What to do when workplace issues turn violent? “The violence recently seen in a Toronto workplace reminds us that not a year goes by without some horrific workplace violence. Would you believe that in the United States, more than 1,000 people die each year as a result of violence in their workplace? When you think of it, that is more than 20 people a week killed at work.”
Let’s talk about something that doesn’t make the headlines until it’s too late: workplace violence. A shocking incident in a Toronto office recently brought this issue to the forefront again. It’s unsettling but not surprising.
If you’ve spent time managing teams or working in high-stress environments, you’ve likely seen the warning signs: mounting tensions, unchecked aggression, or unresolved conflicts that slowly fester.
Here’s the stark reality—every year, workplace violence claims more than 1,000 lives in the United States. That’s roughly 20 people each week who don’t make it home because of something that happened at their job. Let that sink in. Behind these statistics are real people, real families, and stories of loss that often begin with something as seemingly minor as a heated argument.
In my experience managing teams in high-pressure settings, I’ve learned that violence rarely erupts without warning. I remember when a colleague started exhibiting erratic behaviour after several layoffs. Small outbursts turned into public confrontations. Fortunately, leadership took it seriously, bringing workplace mediators and mental health professionals. The situation de-escalated but was a stark reminder of how quickly things can spiral if ignored.
When workplace issues turn violent
The biggest challenge isn’t just spotting the signs—it’s creating a workplace culture where people feel safe enough to report concerns. Many employees worry they’ll be labelled troublemakers or face retaliation if they speak up. And let’s not forget about the stigma surrounding mental health, which often leaves those struggling without the support they need.
So, how do we tackle this? It starts with proactive measures like clear workplace policies, conflict resolution training, and accessible resources for mental health and wellness. But even the best policies fall flat if leadership doesn’t take the issue seriously. A reactive approach, where action is only taken after an incident, isn’t just risky—it’s negligent.
For those of you reading this who manage teams or own businesses, take a moment to reflect on your workplace. Do you have protocols in place? Are there open channels for communication? Have you actively encouraged a culture of respect and accountability? The cost of inaction isn’t just measured in lawsuits or lost productivity—it’s measured in lives.
What have you seen in your workplaces? Have you seen workplace issues turn violent? Do you feel your employer has done enough to create a safe environment?
