Toward Safer, More Resilient Workplaces: An Approach to Violence Prevention
Toward Safer, More Resilient Workplaces: An Approach to Violence Prevention
In a horrifying event, a young woman lost her life after a coworker bludgeoned her with a sledgehammer. This recent tragedy in Minnesota is a reminder of how deeply vulnerable our work environment can be. It also raises critical questions: How prepared are we really to handle extreme conflict? What structures do we have in place before a crisis? And perhaps more importantly, how can we build workplaces that not only deter violence, but cultivate good communication, relationship building, trust, and safety?
Here are some ways businesses can proactively reduce risk, support individuals, and build more resilient cultures:
Awareness & Skill Building Train leaders, managers, and employees to recognize signs of emotional dysregulation and respond with compassion rather than punishment.
Psychological Safety Channels Establish safe, anonymous, and well-publicized ways for people to raise concerns, whether it's escalating tension, threatening behavior, or simply feeling unsafe. These channels should be linked to a clear process for de-escalation and follow-up.
Ongoing Support Systems Don’t wait until after a crisis. Offer consistent access to peer support, mental health resources, and wellness programs. Build in proactive check-ins that are embedded in the fabric of the organization (not just “after something happens”).
Aligned Policy and Practice Embed violence prevention, trauma awareness, and wellness into your core policies. Ensure your processes support victims, encourage speaking up, and don’t penalize vulnerability. Align those policies with day-to-day practices so safety isn’t just a line in a handbook.
Relational Culture and Empathy Cultivate a culture of trust and belonging where people feel heard, seen, and respected. When teams feel connected, they’re more likely to notice and act on warning each other for everyone’s safety and wellbeing.
This issue matters a lot to me. I have spent more than 30 years in human services and worked directly with hundreds of people who have experienced traumatic events. Having walked into shelters, boardrooms, classrooms, and healing circles, I’ve seen firsthand how violence and lack of safety has affected people. Sometimes for a lifetime.
When I read about the Minnesota incident, I felt disheartened because I think that people have a tendency to think this is a one-off situation. They will talk about how terrible it was, and maybe they will put some reactionary prevention measures in their workplace. But as important as safety measures are, we also need to create an organizational culture where there is relational trust built in.
We really need to consider the whole-person experience into organizational transformation. This is essential for both workplace and psychological safety. Employees bring their full mental, emotional, and physical selves to work, and unaddressed trauma, stress, or burnout can escalate conflicts or create unsafe situations. By recognizing and supporting the whole person, organizations build trust and create psychological safety. Trauma-informed policies, empathetic leadership, and supportive team practices turn resilience into a collective experience, reducing risks, improving early warning detection, and ensuring that safety is about creating a culture where people feel seen, heard, and protected.
If you’re a leader, HR professional, or executive thinking about how to make your workplace safer – both physically and psychologically, I’d love to talk. (Yes, I actually mean that). I offer free strategy sessions to explore how you can integrate these practices in a way that works for your organization. Contact me – I got ya.
Photo of Amber Czech credit: Portraits by Cindy