Compliance Just Got Easier: Stay ahead of regulatory changes with instant notifications on updates that matter.

LEARN MORE

FREE TRIAL UPGRADE!
Thank you for investing in EnvironmentalHazmatHuman ResourcesHuman Resources, Hazmat & Environmental related content. Click 'UPGRADE' to continue.
CANCEL
YOU'RE ALL SET!
Enjoy your limited-time access to the Compliance Network!
A confirmation welcome email has been sent to your email address from ComplianceNetwork@t.jjkellercompliancenetwork.com. Please check your spam/junk folder if you can't find it in your inbox.
YOU'RE ALL SET!
Thank you for your interest in EnvironmentalHazmatHuman ResourcesHuman Resources, Hazmat & Environmental related content.
WHOOPS!
You've reached your limit of free access, if you'd like more info, please contact us at 800-327-6868.
CLOSE
 
 
InstituteWorkplace ViolenceWorkplace ViolenceHR EdgeHow-To GuidesUSAHR ManagementEnglishAnalysisFocus AreaHuman Resources

How to recognize possible early warning signs of workplace violence

In most workplaces where risk factors can be identified, violent acts can be prevented or minimized. In fact, sometimes bullying or an act of violence begins before the actual incident itself.

Being able to recognize some possible warning signs might help diffuse situations. Employees and supervisors will have to make a judgment call as to the appropriate action to take by discerning and evaluating the given situation.

Early warning signs

Workplace violence may occur when someone is:

  • Intimidating others,
  • Bullying coworkers,
  • Being disrespectful,
  • Refusing to cooperate, or
  • Being verbally abusive.

If an employee alerts a supervisor of any of these behaviors happening in the workplace, the supervisor should document the situation and, if possible, observe the behavior(s) in question.

In some cases, supervisors might need to escalate their concerns to company leadership or human resources or call 911 if needed.

Otherwise, a supervisor should meet with the offending employee to discuss concerns.

10 key steps in the meeting process

  1. Schedule private time and place to meet.
  2. Get straight to the point and explain the purpose of the meeting.
  3. Identify the conduct problems and job performance that’s concerning.
  4. Give the offending employee an opportunity to respond and ask for their input.
  5. Ask what help they might need to make improvements.
  6. Identify the steps to correct problems.
  7. Set limits on what is acceptable behavior and performance.
  8. Establish time frames to make changes.
  9. Explain the subsequent consequences for failing to correct behavior and/or performance.
  10. Review department policies with them.

Remember to: Document, document, document!

Escalation response: If warranted, call 911 and other appropriate emergency contact!

workplace-violence
Workplace Violence
workplace-violence
Workplace Violence
HUMAN RESOURCES EDGE
InstituteWorkplace ViolenceWorkplace ViolenceHR EdgeHow-To GuidesUSAHR ManagementEnglishAnalysisFocus AreaHuman Resources

How to recognize possible early warning signs of workplace violence

InstituteWorkplace ViolenceWorkplace ViolenceHR EdgeHow-To GuidesUSAHR ManagementEnglishAnalysisFocus AreaHuman Resources

In most workplaces where risk factors can be identified, violent acts can be prevented or minimized. In fact, sometimes bullying or an act of violence begins before the actual incident itself.

Being able to recognize some possible warning signs might help diffuse situations. Employees and supervisors will have to make a judgment call as to the appropriate action to take by discerning and evaluating the given situation.

Early warning signs

Workplace violence may occur when someone is:

  • Intimidating others,
  • Bullying coworkers,
  • Being disrespectful,
  • Refusing to cooperate, or
  • Being verbally abusive.

If an employee alerts a supervisor of any of these behaviors happening in the workplace, the supervisor should document the situation and, if possible, observe the behavior(s) in question.

In some cases, supervisors might need to escalate their concerns to company leadership or human resources or call 911 if needed.

Otherwise, a supervisor should meet with the offending employee to discuss concerns.

10 key steps in the meeting process

  1. Schedule private time and place to meet.
  2. Get straight to the point and explain the purpose of the meeting.
  3. Identify the conduct problems and job performance that’s concerning.
  4. Give the offending employee an opportunity to respond and ask for their input.
  5. Ask what help they might need to make improvements.
  6. Identify the steps to correct problems.
  7. Set limits on what is acceptable behavior and performance.
  8. Establish time frames to make changes.
  9. Explain the subsequent consequences for failing to correct behavior and/or performance.
  10. Review department policies with them.

Remember to: Document, document, document!

Escalation response: If warranted, call 911 and other appropriate emergency contact!

Answer
UPGRADE TO CONTINUE READING