Workplace Violence Prevention

Workplace Violence Prevention Strategies for Employers

Workplace violence prevention continues to be a growing cause for concern for both employers and their staff across North America. No matter the industry, issues of harassment, bullying, and misconduct can challenge an employer’s ability to provide a safe job site for staff, exposing the business itself to complex liability risks. Managers must know the warning signs of workplace violence but also the personality traits of individual employees who could act out and cause harm to others.

In a post-pandemic world, the behaviors of staff remain unpredictable, calling for employers to plan for anything. Explore risk mitigation planning tied directly to challenges related to workplace violence, but also train your staff and managers on how to pinpoint issues and remain focused on work, rather than conflict. Partner alongside AFIMAC Global to actively prevent workplace violence in an effort to protect both people and property.

As an employer, have you considered what toxic traits among your staff could lead to events of workplace violence? These are AFIMAC’s top five toxic personality traits to be spotted on the job site,

Workplace Violence Prevention: The Top Traits of Potentially Dangerous Employees

The warning signs of workplace violence may not be obvious to all managers or HR professionals, but there are certain personality types that can be identified as problematic. Preemptively spot conflict among staff and be aware of these top five toxic employee traits that could later turn into issues of workplace violence.

• The Bully: While this type of employee typically doesn’t physically harm fellow staff, they are likely to dismiss other people’s ideas and talk down to others. These types of personalities often assert they are right, or simply refuse to hear other perspectives. At times, these types of employees may come off as rude to others, aggressive about getting their way, and create a feeling fellow coworkers should be careful about how they speak to this individual. This ultimately creates an uncomfortable workplace for all, even if the bully is a high-performing employee. When this employee is more focused on getting their way over determining what is best for the business, it’s likely to breed toxic attitudes and resentment from other staff members.
• The Gate Keeper: These types of personalities might make it more difficult for others to find important information about internal practices or the business itself. At times, they may protect institutional knowledge and come off as someone who doesn’t like working as part of a team. When these personality types present unnecessary roadblocks for others, it’s like to creates tension, causes frustration, and complicates simple business matters.
• The Internalizer: These types of workers might act passive-aggressively to others and avoid face-to-face conflict entirely. When staff members never speak up about their frustrations, bottling up these negative emotions can result in something much worse at a later time. Expect these personalities to make subtly inappropriate comments are simply come off as bitter without ever expressing how they really feel about their coworkers.
• The Overly-Boisterous: Staff members who are quick to brag about their success and simply refuse to take constructive criticism makes for a toxic work environment for all. At times, these types of personalities may look to highlight negative aspects of others, in an effort to make themselves feel more important in the eyes of the business. These types can be manipulative, lack empathy for others, and have a hard time admitting they are wrong or have made mistakes in their work.
• The Joker: This staff member is always pushing the boundaries of what is considered appropriate on the job site and may have hidden motives or interests that could pose a risk to others. Despite their insistence that their “jokes” are only for a laugh, they could make others uncomfortable and be viewed as harassment. Some staff members may refer to these personalities as being “off,” especially when they take pride in making others feel uncomfortable.  

Available Solutions For Employers

When an HR manager has identified toxic personality traits or has received complaints from the workforce, employers should never step back and leave the issue unaddressed. The bad apple in your workforce can shift the attitude of entire workforces and create a toxic job site where harassment, bullying, and even physical violence come with limited consequences. 

Employers can monitor and investigate their own employees with a variety of private investigation tactics that dig deep into an individual employee’s online presence. Reveal concerning interests, lifestyle choices, and simple bad behavior that can paint a more complete picture of an individual employee and spot those who pose a risk to others. With such information available to employers, they can quickly terminate employees, monitor their reactions on social media, and determine whether there are any further risks to employees or the job site itself. 

Fulfill Your Duty of Care Obligations Alongside AFIMAC Global

Effective duty of care for employers is a never-ending conversation for employers who wish to keep their workforce focused on productivity above all else. AFIMAC offers a suite of HR-related tools including independent third-party workplace investigations, social listening, and private investigation tools that can help employers make informed decisions and avoid workplace violence. AFIMAC can even implement training programs for entire workforces, helping your employees understand what is acceptable on the job site while helping them manage conflict internally.

Ensure your business has the right tools to make sound HR decisions and partner with AFIMAC Global to address your duty of care obligations today. Capable of servicing any business across North America, we take pride in serving several Fortune 500 companies across multiple industries. Fill out the form below and contact us now. 

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