Good Questions About Preventing Workplace Violence: Part 1

Last month, EmployeeScreenIQ sponsored an Interactive Roundtable on Violence in the Workplace, moderated by Kevin Grossman at HRmarketer.com.  It was a lively discussion with an engaged audience and the panelists, myself included, received a lot of great follow-up questions from participants after the event as well. 

In fact, there were a number of questions that I think more and more businesses are wisely asking.  So, I wanted to take some time here, and in my next post, to share some of those questions and my responses:

Q: How can employers assess address and prevent violence in the workplace?

The best approach is to create a culture of openness, transparency and safety.  Tackle the issue proactively, in a non-catastrophic manner and with clear policies and guidelines about how people can bring up concerns and how those concerns will be investigated and addressed.

Q: How should the company handle a situation where a vendor or a franchise owner threatens corporate employees?

In the same manner in which it handles threats of violence from other employees.  Employees must feel that their organizations’ support them and  vendors/franchise owners must be confronted about what your organization will tolerate even if it means the possibility of firing the vendor, or franchise owner OR the customer for that matter.

Q: Can you share a template for a program to prevent violence.  One of our offices is adjacent to a bank which has had two armed robbery events within 30 days.  We need to develop a program to support the implications.

I would be more than happy to discuss this with anyone.  However, while there are many commonalities, every  workplace violence prevention program should be customized to fit the organization’s culture.  I will say that this is where your employee assistance program (EAP) can come in handy as they know your organization best.

Q: We are developing procedures now; we have a policy and it would be very helpful to have best organizational practices to communicate a functional program to include our EAP.  Do you have any advice?

Involving your EAP in these discussions can really help you here – and they should be a key part of your workplace violence policy.  In general, EAPs:

• Provide prevention training in coordination with HR
• Consult on threat assessments and possible treatment for those making the threats and those receiving them
• Work with managers to help them identify and approach potential violence situations/people
• Are a resource for specialists when needed
• Work with departments or the organization in the aftermath of an incident (i.e., Critical Incident Stress Debriefings Defusings, counseling for those affected, etc.)

Q: What are your suggestions for when an employee is not satisfied with your resolution to their concern or issue?

Always begin by listening to the employee and making sure you are hearing and understanding their true concerns or issues.  Often the problem lies in their not feeling safe, heard or protected and merely providing this is helpful.  If all else fails, call in an outside third party who is unbiased and can make an independent recommendation.  No matter what you do however, remember that the employee’s feelings and perceptions are the most important piece of this.
These questions just scratch the surface of this issue, but are a great start at helping businesses become more proactive.  Check out my next post for another set of great questions from participants!

Tags: bank robbery, Bernie Dyme, EAP, Employee Assistance Programs, EmployeeScreenIQ, HRmarketer.com, Kevin Grossman, Perspectives Ltd, prevention, workplace violence