WPV Warning Signs &examples – Part 3

by todaystrainingblog

• Time Impact
Impacting on supervisory/managerial time will be more pronounced in adults than it is in teenagers. And it will accumulate over a period of time, possibly months. Rarely does an employee take so much time it’s noticeable over a few days or weeks.
One of the things that make a supervisor/manager a good one is the amount of time they spend with their employees. Whether it is in an office or manufacturing plant where you have the same people every shift or in shift work like hospitals and security were you may have different employees every day.
When you have an employee that is beginning to take more time than others, it may be worrisome. This is when one employee begins to have issues and the supervisor needs to spend an ever increasing amount of time counseling, coaching, reprimanding, or just talking to them. And as I said the amount of time will be accumulative.
One week they spend 10 minutes a shift with that person. The next week it’ll be 15, then 20. After a while you may be looking at the fact that one employee is so monopolizing a supervisors time, that they don’t have the appropriate amount of time to give to other employees.
And the discussions could be on a range of work related problems. Attendance issues, not properly shutting down a 50 ton press, reckless driving with a forklift, or courteous behavior to other employees, or any number of other issues.

• Free Expression
There are many forms of free expression in today’s world. If you have someone dancing around a trash compactor, 20 ton press, or an anodizing pool that’s not just unsafe it could be fatal. 2 incidents that I know of, and probably many more, had roots in white and Hispanic workers saying things about black and white co-workers respectively. In the 2nd case they spoke it in Spanish.
Writing, drawing, or some things like this can lead to issues. And again it goes both ways. Do the people who are telling off color jokes or doing something derogatory to a race of people racist or neo-Nazis? No, not necessarily, but their actions need to be addressed.
Consequently, if an employee begins making use of his 1st Amendment rights, but they are turning dark and foreboding, then the same holds true. They need to be talked to and the potential consequences discussed – and not just a warning or threat to terminate.

• Poor Relationship Skills
If you have an employee, who seems to have problems with developing and maintaining a relationship, then watch a little closer. It doesn’t matter whether it’s a relationship with co-workers, supervisors, or dating acquaintances. Anyone one of these, or all three, may be cause for alarm.
Some people just have problems forming lasting relationships with anyone. It doesn’t matter if it’s at or away from work. They just don’t have the skills to have good relationships, no matter what they are.
Many times, these people can be dark and brooding and possibly be the stereotypical loner in a company. They could also just be very shy and not very self confident about themselves or their surroundings. And if that’s the case then it doesn’t matter who or why someone tries to befriend them, it probably won’t work.
Also consider that there are aspects of autism and other mental disorders that can cause someone not to be able to have normal relationships. Or possibly, they have been burned in the past by friends. I know a person, who has been stabbed in the back so many times, because he was too trusting, by so called friends, that it’s very hard for him to even start a relationship much less maintain one!
I also managed a security officer at a large distribution center in Lenexa Kansas that was this way. He was very good at his job of logging trucks in/out of the center. However, he was very brusquest and extremely rude to anyone who supervised/managed him or tried to tell him what to do. However, he was not a big concern for us.
We left him alone to do his job, which always had a 98% pass rating by their corporate people (of which he was rude too as well!). In his off hours, he, his wife, and a daughter took care of 15 special needs children in their home. They were placed there by the state of Kansas and were very lovingly cared for – always receiving a rating of 100%. He got by being rude at his post, because that is what was needed to deal with the idiotic oafs he came into contact with.

Robert D. Sollars is a recognized expert on workplace violence prevention and other security issues. With numerous interviews, a twice weekly blog, articles, and 2 books he has proven himself in the security field for more than 31 years, and 23 studying workplace violence issues.
He utilizes his years of field knowledge to give real life examples of incidents pulled from both his own experiences and the news headlines. Contact him at 480-251-5197 or through his Facebook page at http://www.facebook.com/oneistoomany. Here you will see and read about other items related to security as well as WPV.