Anthony LaFaziaCEO, Atlantic Training · CEO at Atlantic Training | EdTech & Safety Compliance Leader

How to Build a Workplace Violence Prevention Program (Step by Step)

16 Jul 2026 · 2 min

Watch on YouTube

2:12

The video walks viewers through creating a practical workplace violence prevention program from the ground up. It begins by emphasizing that prevention is not about fearing the unpredictable but about establishing clear, everyday systems. The core components are: (1) a concise written policy that explicitly bans violence, threats, and intimidation and outlines response procedures, backed by leadership; (2) a confidential, optionally anonymous reporting system with zero‑retaliation guarantees; (3) a small, trained response team (HR, security, legal) that reviews reports consistently; (4) employee training focused on recognizing warning signs (escalating conflict, threats, crisis behavior) and on de‑escalation techniques (calm tone, space, active listening); (5) an emergency action plan aligned with OSHA and CISA guidance that is practiced regularly; (6) post‑incident support, including resources for resolution and recovery. The speaker stresses that warning signs are behavioral, not based on mental‑health labels, and that early connection to support is key. Free downloadable cards (threat‑assessment matrix, reporting flowchart, de‑escalation phrase guide) are offered to help organizations start building the program. The overarching goal is to ensure every employee returns home safe.

Chapters

If you've been asked to "do something" about workplace violence, it can feel overwhelming. Like you're supposed to predict the unpredictable. You're not. A good prevention program isn't about fear. It's a few clear systems that make your workplace safer and calmer every day. Here's how to build one from scratch. Start with a written policy that names it plainly: "Violence, threats, and intimidation aren't tolerated. And here's how we respond." Leadership has to stand behind it, or no one will trust it. Next, Make it easy and safe to raise a concern. A reporting system people actually use. Confidential, with an anonymous option, and zero retaliation. Most warning signs are seen by someone. They just don't know where to take them. Then decide who acts on those reports. A small, trained team—HR, security, sometimes legal—that reviews concerns calmly and consistently. Instead of leaving one manager to guess. Train your people on two things: First, the warning signs: escalating conflict, threats, a person in crisis, and how to report them. Second, de-escalation: lowering the temperature of a tense moment with a calm tone, space, and real listening. De-escalation isn't soft; it's often your first and best line of defense. Have a plan for the worst case too: clear emergency steps aligned with guidance from OSHA, also CISA, the Cybersecurity and Infrastructure Security Agency. Practiced, not just filed in a binder. When people know what to do, panic goes down. One thing to keep front of mind: warning signs are about behavior, not labels. Struggling with mental health does not make someone dangerous. The goal is to connect people to support early. Prevention is as much about care as it is about security. And plan for after an incident. Support and resources for your team. Resolution and recovery are part of the program. You don't have to build all of this in a day. Download our free Warning Signs and Response Protocol cards linked in the description. You get a threat assessment matrix, a reporting flowchart, and a de-escalation phrase guide. The backbone of a program you can grow from. Because the goal never changes: everybody goes home safe.