Purchasing insurance policies is a process that is often rife with confusion. The buyer knows they need some form of the insurance, but they aren’t sure about the bells and whistles available to them. For example, when investing in car insurance, the purchaser knows he or she wants collision and comprehensive coverage—but what about roadside assistance?
When it comes to life insurance, the uncertainties increase. Does the purchaser want term or whole life? Does the individual even need life insurance? The questions can cause people to delay and put off investing in a life insurance policy altogether. While there are several factors that will determine what kind of life insurance policy will work best for the individual, there are several reasons why life insurance policies are vital.
- To pay off debts. Many individuals erroneously believe they don’t need life insurance if they aren’t married or don’t have children. However, debts don’t vanish upon an individual’s death. The remaining family will have to take care of the individual’s student loans, mortgages, car loans, etc. A life insurance policy would help cover those debts.
- To provide for loved ones. Most people invest in life insurance policies to help pay for funeral expenses and provide financial relief for the lost income. If the policyholder is the primary breadwinner, having a life insurance policy can help their spouse or children navigate the months following their passing without worrying about how they will pay the bills.
- Financial security for children. Similar to the last point, a life insurance policy can provide for the children’s future. For example, a policyholder may want to finance their children’s education, pay for weddings, or support their entrepreneurial efforts. Life insurance can ensure this is still possible in the event of the policyholder’s passing.
- To provide peace of mind. Many people would rather not dwell on their mortality, but not preparing for it can leave loved ones in a precarious position. Money can’t replace the individual, but it can allow the policyholder to know their family will be taken care of once they’re gone.
Life insurance, above all else, protects loved ones from financial uncertainty. It allows them to navigate the time after the policyholder’s passing without worrying about bills, debts, and other monetary concerns. To learn more about life insurance, contact the experts at The Reilly Company.
Encouraging and enforcing safety standards on construction sites is vital to maintaining a safe and effective team. However, safety programs for the sake of safety programs doesn’t do anyone any favors. If employees don’t feel compelled to make changes for the sake of their safety, supervisors need to find ways to get them motivated.
Start with Management
Employees won’t take safety initiatives seriously if their managers and supervisors don’t. For example, if workers overhear their boss griping about the cost of safety training, they may infer this as the boss doesn’t care about safety. Another element of leading by example is responding to employee concerns as soon as possible. If a construction worker reports a safety hazard, but management takes weeks to address it, it sends a message that the business’ leadership doesn’t care about their employees’ safety. When management makes employee health and safety a priority, employees are more likely to do so as well.
Reward Good Behavior
Many supervisors take a penalty-based approach to safety, but this can backfire. When employees are afraid of accruing penalties, they are more likely to hide concerning situations like near falls. While management needs to know about unsafe behavior or workplace hazards, they should focus more on correcting unwanted behavior and rewarding safe behavior. For example, supervisors can provide an incentive or reward for employees who always wear their personal protective equipment (PPE), participate in safety meetings, make safety suggestions/identify safety issues, etc.
What Not to Do
In their zeal to foster a culture of safety, some site supervisors end up making decisions that hurt safety initiatives. These include:
- Disciplinary action. As mentioned above, focusing on penalizing unwanted behaviors isn’t an effective safety approach. Part of the issue is it requires near-constant supervision of the site, which is unrealistic. The other half of the problem is it provokes hostility from workers, especially if they feel like management is targeting them. Supervisors can’t overlook unsafe behavior, but their approach to correcting it should be safety-centric rather than disciplinary.
- Poorly focused incentives. Reward systems and incentives can produce great results if supervisors put the focus on the right safety elements. For example, focusing on reducing the overall number of accidents is a good goal, but a poor incentive. Workers may stop reporting incidents for fear of losing a bonus. Safety incentive should focus more on behavior such as accruing points for wearing reflective clothing, safety glasses, etc.
- Safety signs and posters. Putting up posters professing a passion for safety is only effective if management lives up to and promotes it on a personal level. In other words, if management’s only approach to safety is to put up posters, safety signage will swiftly become a joke.
Job site safety is critical to a successful construction company. If unsafe worker behaviors or injuries plague your construction sites, The Reilly Group can help. We can help you identify risks and enhance the safety of your business. Contact us to learn more.