Creating a strong workplace safety culture is about much more than policies, procedures, and compliance. While systems and processes are essential, the behaviours and attitudes of workers ultimately determine how safe a workplace becomes. One of the most effective ways to influence positive safety behaviours is through meaningful rewards and recognition.

When employees feel valued for their contribution to safety, they are more likely to remain engaged, actively identify hazards, report incidents, and support their colleagues in maintaining a safe workplace. Conversely, workplaces that rely on blame and punishment often discourage reporting and create a culture of fear rather than improvement.

Why OHS-related Rewards and Recognition Matters

OHS-related rewards and recognition is a powerful motivator. People naturally repeat behaviours that are acknowledged and appreciated. When organisations recognise employees who demonstrate positive safety behaviours, they reinforce the message that safety is a core organisational value. Recognition demonstrates that management notices and values the efforts employees make to protect themselves and others.

Benefits of effective safety recognition programs include:

• Increased employee engagement in safety initiatives
• Improved hazard and near-miss reporting
• Greater participation in safety meetings and inspections
• Stronger teamwork and accountability
• Enhanced morale and job satisfaction
• Improved trust between workers and management
• Ultimately – Reduced workplace injuries and incidents

What Positve OHS-related Behaviours Should Be Recognised?

Effective safety recognition focuses on proactive behaviours rather than simply rewarding injury-free periods.

Examples include:

• Reporting hazards and near misses
• Suggesting safety improvements
• Participating in safety committees
• Conducting quality workplace inspections
• Following safe work procedures consistently
• Mentoring new workers in safe practices
• Demonstrating leadership in safety initiatives
• Taking action to prevent potential incidents

By recognising these activities, organisations encourage employees to actively contribute to workplace safety rather than merely avoiding injuries.

The Most Valuable Forms of OHS-related Recognition

Contrary to popular belief, the most effective forms of recognition are not always financial.

1. Genuine Personal Recognition

Research consistently shows that sincere appreciation from supervisors and managers is one of the most valued forms of recognition.

Examples include:

• A personal thank you
• Recognition during team meetings
• A handwritten note of appreciation
• Public acknowledgement of a positive contribution (maybe in a staff newsletter or at a staff meeting, or a Linkedin post)

Employees want to know their efforts have been noticed and valued.

2. Peer Recognition

Recognition from colleagues can be equally powerful. Peer-nominated safety awards or recognition programs help create a culture where workers support and encourage each other’s safe behaviours.

A simple way to do this – have raffle tickets distributed, allow staff (or just OHS committee members) to give raffle tickets to others (writing the OHS-related reason on the ticket) for example – “John found that the first aid kit needed replenishing – well done”. The staff member receiving the raffle ticket, after reading it, puts it in the raffle jar.  At the end of each month, a prize gets drawn from the raffle jar.  (perhaps some movie tickets)

3. Professional Development Opportunities

Many employees value opportunities to learn and grow more than financial rewards.

Examples include:

• Additional training
• Conference attendance
• Leadership development programs
• Special project opportunities

These rewards demonstrate investment in an employee’s future while strengthening organisational capability.

4. Small Meaningful Rewards

Modest rewards can reinforce positive behaviours when linked to genuine recognition.

Examples include:

• Gift cards
• Team lunches
• Additional break time
• Company merchandise
• Recognition certificates

The value lies less in the monetary amount and more in the acknowledgement of the contribution. Deciding on what the gifts are should be done with consultation. If the staff have a say in what the prizes might be, their perceived value will be heightened

5. Organisational Recognition Programs

Formal recognition programs can help maintain consistency and visibility.

Examples include:

• Safety champion awards
• Monthly recognition programs (see example under Peer Recognition above)
• Innovation awards for safety improvements
• Recognition boards highlighting positive contributions

The key is ensuring that recognition remains authentic and tied to meaningful safety behaviours.

Why Injury-Free Reward Programs Can Be Problematic

Some organisations reward workers for achieving a set number of days without a reported injury. While well-intentioned, these programs can create unintended consequences.

Employees may become reluctant to report injuries, hazards, or near misses because they do not want to be responsible for the team losing a reward.

This can result in:

• Underreporting of incidents
• Missed learning opportunities
• Hidden workplace risks
• Reduced trust in the reporting process

Instead of rewarding the absence of injuries, organisations should recognise the positive actions that help prevent injuries from occurring.

The Problem with Blame

One of the greatest barriers to a positive safety culture is a blame-focused approach to incident management.

When employees fear punishment or criticism after an incident, they are less likely to report mistakes, near misses, hazards, or safety concerns. Valuable information that could prevent future incidents is lost.

A blame culture often leads to:

• Reduced incident reporting
• Fear and mistrust
• Defensive behaviours
• Concealment of errors
• Poor communication
• Missed opportunities for improvement

Most workplace incidents occur because of multiple contributing factors rather than a single individual’s actions. Equipment design, procedures, training, supervision, workload, communication, and organisational systems often play significant roles.

Rather than asking, “Who is to blame?” organisations should ask:

• What happened?
• Why did it happen?
• What factors contributed?
• How can we prevent it from happening again?

This approach supports learning and continuous improvement.

Building a Just Safety Culture

Leading organisations adopt a “Just Safety Culture” approach, which balances accountability with learning.

In a Just Culture:

• Honest mistakes are treated as learning opportunities.
• Workers feel safe reporting incidents and hazards.
• Investigations focus on understanding causes rather than assigning blame.
• Deliberate reckless behaviour remains subject to appropriate accountability.
• Continuous improvement is prioritised over punishment.

Employees are far more likely to engage in safety processes when they believe they will be treated fairly.

Conclusion

A positive safety culture is built on trust, engagement, and continuous improvement. Meaningful rewards and recognition programs encourage employees to actively participate in workplace safety and reinforce behaviours that prevent incidents before they occur.

The most effective recognition is often simple, genuine, and timely. Acknowledging positive contributions, providing growth opportunities, and celebrating proactive safety actions can significantly strengthen workplace safety performance.

Equally important is avoiding a culture of blame. When organisations focus on learning rather than punishment, employees feel confident reporting hazards, near misses, and incidents, providing valuable information that helps prevent future harm.

By recognising positive behaviours and fostering a Just Culture, organisations can create safer workplaces where everyone contributes to the shared goal of protecting people from injury and illness.

Contact us to see how we can help you create a good safety culture at your workplace