Whistle argued for cash-based construction safety incentives in guidance published on April 2, 2024. The employee rewards provider recommended linking recognition to proactive worksite activities, including safety audits, equipment inspections and participation in training.

The company contrasted those activities with paying solely for low reported incident rates. Its guidance acknowledged a concern among safety managers that rewards linked to accidents or near-misses could encourage underreporting. It therefore focused on observable preventive actions that crews could complete as part of their daily work.

Whistle's case for cash rested on recipient flexibility. The provider said money could meet a wider range of employee needs than merchandise, a retailer-specific gift card or a fixed prize. It also acknowledged a supplementary role for team lunches and branded items within a broader recognition program.

For construction employers, the practical program described in the article combined defined safety goals, an allocated reward budget and a way to distribute payments. Whistle presented its software as a tool for administering cash recognition and connecting that activity with an existing payroll process.

The article was written by co-founder and chief executive Drew Carter and reflected the provider's position on incentive design. Its recommendations centred on choosing the behaviour to recognize, making the reward useful to workers and avoiding an exclusive focus on injury statistics. Employers were encouraged to fit the program to their crews and safety objectives.