Have you ever experienced violence in the workplace? I have.
I’ve been punched, spat upon, had things thrown at me. I’ve been called everything but the name my mother gave me. Once, someone even shared my child’s full name, his school address, and my home address—paired with a threat to “take care of things.”
The role I held came with risk. But the cruelty still landed hard. And it could have made me cynical. When people wished death upon those I love, I had every reason to shut down and tune out.
But I didn’t.
Don’t get me wrong—I protected myself and my family. The man who threatened my child? That was non-negotiable. Police were involved. Boundaries were drawn. Because you can’t help others if you’re not safe.
Violence cannot be accepted as part of the job. It cannot be brushed off or buried under the weight of “that’s just how it is.” We need to name the risk. Build contingency plans. Empower teams to speak up and intervene. We need to give employees the language to set boundaries and the resources to get help when they need it.
When naturally caring people are forced to pull back for their own safety, it’s not just a professional loss—it’s a personal one. It chips away at the very thing that makes them extraordinary. And if we don’t keep emphasizing the good in people, we risk burning out the hearts we rely on most.
In today’s climate, where vitriol travels fast and hate clicks fuel algorithms, I’m choosing not to let my soul be tarnished by the outlier.
Instead, I anchor myself in goodness.
If you’re in a position to lead change, start here:
- Assess Potential Risk
- Create Key Words and Escalation Plans
- Train the team on Early Recognition, De-escalation Techniques and Help Available
- Investigate Events with Compassion and Without Judgement
- Offer Post Event Support, Never Blame
- Never Let Violence Become Status Quo
