Incidents of workplace violence are not only damaging to employee morale and public image; they can also lead to serious liability issues. Employers can be held liable for negligent hiring or retention when they take on a worker they later learn is unfit to hold a job, poses a hazard to the workplace or does something that causes injury or death. U.S. Labor Department data show that workplace violence costs businesses $36 billion per year. However, many employers fail to take preventive measures to protect themselves against this risk. 

What sort of preventive action should you, the employer, take to effectively lower the risk of a violent incident? Introducing new security measures in the workplace – including desk or locker searches, metal detectors and other means of control – is one way to safeguard your business from the threat of workplace violence. However, addressing the behavioral problem of workplace violence at its root and using communication to assuage employee stressors could be a more efficient way of mitigating risk.

Employees engage in violent behavior for a number of reasons, many related to harassment or mistreatment on the job. Establishing an open-door policy, taking all reports and complaints seriously, and training supervisors and managers to recognize warning signs and understand causes of violence can help prevent employees from reaching the point of violence. Workers must feel comfortable expressing concerns without the fear or retaliation, and managers must know when a worker’s behavior is verging on violent.

Employers who maintain open-door policies stay in touch with their employees, boosting morale and productivity while increasing the chances of intercepting a potentially violent employee before a devastating incident. Keep talking to your employees, and they will keep you safe.

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