How to prevent violence at work
Preventing violence from occurring in your office or workplace depends largely on recognizing the signs. The fact of the matter is that if you are not prepared within your organization to deal with a potentially violent situation, you increase your risk of having one occur. As a manager, there are steps you can take to ensure this is never the case. It is essential to not only prepare a written policy clearly stating the rules concerning violent behavior, but also to maintain a relationship with your employees wherein issues are discussed openly and honestly. It would also be in your best interest to inform your employees about workplace violence and to have a course of action planned for a possible situation. Your employees should be trained to resolve conflict at some level.
The risk of workplace violence varies among occupations, with the highest aggression rate found in jobs that deal directly with the public. Positions such as teacher or school worker, police officer, or jobs that have contact with mental health patients rank high when it comes to dangerous jobs. This, however, is not to suggest that hostile behavior by employees is not possible within other organizations.
It is not surprising that hostile employees often disclose their discontent and frustration to coworkers prior to committing acts of violence. The person may appear lonely, under a great deal of stress, or dissatisfied with his job. He may act out, behave in a dramatic or inappropriate fashion at work, or engage in fights with other employees. Perhaps he feels he has been treated unfairly; either way, he is likely to let a fellow coworker know. Though it's often hard to tell whether someone is serious or just joking around, and coworkers may be reluctant to report their colleagues, threats should be taken seriously.
If an employee exhibits any of these signs, you must address the issue in such a way that safety is a high concern. If you plan to speak to the person, do not allow him a chance to prepare for the meeting, and be certain to have security personnel available.
Pre-screening employees prior to hiring may be one of the most effective methods of preventing violence. If a person has a criminal record or other history of violent behavior, you might want to reconsider hiring him.
As an employer, know that a policy regarding violence is something that should not be overlooked. It should be brief and avoid specific statements about what the company will not tolerate. Defining certain behaviors could cause uncertainty with employees who aren't sure whether an incident or threat warrants a report. Examples work well; accusing terms do not. When composing the policy, it's wise to consult a lawyer as well.
Violence in the workplace can be easily avoided. It's up to employers to ensure that their companies are prepared to handle it.
References: http://crimeprevention.rutgers.edu/crime/violence/workplace/intro.htm
http://www.opm.gov/Employment_and_Benefits/WorkLife/OfficialDocuments/handbooksguides/Work placeViolence/index.asp
The risk of workplace violence varies among occupations, with the highest aggression rate found in jobs that deal directly with the public. Positions such as teacher or school worker, police officer, or jobs that have contact with mental health patients rank high when it comes to dangerous jobs. This, however, is not to suggest that hostile behavior by employees is not possible within other organizations.
It is not surprising that hostile employees often disclose their discontent and frustration to coworkers prior to committing acts of violence. The person may appear lonely, under a great deal of stress, or dissatisfied with his job. He may act out, behave in a dramatic or inappropriate fashion at work, or engage in fights with other employees. Perhaps he feels he has been treated unfairly; either way, he is likely to let a fellow coworker know. Though it's often hard to tell whether someone is serious or just joking around, and coworkers may be reluctant to report their colleagues, threats should be taken seriously.
If an employee exhibits any of these signs, you must address the issue in such a way that safety is a high concern. If you plan to speak to the person, do not allow him a chance to prepare for the meeting, and be certain to have security personnel available.
Pre-screening employees prior to hiring may be one of the most effective methods of preventing violence. If a person has a criminal record or other history of violent behavior, you might want to reconsider hiring him.
As an employer, know that a policy regarding violence is something that should not be overlooked. It should be brief and avoid specific statements about what the company will not tolerate. Defining certain behaviors could cause uncertainty with employees who aren't sure whether an incident or threat warrants a report. Examples work well; accusing terms do not. When composing the policy, it's wise to consult a lawyer as well.
Violence in the workplace can be easily avoided. It's up to employers to ensure that their companies are prepared to handle it.
References: http://crimeprevention.rutgers.edu/crime/violence/workplace/intro.htm
http://www.opm.gov/Employment_and_Benefits/WorkLife/OfficialDocuments/handbooksguides/Work placeViolence/index.asp
posted by Fedsafe at 11:05 AM
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