Workplace violence has erupted around the United States with fatal consequences throughout the country. In addition to these headline-grabbing tragedies, workplace violence also involves physical assault and verbal abuse. How can a business, large or small, take the maximum precautions against violence?
The best predictor of future behavior is past actions. Those committing violence seldom lash out aggressively from nowhere, but build up and escalate a temper with increasing intensity. Scripture warns, “Do not associate with a man given to anger…” (Proverbs 22:24 NAS).
Avoiding workplace problems begins with your hiring process. During the interview, ask about any conflict with past bosses, and how that conflict was resolved. Like in marriage, some conflict will occur, the key is how the conflict was resolved. If past conflict was always the boss’s fault, and you sense the candidate’s temperature rising, consider backing off and not offering a job, as that could be a symptom of a temper. Check past employment references carefully, and ask how the person resolved conflict, and if they displayed a temper. Your diligence in hiring and reference checking will avoid hiring many contentious people.
Next, develop a zero tolerance policy for abusive behavior of any kind. Verbal abuse may turn into door slamming, door slamming into assault, and assault into worse violence. Establish a clear policy, and communicate clearly to all employees that “temper tantrums'' of any type will not be tolerated. King Solomon pointed out “A fool always loses his temper, but a wise man holds his back”. (Proverbs 29:11 NAS) Any employee that repeatedly loses their temper is thus classified as a fool.
When a person demonstrates excessive anger in any way, step in immediately. Calmly state that the behavior is unacceptable, and ask them to cool down. If necessary, ask them to return to their workplace, or step away yourself if necessary. Approach the person later and identify the behavior that was unacceptable, and insist on change. If you experience a repeat performance, revisit the issue, and state a future consequence for future displays. Clear future consequences may be the incentive necessary to motivate the person to improve. Proverbs relates, “A servant cannot be corrected by mere words; though he understands, he will not respond” (Proverbs 29:19 NIV) and further, “A man of great anger shall bear the penalty”. (Proverbs 19:19 NAS)
I managed a person who displayed a fit of temper. When angry, he would slam doors, crash down the phone, and toss papers around. After several confrontations with this person, nothing changed. Then, I explained that the next outburst would generate a formal, written warning in the person's personal file, the next offense would generate a one day suspension, the next a three day suspension and then an immediate dismissal. After the written warning, the behavior changed, proving the temper could be controlled.
A zero tolerance policy will require immediate dismissal for out of bounds actions. Any physical striking of a co-worker, or destruction of property should be followed by immediate dismissal. Often those involved in workplace shooting had a long history of workplace abuses that escalated into the ultimate violence.
Take any threat seriously. Never judge yourself if the danger is real. Take immediate action. I received a call on a Saturday evening that an employee left work angry and threatened to come back and “shoot up the place”. The action taken was to file a complaint with the police, as a threat of violence is a crime. The person was notified that they were suspended pending certification from a physiatrist that they could safely return to work. The person resigned, and was constrained by the police from any escalation.
Hire carefully, check references vigilantly, establish a zero tolerance policy, enforce your rules diligently and take quick action to any threats and keep your workplace risk to a minimum.
Find out how ready you are to respond as a ReadyChristian to workplace violence, today!
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