7 Key Indicators of Potential Workplace Violence (And How to Respond)

Nearly 2 million American workers report workplace violence incidents annually, according to the Occupational Safety and Health Administration (OSHA). Yet research shows that most violent incidents don't happen without warning. They begin with small behavioral changes that grow more serious over time. A frustrated employee might start raising their voice, avoiding team interactions, or showing unusual aggression during routine discussions. Left unaddressed, those early indicators of potential workplace violence can lead to something far more serious.

Every organization, regardless of size, faces this risk. The impact can range from verbal threats to physical assault, and the consequences extend far beyond the individuals involved. A single incident can disrupt morale, damage trust, and harm the company's reputation. Recognizing potential indicators early gives employers the best chance to prevent harm and maintain a safe environment for everyone.

Understanding Workplace Violence

Workplace violence includes any act or threat of physical violence, intimidation, or disruptive behavior that occurs at work. It can happen between employees, customers, or even personal acquaintances who enter the workplace. OSHA categorizes it as a serious occupational hazard, with costs to American businesses exceeding $120 billion annually in lost productivity, legal fees, and increased security measures.

There are four recognized types:

• Type I involves criminal intent, where someone with no connection to the business commits a violent act, such as robbery
• Type II involves clients or customers who become aggressive toward employees
• Type III happens between coworkers, often after ongoing conflict or grievance
• Type IV occurs when personal relationships spill into the workplace, such as domestic issues that follow an employee to their job

While any of these can happen, Type III incidents are often where early recognition matters most. The sooner warning behaviors are spotted, the easier it becomes to intervene before violence occurs.

7 Common Indicators of Potential Workplace Violence

Patterns of concern usually appear before physical violence takes place. It's important to look for combinations of behaviors, not just isolated events. According to the FBI's workplace violence prevention guide, nearly 75% of violent workplace incidents showed multiple warning signs in the weeks or months beforehand.

When employees, supervisors, or human resources staff notice these indicators of potential workplace violence, they should respond calmly, document what they see, and involve the proper channels.

1. Verbal Threats and Intimidation

Direct or implied verbal threats are among the clearest early warning signs. An employee might say things like "someone will regret this" or "I could make them pay," even if they claim to be joking. Repeated intimidation, raised voices, or angry outbursts create tension and fear.

Key point: Every threat should be taken seriously, regardless of tone or intent.

2. Sudden Behavioral or Emotional Changes

Noticeable shifts in attitude can also point to a growing problem. A once-reliable worker might withdraw from others, stop participating in meetings, or display sudden anger. These changes can reflect personal distress or workplace grievances that, if ignored, can escalate into violent behavior.

Key point: Supervisors should monitor patterns over time, not single incidents.

3. Fixation or Obsession with Conflict

Some individuals become preoccupied with perceived injustices. They may talk obsessively about a supervisor, co-worker, or company decision. Others might research past workplace attacks or express fascination with weapons.

Key point: When an employee's thoughts seem increasingly centered on revenge or harm, that fixation needs prompt attention. In cases where detailed threat assessment is needed, professional investigators can help evaluate risk levels and recommend appropriate interventions.

4. Increased Conflict and Rule Violations

Frequent arguments, defiance, or disregard for company policies often precede aggressive acts. An employee who openly resists authority, refuses to follow directions, or breaks safety rules repeatedly may be signaling deeper frustration.

Key point: Consistent enforcement of standards through a fair but firm approach is essential to maintaining a safe environment.

5. Signs of Severe Stress or Personal Crisis

Financial stress, divorce, health issues, or disciplinary action can add pressure to an already tense situation. These factors alone don't cause violence, but they can heighten emotional instability.

Key point: Offering access to an employee assistance program allows workers to seek confidential help before personal problems affect workplace behavior.

6. Substance Abuse or Impaired Judgment

Alcohol or drug misuse often leads to poor decision-making and reduced impulse control. An employee showing up intoxicated, missing shifts, or performing erratically may pose a safety risk.

Key point: Substance abuse should always be handled with care, balancing discipline with support resources when possible.

7. Domestic Issues Carrying into the Workplace

Sometimes the source of danger comes from outside the company. Domestic disputes can lead to stalking, harassment, or even immediate danger at work.

Key point: Employers should ensure that victims feel safe to report these concerns and that security measures, such as visitor controls or restricted access, are in place to reduce risk.

Responding to Early Warning Signs

Identifying concerning behavior is only the first step. The next is responding correctly and consistently. Employers should focus on the behavior, not assumptions about personality or background.

Each organization should establish:

• A clear zero-tolerance policy that defines what constitutes violent or threatening behavior
• Training so every employee understands how to report concerns without fear of retaliation
• Documentation procedures that capture time, place, witnesses, and observed actions
• A threat assessment team or access to external investigators for serious situations

When a report is made, document all details accurately. Serious threats or actions that suggest potential harm require immediate coordination with human resources, security, or law enforcement.

Critical reminder: Confidentiality is important, but it should never outweigh safety. If a situation presents immediate danger, the priority must always be to protect people first and address the process later.

Building a Safer Workplace Culture

Creating a safe environment starts long before a crisis. Prevention depends on strong leadership, clear communication, and practical policies that everyone follows.

Establish Comprehensive Prevention Plans

Combine your zero-tolerance policy with consistent training that covers:

• Reporting procedures for suspicious behavior
• Conflict management and de-escalation techniques
• Access to counseling and employee assistance programs
• Recognition of indicators of potential workplace violence

When employees trust the system, they're more likely to come forward with concerns early. Prevention also starts during the hiring process—thorough background screening helps identify potential red flags before someone joins your team.

Conduct Regular Security Assessments

Regular security assessments help identify vulnerabilities in access points, lighting, or emergency exits. Organizations should also maintain detailed emergency preparedness plans that outline how to respond if violence occurs. These plans should cover lockdown procedures, safe meeting points, and communication methods.

Professional security assessments can uncover gaps in procedures and prevent escalation before problems develop.

Address Small Issues Before They Grow

Building safety awareness means addressing smaller issues proactively. Disruptive behavior, bullying, or ongoing interpersonal conflict should be managed through open dialogue and mediation when possible. The more proactive the culture, the less likely violence will take root.

The Role of Employee Support and Management

Supervisors play a key role in early detection. They interact daily with staff and can often spot shifts in mood, productivity, or tone long before others do. Regular one-on-one conversations can reveal problems that written reports never show.

Best practices for managers:

• Document patterns calmly and objectively
• Describe behaviors clearly: what was said, when it happened, and how often
• Avoid assumptions about intent or character
• Consult human resources or internal security specialists when uncertain
• Offer support through counseling or employee assistance programs

When employees experience personal crises, demonstrating that the company values well-being reduces the likelihood of violence while improving overall morale and retention.

Taking Proactive Steps Toward Workplace Safety

Recognizing indicators of potential workplace violence is about awareness, not alarm. Patterns like verbal threats, disruptive behavior, or sudden mood changes should always be noticed and addressed early. Taking time to understand these signs, offer support, and apply consistent policies protects both employees and the organization itself.

For businesses across the United States, maintaining safety is an ongoing responsibility. Studies show that organizations with comprehensive prevention plans reduce workplace violence incidents by up to 50% compared to those without formal programs.

When Professional Support Is Needed

While many situations can be handled internally, some require specialized expertise. Background investigations, threat assessments, and complex workplace investigations benefit from experienced professionals who understand both the legal landscape and practical safety measures.

Davis & Forest Investigative Group specializes in security assessments, workplace investigations, and background reviews that help organizations identify risk and protect their teams. Their investigators work with businesses to evaluate threats, implement prevention strategies, and respond to incidents with both discretion and thoroughness.

When safety and integrity matter most, having experienced professionals by your side makes all the difference. Contact Davis & Forest to discuss how their investigative services can strengthen your workplace safety program and provide peace of mind for your organization.

Take Action Today: Don't wait for warning signs to become incidents. Review your current workplace violence prevention policies, train your managers on recognition and response, and establish clear reporting channels. A safer workplace starts with awareness and preparedness.