It seems like every day there is another distressing news story about workplace violence that ends in tragedy. For one reason or another, an employee has acted out against their current or former co-workers, and people have gotten hurt or killed.

What causes such people to take such extreme actions? Could these tragedies have been prevented? Is the threat greater than ever, or do we just perceive that to be true because we hear about high profile cases in the news all the time?

These are questions every business is asking. The media sometimes provides us with answers after these incidents are investigated.

“We have definitely seen an uptick in requests for our services compared to before the COVID-19 pandemic, especially for help with threats from terminated employees,” reports SACS Consulting’s President and CEO Tim Dimoff, one of the nation’s leading authorities in high-risk workplace and human resources issues. “The pandemic has stressed businesses and their employees in many ways. But whatever the cause, foresight is what’s truly needed.”

Indeed, awareness, planning and preparation can make a big difference, in not only preventing these incidents, but also in improving the well-being and security of a business’ workforce.

Creating Awareness

Preventing workplace violence starts with creating a safe environment, in which employees feel understood and appreciated. Policies and programs to support employees’ mental health can both reduce stress and help identify risks. Strategies should include fostering a culture of caring and safety, performing regular assessments, creating and implementing safety policies, communicating clearly about those policies, and training employees to recognize behavioral warning signs.

Recognizing Warning Signs

Are there warning signs that an employee might become violent? What can you do to help deescalate if they do?

From persistent complaining to verbal abuse of co-workers to coming to work disheveled or intoxicated, there are a number of behaviors that may be reason for concern. Is someone’s behavior or attitude interfering with their work, or others’? Does it make co-workers feel unsafe? If so, it’s time to address.

And when a person who has exhibited these warning signs is fired, the potential for a violent reprisal is elevated.

Who is in danger?

Anyone in the path of an aggrieved employee may be in danger if the employee chooses to react violently. There are, however, some typical targets of their anger. Frequently, an employee’s immediate supervisor is blamed for any ire the employee feels, and may be a target when the angry employee lashes out. Co-workers who may have caused the person in question to be disciplined may be targeted. The Human Resources manager and others in the company’s C-level may also be targeted.

Making a Plan

Beyond learning the warning signs, one important step in addressing and curtailing employee violence is to establish protocols that everyone in the workplace knows how to deploy. Create, disseminate, and then practice protocols for handling crises. At a minimum, policies should prohibit violence and threats in the workplace. But should they occur, people won’t likely have time to consult the policies manual! Train your employees to know what to do if faced with threats or violence. Regular practice helps replace fear with confidence, enabling people to remain calm and take appropriate action when necessary.

What other preparation is needed?

Be prepared to implement specific additional security measures under specific conditions:
?It is appropriate to add security any time an employee is threatening another employee, any time you are terminating an employee who has exhibited behavioral warning signs or who has actively threatened or harassed co-workers, and any time you receive threats from an outsider, like an employee’s spouse or significant other, a client or a customer.

Other circumstances that lobby for additional security and guidance include emergencies (e.g., fire) which necesitate rebuilding the outside structure, and when you have construction taking place at off hours.

Don’t wait to put appropriate security measures in place!

Unfortunately, many companies wait until tragedy occurs to put preventative measures in place. One such incident involved a manufacturing company employee who had been fired for both repeat performance issues and aggressive confrontations with coworkers, including a physical fight in which he injured another employee. When he arrived home and explained to his wife what had transpired, she pointed out that his temper had once again gotten him into trouble, and had cost them income and the ability to pay their bills. He then shot and killed his wife and went on the run.

SACS Consulting was immediately called in to provide armed security at the manufacturing plant and at several supervisors’ residences until the fired employee was found by the police. (Eventually he was found dead, by his own hand.)

The company then turned to SACS to perform a physical security analysis to make their plant more secure, and to hold trainings for all employees on handling workplace violence. SACS’ experts covered a broad range of topics, from defusing and dealing with difficult people, to dealing with an active shooter situation. Smartly, the company also wanted an Emergency Action Plan to follow, so that all employees would know exactly how to respond to stay safe in the event of a future incident.

Having a plan impacts everyone positively

Changes in employees’ overall sense of well-being are often truly palpable when an employer demonstrates that they care enough to be proactive about worker safety. In this particular case, across their workforce, the company’s employees have told management that they feel much safer at work than before, and appreciate that there is a game plan to follow should the worst ever take place again. Further, knowing that the company has made this practical commitment to their safety has enhanced the strength of workers’ individual commitments to company success. Being prepared as a team has literally changed the workplace culture for the better.

As for the boss:
“The company president thought it would never happen to them,”says Dimoff. “Now he’s sure that every business needs to change their thinking and be prepared. Why roll the dice?!”

Need help planning your workplace safety?

Hundreds of companies have engaged SACS Consulting to help educate their workforce on important security measures, from identifying and responding to potential threats to thinking through and instituting security policies that keep both people and facilities safe.

Contact SACS Consulting to learn more.

Further reading:

For more information on behavioral warning signs, check out our article, Human Resource Policies: Aggressive Behavior and Violence.

How do you determine when it’s appropriate to hire additional security? Here’s a short Guide to Determining When a Business Should Hire Additional Security.

You can also learn more about what C-Suite actions are needed regarding disgruntled employees.