What Are The 25 Warning Signs Of Workplace Violence Risk?
Red Flags, Risk Management, Workplace Violence
Violence in the workplace is a major problem for all businesses of different dimensions. It doesn’t matter if it’s physical violence with a verbal threat or passive-aggressive behaviour, the consequences of violence at work could be catastrophic for workers and employers. Awareness of the signs of violence is vital to ensuring a safe and productive environment. Executive Due Diligence in identifying these signs early allows employers to proactively avoid escalation and safeguard their employees.
In this piece, we’ll review 25 indicators that may indicate the increase in the likelihood of violent incidents in the workplace. The signs typically include behaviour modifications such as an increase in aggressiveness, mood swings or withdrawal from social interactions in addition to physical indicators like often violent or threatening outbursts. In addition, we’ll examine how the environment, such as stress at work or workplace bullying, as well as inadequate communication, can cause violent behaviour.
There have been numerous instances where warning signals weren’t taken into consideration, resulting in events like active shooter attacks which could have been avoided. When you recognize and deal with those red flags earlier companies can ensure an environment of safety, enhance the wellbeing of employees, and decrease the likelihood of violent events. Early intervention will make a difference in reducing disputes before they get out of hand.
If you’ve seen other warning signs of workplace violence Feel free to let us know about them. After this post, we’ll offer tips for how to reduce and effectively control workplace violence risk.
Recognizing the Warning Signs: 25 Red Flags
These red flags may suggest a greater risk for violent crime. Be aware that it isn’t an exhaustive checklist, and the signs must be considered in conjunction with other important factors. A comprehensive evaluation may consist of an investigation of a background investigation as well as criminal records or public records, the patterns of behaviour in your own life, as well as any other unusual threats or statements that the individual has made.
Assessments of risk for threat must be conducted by security experts police officers, occupational trauma, or forensic psychologists who have specific expertise in the evaluation of workplace violence. These indicators, in various combinations, often raise indicators of typical behaviours that could be violent or threatening to employees.
History of Violence and Aggressive Behavior
1. A history of previous violent incidents (including domestic violence):
People who have a background of violence, particularly family violence, could have an unresolved issue with anger or emotions. The chance of being a victim is higher when employees have prior incidents of violence. This is an important red flag to look out for violent incidents in the workplace.
2. Written approval of aggressive or violent acts committed by other individuals:
If an employee is in agreement with or expresses appreciation for prior violence-related incidents, it may be a sign of a decrease in the sensitivity to violence or aggression. This type of mindset could raise the chance that a person will be able to justify violence within their circumstances.
3. Prior problems with police (resisting arrest, not allowing police to investigate road rage violations, concealed weapon violations, abuse of substances, and more. ):
The history of previous interactions with law enforcement agencies, particularly when they are in a violent or hostile context could be a warning sign for a possible increase in violence. Past behaviour, like drug abuse or road rage, could indicate that a person might be violent in stressful situations.
4 Uses threats either verbal or written threats
- Threats to kill “I’m going to kill you at work in front of your friends”:
Direct threats are instantaneous obvious indicators of possible threats to commit violence. It is important to never ignore them since they suggest that someone is thinking about risky decisions.
- Threats veiled: “I’ll get him someday,” “I know where you take your kids to school,” “I know where you jog every morning”:
Threats that are veiled although less explicit are still a significant warning signal. They signal a desire to deter, intimidate, or cause fear in the minds of others.
Emotional Instability and Mental Health Issues
5. Behaviors with emotional instability:
People who show extreme emotions, such as outbursts of crying, anger, or abrupt mood changes can be unable to control their moods. Such behaviours could be an indication of psychological problems that can escalate to violence if they are not dealt with.
6. Displaying paranoia regarding coworkers and other employees (belief that other people are always listening to or discussing the person):
Fear of being watched or discussed can trigger anxiety. It can result in aggression, since individuals may be frightened or even attacked, even though the intention is not to cause harm.
7. Do they mention the fact that they stopped taking medicines to treat personality disorders?:
Stopping medication to treat mood disorders could cause changes in behaviour or mood. It can cause instances of anger or frustration which can increase the risk of conflicts at work or even violence.
8. Tell them they are despairing or depressed frequently.:
Suicidal or hopeless thoughts are a sign of severe mental distress. People in this condition could be a danger to themselves or other employees and must receive immediate assistance.
Behavioral Issues in the Workplace
9. Harmful and intimidating behaviours:
The effects of bullying can create a hostile workplace setting and may result in emotional harm to others. The tactics of intimidation are commonly employed for control or manipulation, but if not properly controlled the behavior could escalate to physical aggression.
10. Inflict their views on other people; spread rumours/gossip to boost their status:
employees who attempt to force their views on other employees or disperse rumours could be attempting to alter social norms to gain personal advantage. Such behaviour could create an unfriendly work environment, raising the likelihood of violence or conflict.
11. Dissensive, disrespectful and slanderous conduct:
Being constantly in conflict, being rude, or dissing other people creates an atmosphere of resentment. This type of behaviour usually signals anger or discontent If it’s not dealt with it can turn violent in situations where the person feels disregarded or threatened with a snare.
12. Constantly protesting against their manager/company filing numerous claims of discrimination:
Recurrent complaints or protests against management or the organization indicate an unsatisfactory attitude. If a person is unhappy, feels ignored, or is treated poorly, they could be violent or aggressive to vent their anger.
13. Frequently threatening others or regularly:
The constant harassment of employees, whether physical, verbal or mental, can create an unhealthy work environment. The reason for this is usually the desire to dominate to humiliate or intimidate people around them and could escalate to violence if the issue isn’t addressed.
Social Isolation and Poor Interpersonal Skills
14. “Loner” behaviour (socially self-isolating):
People who feel isolated from other employees may suffer from feelings of isolation, loneliness, or discontent. It is not uncommon for isolation to cause aggression, particularly in situations where employees feel unloved or not supported in their work environment.
15. People with basic abilities:
People who have difficulty communicating as well as empathy and social interaction may be in constant conflicts with colleagues. Insufficient interpersonal skills could cause frustration, confusion as well as potentially violent eruptions.
Declining Work Habits and Stress-Related Changes
16. Negative work habits:
Work performance declines, such as missing deadlines, low-quality work, or a lack of concentration–can be a sign of mental or emotional health concerns. If the issues are not addressed and untreated, they could lead to anxiety, stress, and even aggressive behaviour.
17. Escalating or escalating problems with performance:
Escalating performance problems like ineffective communication or disruptive behaviour can indicate the employee’s struggles emotionally. It can lead to tension within the workplace and could trigger violent outbursts if it is it isn’t addressed.
18. Escalating distraction & extreme nervousness:
The presence of extreme nervousness or distraction usually indicates a higher level of anxiety that can cause people more prone to be impulsive. If the symptoms of anxiety are not addressed and ignored, they could lead to a larger emotional crisis that can lead to violent behaviour.
19. Lack of hygiene of the personnel (especially poor personal hygiene):
An obvious reduction in your hygiene could be a sign of depression, emotional stress or even neglect. These changes could be the result of an illness of the mind that can trigger anxiety and depression, as well as increase the likelihood of violent or violent behaviour.
20. Financially stressed and/or excessive personal stress, such as recent loss of a loved one, in chaotic family custody or divorce and foreclosure on your home.:
Stressors in the personal life, such as the financial burden, death, or break-ups of relationships can result in overwhelming pressure on the emotional system. If the stressors don’t get taken care of, they could create an emotional crisis that can result in aggressive tendencies.
Fixation on Weapons or Aggressive Groups
21. Has expressed an interest in firearms (Note All weapons must be treated with respect, not just firearms, high-velocity sets of archery knives, glass, and so on. ):
A fascination with weapons – whether traditional or not, could be a major indication of danger. A fascination or possession of weapons can increase the likelihood of physically violent acts.
22. A significant amount of concern for law enforcement, the military, and various other groups (may be a part of hate groups or Survivalist organizations):
An unhealthy or intense fascination with law enforcement, military, or extreme groups can point toward aggressive ideas, which could include the use of violence or hatred. Being involved in these organizations can increase the sense of entitlement and make use of violence in some circumstances.
23. Many times blame other people for their problems:
One who is constantly shifting the blame and blaming other people for their problems may not have responsibility and self-awareness. The behaviour could lead to feelings of anger, frustration, and even violent outbursts especially if the person is in a position of being confined.
24. Addiction-related behaviours Alcohol, drugs (street or prescription) Obsessive romantic love:
The effects of addiction can affect judgment and lead to erratic or unstable behaviours. Individuals who struggle with addiction could be more susceptible to aggressive behavior particularly when intoxicated or coping with withdrawal signs.
Physical and Precautionary Signals
25. Wants to take a purse or briefcase into the exit interview, but won’t be willing to give up the bag:
The refusal to give away personal belongings during an exit interview may be a sign of a desire to hide anything harmful, or even a signal of suspicion. This could be an indication that an employee might bring hazardous items to the room or plan to break up violently.
The purpose of this article is to give a brief outline to help you be aware of workplace violence and recognize several of the most common indicators. The article also addresses important issues to be aware of following a resignation. Remember, it is a general guideline and is not meant to replace an assessment of risk by a professional or any intervention.
Tips to Reduce and Manage Workplace Violence Risks
- Always stay on the edge of caution and use armed security if you have concerns.
- Never visit a terminated employee in person. Conduct meetings through conference calls.
- Find out who is going to follow up on a post-termination employee event It is an essential aspect that should not be missed.
- Conduct Debrief Session: Review your strengths and weaknesses, as well as how to improve them in the event of a future threat
Violence at work can be a result of many complex problems. If you see someone with aggressive, strange behavior, or even hostility you should consult professionals in security who can perform a comprehensive risk assessment of the threat. Take into consideration actions like suicidal statements, seeking out weapons on the internet while working, and expressing plans to hurt others to be warning signals.