Here, Director Murray Ferguson discusses what has changed over the last decade in the EHS software industry, why, and his predictions for the next 10 years.
How do you react when you know someone is observing you? Maybe your boss is conducting a formal or informal evaluation. Or perhaps the cute guy or gal you are interested in is looking your way. What do you do? Well, we have multiple reactions to being observed. For instance, if we want to impress, … Read More
Our first guest blog for #IMM2017 is reprinted here by kind permission of Shawn Galloway from ProAct Safety. In this article, Galloway discusses safety ownership and behavioral integrity in relation to incident management. He provides helpful questions to guide readers through an analysis of their organization’s safety ownership.
As an EHS pro, you want as safe a workplace as possible. You know too well how easily accidents can happen, but also the difficulties of implementing a sound safety culture. Health and safety is often seen as a technicality – by both employers and workers. This is where safety incentive programmes come into play. … Read More
The Heinrich pyramid made waves in safety management, but stopping paper cuts won’t prevent SIFs. Here’s how to find the SIF potential near misses to focus on.
Organizations should facilitate safety and safe behavior at work. Watch this video to find out how you can simplify safety reporting in the field.
We have a need for evidence-based answers more than ever. Find out the statistics behind the discussion of health and safety vs. productivity.
In workplace safety, detecting small errors can lead to big improvements (marginal gains). Find out how to improve safety performance with methods adopted from elite gymnastics.
A survey by the National Safety Council on the safety perceptions of U.S. workers shows that 30% of U.S. workers are too afraid to report safety issues. In this post, we highlight some of the most pertinent numbers of the survey.
Every person is different, meaning that there are as many variables to a job as there are people. Individuals come with a distinct set of skills and personality, therefore requiring personalized support to maximize their capabilities.