116 Introduction to Safety Accountability

Positive and Negative Recognition

Negative Recognition

Negative Recognition occurs when the recognition of performance is perceived as a negative consequence (a stick). (e.g., yelling, discipline, or termination). To avoid negative recognition, employees will work to comply, but little more. If the supervisor actively uses this negative recognition strategy, employees will respond negatively in thought and action.

Important criteria of negative recognition include:

• Employees will perform only to avoid the perceived negative consequences - nothing else.
• The desired performance may be safe or unsafe.
• This strategy is more common when employers prioritize, rather than value safety.
• Employees will perform to minimum standard but not beyond: just enough to stay out of trouble.
• The focus is on compliance, not excellence. It's a fear-based strategy.
• If the desired performance standard is to work fast, not safe - it's a priority-based safety culture. Production takes priority over safety.
• This strategy is less effective in achieving a world-class safety culture.

Once again, the outcome is dependent on the performance that the employer wants. Hopefully, the employer values safety, but that's not always the case. Here are some examples that show how negative recognition can increase both safe and unsafe performance:

• Recognition that increases safe performance: The supervisor promises you won't be reprimanded you if you comply with safety rules, so you are sure to follow the rules.
• Recognition that increases unsafe performance: The supervisor yells at you for not working fast enough to finish a hazardous job on time.

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