Danger lurks in the workplace

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Paulette is a city bus driver who's still shaky after being assaulted by a passenger for the second time. Judy is a bank teller who is still having nightmares after her bank was robbed at gunpoint.

For these employees and millions like them, the work place isn't a safe place anymore. Workplace violence is rising at an alarming rate...affecting 1 in 4 employees. Northwestern National Insurance projects that over 2 million people will be physically attacked at work during a lifetime.

And 70 percent of the attacks are from customers and strangers! Another 20 percent of the attackers are co-workers. Even more frightening is the fact that homicide is now the second leading cause of death at work...for women it's the number 1 cause.

These incidents are rising along with the pressures of lay offs, added work responsibilities and the resulting increase in stress levels. And since workplace changes aren't going away anytime soon, employers are taking a new look at how to spot trouble before it happens. You can help.

Here are some of the warning signs that an employee may be prone to violence.

1.      Does your co-worker have a history of violence--fistfights, smashing property, fits of anger?

2.      Is the person under stress?

3.      Are they fascinated with guns?

4.      Have they made threats toward another person or against the company?

Take all threats seriously. If your co-worker fits this description, talk to your supervisor and ask them to call the police. They can help you act early to deter a deadly situation.

Employers can take some steps to prevent workplace violence. The April edition of the Personnel Journal suggests employers follow these steps:

1.      Create a supportive work environment in which violence isn't tolerated.

2.      Develop managers who respect workers.

3.      Train supervisors to recognize signs of a troubled employee.

4.      Provide personal counseling for workers.

5.      Establish procedures for handling grievances.

6.      Allow employees control to help reduce stress.

7.      Train managers and employees to resolve conflict in a peaceful manner.

8.      Implement security programs that protect employees from internal and external risk.

9.      Provide counseling for laid-off employees.

10. Set up a crisis plan.

Even for those employees who escape harm, violence has a damaging affect on the workplace. Employee assistance programs or "EAPs" are a benefit many companies now offer. These counseling programs have seen an explosion in the need for crisis intervention over the last 4 years.

They work like a crisis swat team. Within 48 hours of a crisis they're on the scene, counseling employees and helping them deal with the after effects of violence. It pays off. Data shows that sick time is reduced, medical bills are lower and worker's compensation claims are less likely. But most important, it tells the employee the company cares about them.

Better yet, why not use the services of your EAP to help you implement some of the preventative measures listed above? If you wait for a crisis, it may be too late.

Internal Consulting Skills for HR Professionals is Joan Lloyd’s intensive, interactive full-day workshop for HR practitioners.  Human resources professionals—both functional experts and generalists—have a new found opportunity to act as internal consultants who can help their organizations with organizational changes, performance coaching, conflict mediation and other value-added services. This workshop focuses on giving HR professionals the tools and strategies they need to help their organizations as well as advance their careers.

As a participant, you will have an opportunity to work on the problems and opportunities you face in your own organization, as well as to hear innovative ideas from other organizations.  Few training opportunities provide this level of intimate, hands-on experience. Call us for information about having Joan Lloyd work with your HR Team (800) 348-1944.  (Occasionally, we run this workshop as an open enrollment training offering.  Subscribe to Joan Lloyd’s “Article of the Week,” where we announce these sessions, as they are scheduled.)