Occupational Health

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!

5 Steps to Building a Safety Culture

Creating a culture within companies is growing in importance to all industries. Safety culture is no different.

Merriam-Webster defines culture as, “the set of shared attitudes, values, goals, and practices that characterizes an institution or organization.”  

When it comes to creating a successful safety culture, confirming that each of these components just stated are present is extremely important.


Here are the top 5 tips on how to get each of these components into your company and create a successful safety culture:

1.       Build Trust

2.       Provide Training

3.       Provide Communication Channels

4.       Lead by Example

5.       Celebrate Successes


Now let’s break each step down individually.


1.    Build Trust

Step one to developing any relationship is to build trust between the parties. Employees should feel that they can go to their supervisor if an incident occurs or if they see something that may be a safety hazard. Encouraging them to inform a supervisor in either of these cases is a vital part of having a successful safety culture. For instance, if the employees do not feel comfortable reporting a near miss, this mishap may be repeated in the future and turn into a more serious occurrence later on.


2.    Provide Training

"...world-class teams are dedicated to continuous learning."

Training provides employees with safety tools and resources. These resources are just as important as any of the other tools used to complete a job. They enable employees to correctly identify a potential safety hazard and know what the next step in preventing further danger is. When training is lacking from a company, it is more likely problems will arise. Remember, world-class teams are dedicated to continuous learning.


3.    Provide Communication Channels

It is important that employees know how to report a safety issue and that it will be addressed appropriately. Make sure the channels of communication for reporting a problem is completely clear to employees; they should know exactly who they are to inform about a concern. After the concern is expressed, the employee should feel confident that it will be handled in a positive and complete manner, making sure to investigate the entire issue.

Making the workplace an open area for sharing ideas about safety should also be practiced.


4.    Lead by Example

“The elements of culture tend to have a trickle-down effect.”

Culture is something that engulfs the totality of a company and, therefore, is a commitment that should be taken on by the entire team. The elements of culture tend to have a trickle-down effect. This means that employees will gauge their goals and how they handle situations at work on how their supervisors do. If an employee’s supervisor fails to correct a reported hazard, it is likely that the employee will not be concerned with reporting hazards anymore because no action is taken to resolve the issue. Creating a true and complete safety culture means going beyond the programs and policies with meaningful actions.


5.    Celebrate Successes

Keeping safety at the forefront of goals set for a company is extremely important. As previously stated, it takes an entire company to successfully attain these goals. Therefore, when these objectives are reached, it is important to celebrate the company and all of the employees within it. Acknowledging what the company has done and setting higher sites for the future can help to ensure that the company will continue succeeding and gaining triumphs that previously seemed difficult to obtain.


These 5 steps are simple, but necessary to gaining a complete and true safety culture within a company. Following them will ensure all of the correct elements are in place for letting a company go beyond their goals and keeping their employees safe.


What techniques are you using to create a safety culture within your company? Comment below!