Workplace violence is becoming increasingly prevalent. Almost two million American workers report that they are victims of workplace violence every year, and many more incidents are never formally documented. Some workplaces have a higher chance of violence, but the risks are present even in non-hostile environments.

What if Workplace Violence?

Any act or threat of physical violence or intimidation that is disruptive at work is classified as workplace violence, including any form of a true threat, verbal abuse, physical assault, and even homicide.
  • Disruptive behavior. Yelling, profanity, pointing fingers, and verbal abuse.
  • Threatening behavior. Bullying that threatens people or property in a verbal or written manner. For example, “I’ll make you wish you hadn’t done that!” or “Just you wait . . .”
  • Violent behavior. When someone physically assaults another with or without a weapon, throws an object, or destroys property.
High-Risk Workplaces

Some workplaces are at a higher risk of violence due to the location and nature of the job. Healthcare professionals, public service employees, customer service representatives, and law enforcement officers are all considered higher-risk. Other jobs with a higher likelihood of violence include businesses where money or alcohol is exchanged with the public, services that work with volatile or unpredictable people, or jobs that require late-night hours or are located in a high crime area. Working alone or in an isolated place can also pose a greater threat.

Indicators of Potential Risk

Hindsight is always 20/20, but there are obvious signs of potential workplace risks. The following are all signs that could point to a viable threat of violence:
  • sudden changes in job performance and behavior
  • outbursts of anger and inability to control emotions
  • paranoia about coworkers
  • romantically obsessing, stalking, or sexually harassing a coworker
  • history of violent behaviors or discussing violent topics in nature
  • threats that are direct or indirect
  • drug or alcohol problems
  • carrying a concealed weapon or flashing one around
Diffusing Potentially Violent Behavior

Emotions and situations can quickly escalate when people blame others or feel confused, frustrated, or angry. Below are some suggestions how to dial down potentially violent workplace behavior in each of these situations:

  • Blaming others. This person won’t take responsibility for their own problems and continually find fault with others. The quickest way to diffuse this behavior is to focus on the facts of “how” a situation occurred rather than “who” caused it. Create a listening environment and include others when needed.
  • Confused. This person is distracted or uncertain. The best way to diffuse this behavior is to be patient, listen to their concerns, and provide them with facts.
  • Frustrated. This person reacts easily to stress and resists problem-solving and may seem defeated even if they accomplish something. A good way to engage this person is to provide a calm environment in which to listen to their concerns. Clarify any misconceptions they might have in a peaceful manner.
  • Angry. This person’s body language may clearly communicate anger. They might be shouting, pointing at others, hitting things, or using profanity. Arguing with them is not helpful. The best thing to do is to get your supervisor or security officer immediately. Protect your personal safety and the safety of your coworkers by intervening carefully and constructively.
Violence Prevention

The most effective way to eliminate workplace violence is to prevent it. Here are four strategies for preventing violence, protecting workers, and creating a peaceful work environment:

  1. Education. Learn how to recognize, escape, or diffuse potentially volatile situations to stay safe. Be informed, and attend trainings if they are available.
  2. Zero-tolerance. Encourage your employer to establish a zero-tolerance policy when it comes to violence and intimidation. The policy should be written, and all employees, customers, clients, and consultants must adhere to it or face consequences.
  3. Reporting. Employers should provide a safe and easy means for employees to report violence or threats of violence. Alert your supervisor or human resources personnel immediately if you feel a situation is escalating.
  4. Good judgment. Employees should not enter anywhere they feel unsafe. Especially at night, it’s good judgment to implement a “buddy system” or call for security to escort you.
If you are an employer, take every security measure necessary to create a safe working environment for your employees. For employees, share your ideas regarding workplace safety with your supervisor or employer. If you are one of the two million victims of workplace violence, seek counseling. Even witnesses to violence might need to reach out for help. Check with your human resources department, a licensed therapist, or another health professional to get the support you need.

Sources:

National Institute of Health. Relaxation techniques: What you need to know. Accessed February 6, 2023. http://nccam.nih.gov/health/stress/relaxation.htm

 Mayo Clinic. Relaxation techniques: Try these steps to reduce stress. Accessed February 6, 2023. http://www.mayoclinic.org/healthy-living/stress-management/in-depth/relaxation-technique/art-20045368

MedlinePlus. Relaxation techniques for stress. Accessed February 6, 2023. https://medlineplus.gov/ency/patientinstructions/000874.htm#:~:text=When%20you%20feel%20stress%2C%20your,is%20called%20a%20relaxation%20response