Found yourself in a confrontation with a colleague in the workplace? How well did this incident settle with you, and what strategies did both parties use to solve the problem? These are the kinds of questions that immediately come to mind whenever workplace violence is mentioned. How best to approach such type of squabble in the place of work mitigates the loss of productive hours, and it is the responsibility of the human resource department to segment appropriate measures of abating disputes that would result in violence. As an HR director, understanding the psychology around workplace violence is not just a necessity but a mandate for safeguarding the workforce and cultivating a culture of safety. It is also a chance to appreciate that human beings are different; therefore, studying individual behavior would significantly help in dealing with the workforce, helping them where necessary. Join me as we discuss the intricacies of human behavior and prevention and intervention strategies.
The Landscape of Workplace Violence
Before we discuss the integrities of workplace violence, it is paramount to comprehend the situation of the matter and how it has been entrenched into the working environment. According to the National Institute for Occupational Safety and Health (NIOSH), workplace violence affects a considerable number of workers in the United States. These abuses span across different spectrums, including physical abuse, verbal abuse and harassment, and homicides. In the same vein, the effect is shown to affect all demographics, raising the question of whether the human resources professional are trained and equipped to deal with such hurdles.
Statistic further paints a sobering picture- that 17% of workplace deaths are as a result of violence. Most of the reported cases are from the healthcare, social assistance sector, retail and accounting sectors. This is because the sectors above involve high interaction with individuals, exposing the workers to different characters. Notably, workplace violence permeates all industries, underscoring the need to have proper measures to deal with the menace. As a start, an organization can embrace threat assessment done by Lauth to save both lives and money.
Understanding the Perpetrator
At the center of workplace violence lies personal psychology and environmental triggers. As opposed to the popular belief, perpetrators of workplace violence cannot be easily identified as outcasts. They are people within the workplace who may have succumbed to individual and professional pressures. Consider a case of an employee who has faced setbacks in the place of work, combined with personal stress. While the employees might contain themselves and not show any sign of stress, the outburst can disrupt the tranquility of the working environment. This highlights the interrelated nature of workplace violence. It is a product of psychological distress that should be addressed before causing problems at the place of work. Factors such as financial challenges, untreated mental issues, job dissatisfaction, and substance abuse can cause the problem, converting an ordinary person into a threat.
The Role of Intelligence Investigation
In organizations with eminent potential for violence, proactive measures are necessary. While it is true that human resource directors have less training in establishing the possibility of violence in their place of work, this cannot be left as it is. The changing dynamics of workplaces demand innovation and always staying ahead of threats. One of the approaches to avert violence is conducting an intelligence investigation, which is the arsenal of the HR director. This includes analyzing data from different sources, such as employees’ behavior, and external assessment, which enable the identification of threats before escalating into violence.
The United Nations Office on Drugs and Crime study established that the role of intelligence investigation is to gather information and understand its relationship with other variables. Also, the study noted that intelligence investigation entails piecing up information and coming up with practical applications in the workplace to avert the dangers associated with violence. With this in mind, the importance of intelligence investigation cannot be overstated. Lauth’s threat assessment team will provide you with the crucial context you need to protect your employees.
Fostering a Culture of Prevention
The evolving nature of work must be addressed, and it is the HR director’s responsibility to cultivate a culture of prevention. How do we ensure that your workplace has the right culture of protection? It all starts with the most straightforward thing- communication. Supporting open communication motivates the employees to report any form of threat before it escalates into violence. A sustainable organization gives staff in the lowest rank the ability to report cases of threat without intimidation and guarantees them protection. Also, training employees on stress management and de-escalation strategies will ensure the safety of the workers. If you suspect your workers are suffering in silence, consider involving Lauth’s services, and we shall conduct a comprehensive background check to unearth what you don’t know.
Conclusion
As an HR director, ensure employees’ safety extends beyond policies and standards. Understanding the behavior of your employees is the starting point for designing appropriate interventions. Also, unraveling workplace violence and leveraging intelligence investigation tools would aid in navigating the challenges of risk. In the words of Benjamin Franklin, “An ounce of prevention is worth a pound of cure.” Let us act on this wisdom and ensure that workplace violence ceases to become a statistic but something of the past.
Back in September, the landscape of California workplaces was impacted dramatically upon Governor Gavin Newsom signing Senate Bill 533, which requires that California employers now implement a detailed workplace violence prevention plan in compliance with their Cal/OHSA Injury Illness Prevention Plan. In addition to implementing a plan, employers must now ensure their workers have access to proper training on their plan and keep detailed records of any incidents of violence in the workplace. The law will take effect on July 1, 2024.
The Role of Third-Party Investigators:
With the advent of these violence prevention programs, there arises a critical need for thorough evaluations of current operations and workplaces. This is where third-party investigators come into play. These professionals bring a fresh and unbiased perspective to the table, allowing for a comprehensive analysis of existing security measures, policies, and potential risks.
Supplementing Evaluations with Private Investigators:
As California employers gear up to comply with the new regulations, the demand for third-party investigators is expected to soar. Companies will seek the expertise of these investigators to conduct detailed assessments, identify vulnerabilities, and recommend tailored strategies to enhance workplace safety
While third-party investigators offer a broad assessment of workplace violence prevention programs, some California employers are taking an extra step by supplementing these evaluations with private investigators. Private investigators bring a unique skill set that extends beyond traditional workplace assessments. Their ability to conduct discreet inquiries, uncover potential internal threats, and gather information discreetly can provide an added layer of security.
The Competitive Edge:
Employers who choose to enlist the services of private investigators in addition to third-party assessments may gain a competitive edge in safeguarding their workplaces. By adopting a proactive stance and addressing potential threats comprehensively, these businesses demonstrate a commitment to the well-being of their employees and the integrity of their operations.
Considerations for Employers:
California employers looking to stay ahead in the evolving landscape of workplace safety should consider the following:
Comprehensive Evaluations: Engage third-party investigators to conduct thorough evaluations of workplace violence prevention programs, focusing on identifying vulnerabilities and areas for improvement.
Supplement with Private Investigators: Consider supplementing these evaluations with private investigators to delve deeper into potential internal threats and gather actionable intelligence.
Proactive Security Measures: Implement recommendations from investigators promptly, adopting proactive security measures to create a robust and resilient workplace violence prevention program.
Employee Awareness and Training: Prioritize employee awareness and training programs to ensure that staff members are equipped to identify and respond to potential threats effectively.
As California forges ahead with its commitment to workplace safety through mandatory violence prevention programs, a burgeoning demand for third-party investigators becomes evident. Employers who recognize the value of supplementing these evaluations with private investigators not only enhance their security measures but also position themselves as leaders in fostering safe and secure work environments. In a landscape where workplace safety is paramount, proactive measures are the key to staying ahead and ensuring the well-being of employees.
The initiative to have the workplace evaluated for violence prevention and safety is not restricted to California, however. If you have need for a workplace violence investigation, call Lauth Investigations International today for a free quote on how we can get your crucial information for success in your business. We’ve helped businesses all over the United States protect their employees against both internal and external threats to their safety. We’re staffed by former military, law enforcement personnel, and have decades of combined experience to help provide comprehensive solutions to any workplace issue.
In recent years, there has been a troubling and undeniable trend – workplace violence is on the rise. Incidents of aggression, harassment, and even tragic acts of violence have become more frequent, posing a significant threat to the well-being of employees across various industries. In this challenging environment, the responsibility falls squarely on leadership to go above and beyond, implementing comprehensive strategies to safeguard their employees against both internal and external risks.
Internal Threats:
Workplace violence is not solely an external concern; internal factors also contribute significantly to the rise in incidents. Disputes among colleagues, unresolved conflicts, and unaddressed mental health issues can create a volatile mix. Leaders must prioritize fostering a culture of open communication and conflict resolution, providing employees with channels to express concerns without fear of reprisal. Investing in employee assistance programs (EAPs) and mental health resources can further support individuals facing personal challenges.
External Threats:
External threats, including acts of terrorism, theft, or even domestic violence spilling into the workplace, are on the rise. Employers must collaborate with law enforcement and security experts to conduct thorough risk assessments. Implementing access control measures, surveillance systems, and emergency response plans can help mitigate potential external threats. Additionally, providing training to employees on situational awareness and response procedures is crucial for building a resilient workforce.
The Role of Leadership Against Workplace Violence:
Leadership plays a pivotal role in creating a safe and secure work environment. Executives must take a proactive approach, demonstrating a commitment to the well-being of their teams. This involves not only addressing existing concerns but also anticipating potential threats and implementing preventative measures. Transparent communication about safety measures and emergency protocols fosters trust among employees and ensures they feel supported.
Investing in Technology:
Advancements in technology offer powerful tools to enhance workplace security. Leaders should consider investing in state-of-the-art security systems, including access control systems, surveillance cameras, and communication platforms that enable quick dissemination of critical information during emergencies. Additionally, artificial intelligence and data analytics can be leveraged to identify patterns of behavior that may indicate a potential threat.
Collaboration with Human Resources:
Leadership must work closely with the Human Resources (HR) department to create and enforce policies that promote a safe and respectful workplace. HR professionals can play a crucial role in identifying early signs of potential issues, offering mediation, and providing support to employees in need. Regular training sessions on conflict resolution, diversity, and inclusion can further contribute to a positive and secure work environment.
Moving Forward Against Workplace Violence:
As workplace violence continues to rise, leaders must recognize the urgency of the situation and take decisive action. Safeguarding employees requires a multifaceted approach that addresses both internal and external threats. By fostering a culture of open communication, investing in technology, collaborating with HR, and demonstrating a commitment to the well-being of their teams, leadership can create a workplace where employees feel safe, supported, and able to perform at their best without fear of violence or harassment. In these challenging times, going above and beyond to protect employees is not just a responsibility; it is an imperative for leaders aiming to build resilient, thriving organizations.
When appropriate, an investigation into the workplace itself may be appropriate. While the instinct to keep the investigation internal is understandable, a third-party investigator really is the best option for businesses that hope to get to the root of their repetitive issues. If you have need for a workplace violence investigation, call Lauth Investigations International today for a free quote on how we can get your crucial information for success in your business.
Within any great organization, leaders play a pivotal role in keeping workplace culture strong and employees engaged. Essentially, the health of your company’s leadership culture will correlate directly with the well-being of its wider corporate culture. This makes driving excellent leadership practices a powerful lever to pull when striving for enhanced success.
So, why are leaders so critical when it comes to steering workplace culture? Intrinsically armed not only with authority but also influence, your trusted leaders actively set the tone for the wider team in their attitudes, practices, behaviors, and values.
Ultimately, every tactical decision and interaction counts, and their status quo approach will likely be emulated down the chain of command. This raises the poignant question: is your leadership team setting a high bar for corporate culture, or is there room for improvement?
How Your Chosen Leaders Shape All Aspects of Company Culture
Thanks to a growing understanding of how engagement and productivity are manifested, modern leadership models place emphasis on constructively coaching and mentoring employees, ensuring effective communication and collaboration, setting clear expectations, and supporting work-life balance.
Acknowledgment of effort also plays a powerful part in energizing teams, with 69% of employees expressing that they would work harder if they felt their efforts were better recognized. However, the shaping of corporate culture begins long before the process of guiding developing employees begins.
It is vital to note how influential your leadership’s recruitment practices are for the long-standing status of workplace culture. Poor hiring choices can introduce negative influences within teams, eroding trust, productivity, and even safety at work. With roughly 55% of job applicants lying on their resumes or application forms, the importance of comprehensive employee background checks cannot be overlooked.
Addressing Workplace Culture and Setting New Leadership Standards
Serving as a challenge for business owners, CEOs, and entrepreneurs alike, the art of establishing high leadership standards is far easier from a blank slate than it is within a system already in motion. When a large or even small-to-medium-sized enterprise is already infused with rigid attitudes and detrimental practices, it can be tricky to trigger effective change.
However, with adequate oversight and understanding, the transformation of both leadership culture and workplace culture at large is entirely achievable. This process begins with developing a clear understanding of what’s happening now, which is best achieved with a corporate culture audit.
At Lauth Investigations International, our seasoned corporate investigators take immense pride in turning our understanding of the many factors that can make or break a business toward helping their leaders mitigate risk and forge cultural and procedural strength from within. Learn more about how we can help you correct detrimental practices and instill excellence throughout every layer of your organization with a corporate culture audit. Alternatively, connect with our corporate team today to discuss how we can best address your concerns and support your ambitions.
Run any business long enough, and eventually, you are bound to encounter the challenges that come with incidents of employment violations. Unlike many cases of criminal activity in the workplace, this kind of employee misconduct may not lead to litigation. However, it could still represent a significant threat to the financial and functional stability of your enterprise, making it vital to remain alert and take action at the first sign of trouble. When you first suspect a significant threat to your business, it’s crucial to consult a workplace investigator.
So, how might employers measure this threat? Well, an employment violation can be described as any action or behavior that defies the policies, rules, and standards set by the company in question or the laws to which it is bound.
This type of employee misconduct can range from malingering and time theft through to harassment and discrimination, non-compete violations, company asset misuse, and more. Essentially, the scale and scope of employment violations can vary substantially, but when appropriate workplace investigations are launched, an employer is well positioned to protect themselves.
It’s easy to imagine kick-starting a swift and effective investigation after a possible employment violation has been reported, but a concrete complaint or witness testimony isn’t always a necessary trigger.
If as an employer, you are concerned that your workplace has become a home to shady comings and goings, disingenuous attitudes, or dishonest conduct, waiting can be a risky gamble. However, setting a proactive workplace investigator on the trail of potential violations might just save your enterprise from a perilous storm in the making.
How a Corporate Investigator Reveals Employment Violations
Before action can be taken against the perpetrators of any employment violations, evidence must first be gathered. While in-house HR investigations can carry you so far in this regard, collaborating with a professional workplace investigator will mean gaining access to a far wider and more efficient array of skills, means, and expertise.
For example, a corporate investigator from Lauth Investigations International will be able to perform comprehensive background checks on suspects, delving into many of the same databases used by law enforcement. They will be able to legally and safely carry out surveillance operations, with all the necessary equipment, and utilize digital forensics techniques whenever necessary.
In certain cases, a licensed workplace investigator may go undercover within a company to uncover employment violations in action. On the other side of the same coin, when operating with acknowledged presence, they will be able to draw from specialist training when conducting interviews with both victims and suspects. Meticulous documentation, utmost discretion, and procedural excellence are all par for the course. Together, these factors offer outstanding peace of mind to employers as their worries are meticulously and efficiently addressed.
If you are concerned about employment violations taking place within your business or team, a corporate investigator from Lauth Investigations is only a call or message away. Discover more about our extensive corporate investigations and human resources services or get in touch today to discuss your needs in detail.
Workplace harassment and discrimination are serious problems that can have a devastating impact on employees. They can create a hostile work environment, lead to decreased productivity, and even result in physical or psychological harm. Employers have a legal obligation to take steps to prevent and address workplace harassment and discrimination. Not only is it legally imperative, but it is also important to the company’s bottom line. Research shows that workplace harassment and discrimination lead to billions of associated costs to corporations globally each year. One of the most important steps is to conduct thorough investigations whenever a complaint is made.
A workplace investigation is a process of gathering information and evidence to determine whether or not harassment or discrimination has occurred. The goal of an investigation is to uncover the facts of the situation and to reach a fair and impartial decision.
Investigating Workplace Harassment and Discrimination
There are a number of steps involved in conducting an investigation into workplace harassment and discrimination. These steps include:
Gathering information. The investigator will need to gather as much information as possible about the incident, including the names of the people involved, the date and time of the incident, and the specific details of what happened.
Interviewing witnesses. The investigator will need to interview all of the witnesses to the incident, including the complainant, the alleged harasser, and any other employees who may have knowledge of the situation.
Reviewing documentation. The investigator may also need to review any relevant documentation, such as emails, text messages, or other written records.
Reaching a conclusion. After gathering all of the information, the investigator will need to reach a conclusion about whether or not harassment or discrimination has occurred. The investigator will then make a recommendation to the employer about how to proceed.
Workplace investigations can be complex and challenging. However, they are an essential tool for employers to prevent and address harassment and discrimination. By conducting thorough investigations, employers can create a safe and respectful workplace for all employees.
Here are some additional tips for conducting workplace investigations
Choose an impartial investigator. The investigator should be someone who is not directly involved in the situation and who has no prior relationship with the people involved.
Conduct the investigation in a timely manner. The investigation should be conducted as quickly as possible to minimize the disruption to the workplace and to allow the employee to feel safe and secure.
Be respectful of all parties involved. The investigator should treat all parties involved with respect, regardless of their role in the incident.
Document the investigation thoroughly. The investigator should document all of the steps taken during the investigation, including the information gathered, the interviews conducted, and the conclusions reached.
By following these tips, employers can conduct workplace investigations that are fair, impartial, and thorough. This will help to ensure that harassment and discrimination are prevented and addressed in the workplace.
Here are some of the signs that may indicate that harassment or discrimination is occurring in your workplace:
Employees are avoiding certain people or areas of the workplace.
Employees are making complaints about their treatment.
There is a decline in productivity or morale.
There are reports of injuries or illnesses that may be related to stress or harassment.
If you suspect that harassment or discrimination is occurring in your workplace, it is important to take action. You can start by talking to the employee who is being harassed or discriminated against. You can also contact your human resources department or an outside investigator. By taking action, you can help to create a safe and respectful workplace for all employees.
Hiring a private investigator
Despite the best of intentions, some companies or human resource departments may lack the appropriate resources or expertise to conduct a workplace investigation. In the event that the company finds itself unprepared, a third-party investigation by a private investigator may be the appropriate solution. Private investigators have a great deal of experience in identifying the unseen factors in any given situation. They can fully document all of their discoveries throughout the course of the investigation. There is no more impartial investigator than a private investigator independent from the corporation or organization, because they have no stake in the outcome. If you need a workplace investigation, reach out to Lauth Investigations International for a free quote on how we can help improve your business.
