Home > All Incentive Programs > H/R Developement: Safety Programs
H/R Development:
Safety Incentives
H/R Programs
1)Employee Performance
2)Employee Recognition
(Years Of Service)
3)Health & Wellness
4)Safety Programs

B To B Programs
1)Channel Incentives
2)Sales Incentives

B To C Programs
1)Brand Loyalty


A well-planned safety incentive program can have a major impact on your organization’s bottom line. As Incentive Magazine points out, when your company’s accident rates consistently go down, your insurance rates will soon follow. At the same time, productivity can flourish.

Define the Program’s Objectives and Goals

The first step in implementing a Safety Incentive Program is identifying the program’s objectives and goals. When doing so, there are a few things to keep in mind:

  1. The objectives and goals need to be measurable and attainable.
  2. The guidelines of the program need to be clearly stated and easy for participants to understand.
  3. There should be an established timeline for achieving the objectives and goals of the program.

This initial step outlines the reasons why you want to implement a Safety Incentive Program in the first place. For instance, if the objective of the program is to lower the company’s workers’ compensation premiums, the goal might be to reduce the number of workplace injuries. As another example, if the objectives of the program are to educate employees on workplace safety and implement a formal company safety program, the goals may be to follow specific safety principles and guidelines.

Choose Awards that Motivate Participants

The most effective safety incentive programs directly link the program’s goal with the award. For example, if the goal of the program is to decrease the company’s accidental injury rate, the award should be a direct result of fewer workplace injuries.

Once you’ve established a direct correlation between the goal and the award, the next step is choosing awards that appeal to employees, motivating them to achieve the set goal. Non-cash awards are the most effective, especially when employees can participate in their selection. Cash awards often feel like part of the recipient’s overall compensation package, making them less motivating than awards of popular or luxury items that employees would not normally buy. The awards don’t have to be incredibly expensive; they just need to appeal to the program’s participants.

Enhance Employee Awareness of the Program

When implementing a Safety Incentive Program, one of the best ways to keep employees motivated and engaged is by enhancing employee awareness. This can be done in a number of ways, including:

  • Weekly (or even daily) reminders of the safety program will prevent employees from losing interest in the program over time.
  • Visual awareness of your Safety Incentive Program, like colorful posters and displays, serve as tangible reminders of the goals and potential rewards of the program.
  • Healthy peer pressure or competition between employees can help reinforce workplace motivation to accomplish the goals of the program. You may find it easier to keep program interesting by turning it into a friendly competition between “teams” of employees.

Strengthening the safety culture of your company through an incentive program that rewards employees for safety-related behaviors can dramatically reduce workplace safety violations, benefiting both employers and employees at the same time. employees . Agenda Promotions can help you design a highly effective safety incentive program that meets the needs of your business.


Contact Sales
Ken McNally @ 951-775-1338

Why merchandise rewards work better than cash

When choosing a recognition program for your organization, merchandise rewards are proven to be more motivational than cash, especially with newer employees. Studies show that recognition rewards programs offering non-cash awards lead to higher employee performance and engagement. Here are four reasons why:

1. Merchandise rewards get employees’ families involved in the motivational process.

When an employee announces to his family that he’s working towards winning an amazing item the whole family can benefit from, he’s likely to receive more support and motivation at home than he would with a cash reward. Family members are quick to get on-board with a recognition program that could potentially earn them a new product they all want. This helps employees stay motivated and committed to the program.

2. Merchandise rewards have Trophy Value.

Merchandise rewards are more memorable than cash because they create a long-term reminder of the employee’s accomplishment. Let’s face it, most people end up spending a cash reward on bills or practical items they need. A year from now, an employee who receives a cash reward probably won’t even remember how it was spent. In contrast, a merchandise reward (e.g. TV, computer, etc.) has far more “trophy value” because a year from now, the employee still has a tangible reminder of the achievement.

3. Merchandise rewards are perceived as gifts, rather than compensation.

It’s often hard to motivate employees with a cash reward because cash is generally perceived more as compensation than a one-time recognition award. As mentioned earlier, cash rewards are usually spent on bills, necessities or deposited into savings. A recognition program based on cash incentives can backfire because employees may expect to receive the extra cash again the following year. This happens because they consider the cash award to be part of their overall compensation package, rather than its intended purposes as an achievement award.

4. Merchandise rewards allow employees to indulge in luxury items.

Non-cash rewards allow employees to feel good about choosing exciting luxury items they normally couldn’t justify buying for themselves. When cash is used to reward employees for their achievements, they often feel too guilty to spend it on something they really want because there are always bills to pay and mouths to feed. Merchandise rewards take the guilt out of the equation. Employees have no choice but to enjoy picking out a luxury item they wouldn’t otherwise purchase.

Merchandise recognition programs provide employees with the opportunity to celebrate their achievements by indulging in something they truly desire. The right rewards program is a win-win for both the employer and employee.

Our Competitive Advantage

Agenda offers the most innovative, easy-to-use and effective solution. Our reward programs includes the following:
•Millions of award options to reward your employees including customize awards.
•Digital Rewards. Collegiate, Pro & Military Logo Products that others do not carry.
•5-7 day award delivery
•Free Shipping
•No hidden charges—free program customization, free set-up and free administration
•Low rates—Typically our prices are 30% to 50% below our national warehouse-based competitors