires. Try to spot any gaps in their learning early on and adjust as needed to promote an effective transition into their role.

    Monitoring Performance

    After seasonal employees have been onboarded, keep track of how they are adapting and work with them directly to set performance goals. Setting goals helps measure progress and ensures everyone is clear on which tasks and responsibilities need to be prioritized.

    Arrange regular check-ins and frequent communication to provide feedback, address challenges, and offer support as needed. This not only nurtures a collaborative environment but also makes seasonal employees feel valued and aligned with the team’s objectives.

    Preparing For Future Seasons

    The process doesn’t end after a successful seasonal rush. Collecting feedback and analyzing the steps of your seasonal hiring process is crucial for continuous improvement for future seasons. By gathering insights from both seasonal hires and managers, you can determine strengths and areas that need to be re-strategized. Refine your tactics to enhance your ability to attract, onboard, and retain seasonal talent more effectively in the future. Learning from each season’s experience helps you prepare for upcoming peaks in demand while maximizing productivity and customer satisfaction year after year.

    GMS Makes Recruitment And Hiring Easier

    Eliminate the stress of seasonal hiring with a professional employer organization (PEO) like GMS. By partnering with GMS, businesses can delegate the complexities of recruiting and onboarding seasonal staff to HR experts. Our HR services can help with all aspects of seasonal hiring, from training new employees to monitoring performance.

    Our team at GMS can also assist small business owners in acquiring candidates for permanent positions. With access to competitive benefits packages, including health care coverage and 401k planning, you can attract and retain top talent. While a PEO streamlines your hiring process, you maintain full control over selecting the right employee for your business.

    Contact us today to discover how GMS can optimize your hiring strategies and support your business growth!

  • A safe workplace can help make for a more successful business. Not only do safety guidelines help keep your employees safe, but they also save you from having to deal with costly workers’ compensation claims. Additionally, when you make it a point to value safety, you gain a reputation for caring about your employees, which can help boost your recruitment and retention efforts.

    Aside from these apparent benefits, workplace safety programs provide many perks you might not necessarily consider. From increased productivity to reduced environmental impact, there are many advantages to creating a safe workplace.

    What Is A Workplace Safety Program?

    A workplace safety program is a set of practices and procedures designed to keep employees safe and healthy on the job. It’s not just about following regulations (although that’s important too!), it’s about creating a culture of safety where everyone is committed to preventing accidents and illnesses.

    Critical elements of a successful workplace safety program include:

    • Management leadership: Management sets the tone for safety in the workplace. This means being visible, involved, and committed to safety.
    • Worker participation: Employees should be involved in identifying hazards, developing safety procedures, and reporting unsafe conditions.
    • Hazard identification and control: The program should regularly identify, assess, and control potential hazards in the workplace.
    • Education and training: Provide your team with training on hazards, safe work practices, and personal protective equipment (PPE).
    • Program evaluation and improvement: You should regularly evaluate your policies to ensure they are up-to-date and identify areas for improvement.
    • Communication and coordination: There should be clear communication about safety expectations and procedures. This includes communication between employees, managers, and any contractors or temporary workers.

    Unexpected Benefits Of Workplace Safety Programs

    The primary function of workplace safety programs is to prevent accidents, injuries, and occupational hazards. However, beyond its primary goal, these programs can bring several other benefits, including the following:

    Better retention rates

    When you implement a workplace safety program, you’re working toward creating a better environment for your employees. The Society for Human Resource Management (SHRM) found that employees of businesses who prioritized health and safety were four times more likely to report job satisfaction. A safe workplace is a happy workplace that retains employees year after year.

    Enhanced organizational reputation

    A robust workplace safety program reflects positively on your reputation. Businesses known for prioritizing safety are perceived as responsible and caring employers. This reputation can attract top talent, improve customer trust, and strengthen relationships with stakeholders, including investors and regulatory bodies.

    Reduced costs and increased efficiency

    You may know that workplace safety programs are a sound financial decision, but how much money can it save? One study found that facilities in California that had been inspected by California’s Occupational Health and Safety Department saw 26% average cost savings on workers’ compensation following an inspection compared to similar uninspected workplaces.

    While the initial investment in safety equipment and training may seem costly, it often leads to significant cost savings over time. Fewer workplace accidents mean lower expenses for workers’ compensation claims, medical costs, insurance premiums, and potential legal fees. Moreover, a safer work environment tends to be more efficient, with fewer disruptions due to accidents or absenteeism.

    Compliance with regulatory requirements

    Implementing a comprehensive safety program ensures compliance with health and safety regulations set forth by governmental agencies. Meeting regulatory requirements not only avoids fines and penalties but also establishes a framework for best practices in workplace safety.

    Improved quality of work

    A good safety program can keep your employees healthy, but did you know they can also make them more productive? Businesses experienced a 43 percent increase in productivity from employees who followed a workplace safety program, meaning that the program not only helped keep employees safe but also made them work more efficiently than before.

    Why? Employees who aren’t worried about safety hazards are better able to focus on their tasks, leading to higher-quality products or services. Reduced accidents and errors contribute to smoother operations and better customer satisfaction.

    Enhanced teamwork and communication

    Safety programs often promote teamwork and open communication among employees. Safety training sessions and regular safety meetings allow workers to interact, share concerns, and collaborate on safety initiatives. This improved communication can extend beyond safety issues and positively impact overall teamwork and collaboration within the organization.

    Innovation and continuous improvement

    Safety programs encourage a culture of innovation and continuous improvement. Employees and managers actively involved in safety initiatives often identify opportunities for process improvements and technological advancements that not only enhance safety but also increase efficiency and reduce costs.

    Reduced environmental impact

    Many workplace safety programs include initiatives that reduce operations’ environmental impact. Implementing energy-efficient practices, reducing waste, and using safer chemicals or materials can contribute to sustainability goals and demonstrate corporate responsibility.

    Better emergency preparedness

    Safety programs often incorporate emergency preparedness and response plans. Employees trained in emergency procedures are better equipped to handle unexpected situations such as fires, natural disasters, or medical emergencies. This preparedness can save lives and minimize property damage during critical incidents.

    Long-term business sustainability

    Ultimately, a commitment to workplace safety contributes to the long-term sustainability of the business. By protecting employees, minimizing risks, and fostering a positive work environment, you can build resilience against external challenges and position your business for continued success in the marketplace.

    Start Your Own Workplace Safety Program

    Workplace safety programs offer more than just protection against accidents—they promote employee well-being, enhance organizational reputation, improve efficiency, and contribute to overall business success. Investing in safety is a legal and moral obligation and a strategic decision that pays dividends in numerous ways.

    Don’t wait to institute a workplace safety program for your business. Contact Group Management Services today, and we will help you see the benefits of a safer workplace for your business.

  • Promoting safe behaviors in the workplace is crucial for creating a secure environment for employees. It goes beyond mere compliance with safety regulations and involves fostering a positive safety culture. Unsafe behaviors and poor decisions are significant contributors to workplace accidents. In fact, approximately 90% of workplace incidents result from unsafe behavior and human error. If employees are unaware of the hazards or aren’t motivated to follow safety procedures, their subsequent behavior will expose them to risks.

    While it is a legal obligation to implement safety protocols and provide necessary safety equipment, such as personal protective equipment (PPE), establishing a culture that prioritizes safety is essential for protecting your team. Ensuring safety is not just about compliance; it’s about fostering an environment where every team member is committed to maintaining a safe workplace.

    Promoting safe behaviors and creating a secure environment is a gradual process that requires continuous effort and dedication. It involves regular training, clear communication of safety standards, and encouraging open discussions about safety concerns. While a significant lift, cultivating a culture that prioritizes safety can significantly reduce workplace injuries, boost morale, and minimize productivity disruptions.

    Seven Ways To Promote Safe Behavior

    Workplace injuries require extensive documentation and reporting, diverting time and energy away from projects. This administrative burden can slow down operations and detract from overall productivity. Moreover, the absence of an injured team member places additional strain on the remaining staff, who must cover for their injured colleague. This added pressure can lead to increased stress and fatigue, potentially compromising the safety and efficiency of the entire team.

    Building a culture that values safety also means leading by example. When management demonstrates a commitment to safety, it sets a standard for the entire team to follow. The actions of your leadership team not only reinforce the importance of safety but also encourage employees to adopt and maintain safe practices.

    There are a few things you can implement to help build a safety-based culture, including:

    1. Involve employees in the identification and correction of hazards. Have them participate in the development of job hazard analyses (JHAs), which should consist of critical behaviors as well as hazards.
    2. Periodically audit your operation to assure compliance with OSHA regulations and industry standards like the American National Standards Institute (ANSI) by conducting detailed walk-through surveys of your work area and, if possible, the entire plant. 
    3. Perform safety observations to encourage safe behaviors. This can include supervisory observations or, ideally, peer-to-peer safety observations after employees have received training. 
    4. Give recognition to employees who perform tasks safely and demonstrate proper behaviors. 
    5. Ensure that training builds awareness of the critical safety behaviors for each task. In addition, training should be conducted immediately following significant job task modifications. Refresher training should also be provided during employee meetings to guarantee everyone receives the same instruction.
    6. Make sure that appropriate controls are in place and operational. Periodic inspection and maintenance are critical.
    7. Investigate every incident and near miss for root causes, communicate the findings, and correct deficiencies. If a safety procedure is challenging to follow, analyze and modify the procedure or task as needed so that employees will not be tempted to break the rules and work unsafely.

    Behavior-Based Safety

    Behavior-based safety (BBS) is a proactive approach that focuses on observing behaviors and their consequences to enhance workplace safety. Although it requires considerable effort to maintain, when implemented effectively, BBS can significantly mitigate the risks of accidents. A successful BBS approach relies on everyone agreeing and consistently practicing safe behaviors for all identified hazards.

    Employees can implement the straightforward process of JHAs to ensure comprehensive awareness of hazards and their respective controls for each task. The development of JHAs begins with performing thorough hazard assessments. These assessments identify both the dangers inherent in tasks and the critical behaviors needed to prevent unwanted outcomes. Utilizing a Hazard Assessment Form can aid in evaluating tasks, identifying hazards, and determining the necessary controls.

    A Hazard Assessment Form engages with staff purposefully and critically examines unsafe conditions. Observing employees and discussing their tasks can help identify the behaviors needed to prevent mishaps and situations that might lead employees to make dangerous choices. For example, if using a piece of safety equipment is required for a task but it is not readily accessible, a team member may choose to make an unsafe decision for the sake of getting the job done quickly.

    Protect Your Business Today

    To truly enhance workplace safety, consider strategies that simplify processes, increase safety, and strengthen overall operations. Partnering with a professional employer organization (PEO), like GMS, can provide comprehensive support in these areas.

    GMS offers various services, from on-site training to consulting and OSHA compliance. Our workplace safety experts are ready to assist you in addressing your team’s questions and building a robust culture of safety. By leveraging our expertise, you can ensure your workplace adheres to the highest safety standards while streamlining processes and enhancing overall strength and efficiency.

    Contact GMS today to talk with one of our experts about how you can ensure workplace safety at your organization.