Workplace Violence (CONT’D FROM PAGE 28)
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than trying to interpret emotions or causes. Suggesting that the individual is troubled, or resentful, or envious of another employee’s success, will only cause the person to deny the charge and become more upset. As your conversation proceeds, take steps to calm any emotional outbursts. “If the employee starts to scream and to become aggressive, don’t try to interrupt or become ag- gressive yourself,” advises Bonczyk. “Instead, lower your own voice and try to defuse the situation by repeating your desire to understand and to help.” The focus of the conversation should not be on placing blame for behavior, but on offering assistance to help the employee behave better. “Be sincere about your desire to assist the troubled employee,” says Bonczyk. “People can tell when you’re not.”
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Once the employee explains what is troubling him, offer whatever assistance is appropriate, says Bonczyk. Suppose Josh says he is having money problems. Here is where you can suggest he speak with a local financial counselor with whom your organization has a relationship. In many cases you may suggest the person meet a rep- resentative from your Employee Assistance Program (EAP), if you have one. The employee whose behavior relates to something like the serious illness of a family member may be entitled to time off under provisions of the Family and Medical Leave Act. Make a note on your calendar for a follow up meeting, perhaps ten days or two weeks later, or even sooner if the situation warrants it. Find out if the employee has made gains in solving his problem and if there is anything else your organization can do to help. So what happens if, despite your best efforts, the em- ployee makes no progress and the angry or antisocial be- havior continues? “If the employee is resistant to change you will need to look at termination,” says Boncsyk. Before firing the individual, consult with your attorney to make sure you comply with all federal and state laws. “Put the employee on notice and document everything. Such doc- umentation will be needed later if the employee sues for wrongful discharge.”
Please visit www.nvpublications.com to view the 2021 industry events and links to our sponsors’ websites where you can learn more about their products and services.
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