b"YOUR TOOLKIT FOR BUILDING EXCELLENCEOnce the background work is done, the supervisor should have a conversation with the employee who has committed the behavior. Approach the individual in a respectful way and talk about what you have observed, said Villanueva. Stick with the facts, rather than making accusations. Encourage them to talk about their behavior, explain why it is happening, and what they can do to resolve it.It's often appropriate to ask questions such as, Are you okay? Is there anything you need? Can we offer something to assist? Many employers have an employee assistance program (EAP) that can provide counseling.Having these tough conversations early is better than allowing things to slide, because they will only become more difficult to deal with over time. The longer you take, the worse the problem gets, saidQuiz: How Prepared are You for an Villanueva. These things seldom get resolved onAct of Workplace Violence?their own.Take this quiz to assess your preparedness for an Reduce stress act of workplace violence. Score 10 points for each An ounce of prevention is worth a pound of cure.yes. One way of reducing the emotional temperatures that1. Have you published and communicated a can lead to violence is to institute a stress reductionWorkplace Violence Prevention Plan?program. Its good to appoint someone in your2. Have you trained your workforce on spotting company as a liaison between a stressed employeeand reporting violence warning signs?and a source of assistance, said Worley. The person3. Do employees feel safe from retaliation if they in charge of human resources often fills this role,report troubling behavior?providing a safe, confidential place to go for the4. Have you trained your supervisors on aspects employee who feels as though they are strugglingof workplace violence prevention?5. from stress at the workplace or at home. Do you resolve all reported observations and reports quickly?Employees experiencing high stress can be referred6. to the company insurance company if it coversHave you prohibited weapons in the workplace?7. Do you discipline and treat every employee with counseling, to an Employee Assistance Programdignity and respect?(EAP) or to a community counseling service. This8.oyoumaintainconfidentialitywhen Dcan be an important part of a larger workplaceinvestigating reported incidents?violence prevention program. All employees need to9. Do you confront misbehaving employees with understand the risk factors of workplace violence, thestatements of observed evidence rather than warning signs, and their responsibility to report whatjudgments?they see and hear, said Nater. A business cant wait10.you coordinated with your local law Have for a shooting for management to start backpedalingenforcement in preparation for an act of and acknowledging what they should have addressedworkplace violence?long ago. Total your scores. 80 or higher: You have taken appropriate steps to mitigate workplace violence. Between 60 and 80: There is room for improvement. Below 60: Its time to institute some procures detailed in the accompanying article. FRAME BUILDER - VOL5 3 / 13"