For many organizations, preventing workplace violence is becoming an increasingly urgent priority. According to the U.S. Bureau of Labor Statistics, intentional acts of fatal workplace violence accounted for 481 workplace fatalities in 2021. When assessing a threat, every case is unique and requires a multi-faceted solution because the dynamics between the person of concern and victim may differ. An effective threat management team should include those with backgrounds in investigations, protective intelligence and analysis, psychology, human resources and law.
Most situations related to workplace violence require familiarity with each of these angles. And without each discipline represented, a team is less likely to be able to respond fully and effectively.
The importance of psychology during a hostile situation
When considering who might be called on to handle a hostile situation in the workplace, people typically jump to law enforcement or an investigator. The need for a psychologist's perspective is less widely understood. Nevertheless, clinical and forensic psychology represents a vital piece of the equation.
Incidents of targeted violence are rarely — if ever — the result of one emotional outburst. There is almost always a pattern of escalating behavior. Psychologists can use their knowledge of the human psyche to shed light on the motivations and intentions behind threatening conduct. By examining factors such as past behavior and mental health history, they can evaluate how this behavior might intensify.
This can provide valuable insight into the emotions and patterns influencing an individual's actions. In addition, it can enable teams to shape a response that — based on the person's specific psychology — is most likely to lead to a peaceful outcome.
The pathway to workplace violence
A psychological approach to risk management can also help teams to gauge the likelihood of a threat being carried out. Individuals considering acts of violence typically engage in a series of "red flag" behaviors that compound over time.
Firstly, an individual must have a grievance that they have become fixated on. Secondly, they would need to demonstrate a level of ideation — the notion that violence could somehow address their problem.
The next stage is research and planning. Someone gathering data to prepare for possible retaliation may be on a trajectory toward engaging in violence. Lastly, signs of final act behavior, such as setting life affairs in order, may coincide with a severe and immediate threat.
Individuals considering acts of violence typically engage in a series of “red flag” behaviors…
There are other predictors of concern, too. Examples include a violent or criminal history or a past disregard for boundaries, such as ignoring a restraining order.
By weighing these psychological factors, a threat management team can identify potential risks and gauge the level of concern for an individual to acting on their grievance. The team can then implement strategies to mitigate the threat in an effort to protect employees, assets, and the organization.
A proactive approach to building an effective threat management team
The possibility of workplace violence is a growing concern for many employers, and people are increasingly aware of this as we see what feels like an endless cycle of violent incidents in the media. Organizations must have plans in place to mitigate potential threats and respond swiftly should a situation unfold.
Depending on capacity, threat management teams can be built internally. Alternatively, organizations can rely on external expertise. Either way, organizations should invest time and resources in ensuring their threat management capabilities are robust. This includes offering training and education, developing policies, and implementing clear contingency plans.
By taking a proactive and multi-disciplinary approach — one that incorporates psychology as well as other specialties — organizations can prepare for threats before they arise. In doing so, they can minimize risk, safeguard their operations and reputation, and most importantly, protect the well-being of their employees and stakeholders.
