Last week’s Fort Hood shootings have left many employers concerned about workplace safety, and with good reason. Though it did not make as many headlines, just a day later in Orlando, Florida, a former employee returned to the engineering firm where he was let go over two years ago, opened fire, and killed one person (five others were injured). Why do employees and former employees commit acts of violence in the workplace? More importantly, what can employers do to protect themselves from such tragedies?
As to the first question, theories abound as to the root causes of workplace violence. Three factors experts focus on are economic stress, mental illness, and a desire for revenge (for perceived workplace mistreatment). But instead of trying to predict violence, employers should put down the crystal ball and focus instead on acting proactively to prevent violence from erupting in the first place.
First, employers should have a solid workplace violence policy. The policy should express the employer’s commitment to providing a safe working environment, and include a non-exhaustive list of prohibited behaviors. It should also encourage reporting of potentially dangerous situations and a short description of how problems will be addressed. Managers and employees should be trained on the policy, and made aware of company and/or local resources (i.e., employee assistance programs (EAPs), local non-profits that may address troubled individuals’ concerns, etc).
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