Thought Leadership: How Martin Electric Builds Better Safety Leadership

From the Field Up

At Martin Electric, we believe that safety goes far beyond a list of rules and regulations. It’s a mindset, a culture, and a team effort that requires everyone to work together toward a common goal. Think of safety as a sport, where each team member has a unique role to play in achieving success. Whether you’re on the field or in our office, communication, collaboration, and a shared commitment to safety are key.

That’s why when we look for a safety manager, we don’t want just another “safety guy” who’s there to call the shots and push paperwork. We want someone who takes on the role of a coach — someone who guides, supports, and empowers the team, ensuring that everyone has the tools, knowledge, and resources they need to stay safe while performing the work.

But we didn’t just assume the right fit for the role – we went to the source!

Here are the Top 3 stereotypes that are field identified as “just another safety guy”:

#1 The Paperwork Pusher

While documentation and compliance are essential parts of a safety manager’s role, field employees are quick to point out that safety isn't just about forms and checklists. A safety manager who spends all day with their nose in a binder—without engaging with crews or addressing on-the-ground concerns—misses the bigger picture. The team wants someone who is proactive, present, and hands-on, not someone who simply checks boxes. A successful safety leader balances paperwork with real-time problem-solving and builds trust by being actively involved in daily operations.

“If all you’re doing is chasing signatures and filling out forms, you’re not helping us stay safe—you’re just adding distraction. We want someone who is also taking action.”

#2 Lacking Practical Knowledge and Experience

Field teams value real-world experience. When a safety manager doesn't understand the nature of the work—whether it’s due to limited field exposure or a strictly academic background—it can lead to unrealistic expectations or impractical safety protocols. Crews are more likely to follow guidance from someone who’s “been there” and understands the job from their point of view. Hiring a safety manager with genuine trade experience fosters mutual respect and ensures that safety strategies are both effective and feasible.

“If you’ve never had to do this work, how can you tell us the safe way to do it? When someone has no practical field experience, their safety advice can come off unrealistic or dangerous.”

#3 Constantly Playing Defense

A reactive approach to safety—only stepping in when there’s a problem—does little to build a strong safety culture. Field employees emphasized the importance of hiring someone who’s proactive, visible, and engaged in prevention, not just response. A good safety manager doesn't wait for an incident to act; they help anticipate risks and implement improvements before issues arise. The best candidates are those who make safety part of the daily conversation, not just an afterthought.

“We don’t need someone who only shows up after something goes wrong. A real safety leader is out here helping us spot things before they become a problem. They’re not just reacting—they’re teaching, checking in, and looking ahead.”

To learn more about what are field thinks makes a great safety manager, check out this video!

Hiring the right safety manager means looking beyond the resume. It’s about finding someone who understands both the importance of compliance and the value of real-world experience. Most importantly, it’s about hiring someone who will collaborate with the field, not hover over it. Our teams are ready to work safely, they just need a leader who’s ready to work with them.

Here is what our Human Resources Director, Kelsey Freire, considers when hiring for a Safety position:

Safety is a Team Effort, NOT a Dictatorship.

“In any successful sport, the best teams are led by coaches who don’t just stand on the sidelines shouting orders. The same goes for our safety managers. We don’t need someone acting as a dictator who simply enforces rules without taking the time to engage with the team. The core of our company is our field team. They are the ones making things happen, facing the challenges and risks head-on. We need a leader who actively engages with the team, builds relationships, and ensures that safety is embedded in everything we do.”

Correcting Actions, Not Just Pointing Fingers.

“A safety manager shouldn’t always be playing defense, waiting for mistakes to happen. That reactive approach does not build a strong safety culture. Instead, a great safety manager is proactive, anticipating risks and stepping in before problems arise. Their job is to ensure that the entire team is well equipped to stay safe and perform their best. At Martin Electric, we are deeply committed to ensuring that every member of our team returns home safely to their family and friends at the end of each day. Their safety is and will always be our top priority!”

Hiring From Within: A Strategy That Works.

"At Martin Electric, we’ve found that the most effective way to hire a Safety Manager is to train and promote from within our field team. These individuals bring firsthand experience with the work we do every day, having spent years on the job alongside their teammates. That kind of insight can’t be taught in a classroom, it comes from being in the manholes. By growing our safety leadership internally, we ensure our Safety Managers understand both the technical side of the job and the culture of our crews already having their trust. We've learned that hiring someone without an electrical or construction background often leads to a disconnect between safety policies and real-world application. Promoting from within keeps our safety program practical, respected, and rooted in experience."

We don’t just want to follow safety rules — we want to live them, and we do that by empowering the people who know our work best. What makes a good Safety Manager in your organization?