Streetsmart insurance Blog
Every year a few hundred people are murdered in American workplaces by disgruntled workers or former employees who come back to exact revenge for perceived or real slights, or poor treatment.
And while it's impossible to tell when and if someone is going to snap, or whether they are carrying a concealed weapon, there are steps employers can take to minimize the chances of someone taking the final step that can lead to violence or the ultimate tragedy.
The law firm of Ohio-based Dunlevey, Mahan and Furry in a recent blog suggested reconsidering how you handle certain confrontations, like disciplining or firing an employee.
Unfortunately, many people are fragile these days and they have stresses both in and outside of the workplace you likely don't know about. So if you have to discipline someone, you should treat them with dignity.
The key to dealing with disciplinary and termination meetings is planning ahead and not leaving anything to chance.
The law firm recommends:
- Explaining, documenting and discussing poor performance.
- Addressing issues as they arise.
- Giving everyone a legitimate chance to improve.
- Confronting an employee if they are failing.
- Letting someone know their job is on the line due to their performance or other reasons.
Don't allow managers to give good ratings to poor performers, and ensure that poor performance is documented and discussed as it arises. Don't wait for annual reviews.