Harish Jagtani Blog – Five strategies to prevent violence in the workplace

From Harish Jagtani’s Desk 


Violence in the workplace is nothing new in the world. A report revealed that more than 22% of about 75,000 workers in 121 countries surveyed recently reported having experienced at least one type of violence or harassment. In fact, workplace violence has been increasing over the past few years and has affected innumerable employees and employers, too

When we come to know about a case of violence, it not only affects the victim, but also has wider consequences it affects the victim, the victim’s manager, colleagues and even the employer. Such issues should be taken care of promptly without sweeping it under the carpet or pretending that nothing has happened however small an incident is. Or else, it will grow over time and damage the company’s reputation and cause more harm.

Violence of other kinds than shooting incidents can spread anxiety in a workplace. Therefore, it is important to be alert and identify the warning signs before things get out of hand. To lower possible workplace violence, companies should identify the risk factors and the way the workers operate. They should take stern steps and create an exemplary culture.

1. Background Check of Recruits

Workplace violence prevention begins right at the time of hiring. Carrying out thorough background checks on employees once they accept a job offer can reveal if any of them has any history of violence. If there is any, an explanation can be sought to ensure that it matches with the report. If anyone is found convicted in a recent crime, the job offer may be rescinded to avoid a repeat behavior in this organization. Steps may be considered to lower employee anxiety by installing video surveillance along with ID badges and electronic keys, among others.

2. Policy to Prevent Harassment

Harassment or bullying is a threat to people. It creates an unpleasant work environment and is often a warning sign of ensuing violence. So, a zero-tolerance policy should be created to prevent harassment leading to any kind of violence. This policy should include a set of procedures that tackles workplace complaints effectively and in private. This policy must involve every level of employees—from managers and senior executives to the junior most staff. Everyone across the organization should be informed of the policy and it should be made sure that each employee truly understands it.

3. Effective Communication Line

A powerful communication system is a key factor that can prevent workplace violence. Employees should have access to the workplace communication network. It will allow them to understand and also report early signs of potential violence, rather than simply look the other way and keep working. Besides, if they gain access to conflict resolution resources, it will make them feel responsible to report and share important information. Moreover, HR should provide an open communication line to the management and other key members of the company to create an environment where employees feel their grievances are heard and responded to.

4. Training & Awareness Creation

Each year, training sessions should be held not only for managers and supervisors, but also for each subordinate member of the staff on how to resolve conflicts, recognize behaviors and reduce stress and post-incident measures. Everyone should be trained to take decisive action quickly and each team member should get the confidence needed to responsibly respond during such an incident. Additionally, differences in opinion and working style, or personality clashes exist in every workplace. Such conflicts can be avoided by organizing activities and helping the team know each other well and acknowledge differences as positive qualities. This may help people view their individual differences as a vital role in building the team’s strengths.

5. A Stringent Anti-Violence Policy

Workplace violence can be prevented by creating firm policies that will empower the team to report violent behavior, harassment and other similar incidents. Such a policy eliminates irresponsible and unwelcome employee behavior and leaves no scope for playing favorites. Managers must carry out swift and consistent punishment no matter who has violated the policy. It should also be made sure that all employees are aware of the consequences of violating this policy. This tough stand will help show the company’s commitment towards preventing violence.

About the Author

Mr. Harish Jagtani, a philanthropist, visionary, businessman of Indian origin, currently based in Democratic Republic of Congo for more than 20 years now, is one of the most reputed business owners in the Indian diaspora as well as the entire expat business community in DRC. The business house caters to multiple domains, including but not limited to Domestic as well as International Air Cargo, real Estate and infrastructure development, healthcare, hospitality as well as CSR.

Coming from humble beginnings from Jaipur, Rajasthan, Mr. Harish Jagtani has come a long way in building this conglomerate with a strong and clear vision, sheer dedication and grit. Starting with a small job in sales, Mr. Harish Jagtani today is a proud and righteous owner of a fleet of airplanes and multiple businesses that cater to the basic and advanced needs of the people of Dem. Rep. of Congo in different sectors.

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