Authors:
Dmitry Mokryshev, JSC Kola Mining and Metallurgical Company
Sergey Pavlov, JSC Kola Mining and Metallurgical Company
What does a worker who suggested improving a guardrail have in common with a foreman who organized a "safety toolbox talk" without formalism? Previously, nothing. Today, they are united by "RHI" (Rapid Hazard Identification) — a system that rewards active participation in creating a safe environment rather than passive compliance with rules.
For decades, the HSE motivation system was built on the principle of "punishing for mistakes." We looked for the guilty, not the problems. The result? Employees hid things, were afraid to admit ignorance, and HSE engineers turned into overseers. We fought the consequences, not the root causes.
The turning point came when we realized: you cannot build a proactive safety culture using reactive methods. Our company developed the "RHI" system. Now we reward:
Statistics confirm the effectiveness of this approach. In 2024, the number of employees receiving bonuses for HSE proactivity increased 15-fold. In some departments, we see a 25-30% monthly growth in the number of initiatives.
An analysis of the "RHI" system data for the recent period (October 2024 – November 2025) showed:
Over the past year alone, the system recorded more than 500 incidents identified by employees. Among them were critical risks, such as missing guardrails at heights, structural collapses, and electrical safety and fire protection violations. For example, workers discovered and reported hazards such as:
Thanks to timely reporting, potential injuries and accidents were prevented, and in 65% of cases, the risks were eliminated as quickly as possible.
But most importantly, the psychology has changed. The HSE specialist is no longer an "overseer and punisher," but a "Safety leader and mentor for colleagues." Their task is not to punish, but to help unlock the potential of every employee in creating safe conditions.
A practical example: a flotation operator in the converter matte separation department noticed a minor oil leak in a mechanism. Previously, he would have ignored it — "not my area of responsibility." Now, he reported it via the mobile app, received a bonus following the "RHI" analysis, and the company gained the opportunity to prevent a serious accident.
The standard for an HSE employee says: "Help colleagues solve occupational safety problems." "RHI" turned this principle from a slogan into a working mechanism. When we reward proactivity rather than punish passivity, we create an environment where safety becomes everyone's personal interest.
Today, "RHI" is not just a bonus system. It is a tool for shaping a new philosophy where everyone's contribution to the common goal of safety is valued. Because zero harm is the result not only of the absence of errors, but of thousands of small, correct actions.