Step #1. Purpose for the Dialogue
I wanted to talk to you today because I have concerns about your unsafe operation of the forklift. I will be sharing with you specific examples of what I consider unsafe practices and describe the impact of these practices.

I'm interested in hearing your perspective of the problem. I want to come away from this meeting with a specific plan for how these concerns will be addressed.

This is a Job Performance Coaching session and as such the notes of our meeting will be recorded in your Working File.

What questions do you have?

Step #2. Provide Feedback and Discuss Impact
Two weeks ago on a Tuesday morning while I was walking through the warehouse I noticed that the forklift you were using was left unattended with the brake off. I mentioned this to you at the time and you fixed the problem.

On Friday afternoon of the same week I noticed that you were driving at an unsafe speed with the forks up, and you weren't wearing your seat belt. You explained that you had a rush order that needed to be filled and you assured me that you’d be more safety conscious.

This morning when I passed your lift I saw that the forks were left up when the lift was unattended.

IMPACT
You work hard at your job and always seem to go do your best to meet our customer's needs. However, these safety practices could have a serious impact on you, your coworkers, and the Company.

What do you see as the potential impact for these behaviors?

The employee identified these possible impacts:

• Someone getting hurt
  
• Damage to equipment
  
• Possible OSHA violations

The supervisor acknowledged these impacts and added more to the discussion.

Let me tell you why I consider this an important issue. I want you and everyone else that goes in the warehouse to come home safe. While the likelihood of a problem is rare, they do happen.

I know of two incidents that you may not be aware of. One happened to me about 7 years ago. I was coming around the bend in the northwest side of the warehouse and I walked smack into a fork that was left up. It nearly knocked me out.

In another incident about 15 years ago, an employee was crushed by a transformer that fell on him.

What other incidents are you aware of?

Step #3. Inquire and Demonstrate Understanding

• What is your perspective on the feedback that I gave you?
• What is your thought process when you operate the forklift?
• What goes through your mind when you’ve completed a job?
• What is your point of view about the safety regulations?
• What are some reasons why you do not consistently adhere to safety procedures?

Employee Perspective
The employee is all for safety but believes you have to bend the rules now and then because it takes too long to follow them all. It's hard to really believe anyone would actually get hurt.

All employees are being asked to do more with less personnel so they feel pressured to respond fast to customer demands. Everyone is cutting corners.

Step #4. Develop a Plan of Action
The following action items were collaboratively designed.

1. A visual reminder for safety will be created by the employee that he could attach to the forklift. He will come up with the idea and contact reproductions to have the sign made by tomorrow morning.
   
   
2. The supervisor will assess the priority demands by customers and the process for responding to these expectations.
   
   The goal will be to identify how to be more proactive to reduce the stress on warehouse employees. This process will begin today.
   
   The supervisor will report what he has learned and make suggestions for improvement at the next team meeting. The employees and supervisor will then come up with a plan to reduce the pressure while still maintaining a focus on safety.
   
   
3. The supervisor and employee will meet in three weeks to discuss progress on action items. Meeting date: April 16th at 2:00 PM.
   
   
4. The employee was made aware of the potential consequence for unsafe practices, specifically the possibility of Corrective Action.

Step #5. Record the Outcome
A copy of the action plan will be placed in the employee's Working File with a copy sent to the employee.

Step #6. Check for Understanding
To make sure we're both on the same page could you review the key aspects of the plan we've agreed to?