Identifying and Controlling Hazards
Course 101
Safety Certified Supervisor Series

MODULE THREE: IDENTIFYING HAZARDS

Comprehensive surveys

Interviewing employees

Outside experts may or may not conduct interviews during their comprehensive surveys. If they do, that's great. If they don't, it becomes important for someone in-house to do so. A wealth of information, over and above what might be possible from a survey, may be obtained by conducting one-on-one interviews with employees.

When conducting the interview keep the following tips in mind:

• Put the person at ease.
  
• Keep the purpose of the interview in mind: It's to get the employee's help in determining the types of hazards that exist in his or her work area. Go to the work area to conduct the interview. Just because you are familiar with the location or the employee's job, don't assume that things are always the same.
• Explain the purpose and your role. Tell the employee exactly why you are conducting the interview to reduce any initial reluctance to participate.
• Stress that the information given is important. It may help eliminate hazards that have the potential to kill, injure or produce illness. Information given may also help to make the work procedure more efficient too.
• Be friendly, understanding, and open minded. Try to keep the interview informal. Your approach is important. Make sure they sense that you care about their safety.
• Be calm and unhurried. If you're agitated, or in a hurry to get the interview over, you'll be sending a negative message that the employee will pick up.
• Let the individual talk. Don't interrupt while they are talking. It's easy to think you have all the information. Many important facts may not be uncovered if you cut them off.
• Ask background information, name, job, etc . . . This just helps to smoothly transition into the actual interview. Small talk.. .then get to business.
• The key initial statement. Ask the witness to tell you about the hazards they are aware of. Don't ask them if they know of any hazards: they could easily just say "no."
• Don't ask leading questions. They are not on trial.
• Ask follow-up questions. This will help to clarify particular areas or get specifics.
  
• Do not put the person on the defensive. If there are hazards present, don't in any way question the employee in a manner that might accuse or blame them of wrong doing.
• Try to avoid yes and no answer questions. Ask open-ended questions. One effective question is... "Tell me about the procedures for..."
• Actively listen. Repeat the information given. Rephrase. Communicate to understand.
• Take notes. Notes should be taken very carefully, and as casually as possible. Let the individual read them if desired.
• Use a tape recorder. But always get permission from the employee first. Offer to give them a copy of the tape if they hesitate.
• Thank the employee. Conclude the interview with a statement of appreciation for their contribution.
• Be available. Ask them to contact you if they think of anything else.
• Provide feedback. If possible, advise the person the outcome of the interview

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