Have you ever heard the term “Hobson’s Choice”? It’s a phrase that describes a situation where someone appears to be given a choice, but in reality, there’s only one option.
Here’s a simple example. When I was a kid, my mother would give me a so-called choice before heading outside on a freezing day:
“Either wear your winter coat or don’t go outside.”
Technically, I had two options, but one wasn’t really an option at all. My mother wasn’t interested in teaching me decision-making at that moment. She simply wanted me warm, safe, and healthy.
Believe it or not, many companies use the same principle when it comes to workplace safety compliance. Employees are told:
“Either comply with OSHA safety rules, or don’t work here.”
This type of “no choice” policy guarantees compliance, but it can also create resentment. Unlike my seven-year-old self, your employees are adults. And adults want to be treated with respect. The more ownership they feel over their role in workplace safety, the more committed they’ll be to protecting themselves and the organization.
Employee compliance doesn’t have to mean forcing obedience. When workers are trusted to make meaningful choices, they feel valued, respected, and part of something bigger than themselves.
Offering employees the ability to make decisions:
Encourages active participation in safety programs.
Creates a sense of empowerment rather than resentment.
Builds a safety culture that’s embraced, not resisted.
But there’s a catch, not every choice is a good choice when it comes to workplace safety.
Here’s a practical example. Imagine you’re running a winter safety program focused on reducing slips and falls on ice and snow. You want employees to use traction footwear like ice cleats.
Allowing them to decide whether or not to wear cleats undermines the program. If even a few people opt out, you’re leaving the door open to preventable injuries, higher workers’ comp claims, and a weaker safety record.
This is not the kind of “choice” you want to offer.
Instead, the smarter approach is to offer a range of approved ice cleat options. All the models should meet your company’s safety standards for traction footwear. That way, employees can choose the style, fit, and comfort that works best for them, without compromising the bigger safety goal.
Here’s the key takeaway:
Bad choice: letting employees opt out of a mandatory slip-and-fall prevention program.
Good choice: letting employees select from different ice cleat models that all meet safety standards.
This subtle shift makes all the difference. Employees feel empowered because they have a say in what they wear. At the same time, your company ensures everyone is still fully compliant with OSHA workplace safety and your internal safety policies.
When employees feel forced into compliance, they’re less likely to be engaged. But when they feel empowered to make meaningful decisions, they’re more likely to own their role in safety.
By applying this balance—mandatory programs with choice built into the details—you’ll create the best of both worlds:
Strong compliance.
Lower accident rates.
A workforce that feels respected and empowered.
And that’s the kind of employee compliance every company should be aiming for.