Employee/School Shootings, EEOC Claims, Lawsuits, and Union Campaigns – What Do They All Have in Common?

There was another horrible school shooting yesterday – a more common occurrence than anyone would like to admit. And this morning everyone is asking WHY. The key to this answer lies in leadership and the fact that people don’t do desperate things because of mistakes or simple wrongs against them – they do desperate things because of how you make them feel.

Leaders within any organization should take heed and recognize the role they play in creating an environment based on trust, respect and dignity.

1. Establish performance and behavior standards – most employees (or students) strive to live up to the expectations of respected leaders, so establish reasonable expectations with input from respected members of the team and then communicate those expectations in a way that allows for dialogue. People generally engage in behavior that is rewarded, so be sure you’re rewarding the behavior you want. Remember, negative attention to some is considered a reward.
2. Beware the “Zero Tolerance” policy – Pick your battles wisely and make sure you choose a course of action that fit’s the violation. Employees (and students) want to be treated fairly. Conduct a full investigation before making any decision on next steps and let the objective evidence discovered during the investigation determine any disciplinary action. Taking the easy way out by using a one size fits all approach isn’t leadership and will only serve to damage your credibility and effectiveness.
3. Look for early warning signs and take appropriate action to change the behavior early – As with every situation involving workplace or school violence, there are ALWAYS warning signs. Shortly after yesterday’s shooting students reported they receive a text message the day before, but didn’t take it seriously. Be on the lookout for warning signs and take them seriously. Once you have investigated to determine the fact, take appropriate action to change the unwanted behavior. If you’re not sure what “appropriate action” is, ask yourself “How would I want to be treated in this situation?” before making any final decision. This extra step will help ensure that you’ve considered all reasonable alternatives before taking action. Remember, any action you take will make either a red, yellow or green light come on in every employee’s head. That’s not to say that if the light will be red or yellow you shouldn’t take the action, but it is a heads up that you should proceed with caution.

Yesterday’s school shooting in Ohio is a stark reminder that relationships are fragile and whether it’s a school or work environment, strong leadership is the key to making it all work.  Remember, whether it’s an employee/school shootings, EEOC claim, lawsuit or union campaign – people don’t do desperate things because you made a mistake, they do desperate things because of HOW you made them feel.  Reach out of your comfort zone and lead – your organization will thank you for it.

Disasters Are Inevitable – Are Your Employees Prepared?

On Tuesday two earthquakes hit in unusual places: Virginia and Colorado and at this very moment hurricane Irene is bearing down on the East Coast of the United States. As a result, HR professionals are facing some tough questions about how to handle various employee situations that have or may arise from these disasters.

Innovative organizations not only provide employees with environmental, health and safety (EHS) information on the job, they also provide  EHS information to assist and prepare them off the job.

If you’re not that progressive, here’s your chance to start.

Disaster Preparedness Guide:

Plan Ahead

The first step is to make a plan so you can respond to an emergency in a calm way. Establish evacuation routes and then practice them – remember practice makes perfect.

Put Together a Survival Kit

Although we don’t like to think about disasters, be they natural or man made, it is an inevitability and the more prepared your are the better your chances of survival. After all, your goal is not only to survive the disaster itself, but to survive in the days following, especially if you are trapped until help arrives or have to evacuate. Suggested items to include:

• Large, insulated, zippered tote with handles
• 3 day’s (minimum) of non-perishable, ready to eat food that doesn’t require refrigeration
• Bottled water (2 gallon per person per day)
• manual can opener for canned foods
• Needed medication (prescription and non-prescription)
• Medical supplies (antibiotic oinment, bandages, band-aids, painkillers, insect repellent, latex gloves, cleansing agent, eye wash solutions, contact solution, burn ointment, etc.)
• Portable emergency radio that doesn’t depend on electricity
• Flashlight
• Whistle
• Hand tools (wrenches, pliers, hammer, etc.)
• Cell phone and charger
• Poncho
• Matches
• Towels
• Bleach and medicine dropper
• Items for sanitation (bucket, trash bags, shovel etc.)
• Important documents (bank records, insurance policies and personal identification)
• Stuffed animals or dolls for children
• Books and games to pass the time

Take First-Aid/CPR Courses

If you’re preparing a safety team for your organization, make sure they’ve received first aid/CPR training and encourage employees who aren’t on the company safety team to also become certified. The Red Cross offers courses for a very reasonable fee.

Don’t Forget the Pets

If your employees are like most Americans, their pets are part of the family and they need special preparedness preparation too including:

• 3 days worth of food in airtight, waterproof containers
• Water
• medications (if needed)
• First aid supplies (bandages, scissors, isopropyl alcohol, saline solution)
• Registration information
• Vaccination records
• Photo of your pet
• backup lease and collar
• ID tag
• Pet toys and pet carrier

Is your organization and your employees ready for a disaster? How do you know? Do you have a plan? Do you practice it? Unfortunately, disasters are inevitable, but these tips and precautions can ease the stress and burden both in the workplace and at home.

“Something Snapped” – Are you Listening for Warning Signs of Violence in Your Workplace?

The deadly shooting of Arizona Rep. Gabrielle Giffords and 19 others on Saturday, killing 6, (including a 9 year-old) should be a startling reminder to all public officials and employers to be vigilant regarding the warning signs of potentially violent behavior.

Although the motive for the shooting is still unclear, according to neighbors and acquaintances Arizona gunman Jared Lee Loughner  was a troubled young man whose disturbing behavior started to flare up in just the last few years, with campus police run-ins, a college suspension and a rejection from the Army for admitted drug use. Saturday’s actions were likely preceded by a major precipitating event that catapulted Mr. Loughner to this devastating action.

The good news for employers (if there can be any good news in these situations) is that almost all violent behavior begins with warning signs. So, what should you look for? Employees who exhibit  the following:

• Fascination with violence
• Substance abuse
• Sense of entitlement – “The world owes me”
• Pattern of complaints, litigation, unfounded whistle-blowing
• Making hit lists
• Conducting surveillance
• Narcissistic rage
• Severe stress
• Violent history
• Severe changes in psychological functioning
• Decreased or inconsistent productivity
• Social isolation and poor peer relationships
• Poor personal hygiene
• Drastic changes in personality

Based on witness descriptions, Mr. Loughner exhibited at least 5 of these characteristics. Perhaps if someone had chosen to get involved this could have been prevented.

Experts generally agree there are three stages of violence:

Stage One — Early Violence Potential – the employee or perpetrator exhibits signs such as:

• Objectifying and dehumanizing others
• Challenging authority
• Regularly becoming argumentative
• Alienating customers and clients
• Originating and spreading lies about others
• Swearing excessively; using sexually explicit language
• Abusing others verbally
• Sexually harassing others

Stage Two — Escalated Violence Potential – The behavior escalates resulting in:

• Frequent arguing with greater intensity
• Blatant disregard for organizational policies and procedures
• Stealing from the company or other employees; vandalism (property destruction)
• Verbal threats
• Conveying unwanted sexual attention or violent intentions by letter, voice mail, or e-mail
• Refusal to accept responsibility for actions (blaming others)

Stage Three —Realized Violence Potential – Escalation continues to actual violence

• Fights (or invitations to fight)
• Displaying weapons (guns, knives, pepper spray, etc.)
• Committing or attempting to commit assault, sexual assault, murder, arson, or suicide.

Employers should remain alert and vigilant and constantly monitor their workplace for potential signs of violence. If any signs are detected, employers need to take proactive measures to avoid escalation. Mr. Loughner provided warning signs, but no one was listening.

Proactive steps employers can take to help avoid such a tragedy:

• Develop a Violence Prevention Policy – including a definition of violence
• Initiate a Violence Prevention Team
• Provide employees and leaders with violence prevention training
• Leverage outside help for additional expertise

We offer our condolences to all the victims and their families who are dealing with unimaginable suffering because of the actions of a deranged man. We pray that through our vigilance and determination these actions won’t ever be repeated in the future.

There will always be disturbed people in our society, but with proper planning and vigilance, you can take appropriate actions to avoid these deadly situations.  Don’t let your workplace become a statistic, step up your preventive actions today.