Our maturity model describes each stage of a company’s maturity and general capabilities available at each stage. Each company is at a different stage of development and has different levels of capabilities, resources, and technology to support its operations. This is useful to understand as you map your employee safety needs versus your ability to effectively manage employee safety communication. For example, an established employee safety program with a written plan and functioning committee has a much different level of capability and maturity than a program that was recently implemented and still has limited awareness throughout the company.
Given the disparities between programs with low and high maturities, a model is most useful when it helps people understand the different stages, what actions they should take at each stage, and what they can expect to occur at each stage as they mature. This helps an Employee Safety Program leader make better decisions about how to move along the maturity continuum and enhance emergency communication, preparedness and disaster resiliency in their company.
Here’s a simple three-step process to help you improve your employee safety communication capabilities.
Step 1: Assess your program
Our self-assessment tool is intended to measure your company’s emergency response policies and communication procedures as well as overall commitment to employee safety. The results of the assessment will determine your program’s current level of maturity. Take our free online self-assessment and learn where your company is on the Maturity Model. The assessment takes 7-9 minutes to complete.Step 2: Determine your goal
"Is your company ready and able to invest resources needed to move your employee safety program to the highest level of maturity, or is the company only ready to move to the next level?"
It’s important to take into account the resources available, leadership support and the culture of your company when setting your goal. Perhaps your goal is to move up one stage within the next 12 months and then reassess. In other words, moving your program to the highest maturity level right away is not necessary. Even small changes in your program can yield big results. By taking an honest assessment of your company’s culture and resources, you can set a realistic maturity goal and timeframe.
Step 3: Create an action plan
If you are at maturity stage one, and you want to get to a maturity stage four, that is a big gap, and you likely will not have the resources in place to make such a leap overnight. Instead, ask yourself, "What actions do we need to take to get to stage two?" Then set goals and put plans in place to get to stage two. Once you get to stage two, you can repeat the process to get to stage three.
If creating your plan, setting your goals, or improving your program seems overwhelming, we are here to help. Learn more about our service offering
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