Prevention Strategies for Workplace Violence
Incidents of workplace violence are in the news with increasing frequency. They strike large and small businesses, public and private organizations, and schools. There are thousands of acts of workplace violence that never make the headlines because they don’t involve murder, but they do involve threats, aggression, intimidation and harassment. Under OSHA guidelines, employers have the responsibility to provide a work environment free from all forms of hostile behavior. Additionally, domestic violence is having an increasing impact on the workplace. While the human toll related to acts of workplace violence are incalculable, the annual cost to US businesses in 1995 was approximately $34.5 billion, according to the Workplace Violence Research Institute.
Timely intervention can avert tragedy. Preventative efforts and effective situation management are crucial. Effective policies, procedures and practices make up the foundation of any successful prevention program.
For any organization, an atmosphere of open communication is critical to surfacing potential problems before they escalate. Providing multiple channels of communication that are safe, confidential, and do not result in retribution allow situations to be addressed. Once an issue is communicated, follow-up action can be taken so that employees trust and participate in the process.
Managers and co-workers often don’t know when it’s time to take serious action, which can allow a situation to intensify. Whenever there are "humorous" references to violent acts, it is important to investigate. When co-workers begin to report erratic behavior, inappropriate physical or verbal outbursts, or joking about a desire to get even with someone, there are signs of potential trouble ahead. Repeated and vociferous gripes about unfairness, especially if they are increasing in intensity, are also signs of acute stress.
When managers are faced with a troubling situation, outside expertise can provide much needed relief. Specialists can provide objective advice and help coordinate the complex business, legal, and psychological issues that confront the organization. Remember, you’ve done a great job in these situations when nothing bad happens…an ounce of prevention is truly worth a pound of cure.
Bobbi Lambert, Ph.D. and Lynn Ichinaga are co-founders of Confidante, Inc., which specializes in disruptive workplace behavior, conflict resolution and workplace violence. They bring together expertise in organizational/behavioral psychology, employment law, business management, interpersonal dynamics, and communication. Dr. Lambert led the crisis response following the 101 California Street shootings in 1993. They can be reached at 415-451-6200 or lynn@confidante.com.