Work Comp safety
The subject of Work Comp safety is one of the areas that I have harped on for years. Assisting clients with reducing their premiums and Mods is something we have done for over 20 years.
The one area that we are often asked questions on concerns Work Comp Safety. In other words, why do we preach safety as the ultimate way to Cut Workers Comp Costs but have no safety people on board our organization? We had a safety consultant on board five years ago for a brief period as part of our CompScreen Safety Program(c) . However, that did not work out as planned.
We now are going to add a Safety Consultant as I have been asked multiple times over the last five years if we provide advice in three areas besides premium and E-Mod consulting:
- The Affordable Care Act – more of a random phone caller question
- Work Comp Safety – which we should have gotten back to a few years ago
- Sold polices – we do not sell insurance so that our advice is based purely on premium savings or lower self insured payments
Our new Safety Consultant- Glen DuLac, CSP wrote this very insightful passage below on DBM’s:
First it is necessary to cover a concept called Dominate Buying Motivator or DBM. In ever buying transaction a person will have one or more DBMs. A DBM is a key desire or element that must be satisfied before a buyer will commit or go forward with a purchase.
Take cars for example, if I buy a car, my DBM is reliability, I will never buy an intro model and I will only buy cars with height levels of reliability. If the car is for my wife the issue of color is important. She hates black cars, but is very happy with blue or silver or red, her DBM is aesthetic. A third person might only buy a certain make or model of car, his DBM is status. In the same way that we are motivated in our buying decisions, we are also motivated in employment selection decisions.
What are the DBMs of most hiring managers? Obviously, this is no simple question to answer; and the DBMs may change from one job to another. For the discussion of this paper, we should isolate the following hypothesis to the selection of mid management positions.
The hypothesis is simple; there are four DBMs that dominate the selection decisions of managers who interview mid management candidates for open positions. Further, each DBM is two dimensional therefore a possibility of eight DBM subsets exists. It would be extremely naive of me to think that I have come up with all the DBMs involved in hiring for mid management positions.
To be continued next week in our Work Comp Safety Week………
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