SAFE AND SOUND: HOW TO PREVENT WORKPLACE VIOLENCE AND FOSTER PSYCHOLOGICAL SAFETY

Workplace conflict is a continuing problem for employers. Brookings Institution recently released a report that projected job growth in occupations is in the jobs with the highest and lowest rates of injury, with the largest increase in causes of injury being workplace violence. For example, healthcare workers are five times as likely to experience violence-related nonfatal injuries as workers overall. This article addresses the importance of creating a safe and positive culture accompanied by prudent workplace violence prevention and response protocols.

Today’s United States workforce sees a variety of generations asking for help in their personal lives to drive both professional and personal growth. In attempting to create physical and psychological safety at work, let’s consider a few key focus areas. While there is not a one-size fits all plan, these focus areas can be the start of assessment and planning.

CULTURE CREATES PSYCHOLOGICAL SAFETY

Workplace psychological safety has gained increased recognition recently. Psychological safety is a workplace culture created over time and is experienced when, according to the American Psychological Association, “members of a team can be themselves, and they share the belief they can take appropriate risks.” Here are a few ways that psychological safety can be experienced according to the APA: Admit and discuss mistakes; openly address problems and touch issues; seek help and feedback; trust that no one on the team is out to get them; and, trust that they are a valued member of the team.

POLICY AND PROCEDURES

Organizations need to have policies in place to protect their employees from harassment in the workplace. Those policies help to build and enable procedures for employees to report and manage their grievances. When an employee isn’t experiencing physical or psychological safety at work, there should be a means to report that experience and gain assistance. The need for reassurance on both confidentiality and effective management of the concern will be key to bring forth employees’ concerns timely. Here are a few ideas: 24 hour access, third party to manage the concerns, and offfsite contact available.

DEVELOP AND IMPLEMENT A COMPREHENSIVE WORKPLACE VIOLENCE PREVENTION PLAN

Every company needs a clear plan for dealing with workplace violence. This workplace violence prevention plan should outline what behaviors are considered unacceptable, how employees can report threats, and what steps the company will take to address them. Ensure your leadership team is involved in developing this plan and that it has the endorsement of senior executives so that it reflects the values and priorities of the organization.

LEADERSHIP TRAINING

Identifying and upskilling leaders on how to cultivate a safe workplace are essential to implement safety practices in real time and real life. Leading in today’s world across five generations is complex and takes support. In addition, upskilling leaders on emotional fitness can be a tool to elevate the confidence of a leader. Here are characteristics of an emotionally fit leader that can be learned and practiced: Authenticity, compassion, purpose and belonging, flourishing, and psychological safety.

EMPLOYEE CAMPAIGN AND TRAINING

Demonstrate organizational culture through campaigns and trainings that call for action from employees. Provide training for employees on how to enhance culture, solve conflicts and direct someone for help. Violence rarely happens without warning. People often show signs of distress or aggressive behavior before an incident occurs. By training employees to recognize these warning signs, you can prevent issues from escalating. Empowering the team with knowledge and tools can build a culture of safety and responsibility. Here are some ways to help employees feel part of the solution: Name organizational values, clear communication, active participation, foster teamwork, and role model psychological safety.

IMPLEMENT STRONG BUILDING ACCESS AND PHYSICAL SECURITY MEASURES

The physical layout of your workplace can either encourage or deter violence. By implementing controlled access points, installing security cameras, enhancing perimeter security controls, and regularly conducting security audits and assessments, you can reduce the likelihood of incidents. Pair these measures with employee training on how to use them effectively.

RESPONSE PLANS, EMERGENCY DRILLS AND TABLETOP EXERCISES

Preparation is key and how people respond can save lives. Emergency response plans should anticipate all credible hazards, including violence. Emergency drills — whether for armed assailants, or other types of workplace violence — ensure that employees, their supervisors, and managers all know how to respond effectively to crisis situations.

RESOURCES

Provide counseling and coaching services for employees impacted by professional or personal changes through a confidential and cost-effective way to bring support. This should be extended to employees exiting the workplace as well, as to help with transitions and emotional experiences. When a tragedy occurs at the workplace or to an employee offsite, taking care of those who were impacted is key to building resilience and addressing challenges. Here are some ways to provide these services: employee assistance program, comprehensive mental health solution, health plan, critical incident stress debriefing, and disruptive event management.

The steps an organization can take to manage employee disputes can vary, although the information shared can help with assessment and ongoing activities. Whether you are just starting or well along your plan to support employees, building a safe culture will be noticed. The change management needed to create will need to be supported by leaders and key influencers are on board to deliver and maintain.