Safety Teams often become more positive because they have a positive leader. This is why focusing on your own happiness, well-being, and emotional intelligence is the first step in creating a great team.
The PERMA Model to highlight the five essential elements that you need in order to be happy. PERMA is an acronym that stands for:
1. Positive emotion.
3. Positive Relationships.
Start by thinking about how you can increase each of these elements in your life. In using the SMPS Process (SMPS stands for Safety Culture Meaning, Pleasure, and Strengths) to see how you can use your strengths to bring more meaning and pleasure to your career.
Emotional intelligence is a vital safety leadership skill, because it gives you an awareness of your own emotions, as well as for the feelings and the needs of others.
Before you can encourage positivity in your team, you need to remove any obstacles to it. By doing this, you can ensure that your team won’t start getting motivated and then run into a series of roadblocks; this start-and-stop progress is dispiriting, and it can quickly undermine your team’s sense of motivation.
Once you’ve removed obstacles or what sometimes we call real life that could slow your team’s progress, it’s time to start managing your team in a positive way. There are many ways to do this.
· Teams that fully understand the purpose of what they do are usually more engaged than teams without this focus. This is why it’s important to create mission and vision statements for your people. These statements are inspiring messages that express the deeper purpose of the work that you are doing.
· Create a team charter to define each person’s role, the group’s projected outcome, and your own expectations. Team charters are useful for a happy team, because they provide focus and direction. After all, when your team members know what they’re doing (and why), they can all move forward together, instead of pulling in different directions.
Keep your team informed about what’s happening in the organization, as well as within the team; the more open and transparent you are, the easier it will be to build trust and create good relationships. Schedule regular meetings to discuss important updates or changes. This also gives your team members a chance to voice any concerns or issues that they’re having with their work.
Positivity is a habit, and the only way that you’ll cultivate long-term positivity with your team is to reinforce it daily. This takes focus and self-discipline, but the benefits can be huge!
Also, coach your people to use affirmations to be more positive. Affirmations are positive statements that help you overcome negative thinking. They’re great for helping your team members overcome self-sabotaging thoughts and behaviors.
Step One: Eliminate Safety Dissatisfaction
Psychologist Herzberg called the causes of dissatisfaction “hygiene factors.” To get rid of them, you need to:
· Fix poor and obstructive company policies.
· Provide effective, supportive and non-intrusive supervision.
· Create and support a culture of respect and dignity for all team members.
· Ensure that wages are competitive.
· Build Safety status by providing meaningful work for all positions.
· Provide security.
All of these actions help you eliminate Safety dissatisfaction in your organization. And there’s no point trying to motivate people until these issues are out of the way!
You can’t stop there, though. Remember, just because someone is not dissatisfied, it doesn’t mean he or she is satisfied either! Now you have to turn your attention to building safety satisfaction.
Step Two: Create Conditions for Safety Satisfaction
To create satisfaction, Herzberg says you need to address the motivating factors associated with work. He called this “safety enrichment.” His premise was that every safety or job hazard reviews should be examined to determine how it could be made better and more satisfying to the person doing the work. Things to consider include:
· Providing opportunities for achievement.
· Recognizing people’s contributions.
· Creating work that is rewarding and that matches people’s skills and abilities.
· Giving as much responsibility to each team member as possible.
· Providing opportunities to advance in the company through internal promotions.
· Offering training and development opportunities, so that people can pursue the positions they want within the company.
In reality, you’ll need “different strokes for different folks” – in other words, different people will perceive different issues, and will be motivated by different things. Make sure you talk with your people regularly one-on-one to find out what matters to them.
The relationship between motivation and safety satisfaction is not overly complex. The problem is that many employers look at the hygiene factors as ways to motivate when, in fact, beyond the very short term, they do very little to motivate.
When you’re seeking to motivate people, firstly get rid of the things that are annoying them about the company and the workplace. Make sure they’re treated fairly, and with respect.
If you do this systematically, you’ll be amazed by the impact this has on motivation!