Preventing danger: the first 90 days on the job

For new hires, the first 90 days on the job are among the most dangerous times in their careers. There's an abundance of evidence that new employees, regardless of age or prior experience, are at a heightened risk for workplace injuries. According to the National Safety Council's (NSC) Injury Facts, in their first 90 days on the job, nearly 278,000 employees experienced an incident that resulted in days away from work in 2021 and 2022. The Institute for Work & Health (IWH) research showed that workers who had been in a job a month or less had three times the risk of a lost-time injury as those who had been in a job for over a year. OSHA reports that new employees are five times more likely to get injured than seasoned employees. Studies by Travelers and the WCRI have reached similar conclusions.

While youth and inexperience were cited as the leading causes of this trend in the past, the data reveals the primary reason is newness to the workplace and its specific hazards. Regardless of age, new employees are often unfamiliar with workplace procedures, safety protocols, and potential hazards. Moreover, they want to make a good impression and are hesitant to ask questions or feel pressure to perform quickly. This combination leads to mistakes and injuries.

A focused effort on safety can avert a dangerous time and give new hires the knowledge and tools they need to remain safe on the job. Here are eleven ways employers can help prevent injuries among new workers:

1. Begin with the job posting

   In a recent Safety and Health Magazine article, Larry Pearlman, president and founder of Safety and Consulting Associates Inc., an affiliate of SafeStart, notes that keeping new workers safe should begin with the job posting and job descriptions. Applicants should have a realistic picture of the job, requirements, and associated risks. Some employers use YouTube videos to show applicants "what people actually do and what the work environment is."

2. Ask safety-related questions during the interview

   Pearlman suggests a question about when a job applicant chooses to follow or not follow a safety rule and why. Other questions could be what they would do if they noticed a hazard in the workplace or how they would handle a situation where a co-worker was not following safety procedures. To demonstrate the commitment to safety, employers should explain how the company makes it a priority and its expectations of employees.

3. After a conditional job offer, conduct pre-employment screening and introduce safety expectations

   For physically demanding or safety-sensitive roles, a fit-for-duty exam to determine whether the employee can safely perform their job duties without posing a risk to themselves or others should be given after a job offer contingent on satisfactorily passing the assessment. Other pre-employment screening may be warranted depending on the job and company. Be sure to follow federal and state laws that regulate pre-employment screening.

   Pre-boarding can also be a good time to provide information on the company's safety values and expectations.

4. Avoid information overload and have a well-organized onboarding and training process

   Making safety a memorable part of the onboarding process is challenging. In addition to learning the job responsibilities and the technical aspects of the equipment and tasks, new workers are getting acquainted with their supervisors and co-workers, making decisions about health insurance and other HR matters, and adjusting to the new work environment. It's an overwhelming time. Yet, addressing all aspects of safety is critical. Don't rush the onboarding process - training should be broken into manageable sessions.

5. Go beyond regulations - focus on hazard recognition and situational awareness

   While it's essential to cover basic rules and policies, emergency procedures, hazard and incident reporting, and workers comp, most time should be spent on hands-on safety training customized based on the employee's specific duties. Walk employees through actual job tasks and identify potential risks, use VR, AR, or in-person simulations to expose employees to hazards in a controlled environment, employ e-Learning and gamification platforms to provide creative, interactive scenario-based learning for different workplace situations, and discuss "what-if" scenarios related to workplace hazards and decision-making. A mentoring or shadowing program allows new employees to observe how skilled workers identify and mitigate risks. Hands-on training and real-world scenarios are far more effective than PowerPoints or manuals.

6. Identify new workers in the workplace

   How to identify new workers in the workplace will vary by industry, risk level, and culture. It's important to foster team cohesiveness and not to create stigma. In high-risk industries, a different colored vest, helmet, or shirt enables supervisors and experienced workers to quickly identify new employees needing guidance or additional supervision. Some workplaces may prefer more subtle differentiation, such as a patch on a uniform or a decal on clothing or helmets. Let the new workers know the purpose is for safety and support, not a mark of inexperience, that it is temporary and part of the structured onboarding process. Build morale, celebrate, and acknowledge when a worker has achieved competency and moves to standard gear.

7. Set realistic goals for 30, 60 and 90 days

   Provide new hires with clear and concise information about their roles, responsibilities, and expectations, incorporating workplace safety procedures and training. Have a well-communicated safety plan and training in place, and repeat, repeat, repeat. From day one,the employer must set the tone that every worker's safety is a top priority. Perhaps most importantly, the company must be "walking the walk" - the actions of supervisors and co-workers must reinforce the message.

8. Verify and certify

   Training is insufficient to ensure that the new hire has the competency and understanding to work safely. Set clear criteria for new hires to demonstrate competency before they are fully integrated into their roles. Depending on the position, this could be practical demonstrations, knowledge assessments, probationary periods, supervisor feedback, trainer certifications, and more.

9. Provide regular feedback and encourage questions

   Schedule regular check-ins with new hires to address any concerns. Provide constructive feedback, encourage open communication, and provide multiple avenues for new hires to ask questions and seek clarification.

10. Don't stop after the onboarding phase

    Recognize that employees will not remember everything they learned during onboarding. Moreover, overconfidence and complacency can lead to dangerous shortcuts and reduced vigilance about hazards. Follow up with refresher training and updates throughout the year to help employees stay engaged, retain and improve their skills, and foster safe behavior.

11. Assess effectiveness

    Without proper evaluation, it's impossible to determine if the new hire program has achieved its objectives and what improvements are needed. Common metrics to track include injuries and near misses among new hires, worker comp costs, retention of new hires, safety compliance, and productivity. Seek worker input on what is and isn't working to improve the program overall.