Keeping workers safe – the first 90 days

Ensure new employees understand your safety culture and stick to it!

Why are the first 90 days so critical?

The first 90 days set the stage for the entire employment relationship, yet new employees typically report that onboarding feels like a mere formality. This is deeply concerning as new hires are at their most vulnerable during these first months. Research by the Institute for Work & Health (IWH) in Toronto, Canada*found that employees in the first month of their job are three times more likely to suffer a lost-time injury than workers who have been at their job for more than a year. More recently, the Travelers 2024 Injury Impact Report** revealed that first-year employees account for 35% of all workers’ compensation claims, highlighting the critical need for effective onboarding practices.

To break this cycle, change needs to start early in the recruitment process. Here’s how we can make this happen:

1. Make safety integral to the recruitment process

Clearly communicate safety expectations in job descriptions

Use descriptive videos to show candidates the work environment

Provide realistic job previews and physical demands descriptions

Include safety-focused questions in interviews

Involve the entire team in the selection process to build commitment to the new hire’s safety performance

2. Get new hires thinking about safety early on

Set the safety cultural expectations from the start

Identify hazards and discuss mitigation strategies

Demonstrate the use of required PPE

Explain the importance of “stop work authority”

Outline procedures for reporting injuries

Develop the skills to identify risks

3. Be innovative in your onboarding techniques

Incorporate highly interactive games, like learning maps

Use tactile experiences, like the Japanese ‘dojo’ approach*, to enhance learning

Create specific training centers focusing on reducing ergonomic risks

*“Dojo is Japanese for “place of the way.” The concept is both a physical and metaphorical space where teams can come to learn agile principles, certainly, but also improve other aspects of software engineering or embrace new frameworks and tools.” (Thomson Reuters).

‘Must wins’ for the first day

Implement ‘Green Hat Programs’ to easily identify new hires and encourage safety interventions

Assign new employees to lower-risk, lower-workload tasks initially

Pair new employees with “peer sponsors” to guide them in manage risks effectively

Engage front-line leaders in reinforcing positive behaviors and addressing unsafe behaviors through safety conversations

‘Must wins’ for the first 90 days

Must wins are the processes that have to be implemented correctly to all new hires. These include:

Gradual accelerate new hires to full capacity at a pace that matches their capabilities and competence

Provide a clear curriculum and training that outlines safe working practices and explains the reasoning behind them

Verify skills and expectations to ensure competency

Ensure new hires understand the operational risks they will encounter, and how to manage those risks

Leaders should frequently demonstrate their commitment to safety through conversations that reinforce positive behaviors

Graduation

When new employees’ competencies are verified, celebrate by retiring the green hard hat – a symbolic ‘graduation.’ At the same time, remember that safety is an ongoing commitment. This initial induction is just the beginning of a lifelong dedication to ensuring every worker goes home safely to their family, every day.

If you would like to learn more about how JMJ’s Incident and Injury-Free™ methodology can help you create a culture of care across your organization and projects, contact us .