5 Ways to Overcome Workplace Violence

Have you thought about how you would respond to workplace incivility or discrimination? If not, it’s time you should, says Alexander A. Hannenberg, M.D., a senior research scientist at Ariadne Labs in Boston and a former president of the American Society of Anesthesiologists.

Dr. Hannenberg is a recognized expert in safe surgery, with a particular focus on workplace incivility.

His extensive research uncovered an alarming prevalence of harassment and other forms of workplace violence within perioperative care settings. For instance, a recent survey by the Anesthesia Patient Safety Foundation revealed that 70 percent of perioperative respondents reported firsthand experiences of workplace violence.

Dr. Hannenberg describes workplace incivility as “corrosive,” because it not only harms individuals but also compromises clinical patient outcomes.

To tackle this pervasive issue, Dr. Hannenberg and his colleagues developed training materials designed to mitigate destructive behavior. Additionally, they provide guidance for leaders on creating a forum for staff to openly discuss instances of workplace incivility and effectively resolve them.

Here are a few strategies from the training modules that Dr. Hannenberg and his team plan to present in the Expo Hall at AORN Global Surgical Conference & Expo 2024.

1. Develop Your Own Response for Incivility

Thinking through constructive responses to abusive behavior helps individuals respond more effectively. Formulating these responses is a high-level goal of the training, Hannenberg says. “We provide a safe space to refine your personal strategies for responding as a target or bystander.”

2. Teach Staff to Prompt Corrective Action

Frontline staff cannot quietly accept uncivil or discriminatory behavior as the status quo. He reminds us that “when this behavior is tolerated, it is effectively encouraged.” Instead, “staff need to learn the available avenues to prompt corrective action." This includes asking managers for help navigating the process. Hannenberg stresses that facilities have a duty to shield staff from retaliation. They must also aggressively act on legitimate reports.

3. Be Clear About Zero Tolerance for Incivility

Nursing leaders must be clear that incivility and discrimination are not allowed in any form, Dr. Hannenberg says. They can do this in several ways, including pledging support to staff affected by such events.

4. Correct Unprofessional Behavior

Beyond messaging, leaders must take decisive action to give meaning to their words. When they see or are alerted to an incivility event, they must understand the situation and act swiftly. This should be done with the goal of preventing the behavior from reoccurring.

5. Be Consistent

Creating a safe environment for surgical care means applying a standard of civility. This applies to  patients as well. “We know that patients and their families can inflict uncivil behavior. This can undermine efforts to prevent incivility across the board,” Dr. Hannenberg says. It's good to let patients and families know they are receiving care in a space free of bullying and aggression.

Attending the conference in Nashville next month? Make time to attend Hannenberg’s Video Triggered Workshops on Workplace Violence Prevention Training: Workplace Incivility, Aggression, and Discrimination. The training curriculum used for these sessions will be available to attendees without charge and are designed to be integrated into staff meetings or in-service training.