How to prevent violence in the workplace?

Statistics presented in the Occupational Safety Report are alarming – 53% of Polish employees have experienced verbal violence at work, 46% have experienced bullying, 39% have experienced discrimination, and 14% have experienced physical violence. A staggering 63% have been treated inappropriately by a supervisor. At the same time, 85% of respondents said they were stressed at work. So it seems, unfortunately, that violence in various forms is not unique to the Polish market.

The result is increased stress, but also potential psychological consequences for the employee – such as depression, anxiety disorders or post-traumatic stress disorder. Thus, we expose our employees to potential danger and its long-term effects, as well as our company to financial losses due to their reduced productivity and commitment.

Types of violence in the workplace

What are the main types of aggression that can occur in the office? Here they are:

• Physical violence (e.g., assault, rape)
• Psychological violence (e.g., manipulation, emotional blackmail)
• Verbal violence (e.g., using insults, judging and criticizing, threats)
• Destruction of company or employee property
• Bullying, which can be a mix of all the above types

Consequences of violence in the workplace

Violence has many unpleasant consequences for both the employee directly involved in the act of violence, as well as for his colleagues and the organization as a whole.

Like the domestic violence just mentioned, that in the workplace also
can

contribute
to:

• Increased stress and/or anxiety
• Physical health problems
• Professional burnout
• Sleep problems
• Depression
• Anxiety disorders
• Post-traumatic stress disorder (PTSD)
• Suicidal thoughts and even a suicide attempt.

Being a victim or witness to violence in the office is also associated with reduced job satisfaction, trust in superiors and productivity.

This, of course, means
losses
for the company
in the form of
, among other things:

• increased employee turnover
• Increased number of sick leaves
• Financial losses due to lower employee productivity and possible lawsuits.

How to prevent violence at work?

Unfortunately, there is no one-size-fits-all plan for preventing workplace violence – each company must create its own to fit the circumstances. This is not just about aggression among employees, but also additional risks. For example, a bank facility that stores money and valuables will have different potential threats from a software company that handles sensitive data. We will focus on personal violence.

So how do you minimize the chances of danger and keep your employees as safe as possible?

Create regulations for violence

This
first step
In preventing violence in your company. Such regulations, in addition to the obvious legal provisions, should also include a plan for responding to violence. Let it include such information as:

• Evacuation routes and safe places to hide
• emergency and security telephones
• Where to report the incident and what is the procedure for doing so.

Knowledge of such an action plan can be conveyed in the form of workshops, periodic training sessions or a series of educational internal newsletters.

Start countering violence by recruiting and implementing

Act already at the recruitment level. If the person has a criminal record, ask for more details during the interview. Be direct*, without wrapping it up, but also give the candidate a chance to tell their part of the story. Check feedback from previous employers. Of course, if the person has repeatedly shown a propensity for aggression and violence before, you may want to drop his candidacy altogether for the safety of your employees. Your priority should be the health of those who are already under your care.

Try to provide adequate training during deployment to prepare new recruits on how to respond to violence. Necessarily emphasize that the company has an absolute zero tolerance towards her. At the same time, assure that if something happens, everyone can count on support from superiors and the company.

Create a culture of support

We have already written On why you should listen to your employees. Their active listening increases engagement, raises productivity and loyalty to the company, morale improves, employees are less stressed and enjoy a better sense of well-being. Creating such an atmosphere of support at work makes employees unafraid to come to us with their problems and express their needs.

Less stress and anxiety means fewer potential outbursts of anger and even aggression. More importantly, however, such a culture of helpfulness and openness can mobilize employees to ask for help in case of
suicidal thoughts
– that can lead to aggression against themselves or others – and also when they are victims of domestic violence.

This type of violence, although it doesn’t happen directly in the company, has a huge impact on how an employee functions within it. There is also the danger that the attacker/aggressor will follow the employee to the workplace.

Encourage reporting of acts of violence and assure full confidentiality. Also remind them of the forms of support the company offers to employees.

Educate your employees

Healthy and empathetic communication is an extremely helpful skill in life. It not only allows for better contact with the other person, but also helps resolve conflicts. An example of a mode of communication that works well in deescalating dangerous situations – is used, among others. By mediators – is the Nonviolent Agreement (PBP, English.
Non-Violent Communication
).

A great way to prevent violence and prepare employees for it at the same time is through empathy workshops or just such communication methods as PBP. Education about warning signs and appropriate responses is also important.

At the same time, raise awareness among employees about the consequences – health and legal – of violence.

Make an analysis of the company

Conduct an audit in terms of regulations and preparedness – of the company and employees – for violence in its various forms.
Questions
that you can ask are, for example:

• Has there ever been an incident in the office before?
• How was the situation addressed?
• Is there anything missing from the regulations or action plan?
• If – fortunately! – To nothing so far, what is your company doing right?
• What is the mood of the employees – do they feel listened to? (you can take a survey)

However, if the incident occurred, analysis of the situation is mandatory!

How to support victims of violence at work?

People who have experienced violence in the workplace
may have
reluctance to report it. Fear of repercussions or loss of reputation effectively stops victims (and witnesses) from seeking support from a superior or the HR department. As we said, creating a culture of support and openness within a company can make it easier for them to ask for help.

If the incident happened a while ago, take care of the victim’s safety. Provide her with care – medical, if needed, or psychological. People can react to violence in a wide variety of ways. Even if the person looks unmoved by the event, do not underestimate his reaction and encourage him to use the
psychological support services
.