The H.R. Source

Several years ago I started researching violence in the workplace. There was little information available. Now, unfortunately there is a lot of information available because of the seemingly increasing numbers of incidents of violence in the workplace.

Workplace violence is now on the top of the list of major concerns among the nation’s major employers, according to Pinkerton’s, the international security firm.

Over 750 people each year are murdered on the job. The Justice Department reports that more than 1 million employees are subjected to various forms of violence at work with the cost to employers for all workplace incidents estimated at around $38 billion annually. Not only are these incidents expensive in terms of legal and medical costs, the impact on morale, productivity, and overall turnover is extensive.

So what can you do?

Here are some steps you can take to reduce risk and prevent losses:

• Develop an understanding of the personality signs that may lead to violence. Explosive anger, paranoia, pronounced disdain for others and authority, and an inability to take criticism are just some of the signs. An obsession with weapons, a history of violence or substance abuse, and inconsistent employment patterns are other signs to be aware of. If an employee has decreased or inconsistent job performance, or major personality changes, it may be a cause for concern. What is important is that you become aware of the frequency and severity of the behavior.

• Establish a zero-tolerance policy towards workplace violence and communicate it clearly and specifically to all employees. Verbiage you use should mandate zero tolerance and then identify what behaviors define violence. You should also include information on how incidents should be reported. Be prepared to take action against anyone who violates this policy.

• Check references on all prospective employees. When you call previous employers, keep records of these calls and make every effort to obtain information on previous work experience. You can make these calls yourself or you can use online background checking services. Make sure you obtain written permission from the employee to check these references.

• Encourage employees to report threats or violent behavior from customers, co-workers, or family members.

• Take an honest look at the management style represented in your organization. If you or your managers are autocratic or abusive with staff, the workplace becomes negative and can create anger within your team. This anger can also stem from an increasing workload, a sense of loss of control over decisions, and managers who are indifferent to employees and their needs. Violence often comes from a sense of betrayal. Therefore, managers must focus on developing trusting relationships with staff members.

• Make sure that your decisions related to staff are fair, consistent, and effective. Terminations should be handled with care after the proper discipline and counseling have occurred.

• Give employees access to medical and mental health expertise. Employee Assistance Programs (EAPs) have become popular because they can provide confidential assistance to employees who may need counseling.

• Stay close to your employees. Do you have two-way communication with them regularly? Do you ask them their opinions and take their suggestions? Do you have a trusting relationship with each of your staff members?

• Conduct a security check of your business. Make sure you have adequate security and controls in place to prevent unlawful breach. Employees who observe a security breach should know what to do in that event.

• Maintain effective grievance procedures so that disgruntled employees have an avenue for discussing situations they find unacceptable in the workplace.

• Train managers and employees on recognizing the warning signs of aggressive and violent behavior.

• Take immediate action in dealing with threatening and violent behavior.

Although there are no classic types who can become violent in the workplace, experts indicate that frequently the aggressors are men who have difficulty with anger. These men are likely over 35 years old, often have significant tenure on the job, and are chronically disgruntled and socially isolated.

Remember, workplace violence is a very real and present danger and can be perpetrated by anyone. Stay alert, respond immediately, and encourage your staff to do the same.

Libby Anderson is a human resource consultant and trainer. She can be reached via e-mail at edahrsvcs@aol.com.