Workplace violence does not always begin with a physical attack. Threats, intimidation, escalating anger and unresolved conflict may provide opportunities for early intervention.
A customer becomes increasingly angry after being asked to wait. His voice rises. He insults the receptionist, strikes the counter and warns that somebody will “see what will happen”. Other workers watch, but no one knows whether to call security, inform a supervisor or quietly move people away.
Nothing physical has happened — yet.
In our previous article, we explained that vigilance means recognising unusual changes and acting sensibly. The workplace is one environment where this skill can help prevent harm.
Violence may appear sudden, but some incidents are preceded by escalating behaviour, repeated threats, intimidation or conflicts that have been allowed to grow.
On June 5, 2026, the Daily Graphic reported that the Ghana Registered Nurses and Midwives Association had condemned the alleged assault of a senior staff midwife by relatives of a patient at the Tema Community 22 Polyclinic.
The Association called for stronger security, visitor management, rapid-response procedures and a national policy on workplace violence in healthcare facilities.
The incident concerned a health facility, but the lesson extends to offices, shops, banks, schools, markets, factories, transport terminals and other places where workers interact with colleagues and members of the public, including clients.
Violence begins before the first blow
Workplace violence is not limited to physical assault. It may include threats, intimidation, harassment, aggressive confrontation or conduct that creates a reasonable fear of harm.
Possible signs of escalation may include increasingly loud or abusive speech, clenched fists, restless movement, repeated refusal to follow reasonable instructions, direct or indirect threats, attempts to force entry into restricted areas or aggressive movement towards another person.
These behaviours do not automatically mean that someone will become violent. A person may be distressed, grieving, frightened or frustrated.
The purpose of recognising warning signs is therefore not to label someone as dangerous. It is to notice that a situation is changing and that steps may be needed to prevent further escalation.
Do not wait for the attack
A common mistake is to treat angry words, threats and intimidation — or even complaints — as unimportant until someone is physically injured.
By then, the safest opportunity for intervention may have passed.
When tension begins to rise, workers should remain calm, avoid insulting or challenging the person and maintain a safe distance.
Where possible, one trained person should communicate with the individual while others quietly alert a supervisor or security officer.
Bystanders should not gather around the confrontation, record it for social media or shout competing instructions, as these actions could further escalate the situation.
If the threat becomes immediate, people should move away, use available exits and contact the police. No employee should be expected to physically confront an aggressive person without the necessary training and support.
The workplace must also be vigilant
Prevention cannot depend entirely on the courage or judgment of an individual worker. Employers must make it clear how threats and aggressive behaviour should be reported and who should respond.
Reception areas, cash points, emergency departments and other high-contact locations require particular attention. Visitor access, lighting, escape routes, panic alarms, communication systems and the positioning of security personnel should be regularly assessed.
Supervisors should also take reports of threats seriously, preserve relevant information and protect people who raise concerns in good faith.
Where an incident occurs, the organisation should support affected workers and review what happened, including its own procedures, rather than simply returning to normal until the next confrontation.
Every day lens innovation: The safety support signal
MISORNU proposes a simple, discreet workplace signal that an employee can use when a conversation begins to feel unsafe.
A staff member could send a pre-agreed phrase through an internal messaging platform, press a designated button or use a coded telephone request. The signal would quietly alert a trained colleague, supervisor or security officer without provoking the person involved.
The response could include monitoring the situation, addressing the complaint or concern, sending support, moving other people away or calling for additional assistance where necessary.
The signal should never be used to punish customers, patients or colleagues for ordinary disagreements. Clear safeguards, staff training, incident recording and periodic reviews would be essential.
Hospitals, banks, schools and customer-service centres could pilot the system at selected locations and evaluate response times, false alarms, staff confidence and incidents resolved without violence.
Prevention question for authorities
Can the Ministry of Employment and Labour Relations, employers’ associations, organised labour and relevant public agencies develop practical national guidance on preventing, reporting and responding to workplace violence?
Every day lens reflection
If someone threatened or became aggressive towards a worker in your organisation today, would employees know how to summon help without making the situation worse?
MISORNU prevention takeaway
Workplace violence may begin with a change in behaviour before it becomes a physical attack. Notice the escalation, respond calmly and make it easy for workers to obtain help early.
This article is part of “Before It Happens: The MISORNU Preventive Security Series”, which turns current crime and safety developments into practical lessons for citizens, institutions and policymakers. If you have any issues, questions or know of best practices for addressing workplace violence, please get in touch with us at
The writer is Executive Director, MISORNU Safety Centre, former Director-General, Police Public Affairs, CPP (ASIS International).
