That’s why you should measure behavior—and here’s how to do it step by step
Behavior is key to creating a safety culture in the workplace. In Behavior-Based Safety (BBS) and Organizational Behavior Management (OBM), the focus is on reinforcing positive behaviors by measuring and tracking them. But why is it so important to measure behaviors? And how do you do it in a way that produces real results? Here is a step-by-step guide showing how you can implement behavior measurement and follow-up to build a safe work environment.
Why do we measure behavior?
Before we dive into the details of how, we need to understand why. Traditionally, leaders tend to focus on instructions and objectives when they want to achieve results aligned with the organization’s goals. However, it is only by measuring the behaviors themselves—that is, the actions that lead to the desired results—that we can track whether behavioral changes occur over time.
If specific key behaviors are measured and reinforced on an ongoing basis, the likelihood increases that lagging indicators—such as fewer accidents or higher customer satisfaction—will improve in line with the organization’s goals.
Step 1: Select the behaviors to be measured
Not all behaviors are equally important when it comes to ensuring safety. That is why it is crucial to identify the key behaviors that have the greatest impact on workplace safety. These behaviors may include using personal protective equipment correctly, following safety procedures, or communicating potential hazards.
To identify the right behaviors, ask yourself and your team questions such as:
- What behaviors are associated with the greatest risks in our workplace?
- What behaviors do we most often see leading to incidents?
- What behaviors do we want to encourage to improve safety?
By focusing on key behaviors, you can make your assessment more effective and targeted toward the most critical safety areas.
Step 2: Take measurements in a systematic manner
Once you’ve decided which behaviors to measure and have the right tools in place, it’s time to start measuring. This is best done through direct observations in the workplace. Have a supervisor or a colleague observe how well the selected behaviors are being followed. The key here is to observe without judging—the goal is to collect data, not to point fingers.
Keep in mind that observations must be made on an ongoing basis to provide an accurate picture. A single instance does not provide a complete picture of the safety culture—it is the trends over time that matter.
Step 3: Analyze the results and provide feedback
Once you have collected the data, the next step is to analyze the results and provide feedback to employees. It is important to foster a culture of positive reinforcement. When you observe desirable behavior, be sure to reinforce it by providing prompt and clear feedback. This feedback can range from acknowledging the behavior in a meeting to offering a personal thank you.
It is also important to use data to identify where improvements are needed. If certain behaviors are not being followed, ask yourself why: Are there obstacles in the work environment that make it difficult to act appropriately? By understanding the causes, you can create the conditions for successful behavioral change.
Step 4: Follow up and make adjustments
Behavioral change is a process that takes time and requires ongoing monitoring. Once you’ve started measuring and providing feedback, it’s important to follow up regularly to see if the changes are sticking. Adjust as needed—you may need to adjust which behaviors you measure or how you reinforce them. Keep in mind that there’s no “quick fix” when it comes to behavioral change—it’s about building a desired culture over the long term.
Last but not least, be sure to celebrate your progress!
Summary
Measuring and monitoring behavior is a crucial part of building a strong safety culture. By following the steps above, you can ensure that your employees not only know what is expected of them, but also actively work toward achieving the established goals.