“Can I save money opting for in-house security versus hiring a contracted security staff?” That question has entered the minds of more than 50% of clients who have a security provider.
At one time or another, businesses have toyed with the idea of running their own In-house security program instead of contracting out with a security provider.
To potentially cut out extra charges and higher rates and be in direct control of all aspects of the security program, to include the hiring and management process, seems cost-effective to have an in-house staff until you factor in what having your own guard force entails.
Each guard must be trained, certified, and licensed with the state which will also include their required background check; fees will be added per guard.
You, as a private business, will have to submit a request and seek permission/authorization to run your own private security force which, if approved, you will receive a “Letter of Authority;” this will require additional fees, forms, proof of insurance, and an on-site security manager that has recognized experience.
There are uniform expenses, Workers Compensation, Unemployment, Payroll taxes, overtime, drug testing, employment advertising and processing; and the list goes on and on… AND, don’t forget administration time or the cost to pay someone else to oversee all of this.
Prepare to have extra staff on board when the in-house guards call off or call in sick.
An “in-house” security service program may give you more direct control, but it is at a price of both time and money; bottom line, it is not cheaper if you are paying all your taxes, fees, and all aforementioned costs. Just the hiring/firing and training process is time-consuming and an added stress for any business.
The Age of Litigation
If you’re “in-house” guards have an injury or unemployment claim/lawsuit, it will directly affect your insurance, as you have no outside contractor to act as the buffer on those issues, to include liability claims – something to ponder!
A business won’t generally have insurance that covers security operations; once the business notifies the insurance company, rates will definitely increase.
Note: Insurance costs are already factored in the hourly rate of a contracted security service; so when a client hires a private security company they have to keep in mind that a lot goes on behind the scenes to ensure everything runs properly, and that is why the rates are higher than that of a direct wage for an in-house employee.
It actually costs YOU more to run an in-house security operation, as YOU have to pay for all the costs that the private security company would normally pay.
…The scale is tipping.
In some cases an in-house security program or one that combines both may be the better choice, but for the majority, an outsourced contractor is efficient and less perplexed.
A contracted security service can be tailored to your needs and you won’t have to worry about all of the intricate details, just hire and go!
If you want more involvement in the hiring and screening process of the security staff that will be at your location, let your security provider know and insist on an interview with the guard(s) before they are placed on your property.
If you want daily security meetings/contact, updates, or maybe even an onsite supervisor on the property, advise your security provider of your terms. You can also have your own Director of security and insist that your security provider place him on location as site/post commander.
Ditch the in-house security “thought” and call on SRS Services; we will show you just how contracted security is not only cheaper but better than in-house security.
Posted in BODYGUARDS, BUSINESS SECURITY, SECURITY GUARDS, SECURITY MANAGEMENT, SECURITY TRAINING Tagged with: Inhouse security liabilities, Inhouse security pros and cons, Inhouse security vs contracted security, Private security, Private security vs inhouse security, Security guard service Texas, Security guard services Austin
When visiting a night club or bar, or attending an event, you tend to see bouncers and event security staff. Most concerts and special events have a number of individuals that can be spotted in event or security T-shirts. The question is: Are there security license requirements for bouncers, event security, bar and nightclub security?
It takes much more than a person putting on a shirt that reads “security” to become or act in the capacity of a security officer. Proper training, education and licensing is “required” in order for anyone to perform the duties or present themselves as a guard.
In the state of Texas, it is a criminal offense to carry out any scope of service regarding security-related work without a license – this includes courtesy officers, event staff, and bouncers; if individuals are caught, they can be arrested.
“A person commits an offense if the person: (1) impersonates a commissioned or non-commissioned security officer with the intent to induce another to submit to the person’s pretended authority or to rely on the person’s pretended acts of a security officer; or
(2) knowingly purports to exercise any function that requires registration as a non-commissioned security officer or a security officer commission. (b) An offense under this section is a Class A misdemeanor.”
“In Texas, class A misdemeanors are punishable by up to one year in jail, a fine of up to $4,000, or both jail time and a fine.”
Some club owners/managers and event planners don’t see the potential threat of what could go wrong if patrons or event goers are injured or claim “assault” by any of their security staff members performing guard detail without licensing.
In this day and age, lawsuits are flying everywhere; it behooves all parties involved to spend the extra time and money necessary to obtain all that is required to become a security officer or have those providing security services legally licensed.
Your establishment or brand (e.g. event/wedding planners) could end before it even takes off; you could be slapped with both criminal and civil suits, and the individuals acting as guards could face imprisonment and so on…
The reputation of a business is completely tarnished once the rumor mill begins about lawsuits filed against the business and unlicensed guards arrested for alleged assaults and wrongful detainment, etc.
Club sued for bouncer assaulting patron
In the news:
A nightclub bouncer of San Antonio was arrested for using excessive force. He was charged with aggravated assault (a 2nd degree felony) and may face up to twenty years in prison.
A bouncer was arrested for allegedly stabbing a patron; he was charged with aggravated assault.
Formal training will greatly reduce the odds of having overzealous guards at your establishment; it will also provide them with the necessary skills to be able to respond correctly when met with unruly individuals.
Some of the most valuable lessons are learned in hindsight; however, businesses who hire “security” and those whom assume the duties of security officers can’t afford to approach this situation in hindsight. Ensure all those who are performing guard work are licensed to do so.
If you are unclear of laws and regulations and would like more information on licensing requirements, contact SRS Services for security consultation.
Posted in BODYGUARDS, BUSINESS SECURITY, PERSONAL SECURITY, SECURITY GUARDS, SECURITY LAWS & REGULATIONS, SECURITY MANAGEMENT, SECURITY TRAINING, SPECIAL EVENT SECURITY Tagged with: Licensing Requirements for bar security, Licensing Requirements for Bouncers Texas, Licensing Requirements for Club Security Texas, Licensing Requirements for event security, Security License Austin, Security License Texas, Security Training Texas
Security jobs are easy to come by; with the population growing, increase in businesses, and unfortunately, increase in crime, guard companies are often in need of security officers. So what sets one guard apart from the other? Exactly how do companies go about selecting security guards? When looking for security jobs, here are a few pointers to assist you:
Every step after your initial contact is a Test – starting with your application continuing on throughout your interview… Be sure to Pass!
Guard managers look at everything you do following the initial contact (but not excluding it): from showing up on time, to your appearance, how you fill out the application, how you communicate, how you follow instructions, if you have a great attitude (or not), and so on.
Guard companies will specify exactly the position they have available to offer along with shifts, specific locations, hourly rates, etc.; be sure you are able to cover the shifts outlined by the company so that you aren’t wasting your time or that of the guard company’s.
Having prior training and experience helps you land a job as a security officer but some companies don’t require it; meaning, you don’t have to possess skills coming through the door, they may train you in-house (at their establishment) or have you receive training at a security training academy.
One Caveat Here: Not all training is created equal! Do your due diligence before signing up with any academy or security guard school.
If you think for a second that coming to an interview in sweat pants or your hair untamed as if you just rolled out of bed and into the interview, you’re in trouble. Well-groomed, clean-shaven, in business casual attire is always the way to go.
This is a test in itself. If you were given a time to show up for your interview, be sure to get to the location on time. Most guard managers will use this as a gauge to determine if you’ll arrive on a client’s property late as well.
To be on the safe side, arrive ten to fifteen minutes early. You are trying to make a good first impression so why not show your future employer that you are prompt.
A great attitude will take you far; again, this is one of those things guard managers look for. Will you greet the guard company’s clients with smiles, empathy, and genuine care or will you have a negative, non-approachable aura?
The guard industry can use some work in the customer service department, so those candidates who possess great attitudes will be a much better fit than someone showing up with a bad attitude, grumpy, and complaints about everything. Even if the applicant has prior training and experience, a bad attitude will cost him a security job. Bad attitudes are toxic in this profession… well, any profession.
Talking over, interrupting, and over explaining isn’t the way to go when seeking security employment. Listen, and once the interviewer or guard manager is done speaking, then add your words or answer any questions. It isn’t a good look for you to easily anger or go into debate mood when asked questions that need clarification on your application.
If you are unclear about the position being offered, the starting rate, shifts, pay, etc., ask questions before moving forward; this will save you and your future employer lots of time… you have to speak up.
Come to the interview prepared with prior employment addresses/names, references, and any additional documentation such as training certificates or licenses. Have integrity. Make sure you’re not lying or purposely leaving areas blank in hopes of negotiating terms later during the interview.
Again, you more than likely are being judged by the guard manager as to whether or not you can follow simple instructions. There’s a famous quote out there, “How you do one thing is how you do everything;” Nine times out of ten, the security manager will relate those missing areas on your application to you leaving out details in your guard shift report.
If you’ve worked for several security guard companies, don’t neglect listing those companies. Example: If you’ve worked five guard companies in the year of 2015, don’t just list two and leave out the other three… it doesn’t look good on your end; it’s as if you’re trying to hide them.
FYI, guard managers may (should) run a check on DPS’ website and retrieve your security guard background history, so it behooves you to be forthcoming.
Companies look for individuals they can grow with, rely on and invest in. It costs security guard companies money having a revolving door of people who aren’t taking themselves, guard companies, or the profession seriously. If you are sincere about your employment, you will follow these 10 helpful tips to get a security job.
Click here to learn more about security careers in Austin.
Posted in BODYGUARDS, BUSINESS SECURITY, PERSONAL SECURITY, SECURITY GUARDS, SECURITY MANAGEMENT, SECURITY TRAINING, SPECIAL EVENT SECURITY Tagged with: Austin security guard jobs, Austin security job, security employment tips, security job Austin, security jobs in Austin, tips for security employment
Customer service is a skill that every business should train their employees on. There’s nothing like an upset customer speaking to an employee or representative of a company with little to no customer service skills. A great deal of businesses lose clientele quite frequently due to a nonchalant approach to this issue.
Not many companies in the guard industry require or have ongoing customer service training, which is horrible for this profession. Listed below, are a few helpful customer service tips for security guards.
Greet Clients with a Smile
A nice, warm smile along with “Hello,” and the Client’s name is a nice start to providing great customer service; even if you are an introvert, a smile puts people in a good mood. Be sincere – most people can smell “fake” a mile away.
It’s said that people absolutely love the sound of their names; with that said, do your best to greet clients by name. If you are not on a first name basis yet, refer to them by their last names or simply “sir” or “ma’am.”
Helpful Tip: Act as if the Client is a long-lost friend that you haven’t seen in years. How would you greet that good friend? Would you smile or would you give off a vibe that you really don’t want to be around? Exactly. SMILE
Eye contact is a great indicator that the client has your attention. If you are looking at the ground, ceiling, or to the left and right of the client, how on earth can he connect with you? By doing this, you will make the client feel that he’s bothering you or your attention span is extremely short.
Take a few seconds to silence all things around you and focus on the words that are coming out of the client’s mouth.
Helpful Tip: Act as if you are the client in this moment. When you are frustrated, annoyed or simply want to be heard, how would you feel if the person you are expressing this to, is busy looking everywhere but at you?
It’s never a good feeling being dismissed; always try to put yourself in the client’s place.
Tips for excellent customer service
Contrary to what you may have heard, it doesn’t take long to get to know people. Every chance you get, try to find out more and more about the client – interests, family, occupation; don’t go into investigation mode, instead let the questions flow naturally and be genuine.
Start with occupation questions. Ask the client how they got started doing what they do? Then ask them about their down time – what they do for fun when they’re not working around the clock?
If you begin flowing back and forth with conversation, ask them about family – if they have kids, if they’re married, etc. Remember to talk as if this is a good friend (not too relaxed), but someone you enjoy being around.
Helpful Tip: It’s always good to find common ground and build on that. Example – If you both love the same sports team, music, or enjoy hanging out with family; once you have that information, the conversation can literally go on for hours. *Let the conversation continue on until the client cuts it off.
Listen to Clients
Hear their concerns, complaints, or issues and utilize your active listening skills.
Active Listening – “a communication technique used in counseling, training and conflict resolution, which requires the listener to feedback what they hear to the speaker, by way of re-stating or paraphrasing what they have heard in their own words, to confirm what they have heard and moreover, to confirm the understanding of both parties.”
Helpful Tip: Be present. There is no way you understand someone if while they’re talking, you’re formulating your words to speak.
Acknowledge the client’s problem(s); go a step further and express your understanding of the problem(s). Example: the client is upset because the other guard (of course, not you) is being sloppy with performance and appearance. The client elects to tell you instead of contacting guard management and escalating the problem.
You tell the client that you fully understand why the client is upset about the guard’s appearance and performance. You add: “We’re all supposed to be making sure things are cohesive on your property; that includes our performance and appearance.
I’ll definitely speak to ‘Officer A’ immediately so that his performance and appearance is what you expect from us. I’m so sorry that you even have to have this conversation with me but I’ll get it fixed promptly.”
Helpful Tip: You must add “urgency” to the equation when you tell a client that you will fix a problem. Never leave any room for clients to believe that they’re not a priority.
If the client has expressed to you that there’s a problem or concern, let the client know that you will go above and beyond to provide a solution. Don’t just say it, really try to find a solution to their problem.
Helpful Tip: If you are stuck and can’t find a way to remedy the client’s problem, contact your employer. Security guard managers are more than qualified to resolve client issues.
Ongoing customer service training is a must with security officers. If the guard company doesn’t provide it, you should locate an institution that offers it and invest in yourself. If you take heed to these helpful customer service tips for security guards, you will be well on your way to advance in the guard industry.
To learn more about client relations in security, click here.
Posted in BODYGUARDS, BUSINESS SECURITY, PERSONAL SECURITY, SECURITY GUARDS, SECURITY MANAGEMENT, SECURITY TRAINING Tagged with: client relations, customer service for guards, customer service for security guards, Customer service tips, customer service tips for security, tips about customer service
If a crime occurs on your property and the criminals involved are armed, how effective will unarmed security officers be to you and your staff? What can the guards do to protect you and your staff while waiting for police to arrive?
Although armed guards may appear too “aggressive-looking” for some, when faced with this type of scenario, one must question the efficacy of unarmed security officers.
Let’s state the obvious here: We live in a world where crime takes place in a matter of seconds every single day and active shooter incidents are reported quite frequently throughout the nation.
Where there is crime, it is common for some form of weaponry to be involved. If the guard on your property has no way of defending you and can’t do anything to shield your safety… what do you do? What’s plan B?
Unarmed officers serve their purpose – they act as a deterrent as all guards do; however, when the worst-case scenario is occurring and one must react, an unarmed guard has absolutely nothing to help out in this situation.
All lives are on the line and the guard has a flashlight, pepper spray and nothing of use to fight off a deadly attack. At the very least, the guard should have a conductive energy weapon of some sort, which is not considered a lethal weapon.
Some individuals and companies are even threatened by officers carrying conductive energy weapons; so again, what on earth should the guard do in this case?
Companies avoid having armed guards on their property to elude the risks of liabilities, lawsuits and being negligent for accidental shootings at their place of business. Which is quite understandable, but if the companies would conduct their due diligence and contract with security providers who hire licensed, competent officers with extensive training, the risk of injuries and damages would drop significantly – as the armed guard would possess the skills necessary to handle this type of occurrence.
See how quickly this armed guard wards off robbers:
Often, unarmed guards are hired to appease a company’s visitors, staff, and so forth by giving the “presence” of security but that’s about it. They simply add a layer of protection but a very thin layer at that. The thin layer becomes completely nonexistent when unarmed guards encounter a high-level threat – life or death situation; and at that point, their effectiveness is unsubstantial.
Now you may say to yourself, “my business is in the safest area of my city; that type of crime doesn’t happen here;” most victims of America say the exact same thing. They never foresee the crime because they always say it can’t happen but the fact is, it can; and if it does, what level of security will you have at your establishment – armed or unarmed guards?
Posted in BODYGUARDS, BUSINESS SECURITY, PERSONAL SECURITY, SECURITY GUARDS, SECURITY MANAGEMENT, SECURITY TRAINING Tagged with: Armed guards Austin, armed security officers Austin, Armed versus unarmed guards, Austin security officers, Unarmed security Austin, Unarmed security officers
As long as you keep the lines of communication flowing with your employer, there should not be room for miscommunication. Speaking with co-workers, family members, friends, boyfriends, girlfriends, church members, and whoever has ears that will listen, does not take the place of you directly communicating your concerns or issues with your employer.
When going to outside sources that have no idea about your work ethics, except for what you tell them, could lead you down a very uncomfortable path in the future with your job. What if they give you the wrong advice? What if their advice leads to your termination?
Good people give bad advice –
What good is it for you to go to cousin Larry who can’t keep a job to save his life but has employment advice for you? Or, why listen to Aunt Sally who hasn’t worked a day in her life and makes suggestions based on what she’s seen on Television or saw or the internet?
Rule of Thumb: If you’re in doubt, open your mouth… to your employer!
A face-to-face conversation is always the best; this eliminates any misunderstandings in an email message. Too often, an email is received followed by a few others trying to explain what was meant in the first email.
If a face-to-face meeting is impossible, a telephone conversation should be the next best thing. Fully express what your issues are and see if there are any resolutions instead of making assumptions. Whether you have a problem with your supervisor, would like to address the possibility of a raise, can’t handle a co-worker, or desire room for advancement; if you don’t express this, how will your employer know?
Thanks to technology, effective communication skills have been lost; people rely on hiding behind computers, phones (texting), and other gadgets instead of eye-to-eye or telephone correspondence.
Work on yourself harder than you’ve ever worked on anything else, and you won’t have problems fixing things as they come your way. If you follow these steps outlined above and keep the lines of communication flowing, you are sure to meet success when conversing with your employer.
For more on this topic, visit SRS’ Contact Us page
Now that Iraq and Afghanistan wars are over, many Veterans and overseas contractors flood the private security industry in search of security details, instructor positions and even booking writing opportunities.
So what do you do if a veteran misrepresents himself to your security company, claiming to have credentials that he does not have, yet presenting augmented documentation that seems to back up his claim?
If a job candidate states he has a military background, to include Special Forces and Blackwater, seems squared away, has story after story detailing his past experiences… why would fiction or non-fiction cross your mind?
If this same candidate produced the necessary paperwork confirming his “falsified truth,” how then would you even consider this person to be a fraud or suspect him of stolen valor?
How do you know if the documentation is augmented or not, (without being a Document or Forensic expert); not to mention, who sends in documents to be reviewed without suspicion or cause on a normal application process?
Who do you contact to verify the background of someone claiming to have an elite, secret military background? What steps do you take as a security guard company to weed out these individuals, while also not offending or questioning the integrity of a real veteran?
Background checks, MMPIs, drug testing, and fingerprinting simply aren’t enough when someone’s governmental background is in question, and often difficult to verify quickly for civilian companies hiring vets. If a presented DD214 is the document in question itself, contacting the VA or asking the government for a 201 file could take weeks to receive any information on the vet in question.
Private contractors such as Blackwater seldom speak with anyone outside of their “clique,” and many times may not confirm or deny an employee’s existence – keeping in mind, they are a private company and don’t have to disclose anything to anyone in many cases.
Recently, SRS confronted an individual who applied with our company stating he had Special Forces background; we of course requested a DD214 (as we do with anyone claiming veteran status), and was promptly provided with a copy of a DD214 in the individual’s name. While DPS conducted their background check and processed this individual’s licenses, we became concerned when a fellow Blackwater ex-employee came forward with information that disputed this applicant’s Blackwater stated experience.
Those questions brought the applicant’s DD214 back under review and a request through the government was made for the applicant’s actual government 201 file. Several weeks later that 201 file arrived which indicated the applicant was a Military Veteran, but not Special Forces, nor had the stated awards or rank as contained on a fake DD214.
“Flabbergasted” is a complete understatement!
Why would someone go through great lengths to misrepresent himself when only applying for a guard position?
What really makes a person go out of his way to the point where legal actions can be taken against him?
Is it Ego, Greed, or Both?
You can never really get into the minds of those who prey on others.
When SRS confronted the guard with the proof provided by and contained in the government 201 file, his response wasn’t to argue or deny anything or even stand up for himself; his response wasn’t to provide pictures or his original forms or show anything else….
Quite frankly, he didn’t have a response and walked away, which a true Special Forces solider that is being questioned, to include addressing his integrity, would have never done and would have cleared the air immediately.
All too often, we hear of stolen valor but what do you do when it arrives at your place of business? You want to trust people until they give you a reason not to, but in today’s society, you just can’t do that anymore. And in the guard industry, you can’t take anyone’s word for it.
There are a growing number of people who want the attention, the acknowledgement, acclamation, or higher paid positions that choose to lie about their background and even falsify documents, which is despicable and dishonors those with real backgrounds and experiences.
If someone is presenting themselves as a decorated soldier or military expert, due diligence is necessary; once they provide their paperwork, go a step further (especially if it exceeds a normal, basic no frills solider), and ensure they have the credentials they say they have. Don’t trust what they hand you, seek additional help and checks.
SRS has since worked with www.professionalsoliders.com, www.stolenvalor.com and will be filing paperwork with DPS on this issue, while other options are being explored as well.
Security companies can contact http://www.stolenvalor.com or www.professionalsoldier.com and share their story there; if they or someone else suspects a guard of providing false information, they can double check their information here: http://www.archives.gov/veterans/ and ask for a 201 file.
If you suspect someone of stolen valor or would like more information on this topic, click here.
Do security guards actually prevent crime at churches? This a question that has been asked by many. A short answer to this question: crime is less likely to happen where criminals feel there is law enforcement or security on the premises – you can do your research here and check stats; most of the churches attacked did not have a security team or police officers on the property.
Crime at churches often occur when there is absolutely no protection on site. The last thing people want to believe is that someone would attack church goers but the sad reality is, crime is everywhere and occurs any time, at any location – and yes, even on church grounds.
According to Noelle Swan, in the past 15 years, more than 781 deadly attacks have occurred in the United States in places of worship. Vehicles are being burglarized in church parking lots; church members are being targeted and robbed, and worshippers are being murdered during services.
Man with a Shotgun Kicks in Church Door (see video):
Some churches have decided to get their congregation involved and establish a safety ministry to act as lookouts for suspicious individuals entering the property. They’ve also asked any off-duty police officers who are members to help out and volunteer to protect the members and visitors. The ministry has meetings to discuss safety precautions in the event they are attacked and have to react without law enforcement on site.
***Conduct a security risk analysis prior to purchasing security equipment. Often equipment is purchased and installed only to discover that it does not meet expected needs or solve the problems since needs and problems were never identified and properly assessed in the first place.
The above may be a tall order for some churches; to add, the average person does not have the level of training needed to guard a facility and people. It’s a great strategy to impose safety precautions but churches should go a step further and either get their safety ministry professionally trained to handle crime on their church grounds or outright hire security officers and take the stress off the congregation as a whole.
Being on the “look-out” for criminals is one thing, but what happens when three or more criminals are attacking a church at one time? Most church goers are not trained for that type of occurrence and are not armed to handle active shooters on the property.
Churches should involve their members and educate them about safety but they should also include a security training program that keeps them on top of their game in the event that a crime does break out on church grounds.
No one wants to think of this worst case scenario but again, it happens and more often than you think. Question –Security guards: Do they prevent crime at churches? Answer – Absolutely! They not only prevent crime at churches, they take the stress off the church members having to worry about their safety or lack thereof.
To consult with a security expert regarding the matter, click here.
Posted in BUSINESS SECURITY, PERSONAL SECURITY, SECURITY GUARDS, SECURITY MANAGEMENT, SECURITY TRAINING Tagged with: Austin Church Security Guards, Austin Security Services, Church Guards in Austin, Church Security Guards Austin, Security Services Austin
Workplace violence in corporate America makes up a tiny fraction of violent incidents; however, the notion that employees are unable to feel secure while working is a problem that needs to be addressed and resolved.
It is too complicated to explain in detail the psychological motivations that cause a person to resort to violence; even so, researchers seem to think that the anger an individual feels when he decides to take action is most likely noticeable prior to these types of events.
The profile of an employee or fellow worker capable of committing workplace violence by experts is one considered to be a male over thirty-five years of age; has a five year and above tenure; is usually an infelicitous individual who does not have many friends and rarely associates with co-workers during and after business hours.
He will typically blame everyone for his problems and negative actions. This type of person generally has a negative reaction to any type of change and suspects others about things that are not true and even has paranoia regarding the intentions of employees and supervisors.
What provokes workplace violence?
Newspaper journalists and television anchors want people to think that individuals who commit workplace violence are average persons who suddenly lost all sense of mental balance and decided to embark on a mission to kill others. However, case studies show this is not the way these things develop… individuals do not simply become mentally unstable at the drop of a hat.
Alcoholism, addiction to narcotics, inabilities to earn and save money, marital problems and negative situations with relatives, co-workers, supervisors, and friends frequently cause these individuals to be incapable of dealing with the pressures of modern-day life.
Typical issues in a business setting that could eventually cause workplace violence include: receiving a negative employment performance report, company downsizing, the belief a supervisor chose another employee over the individual for career advancement, denied a raise, denied due credit or acknowledgement on a project, any type of discipline, reduction in company benefits, and being fired from a job.
Workplace violence in the news: click here to see more
One can never really get into the mind of a person that takes extreme measures and results to violence. Although you can summarize their personality type and characteristics, you never know what day, time, statement made, or anything else that pushes them to that point where they’ve had it.
But, researchers believe that employees who have serious issues at their jobs need to have ways in which they can vent their feelings to company managers. The argument is that this method will serve to prevent violent acts because the persons will have opportunities to discuss their personal situations.
Professional training can help supervisors to address these situations, so they are able to discern warnings a long time before workplace violence occurs. Companies need to have working systems that allow fair investigations into grievances registered by disgruntled employees.
Like a host of other issues facing the world today, awareness and education combined with better communication can greatly help reduce the risk of workplace violence. Some business entities are currently thinking of innovative ways to prevent workplace violence by implementing increased security devices, training methods and comprehensive company policies that address the possibilities of these acts taking place – being proactive is always the best approach!
If you are management and would like to start executing plans to prepare for and prevent occupational violence, contact our security consultants today.
Posted in BODYGUARDS, BUSINESS SECURITY, SECURITY MANAGEMENT Tagged with: disgruntled workers, how to handle disgruntled workers, workplace violence, workplace violence prevention, workplace violence tips