How to prevent workplace violence?

[ad_1]

Preventing workplace violence usually involves several distinct steps, often found in a written policy. First, avoiding dangerous situations depends in large part on being able to educate the workforce to recognize risk factors and warning signs of potential violence. After the education, the remaining elements of that policy typically include prevention, response, and follow-up. Every workplace will have a unique system for dealing with it, but many organizations and businesses follow similar structures for dealing with workplace violence.

Education is often considered the first step in preventing workplace violence. Techniques can range from informal conversations between colleagues to formal training programs. Managers and supervisors often educate themselves and their employees on the meaning of workplace violence, as well as its potential in their particular positions. If an emergency response team exists, it usually requires specialized training as well. Workplace violence can have many definitions. It can be a violent act or a threat of physical harm, harassment, intimidation or other threatening behavior. It can also include verbal or written threats, and in some places disruptive actions, such as swearing and spreading rumors, are considered workplace violence.

People who work in certain fields or places tend to face a higher risk of experiencing workplace violence. Some examples include people who work closely with the public, such as health care workers or social services workers. Furthermore, people who handle money can also face violent situations. However, workplace violence can occur anywhere, and it is often difficult to predict whether a stranger or even a colleague will engage in violent behavior in your workplace.

The next step generally goes beyond general education and focuses on prevention. Many workplace policies describe violence prevention as specific awareness and training to assess threats and identify potentially violent situations. Two useful tools for preventing workplace violence are a written policy that explicitly states what kinds of behavior are unacceptable, as well as pre-employment screening of job applicants. Depending on a particular organization’s risk factors for violence, there may also be a contingency plan in place. Many companies also have programs — such as alternative dispute resolution (ADR) or an employee assistance program — that can help discourage workplace violence.

If workplace violence cannot be prevented and an incident occurs, the response is usually the next step. Some employers have emergency response teams that have been specially trained to deal with violent situations. This group can determine, for example, whether an evacuation is necessary, or take any measures outlined in the organization’s plan.

Follow-up is usually the last step in preventing workplace violence. Supervisors generally assess whether the situation has been handled appropriately. Then they can create official relationships and change workplace policies and procedures as needed. If a traumatic incident occurs, managers can work directly with their employees or request outside assistance for staff debriefing and counseling. Many HR experts agree that having a written workplace violence prevention plan clarifies roles and responsibilities in the event of an incident. This can lead to employees feeling safer and more secure in the workplace.

[ad_2]