Violence in the workplace

Preventing violence at work is a mutually shared responsibility between management and employees, and both must actively participate if success is to be achieved.

Employee’s responsibility

Rarely does this type of behaviour happen without warning. Often there are signs that a person is experiencing stress caused by, for instance, his or her workload, fear of job loss, or problems outside the workplace. He or she may become withdrawn, less involved in the usual chitchat, may display signs of depression such as increased tiredness, be lax about his or her appearance and sigh frequently. If your co-worker displays any of these signs, either approach him or her yourself if you have a good relationship, or have a quiet word with your line manager to prevent a possible eventual outburst. Remember, odd behaviour does not always constitute a threat of violence; your colleague may be experiencing emotional or mental health issues that may be resolved with appropriate help.

Employees are also encouraged to seek help from the EAP as soon as they experience problems. Often referring yourself into the programme is all that’s needed to prevent a serious outbreak of violence.

Management’s responsibility

Most employers have a company policy on violence in the workplace in position. Nevertheless, the human resources department should have an ‘open door’ policy on reporting perceived threats of violence with complete anonymity given to those making reports. Good lines of communication must be formed to ensure that any potential threats of violence are addressed quickly, discretely and professionally. If the perceived threat of violence is valid, the perpetrator should be removed from the workplace as quickly as possible.

It is crucial that staff be given the training and tools on how to protect themselves and others from danger and maintain control over a threatening situation, such as when a person has a weapon or is under the influence of drugs.

Using plexiglass screens as a barrier between customers and staff is a common way to reduce violence against employees, but the screens cannot protect against verbal abuse. Employees need to be taught negotiation skills to reduce violent behaviour from escalating and be assured that if they feel a situation is getting out of control, they can leave the room or call for assistance. The presence of security staff and cameras also help deter violence in the workplace.

Regular debriefings for staff who may often be exposed to verbal abuse from clients is one way of helping them deal with this type of violence.

Sources

Violence in the workplace. Retrieved from http://www.ccohs.ca/oshanswers/psychosocial/violence.html
(Revised by M van Deventer)
Workplace violence. Retrieved from https://www.osha.gov/OshDoc/data_General_Facts/factsheet-workplace-violence.pdf

(Revised by M van Deventer)