The first 90 days on the job are critical for safety part four

Note: This is the last entry in a four-part series on the challenges related to an employee’s first 90 days on the job. You can read the first here, the second here, and the third here.

A lack of experience and familiarity with new work environments and procedures significantly contributes to the heightened risk of safety incidents during the first 90 days of employment. New employees are often unfamiliar with the specific equipment they will be using and the established safe work procedures for their assigned tasks . This lack of familiarity can lead to errors in operation or judgment, consequently increasing the likelihood of accidents. It’s important to recognize that even individuals with prior work experience can be considered “new workers” when starting a new role or joining a new company due to the unique equipment, procedures, and potential hazards specific to that workplace.

Inexperienced employees may also react differently to workplace hazards compared to their more seasoned counterparts . They might not recognize a potential danger as quickly or may not know the appropriate response in a hazardous situation. Experience cultivates an intuitive understanding of risks and the necessary reactions, a level of awareness that new employees have yet to develop. A key aspect of inexperience is the lack of hazard recognition skills. New workers may not have developed the ability to readily identify potential hazards within their new work environment. This deficiency can stem from inadequate training, a lack of prior experience in similar settings, or simply not knowing what specific indicators to look for. Targeted training that specifically focuses on hazard identification within the context of their new role and work environment is therefore crucial for mitigating this risk.

Furthermore, new employees might be uncertain about their stop-work authority. They may not fully understand their right to halt work if they perceive a safety risk or might feel hesitant to question established procedures or interrupt ongoing work, even if they sense a potentially unsafe condition. Clearly communicating stop-work authority and fostering a workplace culture where its use is encouraged and supported is vital for empowering new employees to prioritize safety without fear of reprisal. Finally, human factors, such as mental and physical states like rushing and fatigue, can significantly impact injury potential . New hires, particularly those trying to prove themselves or keep up with the pace of work, might not be as attuned to how these factors can compromise their safety in a new setting. Educating new employees about the role of human factors in workplace safety and encouraging them to manage their workload and well-being can contribute to a reduction in accidents.  

Best Practices for Employers:

• Implement robust pre-boarding and onboarding processes that integrate safety into every stage, from initial job descriptions to ongoing support beyond the first day.
• Provide tailored safety training that is specific to the employee’s job role and the unique hazards of their work environment, moving beyond generic presentations to include hands-on practice and competency verification.
• Establish mentorship or buddy systems that pair new hires with experienced, safety-conscious colleagues who can provide guidance and model safe work practices.
• Ensure clear and accessible communication channels are in place so that new employees feel comfortable asking questions and reporting any safety concerns without fear of reprisal.
• Utilize visual aids and practical demonstrations extensively during safety training to enhance understanding and retention of safe work procedures.
• Supervisors should conduct regular check-ins with new employees, especially during the first 90 days, to address any safety-related questions or concerns and provide ongoing support.
• Actively involve new employees in hazard identification and risk assessment processes to enhance their awareness of potential dangers in the workplace.
• Clearly communicate and consistently reinforce the stop-work authority, empowering new employees to halt work immediately if they observe unsafe conditions.
• Incorporate education on human factors into safety training, highlighting the impact of fatigue, stress, and rushing on safety and promoting strategies for managing these factors.
• Establish a process for continuous improvement by regularly reviewing safety protocols and analyzing incident reports to identify areas for enhancing the onboarding and training processes for new hires.

For further assistance in managing employee-related safety and worker’s compensation claims in your organization you can contact us directly, during business hours, using our chat feature, by phone at 1-844-377-9545, or you can reach us by email at [email protected], and you can always connect with us on Facebook, Twitter, or LinkedIn.