A few weeks ago you accepted a job as plant electrical maintenance manager, overseeing a three-shift, 22-person department. The plant has a lot of rotating equipment, including conveyors, blowers, grinders, spin dryers, and wrapping machines. You've managed to learn the names of quite a few people, but there are still folks you don't know.
A couple of weeks ago, you saw a production worker walking through the plant without wearing her safety glasses and her long hair wasn't pinned up and out of the way. So you stopped her and asked her to put on her glasses. Before you could say anything about her hair, she said something ugly to you and stormed off.
You went directly to the safety manager's office and told him what just happened and where. As you were speaking, your boss called you on your radio and told you the HR manager wants to see you right away about harassing a female employee. The safety manager went with you, because the HR manager had a reputation for “shoot first, ask questions later.”
The meeting started off badly, but the safety manager was able to defuse the situation and avoid any real trouble for you. But he HR manager repeatedly told you “not to interfere with other departments” as if that is what you did. You felt like you were getting a warning, and this guy was going to be looking for any excuse to fire you.
Now today you are walking through the plant and see a man with long sleeves and a tie. He's not wearing eye protection or hearing protection. That's four violations of plant safety policy. He's looking at equipment, and in some cases moving off the marked walkway to lean over it. You've never seen him before. So you walk up and introduce yourself, then ask who he is.
He tells you he is the Division Vice President.
Given what happened two weeks ago, do you ask this man about his missing safety glasses, missing hearing protection, strangle-trap tie, and dangerous long sleeves? Or do you smile and walk away?
There is only one correct answer. You diplomatically bring up the safety issues.
Yes, you might be risking another round with the HR manager. But how do you know the VP didn't hear about this incident and decide to stage a little test of the new hire? Say nothing, and you fail. Or what if it's not a staged test and you let this man get seriously injured?
The key to this kind of dilemma is diplomacy. If you are respectful and sincere in your desire that the other person be safe, the underlying message that will be “felt” though not directly heard is you genuinely care about the people you work with. If another manager, such as in this case the HR manager, isn't onboard with safety, you can't let that influence you. Just document things and keep your boss informed.
And always be diplomatic rather than accusing. Ask people what might be unsafe instead of immediately telling them what they are doing wrong. Remember, you can catch more bees with honey than with vinegar. It's not about being right, it's about helping others avoid tragic mistakes.
