Workplace Violence
 By Richard P. Dacri
Columbine, Atlanta…unfortunately these two names bring up images of violence,
death and horror. There seems to be a perception, real or not, that violence is
increasing everywhere, particularly in our workplaces. We have heard of so many
horrific incidents occurring within the U.S. postal system that the term “going
postal” has taken on the meaning of becoming violent. Yet, at the same time, the
Department of Labor reported that in 1998 workplace homicides, the second
leading cause of on the job deaths, declined.
Whether violence is actually increasing or decreasing, employers must still
remain vigilant in ensuring that violence does not occur in their workplace.
What we do know is that lawsuits resulting from violent occurrences have
increased. Victim’s families are increasingly suing employers for failure to
prevent and address incidents of violence and negligence in protecting their
employees. Employers who do not immediately deal with the first signs of violent
behavior are at risk for potential lawsuits. We have also seen an increase in
cases of negligent hiring because employers did not take the necessary steps in
the recruitment process to uncover past cases of employee violence.
In a recent Society of Human Resource Management survey, 71% of the
participating companies reported that they have no formal policy aimed at
violence prevention or its aftermath. Further, 69% reported they had no plans to
introduce one.
So what should employers do? How can they ensure that their workplace is safe?
1. To begin, employers must take a zero-tolerance approach. Any form of
violence, verbal or physical, cannot be tolerated and must be dealt with
immediately and firmly. Organizations must develop clear policies on violence
and harassment, communicate it to all their employees, and then follow it
strictly.
2. Employers must also conduct thorough background checks. Patterns of violent
behavior are usually not isolated, so reference checks can often reveal previous
incidents. Taking this essential step can minimize many potential problems,
including lawsuits.
3. Managers and supervisors should be trained in identifying the signs violent
behavior and how to respond to it. Managers need to be trained in effective
de-escalation techniques along with the ability to identify warning signs of
potentially violent behaviors.
4. Employers must also provide effective security. This can take many forms,
depending on the organization’s size and business. It can range from requiring
the escorting of visitors, to security cameras, to a guard service. Whatever is
used, employers must take the steps to evaluate their particular needs.
5. Organizational support systems are also key. Studies show that organizations
that lack support systems are more vulnerable to issues of violence. Many
organizations have introduced employee assistance programs (EAP) to provide
assistance to their employees and supervisors.
6. Organizations should establish a pre-crisis protocol/response team. If
violence should occur, employers must be prepared to deal with the incident and
its aftermath.
Fortunately, most organizations will never experience first hand the effects of
violence. However, studies show that the best way to ensure this is to prepare
your organization for it.
Rick Dacri is an organizational development
consultant, coach and featured speaker at regional and national conferences.
Since 1995 his firm, Dacri & Associates has focused on improving the performance
of individuals and organizations. Rick can be reached at 1-800-892-9828,
or
rick@dacri.com |
