How to prevent violence in the workplace
In the United States alone, over one million employees annually are victims of violent crime while at work. Murder is now the second leading cause of occupational deaths in that country. Elsewhere, workplace violence is also increasing: domestic violence spills over on to the work site, disturbed employees commit violent acts. Sometimes the location of the workplace leaves it open to violent incidents such as robbery. What can managers do to prevent workplace violence? Begin by considering the following advice...
1. Be aware: you can be legally liable.
Society expects organisations to provide safe working environments - and that includes safety from violent acts. Whatever the origins, violent episodes have the potential to result in legal action against your organisation, or individual employees or management. However, if it is apparent that you have installed early, appropriate preventative measures or actions aimed at defusing lethal situations, then the likelihood of liability diminishes.
2. Devise strategies for minimising staff violence.
To minimise the possibility of workplace violence resulting from staff attacks on co-workers - whether they be threats, harassment, assaults or more serious acts - develop a set of procedures aimed at defusing the potential for such incidents. Consider the following actions:
- Screen all job applicants. Should you risk employing someone with a record of domestic violence, erratic behaviour, harassment, aggression, or an obsession with weapons?
- Compile a written policy. This should indicate clearly that threats, menacing behaviour, and actual violence will not be tolerated; incorporate processes for consistent and thorough investigation and handling of such incidents; and state the consequences of policy violations by staff.
- Circulate the policy. Ensure this policy is communicated to and understood by all employees.
- Implement procedures for raising concerns. Develop a process that enables staff to alert management to aggressive behaviour by co-workers. Be on the lookout for potentially violent employees - those exhibiting a recent decline in work performance or unusual behavioural changes; those with work stress, in conflict situations with co-workers, with domestic, financial, or medical problems, with short tempers and personality disorders; and those with prior records of threatening behaviour, violence, or substance abuse.
- Create procedures for handling such problem staff members. The key here is to establish a means which allows disgruntled employees to have their complaints and grievances addressed openly and promptly.
3. Devise strategies for improving security.
There is clear evidence of increasing violence in those work locations, particularly retail establishments, which involve the exchange of money, routine contact with the public, staff working early or late hours, solitary work assignments, or businesses in high crime locations. For example, robbery of retail stores in the United Kingdom increased by 42 per cent between 1996 and 1997, with 13,000 cases of violence to staff during such incidents.
Attend to the safety of your staff and customers by considering the installation of lights and mirrors, personal and silent alarm systems, drop safes, bulletproof enclosures, 'limited cash on hand' signs, and by increasing the number of staff during high risk time slots. Provide professional training for staff on how to react to violent situations such as robbery - basically, stay calm and controlled, act on the offender's instructions, remember details for later, and don't disturb the evidence.
