In the world of workplace safety, it’s easy to fall into the habit of simply telling employees what to do. The rules are clear, the protocols are in place, and the expectations are non-negotiable, so why not just direct?

Compliance doesn’t always equal commitment.

Telling someone to wear PPE, follow procedures, or report a hazard might result in short-term action, but it rarely leads to lasting change. Coaching, on the other hand, creates space for employees to understand why safety matters, reflect on their role, and make personal, meaningful connections to safe behaviour.

What’s the difference between telling and coaching?

• Telling is top-down. It assumes the message alone will lead to action.
• Coaching is collaborative. It invites conversation, explores barriers, and taps into motivation.

Safety coaching impacts workplace culture

When we coach employees into safety, we engage their thinking. We help them reflect on the consequences of their choices, not just for themselves, but for their colleagues, families, and the workplace as a whole. Safety culture is strengthened.

Safety coaching helps employees:

• Take ownership of their actions
• Understand the bigger picture
• Feel respected and heard
• Build problem-solving capacity
• Develop intrinsic motivation for safety

Shifting towards coaching

When leaders and supervisors move from just issuing directives to asking thoughtful questions, listening actively, and supporting reflection, something powerful happens. Employees stop seeing safety as someone else’s job, and start making it part of how they lead themselves and look out for others.

Here are a few simple, powerful coaching questions leaders can ask:

• “What made that task feel risky or uncomfortable?”
• “What would make it easier or safer to do this job next time?”
• “Have you noticed any patterns or near misses lately?”
• “What would you do differently if you were training a new employee?”
• “What’s one change that could improve safety on this team?”

If we want safer workplaces, we can’t just focus on rules and reminders. We need conversations that build insight, accountability, and buy-in.

Coaching doesn’t replace clear expectations, it enhances them.

Let’s lead safety conversations that stick.

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Editor’s note: Contact Steve to schedule a one-on-one leadership coaching session.

Additionally, Steve provides consultations to members on how to create safe and healthy workplaces—and offers workshops on a variety of mental health topics that can impact manufacturing facilities.

Written by Dr. Steve Conway | Director of Leadership and Psychological Safety
Originally shared via  LinkedIn