EAP Training: Many Pieces to Preventing Workplace Violence

Reducing risk of workplace violence is not just about conducting employee assistance program training on the signs and symptoms of an employee likely to shoot up the place. I have counted over a dozen different training topics and management-employee activities that EAPs should be considering and together collectively reduce workplace violence risk dramatically. I am not saying it is useless information to know what to do when an active shooter is loose in your building and heading your way. However, the chances of needing this sort of training is pretty close to extremely low. What's more important is EAP training and educating employees in the broad array of issues like prevention behaviors, awareness, and education topics that together lead to reduced risk of workplace violence. This is how to make your employee assistance program more valuable. Here is one such topic: Training and educating employees in how to get along with their supervisors and understand the subordinate relationship to a supervisor. How can this reduce workplace violence? Did you know that the Bureau of Labor Statistics says 15% of homicide victims at work are supervisory/management staff. This makes leadership a hazardous job. Here a tip sheet that can help you help employees to avoid problematic relationship with the supervisorhttp:/handoutsplus.com

Manage Employee Defensiveness in Confrontations

Defensiveness seems to be one thing supervisors can always count on from employees when confronted about their performance issues. Let's make it easier for you. Because defensiveness can be a potential challenge in any corrective interview, supervisors must use “tools” to make interviews less difficult. These tools are associated with language and attitude. For example, one helpful tip is called the “help me understand” approach. Use “help me understand” statements to set a positive, non-threatening tone when confronting employees. Example: “Help me understand what to conclude when you commit to telling the truth about filing your activity reports and then we identify serious discrepancies.” Your attitude toward the employee is also an important tool. If you are convinced a confrontation will fail to produce a positive result, it will show from the moment you speak. An employee should never be able to tell from your attitude that you have lost faith in his or her ability to bounce back.