Take action on these precursors to workplace violence

A misconception exists about violent incidents in the workplace. Some people believe that they typically result when someone simply “snaps” out of the blue, becoming violent without any warning. Realistically, most individuals who become violent exhibit symptoms which could have predicted violent behavior — if only someone had recognized them.

According to the National Safety Council, two million American workers are victims of workplace violence each year. What’s more, hundreds of workers die each year in violence connected to the workplace.

A USA Today study found that in nearly all the incidents, a perpetrator shows some signs – such as personality problems or violent tendencies. Unfortunately, in situations where violence does erupt, these signs usually aren’t recognized until after a violent event occurs.

Employers that are alert to common precursors to workplace violence can step in to mediate a situation with the hope of preventing violent acts and creating a safer workplace for everyone.

Risk factors spotted

Considering the risk factors for workplace violence is important, but unfortunately, there’s no exact science to predicting violence. Every employer will observe some of the signs identified in the table below in their employees, but not every employee who challenges authority or has a slip in performance will become violent.

Supervisors who observe any of these behaviors in employees should get in the habit of addressing them. Discipline need not be on the docket in all situations. Sometimes a simple conversation will be enough.

Approach with care

Supervisors who respectfully approach employees with concern for their well-being have the best chance of de-escalating negative behaviors, whether they’re precursors to violence or not. And remember, even behaviors which don’t end up being indicative of violence could still be performance or behavioral problems in the workplace. Either way, it’s wise to address them.

For instance, an employee who routinely challenges authority might benefit from a conversation addressing where her behavior has been inappropriate. Ensuring the employee also gets the opportunity to air any specific frustrations she has may quell the behavior. It may also help keep her from becoming more agitated over time.

Of course, an employee who shows multiple risk factors for violence should be considered more carefully, as should those who make actual or implied threats of violence.

Don’t rationalize

It’s easy to rationalize an employee’s behavior or to assume that it won’t lead to violence in the workplace. But getting in the habit of sitting down with employees who exhibit warning signs can improve productivity and morale in the short term. In the long run, addressing the behaviors can even prevent vio-

lence, possibly making you a life-saver.