Simplifying Safety Incentive Programs

How less complexity drives better results.

• By Buck Peavey
• Sep 08, 2025

Safety incentive programs are a cornerstone of many workplace safety strategies. When done well, they can dramatically reduce workplace incidents, boost employee engagement, and reinforce a strong safety culture. However, many companies find that their programs become unwieldy over time; bogged down by complicated rules, inconsistent tracking, and confusing reward structures. 

The solution is an “easy” one: Simplification. When you streamline your safety incentive program, you not only reduce administrative overhead but also make the program more impactful for employees. Let’s explore why simplicity is so important and then we will discuss a guide to designing a simplified safety incentive program that is both easy to manage and highly effective. 

There are several reasons why we must keep things simple. Of course, we all know that complex incentive programs can be downright confusing to employees. If the rules are unclear or constantly changing, we see that participation drops off. A simple structure that’s easy to understand has been proven to encourage more consistent engagement. Clarity drives participation.  

Administrative efficiency is an important factor as well. The truth is safety professionals and HR teams are already stretched thin. A simplified program is always welcome, of course, since it reduces the time spent tracking data, verifying eligibility, and managing rewards. 

We also must remember that consistency builds trust. When programs are too complex, inconsistencies and perceived unfairness can arise. Simpler programs are easier to apply uniformly across departments and teams, reinforcing trust and fairness. Further, being consistent allows us to focus on what matters most, which is critical. Your program must be aimed directly at your specific accident issues. Don’t clutter up your program by rewarding for things that are unlikely to make a direct safety impact for your organization.   

Steps to Simplify Your Safety Incentive Program 

1. Define your goals. Start by narrowing your program’s big picture focus. What is the single most important outcome you want to drive? Common examples include: 

• Reducing recordable incidents. 

• Increasing near-miss reporting and safety suggestions. 

• Improving participation in safety meetings or training. 

Involve your frontline supervisors when narrowing down your goals—they can offer key insight 
on what behaviors need reinforcing. 

2. Reward leading indicators over lagging ones. Some safety programs may rely on lagging indicators like “no lost-time injuries” or “X days without an incident.” While these are easy to measure, they can unintentionally discourage reporting of accidents or near-misses. 

Instead, incentivize proactive safety behaviors such as: 

• Reporting hazards or near-misses. 

• Participating in safety audits or toolbox talks. 

• Completing safety observations. 

• Submitting safety improvement suggestions. 

These behaviors lead to a safer environment and are within employees’ control, making the program feel more achievable and fairer. 

3. Standardize the earning criteria. One of the biggest sources of complexity is having different rules for different teams or job roles. While tailoring rewards might seem equitable, it can add layers of confusion and administrative effort. 

Instead, try to standardize how points or rewards are earned across the organization. For example: 

• 5 points, tickets, or gamecards for each safety meeting attended. 

• 10 for a submitted near-miss. 

• 15 for an implemented Safety Suggestion. 

Keep in mind you can still recognize standout performers or high-risk roles through on-the-spot rewarding, without changing the core structure. 

4. Simplify and gamify the reward system. Many companies fall into the trap of creating overly complicated point systems that confuse participants. Some programs lose excitement over time. A critical component here is to make earning and redeeming rewards as simple as possible and as FUN as possible. This can all be accomplished by choosing the proper rewarding system to begin with; one that includes a gamified element.   

Here are two additional useful tips: 

• Select an “all-inclusive” program that includes reward fulfillment. Full-service incentive. 

• Companies can help you with this. 

• Reward for both individual behaviors and team accomplishment. 

Many have found simplification success by utilizing digital platforms that have built-in, fun rewarding systems such as electronic scratch-off cards that deliver award merchandise points. Others have found that physically handing out tangible tickets or cards with points is preferred and can still be effectively simple. Either way, make sure you eliminate the responsibility of maintaining employee point banks and any manual tracking or paperwork. Companies have learned that going the “all-inclusive” path, in which employees keep track of their own cards, tickets, and points, combined with easy, online redemption, is the way to go.  

5. Choose a “self-promoting” program. It’s a fact. Safety Managers, Plant Managers, and HR professionals rarely have the time (and sometimes expertise) to build fun, promotional ad campaigns that keep their employees engaged.  

Tip: Make sure your gamified program fosters employee interaction. Example: Trading cards to be entered into a drawing will cause program “talk,” “hype,” and engagement. 

Simplification Works.  

Consider a major globally known beverage company that had run a variety of Safety Incentive Programs for its employees over decades. All these programs seemed to be effective for a couple of months—sometimes even a year. The challenge was that eventually, the employees lost interest and the programs fizzled out. So instead of the typical carrot-and-stick, points-for-gifts approach, the company changed to a game-based program that was simpler, less complex, and all-inclusive. The new program’s focus was now aimed at the game, not solely the award.  

Employees received electronic scratch-off gamecards (delivering points towards catalog merchandise) on their mobile phones for their safety accomplishments. Each card also revealed a letter allowing them to collect and trade these letters with other coworkers in order to spell the word “JACKPOT.” Once spelled, they were automatically placed into a series of grand-prize drawings. The employees reported that for the first time in decades, they had a program that actually gained excitement over time versus all of the past programs that eventually lost their steam. Their odds of “winning big” were increased as time went along.  

The numbers? Accidents on the job were reduced companywide by 64 percent, and participation in company safety initiatives skyrocketed. Near miss reporting was doubled, and Safety Suggestions became a part of their culture. In addition, the administration time for the HR and Safety teams was reduced to a fraction.  

Other Hints and Tricks to Consider.  

Use real reward merchandise, not cash or the equivalent. While cash and gift cards are often requested by employees, they are not the best at delivering long-term behavior change. Allowing participants to redeem from a catalog of “wanted” merchandise, versus items that are simply “needed,” proves to be a stronger motivation. Trophy value is long-lasting. In addition, cash-type rewards can cause employees to feel entitled and feel it’s part of their compensation or bonus they depend upon, rather than a safety reward.  

Discourage non-reporting. Make sure your criteria actually reward the reporting of claims in a timely manner or penalizes those that do not report. Reward for preventative safe behaviors and safety training attendance, etc., in addition to simply rewarding for lower accidents.  

Reward More Frequently. Reward more frequently (weekly) and attach this reward to the behaviors that lead to the end result.  

Avoiding Complexity Works. A mid-sized manufacturing company had been running an internal recognition program with different criteria for each department. It took hours each week to manage, and employee participation was declining. The company simplified its program by: 
. 

• Moving to a digital safety platform that contained a gamified approach. 

• Standardizing earning criteria across departments. 

• Shifting focus from incident-free days to proactive behaviors like hazard reporting. 

• Offering both individual catalog merchandise and grand prize drawings. 

Result: 

• 44 percent increase in employee participation. 

• 57 percent decrease in recordables. 

• 60 percent reduction in administrative time. 

• 32 percent increase in near-miss reporting . 

Final Thoughts: Keep It Easy, Make It Fun 

A safety incentive program should motivate positive behavior—not overwhelm your team with complexity. By simplifying your program, you: 

• Increase participation and engagement. 

• Reduce administrative time and effort. 

• Build trust and transparency across your organization. 

• Focus everyone on proactive safety behaviors that drive real results. 

Simplicity isn’t just about doing less—it’s about doing what works, more effectively. 

When employees understand how the program works and feel confident that they can earn meaningful rewards, they’re far more likely to engage with it—and that’s when you start to see real culture change. 

So where should you start? Investigate digital platforms that are designed specifically for ease of use, scalability, and add the element of fun. The right tool can automate tracking, streamline reward management, and provide real-time visibility, saving your team hours, while keeping safety front and center. 

Remember: simplicity is powerful. And in safety, power comes from clarity, consistency, and engagement.  

This article originally appeared in the September 2025 issue of Occupational Health & Safety.