Do's and Don'ts of Running a Safety Incentive Program
A Practical Guide for Safety Managers and HR Teams
Safety incentive programs can be a powerful tool to reduce workplace incidents, boost morale, and reinforce a culture of accountability. But without proper planning, they can backfire—leading to underreporting, poor participation, or wasted budgets. Below is a practical guide to help you design a program that motivates safe behavior and delivers measurable results.
✅ DO: Set Clear, Measurable Safety Goals
Why it matters:
Your safety program should align with specific, trackable objectives such as “zero lost-time incidents” or “100% participation in safety training.” Vague goals like “work safer” fail to provide direction or accountability.
Tip: Use SMART criteria—Specific, Measurable, Achievable, Relevant, Time-bound—to define goals. According to OSHA, clear benchmarks help foster a performance-based culture rather than one driven by fear or compliance alone.
Example:
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Do: “Reduce forklift incidents by 20% over the next quarter.”
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Don’t: “Be more careful around forklifts.”
✅ DO: Choose Incentives That Are Useful and Branded
Branded merchandise like coolers & ice chests, power banks, speakers, tape measures and safety vests work well because they combine practical value with ongoing brand visibility.
Why it works:
Useful rewards reinforce positive behavior. A branded cooler or jacket is not just a prize—it becomes a walking billboard and a reminder of your company’s commitment to safety.
According to the Advertising Specialty Institute (ASI), 85% of people remember the advertiser who gave them a branded item, and 58% keep those items for one to four years.
❌ DON’T: Reward for Zero-Accident Metrics Alone
While “zero accidents” sounds good in theory, rewarding teams solely on that basis can lead to underreporting.
Why it’s risky:
Workers may be reluctant to report minor injuries or near misses, which are critical data points for identifying hazards. OSHA cautions that incentive programs based only on incident rates may discourage transparency.
Better approach:
Reward proactive behaviors—like hazard reporting, attending training, or wearing PPE properly—instead of just the absence of incidents.
✅ DO: Recognize Both Individual and Team Efforts
Safety is a team effort—but individuals still want to be acknowledged.
Balanced approach:
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Reward teams for milestones like “30 days injury-free.”
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Recognize individuals for behaviors like consistently completing safety checklists or identifying a hazard.
Pro Tip: Create tiered levels of recognition—monthly shout-outs, quarterly prizes, annual celebrations—to keep momentum going.
❌ DON’T: Make Rewards Too Generic or Impersonal
Gift cards and generic items can feel transactional. When the reward lacks relevance or personalization, it loses impact.
Instead:
Offer branded, customizable merch that workers actually want to use—like custom safety vests, Carhartt jackets and gear they can wear proudly.
Bonus: Branded gear promotes safety compliance and unifies your workforce under a shared identity.
✅ DO: Communicate the Program Clearly and Often
A good program dies if no one understands it.
What to communicate:
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How the program works
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What qualifies for rewards
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Timelines and redemption processes
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What’s in it for the employee
Use signage, toolbox talks, digital dashboards, and kickoff meetings to reinforce the program.
According to EHS Today, companies that communicate incentive programs well see up to 55% higher participation rates.
❌ DON’T: Ignore Feedback or Fail to Evolve
Your workforce changes, and so should your incentive program.
What to do instead:
Survey your employees annually. What rewards motivate them? What behaviors do they feel aren’t recognized? Use this data to fine-tune your offerings.
Remember: The best programs are dynamic, not static.
✅ DO: Make the Program Part of a Larger Safety Culture
Safety isn’t a one-off initiative—it’s a mindset.
Reinforce your program with:
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Leadership buy-in and participation
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Ongoing safety training
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Visual cues (signage, PPE branding)
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Peer recognition platforms
A robust incentive program complements—not replaces—your overall safety strategy.
Final Thoughts
Safety incentive programs aren’t just about giving away prizes—they’re about shaping behavior, building trust, and creating a workplace where everyone feels responsible for each other. When done right, these programs not only reduce incidents but also increase employee satisfaction and engagement.
Need help choosing the right incentives for your program?
Visit Safety Incentives Plus for high-quality, branded merchandise tailored specifically for safety programs—including custom tools, safety eyewear, jackets, hats and more. Let us help you reward smart, safe choices with gear your team will actually use.
Sources:
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EHS Today: “Best Practices for Safety Incentives”
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ASI Central: “Ad Impressions Study” (2023)
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National Safety Council (NSC): “Employee Safety Perception Reports”