Updated: 12/18/24
Workplace violence is a serious concern for businesses of all sizes. Whether it's a physical altercation, verbal threats, or passive-aggressive behavior, the impact of violence in the workplace can be devastating to both employees and employers. Recognizing the warning signs of potential violence is crucial for creating a safe and productive work environment. By identifying these early indicators, employers can take proactive steps to prevent escalation and protect their staff.
In this article, we’ll cover 25 warning signs that could signal an increased risk of workplace violence. These signs often include behavioral changes like increased aggression, mood swings, or social withdrawal, as well as physical cues such as frequent outbursts or threats. We’ll also look at how environmental factors—like job stress, workplace bullying, and poor communication—can contribute to violent behavior.
Unfortunately, there have been many cases where warning signs were overlooked, leading to situations like active shooter incidents that might have been prevented. By recognizing and addressing these red flags early, businesses can create a safer workplace, improve employee well-being, and reduce the risk of violent incidents. Taking action early can make all the difference by resolving conflicts before they escalate.
If you’ve noticed other potential red flags for workplace violence, feel free to share them with us. At the end of this blog, we’ll also provide tips on how to effectively reduce and manage workplace violence risks.
These 25 red flags could signal a heightened risk for violence. Keep in mind, this is not an exhaustive list, and these indicators should be considered alongside other relevant factors. A thorough evaluation might include a background check, criminal history, public records, personal behavior patterns, and any unusual statements or threats the person has made.
Threat risk assessments should be made by security specialists, law enforcement, or workplace trauma/forensic psychologists with specific experience in assessing workplace violence. These items, in various combinations, are often red flags regarding characteristic behaviors of potentially violent and threatening employees:
Individuals with a history of violence, especially domestic violence, may have unresolved anger or emotional issues. The likelihood of violence increases when employees have had past violent behavior incidents. This is a critical red flag for potential workplace violence.
If an employee approves or expresses admiration for previous violent incidents, this can indicate a desensitization to aggression or violence. This mentality might increase the likelihood that the individual will justify using violence in their own circumstances.
A history of interactions with law enforcement, especially in violent or aggressive contexts, is a red flag for possible future aggression. Previous behavior, such as road rage or substance abuse, can indicate an individual may act out violently under stress.
Direct threats are immediate, clear indicators of potential violence. They should never be ignored, as they signal that the individual is considering harmful actions.
Veiled threats, while less direct, are still a serious warning sign. They demonstrate a desire to control, intimidate, or instill fear in others.
Employees who display extreme emotional reactions, such as outbursts of anger, crying, or sudden mood shifts, may struggle to manage their emotions. These behaviors can be indicative of underlying psychological issues that could escalate into violent actions if not addressed.
Paranoia about being watched or talked about often signals mental distress. This thinking can lead to aggressive behavior, as the individual may feel threatened or attacked, even when no harm is intended.
Discontinuing medication for personality disorders can lead to instability in mood or behavior. This can trigger episodes of aggression or irritability, increasing the potential for workplace conflict or violence.
Expressions of hopelessness or suicidal thoughts indicate severe emotional distress. Employees in this state may pose a risk to themselves or others and should be provided with immediate support or intervention.
Bullying creates a hostile work environment and can cause emotional harm to others. Intimidation tactics are often used to control or manipulate, and when unchecked, this behavior can escalate into physical violence.
Employees who try to impose their beliefs on others or spread rumors may attempt to manipulate social dynamics for personal gain. This behavior can create a toxic work environment, increasing the risk of conflict or aggression.
Constantly arguing, being unreasonable, or disparaging others creates a hostile environment. Such behavior often signals frustration or anger and, if left unchecked, can escalate to violence when the individual feels disrespected or cornered.
Persistent complaints or protests about management or the company suggest deep dissatisfaction. If the person feels unheard or mistreated, they may act aggressively or violently to express frustration.
Regular harassment, whether physical, verbal, or psychological, creates a toxic work culture. This behavior is often rooted in a desire to control, humiliate, or intimidate others and can escalate to violence if not addressed.
Employees who isolate themselves from others may be dealing with feelings of loneliness, alienation, or frustration. Isolation can sometimes lead to aggression, especially when individuals feel neglected or unsupported in the workplace.
Employees who struggle with communication, empathy, or social interactions may experience frequent conflict with others. Poor interpersonal skills can lead to frustration, misunderstandings, and potentially aggressive outbursts.
Declining work performance—such as missed deadlines, subpar work quality, or lack of focus—can reflect emotional or mental health issues. If these issues go unaddressed, they can lead to stress, frustration, and possible aggressive behavior.
An escalation in performance issues, such as poor communication or disruptive behavior, may signal that an employee is struggling emotionally. This decline can create tension in the workplace, leading to potential outbursts or violence if not managed.
Extreme nervousness or distractibility often points to heightened anxiety, which can make an individual more prone to impulsive behavior. If these symptoms are ignored, they may develop into more significant emotional crises, leading to violent actions.
A noticeable decline in personal hygiene can indicate depression, emotional distress, or neglect. Such changes may result from a mental health issue, which can cause mood instability and increase the risk of aggressive or violent behavior.
Personal stressors such as financial difficulties, death, or relationship breakdowns can create overwhelming emotional pressure. If these stressors are not addressed, they can trigger an emotional crisis, leading to violent tendencies.
Interest in weapons—whether conventional or unconventional—can be a serious warning sign. Possession or fascination with weapons heightens the potential for physical violence.
An intense or unhealthy interest in military, law enforcement, or extremist groups could point to aggressive ideologies, including hate or violence. Involvement in such groups can amplify feelings of entitlement to use violence in certain situations.
A person who constantly shifts responsibility and blames others for their problems might lack accountability and self-awareness. This behavior can lead to frustration, resentment, and potentially violent outbursts, especially when the individual feels cornered.
Addictive behaviors often impair judgment and can cause erratic, unpredictable behavior. Employees struggling with addiction may be more prone to aggression, especially when under the influence or dealing with withdrawal symptoms.
Refusing to part with personal items during an exit interview can indicate an intent to conceal something harmful or a sign of distrust. It may be a precautionary signal that the employee may bring dangerous items into the meeting or intend to act out violently.
This article is meant to provide a quick overview to help you better understand workplace violence and spot some of the common warning signs. It also touches on key considerations following an employee termination. Keep in mind, this is general guidance and not a replacement for professional risk assessment or intervention.
Workplace violence can involve a wide range of complex issues. If you notice someone displaying threatening, unusual, or hostile behavior, it’s important to consult professional security experts who can conduct a thorough threat risk assessment. Consider actions such as suicidal remarks, searching for weapons online while at work, or expressing intentions to harm others as warning signs.
