As stress and frustration in the workplace reach an all-time high, employers have begun to cast a wary glance at their hiring practices. Violence in the workplace is not new. Most of us can remember the incidents that led to the term “going postal.” Today, many hiring managers are aware that companies are often held liable for the actions of their employees. Below, I’m going to give you 4 quick tips to reduce that liability and prevent workplace violence.
Tip #1: Do A Background Check
An extensive background check on a job applicant should reveal any workplace violence in her past. In many cases, companies that have witnessed one (or more) of their employees becoming violent failed to conduct a proper background check. Don’t make the same mistake.
Tip #2: Call Past Employers
Often, violent incidents in the workplace aren’t formally reported. Sometimes, filing a report simply falls through the cracks. Other times, an employer may feel that reporting the incident would be troublesome. However, a quick phone call to past employers can help uncover such episodes.
Tip #3: Create A Strict Policy
You should communicate to workers that violence or threats of violence will lead to termination. Often, this type of zero-tolerance procedure is enough to dissuade employees from losing control.
Tip #4: Watch For Red Flags During Interviews
Even if a potential employee does not have a history of workplace violence, your company could witness the first incident. However, interviewers can be trained to note certain mannerisms that manifest when confrontational questions are asked.
Protecting Your Staff And Your Company
In the end, preventing workplace violence means protecting your employees from injury and protecting your company from disruption and lawsuits. While it’s impossible to guarantee that an employee will never act violently in the workplace, you can use the 4 tips above to dramatically lower the likelihood of it happening.
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