Keeping Workers Safe Requires Planning, Commitment & Vigilance
Workplace Violence... two words that conjure dark images of chaos and unforeseen horror for workers. But workplace violence means much more than the stories of murder and mayhem that we see on the nightly news from time to time. In fact, it may not be quite as rare or unexpected as most of us might believe.
Although deadly acts certainly pose a threat to American workers, random acts of violence in the workplace committed by a berserk or unhappy former employee brandishing a weapon actually account for a very small percentage of work-related violent acts. A much more serious threat to workers is posed by the daily events that create an intimidating work environment, which can negatively affect an employee’s productivity. From verbal assaults to physical abuse to much more subtle acts of intimidation, today’s work environments are brimming with the kinds of situations that don’t attract much media coverage and often escape management’s attention. However, these acts contribute greatly to increasingly violent workplaces nationwide.
In fact, the Workplace Violence Research Institute estimates that more than 16,000 threats are received by workers every day, while more than 700 are physically attacked. The cost of workplace violence, using this much broader definition, is nearing $40 billion a year according to Institute research.
Most disturbing is the fact that much of today’s less sensational but more costly workplace violence can be prevented or eliminated with a conscientious approach that includes a detailed program and greater commitment on the part of companies and management. Here are six critical tools for making the work environment safer:
1. Create a Workplace Violence Prevention Team
With representatives from each key area of the organization (including employees from all levels of operations, HR and executive management), the team’s primary charge will be to assess programs that might provide immediate help in eliminating unwanted behavior patterns, while at the same time establishing a timeline for the development of a full-scale violence prevention program. The team should also set the tone for rolling out the program — making certain that all employees understand management’s commitment. Finally, the team should not hesitate to seek outside help in assessing how the firm measures up to accepted standards and where the company’s effort is weakest.
2. Establish a Zero Tolerance Policy & Implement A Plan
A zero tolerance policy should clearly and broadly define workplace violence to include intimidation, verbal threats, harassment, physical bullying and, of course, weapons possession. And the policy must extend beyond physical walls onto adjacent parking lots and the corporate campus. This written policy provides support for future terminations and other legal actions. It also helps employees to understand the difference between acceptable and unacceptable behavior in the workplace.
Organizations also need to craft a plan for dealing with workplace violence when it occurs. Whether it’s a random act of brutality or ongoing behavioral disturbances, employees need to understand the consequences of such acts. In addition, everyone in the workplace should be aware of exactly what to do and where to go regardless of the kind of violence that has been or is taking place.
3. Weed Out the Trouble-Makers Before You Hire Them
Do your due diligence regardless of the position for which a prospective employee has applied. Check, double check and confirm every aspect of his or her resume. Experts agree that most incidences of workplace violence are initiated by employees who have exhibited signs of disagreeable behavior with previous employers. It is estimated that 42% of all resumes submitted to prospective employers contain misrepresentations and flat out lies, many of which are clues to future disagreeable behavior. Ask open-ended questions during the interview process to gain insight into the candidate’s personality and behavior characteristics. Ask questions like, "How would you describe your favorite boss?" or "What did you dislike most about your last boss?" Gauge responses for anger, hostility and objective thinking on the part of the interviewee. And don’t hesitate to use personality tests, credit reports, criminal background checks and drug testing to get the full profile of a potential employee.
4. Create A Safe Haven For Reporting Workplace Violence
Such a haven is important in order to provide employees with a neutral site to take complaints. Too often employees are reticent to voice complaints of workplace violence and intimidation because they fear reprisals or career-threatening repercussions.
An unbiased complaint center, staffed by trained and experienced professionals, provides employees with a place to go for assistance. Such a center should be empowered to investigate complaints of violent behavior and take appropriate and defined action if the charges prove to be true. Troubled employees should be afforded the opportunity to seek counseling and take training designed to neutralize the causes of the problem behavior. In addition, employees should be encouraged to report early signs of negative change in a co-worker’s behavior pattern so as to prevent the pattern from building to a violent crescendo.
And don’t neglect the employees you have terminated. The single biggest trigger for workplace violence is termination. Provide the employee who is being terminated with outplacement assistance, a place to go to prepare a resume and make phone calls, and a statement of separation that details what prospective employers will be told about the employee. A terminated employee must be given a sense of hope in order to reduce stress and control feelings of desperation.
5. Train, Educate — and Then Train & Educate Some More
There is little doubt that today’s hectic pace is laden with stress. As a result, most of us routinely experience high levels of frustration. And frustrating circumstances, like being thwarted, annoyed or threatened, can produce the sort of aggressive response that translates to workplace violence. So, to begin with, employers should make available classes, training and materials designed to provide employees with the skills required to better manage and reduce stress in their daily lives.
In addition, focused training in conflict resolution and communication should be implemented at all levels of the company. Too often such training is made available to only management-level employees. All employees need to be educated in recognizing the danger signs so that they can act preemptively. Symptoms like: suspected use of alcohol or drugs; unexplained increases in absenteeism; noticeable deterioration in personal appearance; emotional instability; frequent angry outbursts and general overreactions to change are among the signs that someone may be struggling to maintain control.
6. The Safest Organizational Culture Is An Open Culture
Organizational cultures that discourage communication, foster stress and suppress positive attitudes are breeding grounds for the full range of violent acts that can be committed in the workplace.
In order to prevent workplace violence, it is critical to embrace open communication and encourage feedback from your employees. Communicating strong organizational values helps set the tone of what your company expects from everyone. When the culture supports a zero tolerance policy towards violence, intimidation and threats, employees become more comfortable with attacking the signs of potential violence and less tolerant of its effects.
Our Conclusion
Workplace violence is a great deal more than the occasional act of random brutality that makes the front pages or leads the evening newscast. It can be subtle, persistent and a huge distraction for employees trying to focus on being productive and supportive of their peers. It’s not only physically dangerous, but emotionally and psychologically damaging as well. Proactive management of the issue is the greatest defense against workplace violence.
