Praise in Public, Coach in Private - It Works for Safety Too
Joe Whiteman, director of safety services

You have more than likely heard the phrase, “praise in public, coach in private." These are good words to live by when managing employees. However, determining a public or private approach to coaching is dependent upon when coaching is required, the employee, and the potential impact on the overall team. Could it be beneficial to others to see the results of the coaching? Will the employee being coached feel attacked and embarrassed? There is certainly a balance to be sought, and, as a good leader, you should know when to coach in private, or when a public reminder helps create a safe work environment.

Praise is a great tool to empower individuals and build confidence. When you are praising, you are highlighting a desirable behavior or outcome to a larger group- perhaps the crew on the jobsite. This works especially well when it comes to safety. Morning safety huddles, tailgate meetings, and especially all-hands weekly or monthly jobsite meetings provide excellent opportunities to do just this. Celebrate and praise safety wins in front of the crew. Recognition and learning go hand in hand, reinforcing safe behaviors and driving a strong safety culture; not to mention, giving meaning and recognition to the individual who displayed the behavior.

There can be a negative result if you apply the same method when it comes to coaching. No one enjoys a public shaming. Absolutely coach an employee if they are performing a task in an unsafe manner. Correct the violation, coach the worker on proper methods, and determine what drove that employee to do what they did. Was it a personal issue that caused them to be absent minded? Was it a breakdown in communication or planning? Perhaps a lack of training or experience? There are many factors you need to know before you choose whether the worker is best coached in private or public.

You also need know how the employee receives coaching. Depending on the cause of the unsafe act, it can certainly be a teachable moment for all. You may, however, need to approach those public coaching opportunities by speaking in generalities; rather than singling out one person. This will better serve you on multiple fronts. The employee will feel like a valued member of the team and hopefully be more receptive to coaching in the future; reinforcing that you and the company truly care about them and their safety.