Workplace Violence Prevention: Recognizing the Signs, Responding Safely, and Knowing When to Act

Workplace violence is no longer a distant or rare concern. It is a daily reality across industries—hospitality, corporate offices, healthcare, education, retail, and government. Incidents range from verbal threats and intimidation to physical assaults and, in the worst cases, active shooter events.

Too often, when these incidents are analyzed afterward, a troubling pattern emerges:
Warning signs were present, but no one knew how—or felt empowered—to act.

This blog is designed to help organizations, leaders, and employees:

• Understand the early indicators of potential violence

• Know how to react and respond safely

• Understand who to report suspicions to

• Know what to do if an employee becomes violent

NordBridge approaches workplace violence prevention from a converged security perspective—integrating physical security, behavioral awareness, and incident response planning into one comprehensive strategy.

What Is Workplace Violence?

Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site or in the course of work-related activity.

It can include:

• Verbal abuse or threats

• Stalking or harassment

• Intimidation or menacing behavior

• Physical altercations or assaults

• Domestic violence spilling into the workplace

• Threats involving weapons

• Active shooter incidents

Prevention begins with recognizing that violence is often the end of a progression, not the beginning.

Recognizing the Early Warning Signs

Not every person who displays concerning behavior will become violent—but most individuals who do become violent have shown warning signs beforehand. These signs may be subtle, spread across days or weeks, and noticed by different people.

Below are categories of behavior that should raise concern.

1. Behavioral and Emotional Red Flags

• Sudden personality changes: becoming withdrawn, hostile, or volatile

• Frequent outbursts, yelling, or aggressive tone

• Blaming others for every problem; refusal to accept responsibility

• Expressing resentment toward management, coworkers, or “the system”

• Increasing conflicts with coworkers, guests, or customers

• Obsession with perceived injustices or grudges

• Open talk about “getting even,” “making them pay,” or “you’ll be sorry”

2. Verbal Indicators and Threatening Language

• Joking or “venting” about violence or harming others

• Idolizing past workplace attackers or mass shooters

• Talking frequently about weapons, revenge, or harming someone

• Statements like:

  • “One day I’m going to snap.”

  • “I wish I could just make them disappear.”

  • “People like that deserve what’s coming.”

Even if framed as “jokes,” these statements should not be ignored.

3. Performance and Attendance Changes

• Unexplained decline in work quality or reliability

• Frequent lateness, absenteeism, or leaving early

• Difficulty concentrating or following basic instructions

• Displays of paranoia or distrust (“everyone is out to get me”)

4. Personal Stress and External Risk Factors

• Divorce, financial stress, eviction, or major personal loss

• Substance abuse or arriving at work intoxicated

• Domestic violence situations that may spill into the workplace

• Obsession with a coworker, customer, or manager

These issues alone don’t mean someone will become violent—but combined with other red flags, they increase risk and warrant attention.

The Role of Culture: People Must Feel Safe to Report

Most organizations say “see something, say something,” but employees often hesitate because:

• They fear being labeled dramatic or disloyal

• They worry about retaliation from the person they report

• They don’t know who to go to or what will happen next

• They think, “It’s none of my business”

A strong prevention program requires leadership to:

• Clearly communicate that safety outweighs discomfort

• Provide discreet, non-punitive channels to report concerns

• Train supervisors to respond calmly and professionally

• Normalize the idea that “raising a concern” is an act of protection, not betrayal

Who Should Employees Report Concerns To?

Every organization should clearly define and publicize the reporting chain. Typically, concerns should be reported to:

• A direct supervisor or manager

• Human Resources (HR)

• The Security Department

• A designated Workplace Violence Prevention Coordinator or Threat Assessment Team

• Anonymous hotline or reporting system, if available

For higher-risk environments (nightlife, hospitals, retail, public-facing venues), NordBridge recommends forming a multidisciplinary Threat Assessment Team, which may include:

• Security or risk management

• HR

• Legal or compliance

• Operations leadership

• External law enforcement liaison (where appropriate)

This team can assess threats, evaluate patterns, and make informed decisions.

How to React if You Notice Concerning Behavior

If you see behaviors that concern you, consider the following approach:

1. Document What You See

• Write down dates, times, and specific behaviors

• Avoid labels like “crazy” or “dangerous”

• Focus on observable facts: what was said, what was done

This documentation helps HR, leadership, or security see patterns, not isolated incidents.

2. Don’t Confront Alone in a Confrontational Way

Well-intentioned coworkers sometimes attempt to “fix it” themselves. This can:

• Escalate the person’s emotions

• Make the situation personal

• Put you at risk

Instead:

• If the person is calm and you have a positive relationship, you may express concern and encourage them to speak to HR or a manager.

• If they are agitated or unpredictable, do not attempt solo intervention.

3. Escalate to the Appropriate Internal Contact

Follow your company’s policy. If none exists, err on the side of safety by speaking with:

• Your supervisor

• HR

• Security

You are not accusing the person of anything—you’re raising a safety concern.

De-Escalation: What to Do if an Employee Starts to Lose Control

If an employee becomes visibly agitated, angry, or confrontational, consider the following principles. De-escalation should always prioritize safety, not “winning the argument.”

1. Maintain Calm and Neutral Body Language

• Keep your voice steady and non-threatening

• Avoid yelling, sarcasm, or dismissive language

• Stand at an angle, not directly squared off

• Keep your hands visible and open, not clenched

2. Give Them Space

• Do not invade their personal space

• Avoid touching them, even in a calming gesture

• Position yourself near an exit if possible

3. Avoid Triggering Words or Phrases

Avoid:

• “Calm down.”

• “You’re overreacting.”

• “What’s your problem?”

Instead try:

• “I can see you’re upset—let’s step aside and talk.”

• “Help me understand what you’re feeling right now.”

• “We want to resolve this safely for everyone.”

4. Don’t Corner Them or Block Their Exit

A trapped person may feel forced to escalate. Let them have a way out physically and emotionally.

5. Know When to End the Conversation

If the person:

• Becomes more aggressive

• Starts making threats

• Moves toward physical violence

End the conversation and disengage. At that point, safety is more important than dialogue.

What to Do if an Employee Becomes Violent

If an employee crosses the line from agitation into actual or attempted violence, actions must shift immediately from de-escalation to protection and response.

1. Prioritize Life Safety

• Evacuate the area if you can safely do so

• Warn others nearby verbally (“Get out now,” “Stay back”)

• If your workplace has a panic button or silent alarm, use it

2. Follow Your Company’s Emergency Procedures

For physical attack or weapon-involved scenarios, this may involve:

• Calling 911 (or local emergency number in Brazil)

• Following active threat protocols (Run / Hide / Fight principles)

• Initiating lockdown procedures if applicable

3. Do Not Try to Be a Hero

Unless you are trained and authorized (e.g., security, law enforcement), do not attempt to physically restrain a violent employee unless it is absolutely necessary for immediate life safety.

Untrained intervention can:

• Escalate the situation

• Result in serious injury

• Create legal complications

4. After the Incident: Preserve Evidence and Report

Once the threat is neutralized:

• Preserve the scene for investigators

• Do not delete emails, messages, video, or incident logs

• Provide detailed statements to security, HR, and law enforcement

This helps with legal follow-up, insurance, and future prevention.

Building a Workplace Violence Prevention Program

A robust program is not just a policy document—it’s a culture backed by training and procedures. At a minimum, organizations should implement:

1. Clear Workplace Violence Policy

• Defines unacceptable behaviors

• Explains consequences for threats or violent acts

• Clarifies reporting channels

• Covers employees, contractors, vendors, and visitors

2. Training for All Staff

• Recognizing warning signs

• How to report concerns

• How to respond in volatile situations

• What to do during an active threat

3. Specialized Training for Managers and Security

• Behavioral observation

• Documentation of incidents

• De-escalation strategies

• Incident command roles during emergencies

4. Threat Assessment and Case Management

• Processes for reviewing concerning behaviors

• Multi-disciplinary team input

• Follow-up plans (EAP referrals, HR actions, law enforcement contact)

5. Integration With Physical and Cyber Security

• Access control (badges, keys, guest passes)

• Surveillance review of high-risk interactions

• Monitoring for harassment or threats via email and internal chat

This is where NordBridge’s converged security model is especially effective—tying together behavior, environment, and technology.

How NordBridge Can Help

NordBridge Security Advisors brings decades of security experience across hospitality, nightlife, corporate, and high-risk environments. We help organizations:

• Develop workplace violence prevention policies

• Design training programs for staff, supervisors, and security teams

• Conduct risk assessments of facilities and operations

• Build threat assessment and intervention frameworks

• Integrate physical, procedural, and cybersecurity elements into a unified prevention strategy

Workplace violence is a human problem. But it requires structured, professional solutions.

You cannot control every person, but you can control your preparation, awareness, and response.

#NordBridgeSecurity #CyberTy #MyGuyTy #WorkplaceViolencePrevention #PhysicalSecurity #BehavioralThreatAssessment #DeEscalation #EmployeeSafety #ActiveThreatResponse #SecurityTraining #CorporateSecurity #HospitalitySecurity #RiskManagement #ConvergedSecurity #ChicagoSecurity #USWorkplaceSafety #IncidentResponse #SecurityAwareness #WorkplaceCulture

About the Author

Tyrone Collins is a security strategist with over 27 years of experience. He is the founder of NordBridge Security Advisors, a converged security consultancy focused on the U.S. and Brazil. On this site, he shares personal insights on security, strategy, and his journey in Brazil.