Unfortunately, no matter how good an organisation’s personal safety policies and procedures are, a member of staff could find themselves in a situation with an aggressive member of the public while at work. According to the Crime Survey for England and Wales, there are nearly 700,000 incidents of violence at work every year, and violence against the person offences continue to rise.
Violence and abuse should never simply be accepted as ‘part of the job’, so staff must be trained to be able to defuse aggression and possess the knowledge and skills to contain a difficult situation. These techniques are not limited to handling aggressive behaviour in the workplace, but they are especially useful when applied to dealing with an angry customer or an unhappy client.
Signs That a Situation May Become Violent
Violence and aggression rarely come out of the blue. When working with others, it’s key that you are able to identify some giveaway signals that might suggest the mood has shifted. To predict when a person may become violent, make sure you are aware of the following signs:
- A sudden change in body language or tone of voice
- Pacing, fidgeting or overemphasised gesturing
- Disruptive behaviours – for example, yelling, repeated interrupting or refusal to follow instructions
- Defensive posturing, such as crossing arms or taking a step back
- Clenched fists or tightening of the jaw
- Signs of frustration, such as heavy sighing or muttering under their breath
Conflict Resolution Tips
When it comes to resolving conflict there are five main outcomes that can be worked towards:
- Competinguntil one person wins the argument
- Collaboratingto find a solution agreeable by all
- Compromisingon a solution that meets halfway
- Withdrawingto avoid conflict
- Smoothingthe situation although both parties still disagree
If you find yourself in a situation where conflict is present, you should consider the potential outcomes and decide on which solution would be most appropriate given your current circ*mstance.
Once you have identified your goals, here are some steps that you can follow to neutralise problem situations and bring them to a successful conclusion. If possible, it’s best to try and deal with conflict early on, to avoid it escalating and potentially becoming violent.
- Start by explaining that you want to help resolve the issues.
- If the other party is a stranger, make a personal connection by simply asking their name. This can often take the heat out of a situation and help to develop a positive relationship.
- Listen carefully to the person without making a judgement. Ask constructive questions to gain as much information as possible.
- Identify the cause of the problem. Sometimes this may differ from what the other party perceives it to be.
- Try to put yourself in the other person’s shoes. Empathising is important to maintain their self-esteem and show you know how they feel.
- State the facts clearly to help clarify your understanding. Use statements like “I see…” and “I understand that…”
- Find common ground if possible. It’s harder to be upset if someone is agreeing with what you’re saying.
- Give the other person a choice and utilise breaks of silence. This encourages the other party to think, which can help to calm them down.
- Look for solutions. If you can’t resolve everything immediately, try and find something you can do straight away, or put a clear plan of action in place for the next steps that need to happen.
- Shift the conversation to the future. Say things like “we will…” to show that you are involving the other party in resolving the issue.
Key Things to Remember When Dealing with Aggressive Behaviour
1. Be Self-Aware
Avoid any physical contact unless absolutely necessary, as this may escalate the situation. Instead, focus on cultivating a friendly and open line of communication. By doing this you can encourage the other party to express their frustrations without resorting to aggression.
When talking to the other person, your voice should remain calm and slow, while maintaining an assertive tone. This will affirm your position while setting a respectful tone for the conversation.
2. Remain Objective
It is important to remember that an aggressive situation is unlikely to be a deliberate personal attack. Workers can frequently come into the ‘firing line’ from a member of the public simply by entering an environment at the wrong time.
They may be frustrated due to a number of reasons, from personal stress to feeling intimidated, so it is important to remain calm and not take the situation personally. If possible, try to depersonalise the problem for the other person as well. This will help them to understand that they are frustrated at the issue itself, rather than towards you. For this reason, also remember that you shouldn’t react to any insults from the other party.
3. Non-Verbal Communication
A message is only partly told with words and the messages conveyed with body language and non-verbal cues can enhance or betray what you’re saying. Open body languagesuch as an open chest and arms, facing the person and making respectful eye contact will encourage them to confide in you.
Avoid defensive body language such as crossed arms or clenched fists which could be interpreted as hostile. We can tell someone that we understand and sympathise with them, but if we appear bored or desperate to leave, these feelings can be demonstrated in our body language or voice. The other person may detect this and it could undermine everything we’re saying.
4. Active Listening
One reason that someone might become aggressive, particularly in a workplace situation, is if they feel they’re not being listened to or taken seriously. Listening well is not a natural skill. People are often so intent on getting their own point across that they miss half of what is being said. Allowing someone to speak and listening to what they have to say often helps calm them down – in many cases, people simply need to vent their frustration. Therefore, an important skill to have when dealing with people – particularly when they’re behaving aggressively – is active listening.
This is not only about listening butshowingthe other person that you’re listening and understanding what they’re saying by engaging with them. You could do this by nodding appropriately or taking notes. When you listen, try to remain empathetic, ask constructive questions to try and resolve the situation or seek clarification (if needed) on anything they’ve said. When they’ve finished speaking, reassure them by making sure they know you’re trying to help.
5. Provide Solutions
When someone has become aggressive it is likely a result of them feeling a lack of control towards the situation, they’re in. If possible, once understanding the issue, you should try to offer a choice of proactive solutions.Allowing the aggressor to choose between options will help them to regain a sense of control. For example, “I can take down your complaint in writing or would you rather write it out in your own words?”.
6. Carry Personal Safety Technology
In certain circ*mstances, relying solely on conflict resolution techniques may not be enough. Integrating safety technology, such as personal safety devices or apps, can offer an additional layer of protection for employees facing challenging situations.
Depending on the situation, you may not be able to phone the police, and they won’t be able to attend the scene immediately. However, with this technology, employees can discreetly raise alarms to our dedicated control centre at the touch of a button. This will open a two-way communication channel with an expertly trained Alarm Controller who will listen to the situation and coordinate an appropriate response, notifying escalation contacts or bypassing 999 to access the fastest police response possible in an emergency.
By integrating this technology into employee safety protocols, organisations can ensure employees get the help they need when confronted by challenging situations, ultimately providing peace of mind to employees and fulfilling their duty of care. This tech can also be used to capture audio and video evidence of the incident, which can serve as valuable evidence if legal action is required.
7. Protect Yourself
Your overall goal is to respond to these situations effectively and safely. There is no “one size fits all” approach to managing aggressive and abusive behaviour, but being prepared is crucial to successfully defusing the situation.
The most important thing to remember is to always protect yourself, whether that means creating a physical barrier between yourself and the aggressor, getting support from a colleague or other members of the public or leaving the situation entirely.
In order to protect yourself, it’s important to be aware of your surroundings and have a plan if things escalate. When entering a new environment, you should be conscious of any nearby objects that could be used as weapons, such as chairs. It may also be useful to make a mental note of a clear path that could be used to escape if you have to – check where the exits are and identify any obstacles.
In certain circ*mstances, you may be more likely to encounter aggressive behaviour and are therefore able to prepare yourself. For example, if you’re a community nurse visiting a patient with a history of violence and abuse, additional precautionary measures should be put in place. This might be arranging the appointment in a clinical environment instead of their home or completing the visit with a colleague.
Protecting Employees from Aggression
For organisations, ensuring the safety and wellbeing of employees should always be a top priority, especially for those who interact with the public. From customer service roles to healthcare settings, there is potential for encounters with aggression or violence, highlighting the need for proactive measures to protect staff.
Working alone also increases the dangers associated with aggressive behaviour, particularly if the situation escalates to violence.Public-facing lone workers– especially those enforcing rules such as age-restrictions – are at an increased risk of verbal and physical abuse.
Download our public-facing lone workers infographic
Here are some steps organisations can take to safeguard employees:
1. Conduct Risk Assessments
The first step in ensuring the safety and wellbeing of employees is to conduct a comprehensive risk assessment to identify the scale and types of risks faced. This includes considering factors such as the type of interactions employees have with the public, the level of exposure to volatile situations, and any historical incidents of aggression or violence in the workplace.
It should also involve evaluating risk factors that may increase the risk of aggression or violence, such as working alone, dealing with intoxicated individuals, or interacting with clients or patients in high-stress situations. By understanding the unique challenges faced by employees, organisations can tailor safety processes and procedures to address these concerns.
2. Deliver Training
Comprehensive training is key to equip employees with the skills and knowledge to navigate confrontational situations. This training should be tailored to address the specific needs and challenges faced by employees in various roles and environments, delivered through interactive sessions, practical simulations or online e-learning.
This could cover how to recognise early warning signs, how to de-escalate tense situations, and how to respond appropriately to aggression or violence. Body worn cameras can also be used to enhance training. When activated, body worn cameras capture video footage of the incident which can be utilised internally for training purposes. They provide real examples of incidents, showcasing what could have been done better or situations that were handled well, plus employees are likely to be more engaged when seeing a real-life example.
By equipping your employees with these tools, you not only mitigate risks but also foster a culture of safety and wellbeing within your organisation.
3. Implement Safety Measures
As well as training employees on how to handle challenging situations, it’s vital to implement robust safety measures that act as an additional safeguard. This includes strategies such as sending staff in pairs when visiting clients with a known history of aggression, implementing CCTV in stores and establishing clear protocols to follow in an emergency.
Additionally, integrating personal safety technologies, such as devices, apps or body worn cameras offer an added layer of protection by enabling instant responses in emergencies, but can also act as a visible deterrent to abuse.
4. Continuous Improvement and Feedback
To ensure your procedures remain effective and up to date, continuously evaluate the effectiveness of your conflict resolution and de-escalation measures, and make adjustments as needed based on feedback, incident reports, and organisational changes. Regularly review policies and procedures to ensure they remain relevant and aligned with best practices and encourage employees to provide input on their experiences and suggest areas for improvement.
For more guidance, download our infographic
