Initiating Difficult Conversations about Forklift Safety

Managing people can be challenging. But improving forklift safety in the workplace is essential to preventing property damage, injuries, and even death.

As a leader, when you see somebody doing something wrong, it’s essential that you say something. But the way you say it can make the difference between genuinely improving safety and aggravating the inherent friction between workers and management.

The ‘Manage by Walking Around’ Conversation

It’s important for leaders to walk around and personally observe their operations. It’s also the best way to witness first-hand and immediately correct any forklift safety issues.

The two keys to effective one-on-one conversations with employees are establishing a dialogue and being a good listener. Rather than simply telling workers what they are doing wrong, instead ask open-ended questions then truly listen to what they have to say. Ask questions like, “Is there anything we can do to make this task safer?”

After carefully listening to what your employees have to say, be sure to ask follow-up questions to clarify their recommendations, such as, “What can we need to do to make your suggestion happen?”

Prepare a Forklift Safety ‘Elevator Speech’

An elevator speech is a brief, minute-long description that “sells” your specific point. In this instance, it would be about improving forklift safety.

Come up with a concise way to tell workers why you personally care about forklift safety. If possible, include a personal experience or some statistics that back up your point.

For example, you might say, “We need to make forklift safety a priority because last year there were three people injured in separate forklift accidents. After visiting those guys in the hospital, I lost a lot of sleep thinking about what we could have done better. I just want to make sure nobody else has to go through what those guys went through ever again.”

Be Prepared to Give Forklift Safety Feedback

Providing feedback is one of the most difficult things for most leaders to do. Both sides often revert to “us vs. them” positions. Many managers will often avoid giving feedback altogether because they want to avoid confrontation.

But feedback is essential to improving workplace safety. Giving feedback to workers about how they can do their jobs more safely doesn’t have to be confrontational. Instead, approach it as an opportunity to coach workers to succeed.

Let workers know you appreciate their efforts so far. Offer helpful suggestions as to how they can continue to do better. Then seal the deal by asking for their commitment to joining you to improve workplace safety.