4 groups Most Likely to Perpetrate an Incident of WPV

Also, an article for thinkcurity.com link is at the bottom of the blog

Written by Robert D. Sollars

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One of the first and most vital steps in preventing workplace violence (WPV), next to the warning signs, is to know where the most likely threats come from. Do you know the group that causes the greatest threat to you and your business/charges? There are four groups of people where it mainly originates;

  • Violence as a result of another crime

Roughly 79% – 85% of all WPV falls into this category. And it really depends on where you get your statistics from as to which number is correct. And only the security professional, or a consultant, within your organization can help to prevent these kinds of incidents such as injurious or fatal robberies and etc.

  • Current or ex-employees

The most commonly reported kind of WPV by the media is the employee, or ex, doing harm within the business. The violence is caused by the perception of wrongdoing by…someone. Keeping in mind whatever they perceive is going to be their reality, it doesn’t matter what the real situation is…or was.

Two things that will help your HR department and management avoid any wrongful disciplinary action or dismissal litigation are training your people on recognizing the warning signs and the most effective & efficient ways of confronting them. Experts within the community, non-profit organizations, or consultants can come in and train them.

Another aspect of employees committing violence on-site is the growing concern of suicide within the business. In 2016, the Bureau of Labor Statistics listed more than 260 suicides on business properties, which also includes schools. Employees, or ex or even others, come back into the building for innumerable reasons to commit suicide…providing as much trauma as a regular murderous rage would.

  • Significant others/Intimate Partners/domestic violence (DV)

While this is one that is not as well-known and avoided by the media, it is getting more attention. 43% of incidents begin as DV. It doesn’t only relate to physical violence but can also be mental stress, and emotional abuse.

Usually, the significant other becomes so enraged over their spouse having a perceived affair or them working outside the house or some other perceived, see how that word keeps creeping into the equation, problem that is magnified or has no basis They can become so enraged, at the perception, that They will come to the workplace to physically or verbally abuse their spouse. Even to the point of bringing a weapon and killing their spouse and anyone else that attempts to shield the victim.

The victim in these cases may have been advised by friends, coworkers, or human resources that they need to get out of their abusive relationship referred to a shelter, or employee assistance program. The abusive spouse then feels threatened that these people are trying to take their property away from them.  It can also result from bitter divorces involving child custody.

What can be done to prevent DV from spilling over into your workplace? The employees must trust their management to talk to them. If an employee doesn’t trust management… If they confide in their supervisor that they are afraid of their significant other possibly coming to the job site. * * Customers

Yet another group that is not often found in the media.  But why would a customer turn to violence against you? Generally, it’s for many of the same reasons an employee or ex, turns to violence. They perceive, there’s that word again, they receive, true or not, disparate treatment and the company is treating them shabbily.

All disgruntled individuals who come into your business need to be treated differently even as far as outside the normal policies & procedures, to hell with those things if violence is avoided. The customer who comes into your business in a rage, yelling and screaming, demanding their money back or to see the manager is completely different than the one who comes back politely and requests the same thing; therefore, it is preferable the dissatisfied customer is dealt with with away from others.

Your entire company needs to know the value and power of documentation. It is one of those vitally necessary things to prove in a court of law that you followed every possible recourse and that the employee was destined for termination or arrest. All the fights, arguments, and etc. must be documented every time, including the derogatory comments, swearing, & otherwise distasteful words. And these words MUST be spelled out in full to prevent an attorney from saying you didn’t get it right with the ***.

Are these the only people that are a potential threat to you and the company? Of course not. There are others. But no matter what you do you must TRAIN, TRAIN, TRAIN literally everyone, from front-line to the C-Suite on these, including all departments.

“If you don’t ride the waves of change, you’ll find yourself beneath them”

It happens to Anyone…Any Time… Anywhere… For any Reason

I May Be Blind, but My Vision Is Crystal Clear

Permission to share? Of course, with full attribution.

Copyright 2021 Robert D. Sollars




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