By
Akindotun Merino
Violence accounts for roughly one quarter of work related deaths in the United States. In order to prevent workplace violence, it is essential that managers and employees are able to identify individuals who could become violent and understand how to diffuse dangerous situations. Violent behavior does not appear out of nowhere. There are different behaviors that indicate possible violence over time.
There are several different behaviors that can lead to violence if left to escalate. It is the responsibility of every manager to know employees and how they behave in order to identify possible problems. Customers and vendors can also be the cause of workplace violence. Here are types of behavior problems:
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Acting Out: Employees express anger in inappropriate ways such as yelling, slamming, etc.
Irresponsible Behavior: Employees do not take responsibility for their actions.
Selfish Behavior: Employees do not care how their actions affect those around them.
Mixed Behavior: Employees verbally agree to follow rules, but do not.
Rigid Behavior: Employees are unwilling to try new things and take direction.
Avoidance: Employees lie, drink, or take drugs.
Extreme Behavior: Employees completely alter the way they act.
Odd Behavior: Employees have poor social skill or obsess about ideas or people.
When an employee exhibits questionable behavior, it is essential that the behavior is addressed before it escalates. Employers need to document behavior and discuss it with the employee. Talk to the employee about how the negative behavior affects work. It is important not to attack the employee on a personal level. Remember not to assume everyone who has a bad day is going to become violent.
If you are aware of any problems that your employee is facing, help by offering training, counseling, or both. Monitor behavior. If things do not improve, it may be necessary for a problem employee to leave. Security needs to be aware of any troubled employees who leave an organization. Employees who are paranoid, antisocial, or preoccupied with weapons, should be watched carefully.
Employers need to implement workplace violence action plans. It is important to train employees how to recognize and prevent violence. An action plan should reflect certain elements.
Action Plan can include:
Screening: Use background checks and reference checks to hire stable individuals.
Security: Implement a security protocol.
Mediation: Help employees find ways to resolve disputes.
Balance: Create programmes that will promote work and life balance.
Assess: Hire a threat assessment team to watch for potential violence.
Responsibilities: Outline employer and employee responsibilities.
Situation Management: Have a plan in place for the worst-case scenario.
Post Situation Management: Have a plan ready to support employees after a crisis.
There are risks with every job, but employers have an obligation to identify potential safety hazards and address them. Hazards are unique to each profession, but there are common hazards that are directly related to violence at work. Risk assessments and evaluations should be done periodically to ensure the safety of everyone in the workplace.
It is important to identify hazards that can contribute to workplace violence. Identify hazards so that risks can be assessed and plans implemented that will control the risk and protect employees. There are some common hazards that all companies need to be aware of.
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- History of workplace violence
- Job description
- Working with valuable merchandise
- Number of people working
- Lack of security cameras and visibility
Once you identify the potential hazards, use them to assess the risk of violence in your organization. For example, employees should not work alone. If employees do work alone, there should be a strict safety and security protocol. Employees are also at risk if they handle expensive merchandise. Do you have plans in place that prevent the hazards from becoming actual risks? Assessing risks is done so that the risks can be controlled. While there is no such thing as perfect safety, there are steps to add in policies and procedures that will help prevent workplace violence.
For example, always open or close with at least two people in the building, and do not let customers in after hours. The needs of each organization will be different, but using the assessment as a guide will help maintain a safe work environment. A safe work environment requires employers to evaluate and review their risk assessments regularly. Plans need to change to suit the needs of the individuals. It is essential that the data used to implement plans be accurate. Evaluations and reviews allow managers to make informed decisions about the constantly changing work environment.
Not every personal conflict is the result of bullying. For example, an employee who is reprimanded for breaking a rule is not necessarily being bullied. It is bullying, however, if the manager, yells, humiliates, or threatens the employee. The problem with bullying is that it does not appear to be bullying. This is why many bullying acts are considered legal.
Not Bullying:
- Coaching an employee
- Reprimanding employees who break rules
- Refusing to promote a low-performing employee
- Legitimately complaining about a coworker
- Not being personal friends with a coworker
If you are the victim of bullying, there are certain steps that you need to take to protect yourself. Bullying is harder to prove than classic harassment. The targets of bullies usually leave their organizations out of self-preservation, but it is in an employer’s best interest to eliminate bullying behavior. While most bullying is not illegal, per se, it does cost companies money.
Steps:
- Recognize the problem: Do not accept the bully’s definition of you. The bully is the problem.
- Keep a paper trail: Record bullying incidents, and keep documents that counter a bully’s claims about your work.
- Have a witness: Have a witness around during meetings with the bully.
- Inform your supervisors: Make the appropriate supervisor aware of your situation.
You may or may not want to confront a bully. If you fear retaliation, it might be best to avoid a direct confrontation before going to a supervisor.
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Policy and procedures are created to enforce the company Code of Ethics and prevent problems in the future. Every organization should have an anti-harassment policy and procedures established. Policies not only issue rules; they establish who is responsible for enforcing those rules. They make the difference between acceptable and unacceptable behavior clear.
Dr. Akindotun Merino is a Professor of Psychology and a Mental Health Commissioner in California. Share your successes and challenges:
Prof. Akindotun Merino
Jars Education Group
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino: Twitter: @drakindotun
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