Workplace Violence Prevention…Creating a Safer Work Environment

Tip #1: SEE OR SENSE SOMETHING? Be aware and recognize change.

TWO SIMPLE QUESTIONS TO ASK:

• Am I noticing a CHANGE in a person or situation?
  • Are they becoming more withdrawn, agitated, or fixated on grievances?
  • Are interactions becoming increasingly tense, strained, or difficult?

• Am I UNSETTLED by someone's behavior or situation?
  • Am I struggling to dismiss or explain away what I’m seeing/hearing?
  • Does something feel off—even if I can’t put my finger on it?
  • Trust your inner voice—intuition is often the first alarm.

WHY IT MATTERS:

• Early awareness and action move us from being fearful about workplace violence to being mindful of prevention. 
• Small changes in behavior can often signal bigger underlying issues.
• Prevention starts with noticing when something feels different.

Tip #2: SAY SOMETHING. Safety grows through action...speaking up early shows you care.

3 FEARS THAT HOLD US BACK (And How to Reframe Them)

• “I don’t want to get involved...” (Fear of personal risk)
• Empathy Reframes the Thought: If you’ve noticed something concerning, you’re already involved…but involvement doesn’t mean confrontation, it means caring enough to act.
• “I don’t want to be wrong…” (Fear of wrongly accusing someone)
• Empathy Reframes the Thought: It’s not about being right or wrong—it’s about checking in when something feels off.
• “I don’t want to make things worse.” (Fear of escalation)
• Empathy Reframes the Thought: Silence often allows things to escalate. The right words at the right time can make all the difference.

REPORT: Bringing a Concern Forward (Without Overreacting) 

• Check-In: "Hey, I’ve noticed some changes. Are you okay?"
• Share What You've Observed: "I’m not making assumptions, but I’ve noticed <  >, and I care. Do you want to talk about it?"
• Talk to Someone Who Can Help: A Manager, a Trusted Leader, HR or Security.

WHY IT MATTERS:

• Most workplace violence incidents don’t come out of nowhere—they build up over time.
• Many cases could be prevented if people voiced concerns earlier.
• Caring is courage. Silence can be costly. Speaking up can save lives.

Tip #3: RUN - HIDE - FIGHT. Prepare for the worst; know your options.

WHAT TO REMEMBER IN AN ACTIVE ASSAILANT SITUATION 

• Your Best Option Depends on Where You Are and What’s Happening
• RUN. If escape is possible, GET OUT. Distance is safety.
• HIDE. If escape isn’t possible, GET SAFE. Find protection and concealment
• FIGHT. If directly confronted, GET TOUGH. Fight as though your life depends on it.
• Disbelief is Normal…ACTION IS ESSENTIAL
• In a crisis, you’ll probably experience disbelief. It’ll be vital to believe what you see and hear so you can PUSH THROUGH DISBELIEF into purposeful action.
• Quick mental check: What’s my nearest exit? Where would I go if I had to hide? What things could I use to fight?
• When First Responders Arrive
• Show your hands…don’t appear as a threat
• Follow instructions

WHY IT MATTERS:

• People who think ahead react faster under stress.
• Training your brain ahead of time by running through scenarios can reduce panic in the moment and increase your optimism about survival…A survival mindset is key.
• A prepared workplace is a safer workplace.

Tip #4: EASY DOES IT…Turn down the heat through de-escalation.

6 KEYS TO DE-ESCALATION 

• Stay Centered…Stay Regulated—Keep Your Thinking Brain in Charge 
• BREATHE. Slow yourself and the situation down.
• Your response sets the tone. Stay calm, composed, and in control. Avoid taking things personally—their reaction isn’t about you.
• Listen to Understand – Not Respond
• Interrupting fuels frustration. Let the other person express themselves.
• Use active listening skills. Summarize, mirror, and ask clarifying questions.
• Be Gentle – Tone and Body Language Matter
• Tact and diplomacy go a long way.
• Stay mindful of your voice, posture, and facial expressions.

• Give Time and Space to Regain Control
• Don’t rush. People need psychological air to process emotions.
• Help their Thinking Brain catch up to their Survival Brain: "I can see this is frustrating. Take your time—we can work through this."
• Shift the Focus to Solutions
• Help shape expectations and bridge to a more constructive outcome. Ask "How do you think we can move forward from here?"
• Offer choices when possible—giving control reduces tension.
• Have a "Plan B" – Know When to Step Away
• Trust your intuition. If the situation escalates, step away. Say something like: "It sounds like this is important to you and it seems like you’re getting pretty frustrated. I’m going to step away for now to help cool things down."
• If needed, call a manager, HR, or security.

WHY IT MATTERS:

• Most workplace violence starts with verbal aggression. Handling it early can prevent escalation.
• Employees trained in de-escalation feel more confident and in control.
• A culture of calm response builds a safer, more respectful workplace.

Tip #5: BUILD TRUST…Nurture a culture of safety and security.

3 WAYS TO STRENGTHEN PSYCHOLOGICAL SAFETY AND ENGAGEMENT

• Nurture Belonging
  • Employees who feel connected to their work and team are less likely to disengage in harmful ways.
  • Encourage trust, not just compliance. When teams feel connected, empathy comes forward naturally, and people are more likely to look out for one another and voice concerns early.
  • Ask: "What’s something small that could make this team feel more connected?"
• Reward Candor, Not Conformity (make it psychologically safe to speak up)
  • On psychologically safe work teams:
    • All individuals feel heard, valued, and trusted and can share thoughts and concerns without fear of judgment or retaliation.
    • Team members assume good intent, foster trust, and empower others to contribute.
    • Full and honest participation makes the team more mission-focused and innovative.
    • A strong team culture allows for disagreement without fear. "We don’t have to agree, but we stay committed to listening."
• Offer Support Over Disconnection
  • Be willing to have courageous conversations. Issues left unaddressed can quietly erode trust and create long-term safety and security concerns.
  • Remember that small moments of support go a long way. Instead of letting issues fester, create space for open conversations before tension builds.
  • Use a simple phrase to get started: "Let’s talk this through now so we can move forward with clarity."

WHY IT MATTERS:

• Gallup research shows that employees who feel engaged, connected, and supported are more likely to step forward when concerns arise.
• The strongest workplaces are committed to having difficult conversations…they move through with both heart and courage.
• Psychological safety creates space for people to speak up—and trust they’ll be heard.