National Safety Month, The Forklift and the Forgotten Voice
At a busy distribution center in the Midwest, a forklift driver named James noticed a blind spot near the loading dock. Every day, trucks backed into that space, guided only by shouted instructions and hope. James had seen a near-miss more than once. But he kept quiet.
"No one listens," he muttered one day.
As James reflected on his experience, he realized that the hesitation to speak up was not just a personal fear but a shared sentiment among his colleagues. Many felt that their voices were undervalued.
Until one day, someone did.
A new safety manager, Julia, introduced something unusual: listening sessions. No clipboards. No lectures. Just conversation. James spoke. He didn’t pitch a fix. He just told his story.
That story reshaped the facility. Within a month, mirrors and new signals transformed the blind spot into the safest corner of the dock. James became the face of the monthly "Safety Stories" board.
Julia’s initiative initiated a transformation not only in safety protocols but also in company culture. Employees began to share their unique perspectives during these sessions, leading to practical innovations and safety enhancements that had previously gone unnoticed.
This is the heart of Week 2 of National Safety Month: recognizing that true safety begins when employees aren't just present, but engaged.
The State of Engagement: A 2024 Reality Check and the Forgotten Voice
- In 2024, only 31% of U.S. employees are engaged at work, the lowest in over a decade.
- Global engagement sits even lower at 21%, with manager engagement plummeting to 27%.
- Gallup data reveals that 70% of engagement variance is tied to the team manager.
Disengaged workers aren’t just less productive, they’re more likely to skip protocols, ignore hazards, or suffer burnout. Safety, then, is not a standalone priority. It's fused to emotional connection, psychological safety, and meaningful work.
When Engagement Works: DORN Companies' Proof
This connection between safety and emotional engagement can't be overstated. Research shows that employees who feel an emotional connection to their workplace are more likely to adhere to safety protocols and engage in preventive behaviors. This highlights the need for employers to foster a supportive environment that encourages open dialogue about safety concerns.
DORN Companies, a leader in proactive wellness and ergonomic safety, emphasizes this point relentlessly: when employees feel valued, they protect what values them.
- 97% increase in morale
- 40% reduction in absenteeism
- 75% decrease in pain-related complaints
Engagement isn’t a soft metric. It's a frontline defense. It's ROI.
When we look deeper into the metrics of employee engagement, it becomes clear that proactive approaches lead to lower turnover rates and higher job satisfaction. A study from the American Psychological Association found that employees who feel connected to their organizations are 50% more likely to report job satisfaction compared to those who do not.
Building Cultures, Not Just Checklists
Here’s what progressive, people-centered safety looks like in action:
1. Train the Heart of the Culture: Managers
Only 44% of managers receive engagement or safety leadership training. Fix that. Equip them to coach, not just enforce.
2. Celebrate the Observers
Create platforms like Dorn’s "Safety Stories". Highlight workers who see something and say something before it becomes a statistic.
3. Ask the Hard Questions
Use short, frequent anonymous check-ins. Ask: "Do you feel heard when you raise a safety concern?"
4. Reward Proactive, Not Reactive Behavior
Don’t wait to hand out praise after an injury-free quarter. Recognize the person who fixed a fraying wire, or the team who redesigned the workflow to reduce strain.
5. Infuse Purpose Into Every Role
When a janitor understands how their work prevents slip hazards, or a packer sees their ergonomic setup as a form of self-respect, they operate differently. Purpose engages.
Leadership: Your Call to Action
This week, commit to one bold act:
- Host a manager-led listening circle.
- Launch an employee-submitted safety suggestion drive.
- Publicly share and implement a frontline recommendation.
And remember James. He didn’t install the mirror. But he saw the blind spot.
Empower your people to speak. Empower your leaders to listen. And you won’t just improve engagement. You’ll transform safety from a mandate to a movement.
Stay tuned each week in June as we dive into other vital themes:
Week 3: Roadway Safety
Week 4: Workplace Wellbeing
If you're looking to strengthen your workplace safety program, reduce injuries, or explore how ergonomic assessments can support your 2026 safety goals, we're here to help. Contact DORN today to learn more or schedule a consultation.
