While OSHA reports that work-related homicides have fallen 52 percent since 1994, to about 507 a year, many experts feel workplace violence overall has been rising steadily, in part because of the troubled economy.
According to a study by the National Institute for Occupational Safety & Health, more than 70 percent of U.S. workplaces lack formal programs or policies to address workplace violence. But small businesses want to ensure the physical security and safety of employees, visitors, facilities and assets. Creating a corporate culture that promotes, “If you see something, say something” can provide lifesaving benefits.
Warning signs
According to ASIS International, an organization of security professionals, milder workplace violence includes disruptive, aggressive, hostile or emotionally abusive actions. Mid-range behaviors include direct, conditional or veiled threats, stalking and aggressive harassment. The most serious behaviors include overt violence causing physical injury.
Among those prone to violence are former employees who were terminated and are disgruntled. Surveillance and background checks are key to assessing how deep an employee’s potential problem may be. In some cases, it may be necessary to talk with a troubled employee to stop the progression to increasingly violent behavior. Concern and compassion may help the person begin emotional detachment from the company and become less angry.
Managers need to make sure all employees recognize the warning signs of workplace violence so that everyone can act as eyes and ears to report unusual behavior. Assume that any employee who exhibits one or more of these warning signs needs assistance:
Excessive tardiness or absences. Beyond missing work, an employee may quit early or leave the work site without authorization, and provide numerous excuses for doing so.
Increased need for supervision. People typically need less supervision as they become more proficient at their work. An employee who suddenly needs more supervision may be signaling a need for help.
Reduced or inconsistent productivity. An employee whose performance drops suddenly is giving a classic warning sign of dissatisfaction. The manager should meet with the employee to determine a mutually beneficial course of action.
Strained workplace relationships. If a worker displays disruptive behavior, it’s important for a manager to intervene quickly.
Violations of safety procedures. This behavior may reflect carelessness, insufficient training, or stress. If an employee who traditionally follows safety procedures is suddenly involved in accidents or safety violations, stress may be an issue.
Changes in health or hygiene. A person who suddenly disregards personal health or grooming may be signaling for help.
Unusual behavior. A sustained change in behavior often indicates an employee in difficulty. People are often quick to notice personality changes in co-workers. The workplace should promote trust and open communication so that workers undergoing a difficult period may be offered prompt assistance.
Fascination with weapons. This is a classic warning sign that co-workers and managers should easily recognize and must take seriously.
Excuses and blaming. This classic warning sign is easy to identify, yet managers often ignore it.
Depression. Not everyone suffering from depression is prone to violence, but if the depression is evident for a sustained period, professional intervention is recommended.
Technology issues
The widespread use of mobile technologies poses new risks of harassment and violence. Through threatening e-mails, phone texts or messages on social networking sites, workplace violence can continue, even after hours. One reason e-mails and text messages play such a pivotal role in harassment cases is their immediate and informal nature.
A growing number of lawsuits and employee complaints cite offensive text messages. Employees should be told that harassing text messages are violations of company policy. Consider whether to allow text messaging on company-issued cell phones. If texting is allowed, employees should know that the company has the right to look at their messages.
Social networking sites such as YouTube, Facebook and Twitter require similar precautions, as they can open more doors to online bullying. Employees should understand what to look for, be vigilant, and report potential problems.
If violence occurs in your workplace, it is important to act immediately. Focus first on defusing a simmering crisis. Remain calm, listen attentively, and always treat the person with respect and dignity. Isolate the situation and set clear limits of behavior.
A mediator or neutral party can help by listening to both sides and facilitating conversation. To keep a situation from escalating, separate the workers involved. This reduces the risk of confrontation.
An estimated 50 percent of employers say workplace violence crimes or threats are never reported to police or security personnel. When an employee is feeling threatened – physically or verbally – he or she should always report the issue.
