Successful Case Management

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Incidents happen, even to the best companies and employees. It’s how we, first, try to prevent injuries from happening and then afterwards manage them that really matters. In every incident, there are so many different stages, that it’s easy to get overwhelmed and forget what the end goal is: to ensure the employee is okay and understand what proactive approaches should be used to prevent the same or a similar incident from happening in the future.

After every incident, there are certain responsibilities every employer and employee has. Knowing these is the key to successful case management. Let’s go over these one-by-one.

Employer Responsibilities

Right away, an employer’s role is to get all team members in the right mindset, letting them know they won’t get in trouble for reporting an incident. The company’s goal is to keep all employees safe and to help the employee heal if an incident were to occur. Ideally, setting these expectations will help ensure an employee feels comfortable reporting an incident and will do so in a timely manner.

Once an incident occurs, it is the case manager’s duty to find the root cause and collect as many facts as possible. The goal is to find the root cause of the incident so action items can be taken to prevent the same incident from happening in the future.  

The case manager also has to act as somewhat of a liaison between the injured employee and the doctor. Going to the initial and all follow-up doctor’s appointments can help confirm correct information is being relayed between parties. Between appointments, a case manager should regularly check-in on the employee to verify they are doing the exercises and preventative, at-home care as prescribed by the doctor. Checking in on the injured employee confirms to them that you care and want them to recover as soon as possible.

Employee Responsibilities

An employee’s first responsibility when it comes to an incident is to simply let their employer know. The employer cannot assist if they do not know. In addition, continuing work with an injury could increase damage and decrease the possibility for repair later. It is also vital that the employee go to their employer’s designated medical office. If an employee goes to their own doctor unaccompanied, it could decrease assistance the employer can provide.

Training both management and employees on how to properly handle an injury is the key to successful case management.

As an employee, it is important to assess the situation correctly and only accept the care or instruction that is absolutely necessary. If days off work are required, practice all exercises and preventative actions required by the doctor. Doing so can help decrease the amount of time the injury lasts and get the employee back to work sooner. It is an employee’s moral duty to not take more days off than necessary.

Conclusion: Key Takeaways

Training both management and employees on how to properly handle an injury is the key to successful case management. Both sides should not fear asking questions, whether it’s to get the entire story of what happened or ask what steps come next. If everyone has the same mindset and goals going in and throughout the process, you will always have a successful case management system.


From your experience, what other responsibilities does either an employer or an employee have to ensure

case management success?

Comment Below!

Meet the Founder (Part 2)

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Meet the Founder (Part 2)

This week, Apolonia shared her thoughts on company culture and how it played a roll in the development of True Safety. We discussed the importance of having a healthy internal company culture and the benefits it can have on the customers. 

Listen to the entire episode on Spotify, iTunes, GooglePlay, and Stitcher.

You can also find the entire episode on our Youtube Channel.

Meet the Founder (Part 1)

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Meet the Founder (Part 1)

This week we finally get to hear how True Safety got started. We had the privilege of listening to Apolonia Rockwell share her story about how she got her start in the Oil and Gas Industry and how she put together what is now True Safety Services.

Listen to the entire episode on Spotify, iTunes, GooglePlay, and Stitcher.

You can also find the entire episode on our Youtube Channel.

The ROI of Safety

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Properly implementing a complete safety program is sometimes seen as an expensive endeavor. However, have you thought about what your company might get back from making this investment? Potential returns could include more work for the company, lower insurance premiums, and happier employees.

Let’s take a look at how safety is one of the most valuable investments your company can make.

More Work for the Company

Contracting companies look at a company’s safety statistics and decide if they match up to their own standards. If your company doesn’t make the cut, a client may decide to work with another company instead. Don’t let that happen!

Having a solid and constantly growing safety program will help ensure your company is always on the forefront of a client’s mind...

Having a solid and constantly growing safety program will help ensure your company is always on the forefront of a client’s mind as a good and safe company to work with. This can be done by showing the contracting company that you have a complete and updated HSE Manual, steady safety meetings and training classes, site safety audits, and more!

Lower Insurance Premiums

Creating an atmosphere where safety is a way of life will in turn result in less incidents, near misses, and recordables. This not only directly results in lower workers compensation costs but can overtime reduce your total insurance premiums.

Through programs, like Colorado's Cost Containment Certification (CCC), insurance companies in Colorado reward their clients with a discount on their insurance costs year after year. However, a company has to do the work on their side before the insurance company will accept their proposal. This includes proving you have regular safety programs and procedures in place, a group of people continuously looking to improve the program, among other items.

If your company operates in a state other than Colorado, do a quick search to see if your state offers a CCC program. For more information on Colorado’s CCC, visit Colorado’s Department of Labor and Employment website here.

Happier Employees

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Lastly, but maybe most importantly, you have happier employees. Having a full safety program in place helps show your employees you care about them and are invested in them. An employee’s family satisfaction will also increase, meaning families are satisfied with your company and happy to have their loved ones work there.

Happy employees makes it easier to create a better safety and company culture. There will be less push back from the employees and they will be willing to reciprocate the support they get, staying at the company for longer, creating a decrease in turnover rate.


These are just three of the major returns that can come out of investing in a proper and complete safety program.

Are there other returns your company has seen from advancing your safety program?

Comment below!

Expert Secrets to Mastering your Mindset with Weldon Long - Part 3

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Welcome to the final part of "Expert Secrets to Mastering your Mindset" with Weldon Long.

Part 3 discusses how to take your new, healthy mindset and apply it to sales.

We covered some solid ground in this episode, but if you want to learn more about this topic, you can receive Weldon Long's newest book, "Consistency Selling", for FREE here!

Listen to the entire episode on Spotify, iTunes, GooglePlay, and Stitcher.

You can also watch the entire episode on our Youtube Channel.


What were your thoughts on our episodes with Weldon Long?

What were your favorite parts?

Let us know in the comments below!

Expert Secrets to Mastering your Mindset with Weldon Long - Part 2

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Welcome to Part 2 of our podcast with Weldon Long!

This week we take a look at what it takes to reshape your mindset during difficult times. Weldon discusses the importance of learning from hard times and drawing inspiration out of them.

We hope you enjoy this week’s episode and be sure to stick around for Part 3 next week. 

Get a FREE copy of Weldon Long's newest book at here!

Listen to the entire episode on Spotify, iTunes, GooglePlay, and Stitcher.

You can also watch the entire episode on our Youtube Channel.


What were your thoughts on our episodes with Weldon Long so far?

What were your favorite parts?

Let us know in the comments below!

Expert Secrets to Mastering your Mindset with Weldon Long - Part 1

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This week, we had the privilege of talking with best selling author, successful entrepreneur, and sales expert, Weldon Long.

Weldon was generous enough to share his story with us along with his opinions on healthy mental perspective. We looked at his journey to success and discussed the mentality that allowed him to get there.

We hope you enjoy part 1 of this episode. 

Get a FREE copy of Weldon Long's newest book at here!

Listen to the entire episode on Spotify, iTunes, GooglePlay, and Stitcher.

You can also watch the entire episode on our Youtube Channel.


What were your thoughts on our first episode with Weldon Long?

What were your favorite parts?

Let us know in the comments below!

How to Ace an Interview: Employer Edition

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Finding, hiring, and keeping amazing employees can be one of the toughest challenges facing a company. How do you, as an owner or hiring manager, find talent who have the right skills and mindset to achieve not only in the position, but also as a part of the company?

There are 3 key points you can look at during an interview that can help warrant success upon hiring your newest employees: Potential, Goals, and Connection. Let’s take a look at each of these aspects individually.

Potential

One goal of an interview is to assess the potential employee’s previous experience and decide if they’ve gained the tools they need to succeed at your company. Often, businesses want their new employees to already have all the required skills and knowledge they’d need to succeed at their new position. In a perfect world, those people would be plentiful. However, this isn’t a perfect world. Finding those people can be like finding a needle in a haystack.

Not all hope is lost though. There are plenty of people with the baseline knowledge of your industry and the potential to learn and excel at acquiring the rest of the knowledge. The best employees are often the ones who are hungry for knowledge and always taking on new challenges, taking their position to a whole new level. This is what you want to look for in a new employee: someone with the potential to not only excel at their new position, but who will also seek constant growth within themselves and the position, taking both to new heights.

Goals

Once you have a good sense of where they’d like to go, assess if their goals seem like they could align easily with the company’s goals.

Next, you want to look at goals. It’s important to consider the goals of both the potential employee and the company. For the potential employee, what motivates them? What are their ultimate goals in life? How do they plan on getting there? Once you have a good sense of where they’d like to go, assess if their goals seem like they could align easily with the company’s goals.

Also look at how their goals align with the job. Let them know what to expect from the role, such as how are they going to be managed, what would their daily tasks look like, etc. Inquire into what are they hoping to get out of the job and gauge if that matches the position. If the goals don’t align, this might not be a blissful, long-standing match.

Connection

Lastly, but most importantly, do you feel a connection to the potential employee? Listen to your internal instincts. Did you get excited about the person when you were interviewing them or did something specific grab your attention? It can be hard after just the first or second time meeting with someone to know if they are a good match for your company or not, however, really try to pay attention to the voice in your head and see if there’s just something about them that stands out.

Is the potential employee a good match for the company, not just in skills and knowledge, but in attitude and values?

Listen to yourself and decide if you think the potential employee is a good match for the company, not just in skills and knowledge, but in attitude and values. Will they fit your company culture and get along with the other employees? If not, that can make a huge impact on the success of the potential employee and, in the long run, the company.

Conclusion

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Finding the right employees can be tough and sometimes you might even have to do some searching on your end. However, if they have the skills, potential, goals, and you feel they can connect easily with the company and it’s people, they may be a great fit for your company!


What are more features you look for while interviewing someone to see if they’d make a great match for your company?

Comment below!

5 Tips for a More Effective Training Program

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1.       Uniformity

Create a good base training program that all employees are required to go through when they first start. This will help you understand your employees’ knowledge foundation. From there, more job-specific training can be delved into.

Imagine you have an employee who has been with your company or in the industry for years. You assume they have the knowledge they need to complete their job safely, however, if they received bad information when they first started, they’ll now hand down that information to the people they train. It’s not their fault, this is the information they’ve been given, but it’s never too late to fix that and give them the right information. Continuing knowledge checks and job-specific training can help lessen the possibility of knowledge gaps.

2.       Effective Communication

Communication is key to any healthy relationship, whether it’s employer to employee, teacher to student, or even friend to friend. Let your employees know what is expected of them. For instance, let them know what training they need to get done and that they can come to you if they feel they need more training or clarification on anything.

If you are teaching a training class of any kind, let your students know what is expected of them in the class. Let them know how they can exceed in the class. Get the communication started with yourself. Tell them where you come from and try to build rapport with your students.

3.       Keep Documentation

Documentation is extremely important when it comes to training – if you can’t prove it happened, then it didn’t happen, right? Always keep copies of rosters, sign in sheets, and/or certificates that show what training was completed, who completed the training, and when it was completed. This creates a precautionary aspect for the company in case anything were to happen.

4.       Keep it About the Students & Accept Feedback

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Remember, the whole point of safety training is to help the employees learn how to be safer within their jobs. Make your goal of the training to see someone have that “light-bulb” moment within themselves. Allow them to ask questions and get as much out of the class as they can.

Give the students your best and always except feedback. Always take any criticism the students have and break it down to see if it’s something you can truly work on to make the experience better for the next class.

5.       PASSION

The most important part of effective training is PASSION! If you aren’t having a good time as a teacher, your students won’t either! Keep the class fun but beneficial. Typically, extra job training isn’t the most fun assignment to complete, but we can at least make it a valuable and enjoyable experience, leaving them actually wanting to learn more!


What other components do you think are essential for an effective training program?

Comment below!

How to Lead VS Manage Your Team

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How to Lead VS Manage Your Team

This week we had the privilege of having Chris Patterson on the show. He shared his thoughts on topics like team safety culture, connecting with employees, and leadership practices that go above and beyond. 

Listen to the entire episode on Spotify, iTunes, GooglePlay, and Stitcher.

You can also watch the entire episode on our Youtube Channel.