Warning Signs of Potential Workplace Violence

Workplace violence is a serious concern that can affect organizations of every size and industry. While many incidents occur without warning, others may be preceded by behaviors, actions, or circumstances that indicate a potential risk.

Recognizing warning signs does not mean assuming someone will become violent. Most individuals who display one or more concerning behaviors never engage in workplace violence. However, understanding potential indicators can help organizations identify risks early, provide support when appropriate, and take preventive action before situations escalate.

Creating a safe workplace requires awareness, communication, and a proactive approach to recognizing and addressing concerning behavior.

Understanding Workplace Violence

Workplace violence can take many forms, including threats, intimidation, harassment, physical assaults, domestic violence that enters the workplace, and other behaviors that place employees at risk.

Potential sources of workplace violence may include:

• Current employees

• Former employees

• Customers or clients

• Vendors or contractors

• Family members or personal acquaintances

• Members of the public

Because workplace violence can originate from multiple sources, organizations benefit from training employees and managers to recognize potential warning signs and understand reporting procedures.

Significant Changes in Behavior

One of the most common warning signs is a noticeable change in an individual's behavior.

Employees, supervisors, and coworkers are often familiar with normal workplace behaviors. When someone begins acting significantly differently than usual, it may warrant attention.

Examples may include:

• Sudden withdrawal from coworkers

• Increased irritability

• Unusual emotional reactions

• Declining work performance

• Difficulty concentrating

• Increased absenteeism

• Changes in personal appearance or hygiene

While these changes do not necessarily indicate a risk of violence, they may signal personal, emotional, or workplace challenges that deserve attention.

Threatening or Intimidating Behavior

Threats should never be ignored.

Threatening behavior may be direct, indirect, verbal, written, electronic, or implied through actions.

Examples can include:

• Threatening comments

• Aggressive language

• Intimidation

• Harassment

• Bullying

• Veiled threats toward coworkers or supervisors

• References to revenge or retaliation

Organizations should have clear reporting procedures so employees understand how to report concerning behavior without fear of retaliation.

Frequent Expressions of Anger

Occasional frustration is a normal part of life. However, repeated displays of uncontrolled anger may indicate a need for intervention.

Potential warning signs include:

• Frequent verbal outbursts

• Explosive reactions to routine situations

• Yelling or screaming

• Hostile interactions with coworkers

• Ongoing conflicts with management

• Difficulty controlling emotions

Patterns of escalating anger should be addressed before they create larger workplace issues.

Obsession with Workplace Grievances

Employees sometimes become frustrated with workplace decisions, policies, or disciplinary actions. However, excessive focus on perceived injustices can sometimes become a concern.

Examples may include:

• Repeated discussions about being treated unfairly

• Refusal to let go of past disputes

• Ongoing hostility toward specific individuals

• Excessive blame of others

• Fixation on perceived wrongdoing

Managers should pay attention when workplace grievances become all-consuming or increasingly hostile.

Fascination with Violence

In some situations, individuals may demonstrate an unusual interest in violence, weapons, or violent incidents.

Potential indicators may include:

• Repeated discussions about violent events

• Glorification of violent acts

• Threatening social media activity

• Obsession with weapons in workplace conversations

• Statements suggesting violence is an acceptable solution to problems

Context matters, and these behaviors alone do not predict future actions. However, they may warrant further evaluation when combined with other warning signs.

Increased Conflict with Coworkers

Persistent workplace conflict can create stress and tension throughout an organization.

Warning signs may include:

• Frequent arguments

• Refusal to cooperate with coworkers

• Escalating interpersonal disputes

• Hostility toward supervisors

• Intimidating conduct

Organizations should address conflicts early before they escalate into larger problems.

Signs of Severe Personal Stress

External pressures can sometimes affect workplace behavior.

Examples may include:

• Financial difficulties

• Family conflicts

• Divorce or relationship problems

• Legal issues

• Significant personal losses

Most individuals experiencing personal stress never become violent. However, managers should remain aware when multiple stressors appear to be affecting workplace conduct or emotional stability.

Domestic Violence Can Impact the Workplace

Domestic violence does not always remain outside the workplace.

Employees experiencing domestic violence may face threats, harassment, stalking, or unwanted contact while at work. These situations can create safety concerns for both the affected employee and coworkers.

Potential indicators may include:

• Repeated unwanted visits

• Harassing phone calls or messages

• Fear of a specific individual

• Concerns about personal safety

• Sudden changes in behavior following personal conflicts

Organizations should have procedures for responding to domestic violence situations that may affect workplace safety.

Employees Should Know How to Report Concerns

Many workplace violence incidents are preceded by behaviors that coworkers observe but do not report.

Employees should understand:

• What behaviors to report

• Who to contact

• How reports are handled

• Available support resources

• Emergency response procedures

Creating a culture where employees feel comfortable reporting concerns can help organizations identify risks before they escalate.

Managers Play a Critical Role

Supervisors and managers are often the first people to observe changes in employee behavior.

Effective managers:

• Take concerns seriously

• Document incidents appropriately

• Follow reporting procedures

• Address conflicts promptly

• Seek assistance when necessary

• Support affected employees

Leadership involvement is an important component of workplace violence prevention efforts.

Why Workplace Violence Prevention Training Matters

Recognizing warning signs is only one part of creating a safer workplace.

Employees and managers should understand how to identify concerning behaviors, report threats, respond to emergencies, and support prevention efforts throughout the organization.

Organizations seeking to strengthen workplace safety programs can explore Workplace Violence Prevention Training.

Training can help employees better understand warning signs, reporting procedures, de-escalation strategies, and workplace violence prevention best practices.

Additional Safety Resources

Safety professionals, supervisors, managers, and HR teams may find these resources helpful:

Workplace Violence Prevention Training

Conflict Management & Resolution Training

Active Shooter Preparedness

Articles & Insights

Prevention Starts with Awareness

Workplace violence prevention begins with awareness, communication, and a willingness to address concerns before they escalate. While no single behavior can predict future violence, recognizing potential warning signs can help organizations respond appropriately and support a safer work environment.

By combining employee awareness, management involvement, reporting procedures, and workplace violence prevention training, organizations can reduce risks and strengthen their overall safety culture.