What does being civil have to do with being safe?

What does being civil have to do with being safe

By Madison Hanscom, PhD

It is not a secret… when the workforce perceives that management considers safety to be as important as production, this is associated with great outcomes.

Kindness is key: The power of respectful relationships at work

power of respectful relationships at work

By Madison Hanscom, PhD

Respectful treatment is not always the norm in every work group. There are countless individuals who are required to interact with other workers and leaders who are rude, sarcastic, judgmental, and disrespectful. Incivility can be as subtle was a snarky remark, or as obvious as aggression.

Employee Well-being and Flex Work: Research Findings

Employee Well-being and Flex Work

By Madison Hanscom, PhD

Virtual work is becoming a part of everyday life for many individuals. What does the research have to say about how it impacts our well-being? Working from home is associated with…


Four Communication Styles for Safety: Which One Are You?

Four Communication Styles for Safety

By Josh Williams, Ph.D.

There are many ways leaders “show up” for safety. Effective communication is near the top of the list. Leaders show they understand and care through thoughtful, interactive conversations with employees. This includes strong listening skills and authentic responses to issues that arise. This is the essence of empathic communication and is vastly different from these maladaptive patterns: dominant, passive, and passive aggressive (adapted from Brounstein, 2001). A brief review of each style is provided below. Which one best reflects how you lead and interact with your employees?

What is the best way to handle unsafe behavior?

What is the best way to handle unsafe behavior

By Brie DeLisi

“Hey! what the $@&* do you think you’re doing?!” or perhaps someone just sneaks a picture of an unsafe behavior and reports it through the official reporting chain. How we handle unsafe behavior directly reflects where the safety culture is from a maturity perspective. So, what are the different ways that organizations can handle unsafe behavior and what does that mean for the culture?

Rethinking the Tight Grip: A Flex Work Tip for Leaders

flex work tip for leaders

By Madison Hanscom, PhD

If you are accustomed to a leadership style that involves close monitoring to feel in control of what employees are doing daily, this will be a point of consideration when employees transitioning to more flexible telecommuting model. Previously, you might have conducted “walk-arounds” to observe work onsite. With a flexible work environment, this will not be as possible.

What’s in it for the workers? Benefits of Flex Work

flex work and what is in it for workers

By Madison Hanscom, PhD

In previous blogs we have discussed the benefits companies can experience from Flex Work arrangements (1). Because flexible work requires less commuting and office space, this also has positive implications for the environment. This is because there is an associated reduction in greenhouse gas emissions (2). There are clear benefits to businesses and the environment, but how about individuals? Although some individuals experience negative components of remote work, such as loneliness (see our blog post on common challenges associated with Flex Work, 3), there are many positive outcomes employees can enjoy from Flex Work.

Downsizing and the impact on employees

Empty Boardroom table with chairs

By Brie DeLisi and Kelly Cave

The term “downsizing” is enough to make anyone’s brain enter into a tailspin – Am I going to be fired? Will this affect me? How will this affect my job? My family? When is it going to happen? What am I going to do? Read More...

Are Employee Incentive Programs Detrimental for Safety?

Industrial using saw

Kelly Cave & Julia Borges

Have you ever wondered why employees in some organizations are afraid to speak up and report safety incidents, even when those incidents could have led to serious injury or death? Many people assume this lack of reporting is due to employee disengagement or workers not understanding the importance of incident reporting. However, have you considered that perhaps employees are hesitant to report due to the way the organization’s incentive system is set up? Read More...

The Hidden Costs of Disengagement


By Kelly Cave and Brie DeLisi

Imagine having a job that makes you feel excited to go to work every day. When you get to work, you feel highly energized and identify strongly with the work you are doing. Now, on the flip side, imagine having a job that makes you dread going into work every day. This job feels like it is sapping your energy, and you spend your days counting down the hours and minutes until you get to go home. Which of these jobs would you rather have?

Generational Differences at Work: More Conflict Than Clarity?

team hands all in

By Madison Hanscom

Generational Differences at Work: More Conflict Than Clarity?
Most of us are familiar with generational stereotypes. Millennials are narcissistic, Gen Xers are cynical, and Baby Boomers are judgmental. When scanning the workplace, it might seem easy to find patterns of behavior that correspond with these generational cohort characteristics, but are these patterns actually there? And for any differences that do emerge, are these actually due to generational cohort membership? Read More...

Work-Life Balance: The key to healthy employees and organizations

team meeting at table from above[1]

By Maggie Carey and Kelly Cave

What is work-life balance?

Both organizations and individuals thrive when employees feel a sense of autonomy, high morale, and overall happiness. In recent years, many have begun to think that the way to achieve this is through emphasizing the importance of work-life balance. This "work-life balance" phrase has been a buzzword in popular culture, but what exactly is work-life balance? More importantly, how can individuals and organizations reap the benefits of this concept? Occupational health researchers commonly define work-life balance as the ability to accomplish goals and meet demands in both work and personal life domains [1]. One of the major frameworks that researchers use to describe the strain that arises from a poor work-life balance is the job demands and control model [2]. According to this model, employees experience strain as a result from an overload of demands and an insufficient amount of resources to handle those demands. In the case of work-life balance, a common example of a demand many workers face is an excessive workload. One resource employees can use to handle that demand is sufficient time to complete work. However, if companies do not provide the proper resources to handle the demands employees face, strain arises, and wellbeing suffers. Read More...

Leadership Visibility: The importance of leaving the desk and getting out into the field

safe workers

By Julia Borges and Madison Hanscom

As we move into a world where the use of technology is rapidly increasing to make our work lives more seamless, it can be easy to forget about the importance of human interaction. While artificial intelligence has become a vital part of organizational performance, human interaction is still at the core of organizational health, culture, and safety. In today’s complex, technology-driven world of work, leaders are as busy as they ever have been, making it difficult for them to get away from their desk and out into the field with their teams. While leaders have a commitment to their tasks, duties, and team members, balancing these critical components can pose quite a challenge for leaders across various types of organizations. Read More...