Hi, I have searched on the forums (painful to say the least) looking for some new ideas on how to reintroduce/reinvigorate H&S at my new workplace. I am looking for something that is going to make an impact - but that is also sustainable in changing attitudes which are ingrained to say the least. Is there anyone willing to share their ideas and experiences with me please? I am willing to travel to visit sites etc if necessary if you are willing to spare me some of your valuable time. Thanks in advance Stuart PS If you wish to talk on the phone please pm me a phone number and I will call you. Thanks

The attitude of who ? The management, the operatives, both? Are you talking about the " I have done this for 20 years and not been hurt, so why should I believe that I will if I carry on" brigade ? Chris

Stuie It's a big question to possibly a big problem - probably best to tackle in bite size chunks. As others have mentioned, who is the perceived problem, operatives, supervisors, managers, senior management or all the above? Let's assume we are talking about the whole organisation. I have often found that a good indicator to the prevailing safety culture is how they manage accident/ incident reporting and investigation. So, I suggest this is a good starting point. Are accidents/ incidents freely reported where the messenger is not shot? Do proper and thorough investigations take place with meaningful actions, tracked and closed out in good time? For a meaningful process you will need the buy-in and co-operation of all the staff, but start at the top. PM me if you want additional information with regards to the above. Ray

Filling in a few blanks - we already have 14 and 18001 and have for a good time before I joined, I don't struggle with the more senior management team they all are on board and this is being driven by the Director responsible so all good there. The issues lies further down the ladder so to speak - if I am honest it starts at team leader level - historically production has always been king. In answer to some of the questions- Ray - no the reporting is good - no shooting of the messenger - remedial works particularly time scales to action not so good but i am already driving this hard. David - good pointers thank you. Chris - 'shop floor' the managers realise that they are responsible and as such act in that manner. Thank you for those offers of PM's I will take you up. Stuart

Stuie You wrote: 'I am looking for something that is going to make an impact - but that is also sustainable in changing attitudes which are ingrained to say the least. And later added that 'The issues lies further down the ladder so to speak - if iI am honest at the team leader level - historically production has alwasy been king'. What you yourself describe is an opportunity for well-designed skilful coaching, starting with understanding how each team leader understands him/herself and her role. Literally thousands of research articles and books on such coaching of good or very good standards have been published in recent decades. As you profess to want 'new ideas', perhaps you'll get a return on your efforts when you look well beyond the IOSH forums to discover what you say you are looking for?

Interesting you say that the issues are with Operatives and their team leaders, but you also say that one of your problems is getting remedial work completed. I would not have thought this was down to operatives and Team leaders, but Managers. Do the operatives and Team Leaders see this lack of action and receive a message it is not that important then. Team Leaders are part of the management structure, do they understand this ? I ask because I had the same issue and they did not. We decided to send both the Shift Managers and Team leaders on the same IOSH Managing Safely course. Some of them spoke to me afterwards and said it was an eye opener for them. The operatives will see the change hopefully in the Team Leaders, but we also emphasised to them not only the injury they could get but the other effects to their life ( hobbies, family, just everyday living, ability to continue working). Some of them it was just down to one to one add hock conversations to slowly bring them around to asking themselves why should I risk it. Sometimes you just have to make it easier for them to do things the right way than the wrong way, I have found people will always go for the easiest option (except me, I always seem to do things the hard way, but I get there)