{"id":8426,"date":"2025-04-30T19:38:52","date_gmt":"2025-04-30T17:38:52","guid":{"rendered":"https:\/\/www.nextmec.it\/?p=8426"},"modified":"2025-05-14T15:13:25","modified_gmt":"2025-05-14T13:13:25","slug":"il-ruolo-del-feedback-nella-cultura-della-sicurezza","status":"publish","type":"post","link":"https:\/\/www.nextmec.it\/en\/2025\/04\/30\/il-ruolo-del-feedback-nella-cultura-della-sicurezza\/","title":{"rendered":"The role of feedback in safety culture"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Safety at work is never just a matter of rules and procedures, but is directly influenced by organisational culture, everyday behaviour and interpersonal relationships. These three elements have a powerful - though often underestimated - element in common: feedback.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This set of observations, suggestions and recognitions is a powerful tool to reinforce learning, safe behaviour, prevent accidents, improve performance and generally increase the well-being of workers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The term clearly identifies its function: the translation from English, in fact, sounds like \u201cfeeding back\u201d. Feedback should therefore be information that comes back to us, capable of enriching and orienting us towards improvement, and not a synonym for criticism, or even reproach. After all, one of its fundamental characteristics is that it never refers to the person and his \u201cbeing\u201d, but only to his behaviour.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Indeed, feedback, when well structured and used correctly, also functions as recognition, encouragement, exchange of ideas and dialogue, helping to create a virtuous circle: it raises awareness, enhances commitment and promotes profound cultural change. And it is precisely through these exchanges that safe behaviour is reinforced, performance is improved and a climate of trust is created.<\/p>","protected":false},"excerpt":{"rendered":"<p>La sicurezza sul lavoro non dipende solo dalle norme, ma dalla cultura organizzativa, dai comportamenti e dalle relazioni.<\/p>","protected":false},"author":1,"featured_media":8427,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[51],"tags":[],"class_list":["post-8426","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"_links":{"self":[{"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/posts\/8426","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/comments?post=8426"}],"version-history":[{"count":1,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/posts\/8426\/revisions"}],"predecessor-version":[{"id":8428,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/posts\/8426\/revisions\/8428"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/media\/8427"}],"wp:attachment":[{"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/media?parent=8426"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/categories?post=8426"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nextmec.it\/en\/wp-json\/wp\/v2\/tags?post=8426"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}