Caw, Caw, Bang, Bang, $#!+ I’m Dead

I missed it.

I first discussed workplace violence over two years ago, and in many ways nothing has changed. File under “sad but true.”

The latest incident was probably big news locally when it happened, but you wouldn’t know it now. In fact, I would have overlooked it completely if it hadn’t been for a commentary on it called “Death at the Supermarket.”

Now, I am not ready to blame workplace violence on the Reagan Administration. But I am willing to say that workplace violence is a big problem, and employers need to think very carefully about whether their actions and policies might be incubating a shootout. There are things every company can do to minimize their risks, and as the nice folks at Stratfor point out, physical security is only part of the puzzle.

For starters, and I can’t say this enough, screen applicants! How indepth you need to go entirely depends on your business, but there’s a lot you can learn about somebody just from following up on their resume. Call former employers; most will only verify information you already posess, but if the resume is wrong you will catch it, and you might be lucky enough to find someone who will talk. Call references — yes yes they will say Joe Average is a swell guy, but how they say it might be surprisingly insightful. Speaking of “how they say it,” pay attention to exactly what your applicant says on the phone and at his/her interview. Be careful of filtering with things you want to hear. For pity sake I don’t care how desperately you need warm bodies, if the applicant gives you the creeps, you don’t have to hire. It’s a whole lot better to not hire someone than to fire someone on every conceivable level.

After you hire people, you are responsible for the atmosphere they work in. The Alternet article makes crystal clear that when you tolerate abuse, hazing, and ridicule in your workplace, you are asking for trouble. Oh, and school administrators, are you paying attention? This means you, too. Schools are workplaces too, in their own way. And most of the “workers” have the judgement of children. Boys will be boys? Sure, until the day somebody has had enough.

Being a bad boss can put you and your company at risk. Remember that the next time you interact with employees. We may all laugh at how Lumbergh treats employees, but it’s no laughing matter when real employees light the place on fire.

But even if you are in charge of hiring, even if you are supervisory personnel, you may or may not have any control over corporate culture. What you can do and stay within “the rules” are often limited. Corporate policies that force families apart, and 3-letter types who raise their own pay while asking rank and file to take wage, benefit, and pension cuts don’t make for happy, productive employees.

Just because they aren’t shooting up the place doesn’t mean their attitude isn’t hurting business. Try treating employees like human beings.

In closing, worried about RFID passports?; follow up on the housing market; it must be real nice to get 5 weeks paid vacation, especially when your desk is still covered in unfinished work; judge swings both gavel and cluebat, declaring that a mis-matched name is not reason enough to consider someone a fraudulent voter; what investigators were told and what the tapes show about military response on September 11 are not quite the same; a new false sense of security card, but this one is virtual and (supposedly) just for kids!; and finally “But still Pharoah’s head remained hard.” Amen, brother Toles.